作為一名的獵頭顧問(wèn)，雖然不能確保選拔人才的準(zhǔn)確性。但是可以通過(guò)合適的決策模式來(lái)提高尋找的準(zhǔn)確性，并且避免一些基本失誤，判斷候選人穩(wěn)定性。下面濟(jì)南獵頭公司人員來(lái)講講這方面的內(nèi)容。

As a professional headhunting consultant, although it can not ensure the accuracy of talent selection. However, we can improve the accuracy of search through appropriate decision-making mode, avoid some basic mistakes and judge the stability of candidates. Next, the staff of Jinan Headhunting Company will talk about this aspect.

一、從應(yīng)聘者以往個(gè)人經(jīng)歷的時(shí)間衡量職業(yè)穩(wěn)定性

1、 The career stability is measured by the applicant's past personal experience

留意應(yīng)聘者每份工作的延續(xù)時(shí)間、變換工作的頻率、每份工作間的間隔時(shí)間等，對(duì)應(yīng)聘者穩(wěn)定性進(jìn)行評(píng)估

Pay attention to the duration of each job, the frequency of job changes, the interval between each job, etc., and evaluate the stability of the candidate

提醒對(duì)那些頻頻更換企業(yè)的應(yīng)聘者也要特別小心，有些應(yīng)聘者可能只想暫時(shí)找一份工作安身，然后再慢慢找一個(gè)更穩(wěn)定的工作，對(duì)這些人要特別留心，我們很可能 在他們身上投資了3個(gè)月的員工培訓(xùn)，而他們卻在工作快要進(jìn)入狀態(tài)之前離去，在選擇員工時(shí)要注意這些不忠誠(chéng)和欠缺誠(chéng)意的應(yīng)聘者。

Remind us to be particularly careful for those candidates who frequently change the company. Some candidates may just want to find a job temporarily and then slowly find a more stable job. Pay special attention to these people. We are likely to invest three months of employee training in them, but they leave before they enter the state of work. When selecting employees, we should pay attention to these disloyal and insincere candidates.

二、從應(yīng)聘者職業(yè)生涯規(guī)劃程度衡量職業(yè)穩(wěn)定性

2、 Measuring career stability from the degree of career planning of candidates

一般而言，有較好職業(yè)生涯規(guī)劃的應(yīng)聘者穩(wěn)定性較高，因此，留意應(yīng)聘者簡(jiǎn)歷中以往工作經(jīng)歷所從事的行業(yè)與職位，由此判斷職業(yè)穩(wěn)定性。

Generally speaking, candidates with better career planning have a higher stability. Therefore, pay attention to the industry and position of previous work experience in the candidate's resume to judge career stability.

三、通過(guò)心理特征進(jìn)行評(píng)估

3、 Evaluate by psychological characteristics

外在行為都是心理驅(qū)動(dòng)的結(jié)果，因此，心理特征的確能夠影響人的行為，職業(yè)穩(wěn)定性與人的某些心理特征有比較密切的關(guān)系，若在面試過(guò)程中發(fā)現(xiàn)應(yīng)聘者有相應(yīng)的心理特征時(shí)，就要特別留意其職業(yè)穩(wěn)定性。

External behavior is the result of psychological drive. Therefore, psychological characteristics can really affect people's behavior. Career stability is closely related to some psychological characteristics of people. If you find that candidates have corresponding psychological characteristics during the interview, you should pay special attention to their career stability.

四、從組織合適度衡量應(yīng)聘者的穩(wěn)定性

4、 Measuring the stability of candidates from the perspective of organizational suitability

組織合適度指的是組織的行為方式與價(jià)值觀是否與應(yīng)聘者相適應(yīng)。

Organizational appropriateness refers to whether the organization's behavior and values are compatible with the candidates.

面試是我們需衡量應(yīng)聘者的工作風(fēng)格與人際交往能力是否適應(yīng)企業(yè)的管理方式和企業(yè)文化，這是員工工作滿意度的一個(gè)重要組成部分，也往往成為員工決定是否離職的重要考慮因素，如果忽視對(duì)應(yīng)聘者組織合適度的了解與評(píng)估，應(yīng)聘者被錄用后往往出現(xiàn)劣績(jī)效，而且會(huì)出現(xiàn)較高的流失率與不穩(wěn)定性，

Interview is a way to measure whether a candidate's work style and interpersonal skills adapt to the company's management style and corporate culture. It is an important part of employee job satisfaction, and also an important consideration for employees to decide whether to leave. If the understanding and evaluation of the candidate's organizational suitability are ignored, the candidate will often have poor performance after employment, and will have a high turnover rate and instability,

因此，組織合適度也成為衡量應(yīng)聘者的穩(wěn)定性的關(guān)鍵因素。

Therefore, organizational suitability has also become a key factor in measuring the stability of candidates.

另外，通過(guò)了解候選人以往經(jīng)歷的工作節(jié)奏，與他需進(jìn)入的團(tuán)隊(duì)進(jìn)行對(duì)比，若工作節(jié)奏比較匹配的話，應(yīng)聘者的組織適應(yīng)度會(huì)相對(duì)比較高，穩(wěn)定性也比較好。更多相關(guān)的事項(xiàng)就來(lái)我們網(wǎng)站http://americangoldsavings.com咨詢吧！

In addition, by understanding the work rhythm of the candidate's past experience, and comparing with the team he needs to enter, if the work rhythm is relatively matched, the organizational adaptability of the candidate will be relatively high and the stability will be relatively good. More related matters come to our website http://americangoldsavings.com Consult!