Summary of recent recruitment experience

Recently I helped the company recruit software developers. It can be said that I am also a newbie and have no experience. Therefore, I often come to csdn to look at the recruitment experience of my predecessors and have received a lot of help. First of all, thank you for helping me.

However, it is not easy to recruit developers recently. But I also found some methods, even in the middle, to avoid greater losses. Here is a summary.

Generally, our recruitment staff can be divided into two categories: first, those who have work experience or are currently in service, or those who have no work experience or recent graduates.

First of all, it is difficult for experienced or current employees to take time out if many of them are still in service. So I suggest you use a telephone interview to determine some major directions, such as what basic skills are required by the Company, what are the positions provided by the company, what are the basic requirements? Are the candidates basically satisfied. What are the basic benefits provided by the company, and whether the examinee is willing. I found that many people did not understand the company's job requirements, job responsibilities, or the development of the company's platform, and then posted their resumes, this will only waste your time. Even if the phone interview is passed, ask the examinee to come to the company for a formal interview. It is difficult to determine whether he is competent after an interview, if you just think you can try it out, it's pretty bad. In case of failure, wouldn't it make others lose their current stable job. There is really no good way to do this. I think the only best way to do this is to ask the examinee to take a few days off and then come to the company and work with us for a few days. The best way to do things is to see the ability and quality of a person. It is also the fastest way to determine whether it is suitable for the company's position. Well, it is assumed that this is not the case for trainees. When they come to the company for trial use, I think there is something worth special attention during training. Induction training is also very exquisite. Skill training should be conducted first. If possible, a simple capability test should be conducted before skill training, let the examinee design a simple program based on the company's requirements using the development tools he is most familiar with, but the program should be fully implemented according to the product requirements. There is a requirement document, a design document, requiring the most streamlined language, the most ideal mode to complete development. In this way, you will be able to see the examinee's abilities in all aspects within a week. If not, do not continue. After passing this course, we will continue our business training, Process training, system training, and a series of other trainings. In this way, you can minimize the company's training costs, and minimize the number of candidates to seek other jobs or choose not to leave the previous company.

Secondly, if there is no work experience or fresh graduates, they will not be able to see their abilities during the interview. You can only take some written tests to see how the basic knowledge is. During the interview, you can view his presentation, logic thinking, and communication skills. If appropriate, you can immediately call it for trial. The training principles here are basically the same as those above, but they are not as strict as above. You just need to be specific.

In short, I think it is just a principle to try not to delay the candidates who come to the company. During the interview, they should be well off even if they start to try out the company, let the problem be reflected earlier. Minimize losses to the company and candidates.

 

 

If you have a new idea, you can give comments and suggestions on my views. I must be grateful!