i want to pick out the people from among the applicants

As for adoption flow the process which finds the desired talent

The qualified talent who is agreeable to the recruiting specifications is selected

The flow (flow) which employs the talent basically is the same regardless of new graduate halfway adoption, regardless of the industry type scale of enterprise.First to gather the applicant, to squeeze with document selection and the aptitude test, passing the interview of several times, to put out informal decision, after verifying the intention of joining a company of the applicant, it concludes employment agreement.

The process which calls the talent who is agreeable to the specifications (personal history skill qualification and the like) which enterprise calculates the “qualified talent”, as for adoption flow finds this qualified talent.It is highlight scene of the arm of the adoption person in charge whether how you find the qualified talent efficiently, precede to other companies and tie to adoption that.

The fact that most time is required with adoption process, at the same time uses the nerve probably is adoption interview.From the fact that time is required for adoption interview, primary interview and the like it is the extent which is also the company which the circle (out-sorcing) has been done to throw in the special talent business trader.

Adoption interview is very important with the process which judges final adoption yes or no.When the talent whom you are wrong here is employed, the adoption cost which caught until now not only becoming wasteful, because it means to continue to employ the talent there is no necessity is.

but, if you can narrow down to some extent an applicant before the interview process, so should i only be able to interview people narrowed down to, is not so troublesome. the problem is or how narrow the applicant.

and how to narrow the applicants

to narrow down the applicants, documentary examination, there are several ways, such as aptitude test. this is also the same mid-career graduates. if the new graduate, cv and entry sheet is subject to review documents. the case of mid-career, so assuming there are career, documents to perform the examination center cv and a resume duties. the disadvantage of document review, the applicant’s personality and capabilities, clear that you do not know whether it is the extent to which skill. the interview will take time, you can get a lot of information that minute.

aptitude test is used in mainly new graduates. determine if the material is low because of new graduates because there is no career. recently suffering from depression for young workers has been increasing, some companies have to test for stress tolerance.

surprisingly large? career spoofing

documentary examination, be careful in the examination of documents, especially mid-career, career is spoofing. background it is obvious misrepresentation will be subject to disciplinary dismissal, it will not do until the applicant must be an criminal conviction. applicants are however a small cheat career.

career cheating is inconvenient for the applicant. career and was dismissed in the trial period expires, for example, career had been working as freeters, i changed jobs in the short term career, etc.. and then judge for yourself, such as short-term part-time job during the unemployment is not a career and also, there is also a case not mentioned in the history from the beginning.

resume, so assuming that it is written correctly, detect fraud in application for employment that can not be easily. focusing on whether you have a continuous history of cv, blank period (blank period not to work) if anxious to check whether there are, please check at the time of interview.

check a resume duties is to start with years of experience

the case of mid-career, after a rough grabbed the career resume of an applicant, check the career in more detail in the resume duties. if you experience certificate work experience duties are lined up in chronological order is, is confusing years of experience for each job, such as sales and hr.

in resume duties in the applicant’s work experience, specifications required by their own human resources (experience, ability, skill) first checks whether it is many years work experience that matches the. if you are employed in the career of business, for example, since the applicant is hiring, if the accumulated work experience, sales personnel and sales personnel, the total sales of which only the career of.

if the person has worked a variety of, what areas of expertise will be less visible. care must be taken even if their career is not required by the most recent work experience. is the most recent work experience of applicants are going to adopt in the career of business human resources in, business is5if you are interrupted by a year ago, there is a possibility as a sales skill has deteriorated.. this part are verified in the interview. depending on the contents of the duties, in my experience5i think it regain the skills and there is a blank of the year is quite difficult.

also important to the consistency of the applicant’s career

when i saw a resume duties, also an important point of view are consistent whether the applicant’s career. if japanese companies, there is also a tendency part company to determine an employee’s career and the responsibility of the person can not say strongly. having said, what is this person’s professional? often encounter will want to resume duties and puzzled. for example, the first job in the accounting, experienced the work of internal affairs and communications and human resources then, such as the job is the last person is operating.

if you seek a mid-career is ready, risk does not have a better choice is clear and consistent human resources in particular disciplines.

who have experienced a variety of work on the one hand, has the advantage that there is a range of work as a human. the fact that work can be diverse, you can also evaluate a high learning ability and the more flexible. if you are an applicant with the specs properly seek in-house human resources, the diversity of work experience is a good idea to evaluate positive. there was a problem with the only ability and aptitude, transfer dutiesis required so that people identify in the interview that you are.

check and logical thinking, personality, enthusiasm in the job interview

hiring interview is done to target the person who passes through the document review. if you go around to interview people severely reduces document review, also reduces the burden on companies to do the interview. documentary examination alone is not enough information but. , it is recommended that you decide to collect the material rejected from recruitment and determine directly interviewed as much as possible because even a short time i.

even if the mid-career, 3~4summarizes the extent of the applicant person1there is a company that next interview. the applicant1is more polite to interview people each, the corresponding efficiency. companies want to emphasize the direct interview, please try by all means.

4if you want to interview people together, the same question to all. disadvantage will appear. always advantageous to questions in the same order, it’s better to change the order for each question. individual questions about the career of the individual, such as can not be, ideas and strengths, personality and enthusiasm of an applicant through the effort to hear the attitude towards work, logical thinking, sympathism, comprehension, sufficient force can be determined, such as presentation.

interviewer is screening applicants to

in the interview, rather than suddenly enters the question, the contents and characteristics of their business, please explain for the first time, such as corporate culture. job interview at the same time as the applicant companies to choose the, applicants will choose the company is also where. support such as that annoys entrants must refrain from.

well our website and you’re looking at the hope that it will be already…… to say, although interviewer is seeking an opinion on their business suddenly, the bad impression of the applicant. interview as the person in charge, that is why i try to see the strength of their motivation to apply for is to hear whether you have seen in advance of their home page, it can be seen from the applicant and irreverent attitude.

pressure, sexual harassment is a careful interview questions

pressure is not possible to interview is of course. interview and oppression, is cast in rapid succession to give the pressure is hard to answer applicant questions, interview technique and assess the real intention of the applicants stress tolerance. is a minority, but now the old days there was this pressure many companies to do the interview.

beliefs and ideas legal domicile of the applicant, such as personal and family history of, questions about personal information can not be. in the case of women applicants is, the question, please pay particular attention to sexual harassment. is also strictly forbidden to hear, such as marriage and birth plan. to work because it is not related to an area of personal. also it seems many women give birth when they left the company, what do you think? such as, indirect questions is inappropriate.

rather we are so focused on support of female employees, we appreciate your efforts to quit the company without even if your pregnancy and childbirth fried better to talk and positive, given a favorable impression.

to clarify the profile of the applicants in the specific question

accurately grasp the profile of the applicant

interviews will be held on the basis of the resume duties. unknown point resume duties are verified in the interview. point in the interview questions, is the part about the performance of candidates in the resume duties have experienced. under what circumstances, what achievements taking a mean way. at that time the applicant, listen to what concrete action was taken with the intention of mean.

through to hear the ideas and methodology of the applicant, applicant’s character and judgment, planning ability, our ability to take action, such asyou can evaluate the ability.

the interview must be faced with a purpose, flows to the conversation of small talk it makes no sense, such as always. make sure in advance whether to listen to what a resume duties, please face the interview.

failure is often seen standing in the scene fit my interview, is too much talk of interviewer. that the company would speak their thoughts and tsuitsui, listen to the action of the applicants is the most important has been neglected is. eventually, material does not converge for judgment, in the atmosphere of the place and my own sensibility2will then determine whether to proceed to next interview.

interview is usually, 1the following interview (person in charge, class manager) , 2the following interview (head of class) , 3the following interview (officer) the forward and, 1since a considerable number of the applicant to refine the next interview, 1the following interview is very important.

1in the following interview, judged to be gen’yu ability of the applicant based on the contents of a cv resume duties. 2in the following interview, 1at the same time that the re-determination of the upper eye of the applicant job performance was determined by the following interview, you see whether you want to match the climate and the nature of the applicant organization and ways of thinking. 3in the following interview, whether the future can play an active role after joining the applicant is, from a high perspective to determine whether it is human resources positively affect the organization.

1next-2in the following interview can i take if this person browse to a level that pass, 3in the following interview people want to take this leaving only the image that is called human.