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1、如何破解招聘失真的难题（Howtosolvetheproblemofrecruitmentdistortion）Howtosolvetheproblemof"recruitmentdistortion"?Whyisthecolorofthe"talentrecruitment"tothegeneraluseofmisfiring?Isthereapersonnelevaluationmethodnotonlycandetectthe"fasttrack"andthecandidatestruebehavior?Anelectricalappliancegrou
2、pcompanyEastChinabranch,ayearearlierforthecommunitytorecruitageneralmanager,thegeneralmanagerofthemanagementtheoryisrich,andhasmanyyearsofmarketingexperience,intheinterviewprocessdeephigh-levelgroupapproval.Butmorethanayear,thisgentlemanatworkandperformanceintheinterviewthansimplyPa
3、nruoliangren,coupledwithpoormanagementandcoordinationcapacity,resultinginEastChinabranchfrictionserioussalesdividedinpublicopinion,andlandslide.Seeingthearrivalofthenewyear'ssalesseason,ifitgoesonlikethis,thecompanywilleventuallyloseitsentireEastChinamarket.Therefore,decidedtodismis
4、sthisgentleman,onceagainfacingthepublicrecruitmentofgeneralmanagerofEastChinabranch.Butwhatworriesthecompanytopistheresultoftherecruitmentayearago,andthenhireamanagerwhosays"and"isfarfromit.Aseveryoneknows,theareabranchgeneralmanagersoimportantleadershippositions,notonlyrequirecandi
5、datestohaveakeeninsightintothemarket,mustalsohavetheabilityofexcellentleadershipskills,communicationskills,coordinationandconflictresolution,andhavecertaininterpersonalinfluence.Tothisend,thisprintinterviewwithBeijingZhiDingmanagementconsultingfirm,chiefconsultantTianli.Hesuggested:
6、forleadershippositions,inadditiontothetraditionalwrittenexaminationandinterview,canalsointroduce"leaderlessgroupdiscussion"theoperationofproductionofcomplextalentassessmenttechnology,inordertoexamineaperson'squality,abilityandbehavior,soastoavoidthekindofinterviewinspeakwellinpracti
7、cebutdonotthe"distortion"phenomenon.Whydoyouwanttodiscuss?Thereisnobetterwaytodistinguishcandidatesfromthepost,suchastherecruitmentoftheappliancegroup,whichwouldbebestforthegeneralmanagercandidatetotryforthreemonths.Butthisisobviouslyjustanideal.Itcoststoomuch,hashighrisk,isnotforma
8、landisirresponsible
