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Who should attend?
- Hiring managers and leaders
- HR and Recruitment managers
As high as 89% of hiring failures globally are due to attitudes & values, NOT skills.
In China, more than 35% of new employees are NOT able to perform to expectations after a reasonable amount of time. In this study, more than 50% of new hires who do not meet expectations are a result of having the wrong attitudes, rather than skills or relevant experience.
Yet, more than 70% of hiring managers still base their hiring criteria on skills and experience. As such, hiring managers will have to assess the candidates' attitudes and adaptability to fit into the new employer's corporate culture so as to ensure hiring success.
After this course participants will learn to:
● How to Hire right people in right position
o Suitability vs. Eligibility in hiring practices
o Exercise: Mapping the Suitability and Eligibility requirements of your next hire - Needs Assessment
o What are some of the attitudes and behaviors of your best and worst performers? - Selection
o Identifying positive and negative attitudes
o Value base Hiring
● Measuring Attitude in Interviews
o The shortfalls of behavioral interview techniques such as STAR and BAR, and how you overcome them
o How to accurately predict if the candidate is a problem-bringer or problem-solver
o Drafting your interviewing questions
o Role plays
o Debrief
谁应该参加？
- 部门招聘决策的经历与领导
- 人力资源及招聘经理
目前全世界有89%的招聘失败是由于新招聘的员工不具备正确的态度而导致，或者说这些员工不能适应并融入企业文化。
而针对中国的调研发现，超过35%的新招员工都无法在一段合理的磨合期内达到预期的工作绩效。该调研还显示，超过50%的新招员工无法达至绩效期望更多是与他们的态度有关，而与他们的技能 或经验无关。
尽管如此，还是有超过70%的招聘经理依照应聘者的经验及技能做招聘的最主要筛选标准 。因此，招聘经理必须能够诊断出应聘者的态度，并了解对方的态度是否与该企业文化及工作岗位相匹配，才能确保新招员工的预期绩效。
课程结束后，学员将能够学到：
● 如何招聘合适的候选人
o 找人选人过程中的合适度与合格度
o 活动：拟定你下一个招聘新人所需的合适度及合格度的需求 - 需求分析
o 在用人单位或部门里，表现好及最差的现有员工具备哪些态度或者行为 -筛选
o 识别积极与消极的态度
o 以价值观为基准的招聘
● 衡量面试中的态度
o 行为面试技巧如 STAR 及 BAR 的致命缺陷，及如何克服
o 如何能够精准了解对方的态度如何在极短的时间内知道应聘者是否能积极解决问题，还是消极面对难题
o 撰写你的面试提问
o 演练
o 点评
