作為一名的獵頭顧問，雖然不能確保選拔人才的準確性。但是可以通過合適的決策模式來提高尋找的準確性，并且避免一些基本失誤，判斷候選人穩(wěn)定性。下面來講講方法。

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. Let's talk about the method.

從應(yīng)聘者以往個人經(jīng)歷的時間衡量職業(yè)穩(wěn)定性

Career stability is measured from the time of previous personal experience of candidates

留意應(yīng)聘者每份工作的延續(xù)時間、變換工作的頻率、每份工作間的間隔時間等，對應(yīng)聘者穩(wěn)定性進行評估。

Pay attention to the duration of each job, the frequency of changing jobs, the interval between each job, etc., and evaluate the stability of the applicant.

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

Measuring career stability from the degree of candidates' career planning

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 are more stable. Therefore, pay attention to the industries and positions in the applicant's resume with previous work experience, so as to judge the career stability.

通過心理特征進行評估

Assessment by psychological characteristics

外在行為都是心理驅(qū)動的結(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，若在面試過程中發(fā)現(xiàn)應(yīng)聘者有相應(yīng)的心理特征時，就要特別留意其職業(yè)穩(wěn)定性，一般而言，影響職業(yè)穩(wěn)定性的心理特征有欲望、攀比心理、冒險心理等三個方面。

External behavior is the result of psychological drive. Therefore, psychological characteristics can indeed affect people's behavior. Career stability is closely related to some psychological characteristics of people. If you find that candidates have corresponding psychological characteristics in the interview process, you should pay special attention to their career stability. Generally speaking, the psychological characteristics that affect career stability include desire, comparison psychology, adventure psychology and so on.

從組織合適度衡量應(yīng)聘者的穩(wěn)定性

Measuring the stability of candidates from organizational suitability

組織合適度指的是組織的行為方式與價值觀是否與應(yīng)聘者相適應(yīng)。面試是我們需衡量應(yīng)聘者的工作風格與人際交往能力是否適應(yīng)企業(yè)的管理方式和文化，這是員工工作滿意度的一個重要組成部分，也往往成為員工決定是否離職的重要考慮因素。

Organizational suitability refers to whether the behavior and values of the organization are compatible with the candidates. Interview is to measure whether the job style and interpersonal skills of candidates adapt to the management mode and culture of the enterprise. It is an important part of employees' job satisfaction and often becomes an important consideration for employees to decide whether to leave.

如果忽視對應(yīng)聘者組織合適度的了解與評估，應(yīng)聘者被錄用后往往出現(xiàn)劣績效，而且會出現(xiàn)較高的流失率與不穩(wěn)定性，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。

If we ignore the understanding and evaluation of the organizational suitability of candidates, candidates often have poor performance after being hired, and there will be a high turnover rate and instability. Therefore, organizational suitability has also become a key factor to measure the stability of candidates.

另外，山東獵頭公司通過了解候選人以往經(jīng)歷的工作節(jié)奏，與他需進入的團隊進行對比，若工作節(jié)奏比較匹配的話，應(yīng)聘者的組織適應(yīng)度會相對比較高，穩(wěn)定性也比較好。

In addition, Shandong headhunting company compares the work rhythm experienced by the candidate with the team he needs to enter. If the work rhythm matches, the applicant's organizational adaptability will be relatively high and the stability will be relatively good.

從工作地點合適度衡量應(yīng)聘者的穩(wěn)定性

Measuring the stability of candidates from the suitability of the workplace

工作地點合適度指的是應(yīng)聘者對目標工作的工作環(huán)境及地理位置是否滿意。這往往是招聘過程中被忽略的問題，但實際上，在招聘過程中應(yīng)聘者了解到他們可能工作的地方時就退出了應(yīng)聘或者入職幾天內(nèi)就由于工作地點的原因提出離職的例子并不鮮見。

Workplace suitability refers to whether the candidate is satisfied with the working environment and geographical location of the target job. This is often ignored in the recruitment process, but in fact, it is not uncommon for candidates to quit the application when they know where they may work or to leave due to the location within a few days of entry.

另外，調(diào)動工作地點后的雇員由于新地點并不適合他們的生活方式也可能辭職。在招聘過程中和應(yīng)聘者討論地點合適度將有助于減輕這些問題，提高應(yīng)聘者入職后的穩(wěn)定性。

In addition, employees who have moved to a new workplace may also resign because the new location is not suitable for their lifestyle. Discussing the location suitability with candidates during the recruitment process will help alleviate these problems and improve the stability of candidates after entry.

獵頭判斷候選人穩(wěn)定性從這幾方面的相關(guān)內(nèi)容就是這樣了，如果您對其有什么疑惑的話，就關(guān)注我們網(wǎng)站http://www.szsjdq.com.cn聯(lián)系客服為您解答吧。

Headhunters judge the stability of candidates from these aspects. If you have any doubts about it, please follow our website http://www.szsjdq.com.cn Contact customer service to answer for you.