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提供案例、参与讨论、赢取积分,“HR拍案”活动正式启动

  “路漫漫其修远兮,吾将上下而求索。”
  相对于源远流长的人类历史来说,问世于20世纪70年代末的人力资源管理绝对算得上是一门新兴的学科。而在21世纪的今天,人力资源正处于一个飞速发展的阶段。
  一门学科理论的完善,必然要经过无数次的探索、实践,而企业内的人力资源工作就是最好的实践途径。为了能更多地听到来自企业的声音,更好地帮助企业解决管理中遇到的实际困惑,中人网“HR拍案”活动正式启动。
  本活动意在为网友提供一个大众化的交流平台,让你我他一同参与讨论人力资源工作中的点点滴滴。我们本着“一方有难、八方支援”的原则,把您在工作中遇到的难题推广开来,让更多的人一起交流探讨解决之道。同时,也期待您积极参与到我们的讨论之中,与众多人力资源工作者一起分享工作中的心得感受。让我们一起为中国人力资源事业的发展添砖加瓦。
  在此,我们诚向广大会员征集HR及管理案例。期待您与我们一起共建人力资源交流平台,分享人力资源工作中的点点滴滴。

本期案例--当“招聘官”遇上“霸王面”

  霸王面是指不管对方有没有通知面试,自己打听对方的地址然后主动上门请求给予面试机会的求职者。
  遇到这样的求职者,作为企业的招聘官,大概也会觉得很无奈吧。某外资企业的招聘主管小A就遇到过这样的事情。
  小A是新上任的招聘主管,接到的第一个任务就是完成今年的校园招聘。在招聘会上一切都很顺利,小A也收取了不少优秀的简历。回公司后经过进一步的筛选后约了10个人来进行第一轮的集体面试。可是让人没料到的是,面试当天居然来了11个人。多出来的那个学生对小A说什么自己很欣赏这家企业啦,希望能有一次面试的机会啦等等。小A觉得年轻人有这样的勇气很不错,就让他跟大家一起面试了。可是没想到,麻烦的事情还在后面。
  经过第一轮面试后,小A告诉大家,进入复试的人选会在三天之内接到复试通知。三天过去了,那位自我推荐的学生没有进入复试。
  在复试过后的第二天,这个学生有自己跑到公司来,要求再给他一次机会。这下子,小A就变得十分头疼了。怎么说都不听,坚持认为自己很符合企业要求,非要公司给他机会。小A很无奈,不知道怎样才能劝服这位学生。

  本期问题:
  面对这样的求职者,HR你该如何应对?

第十九期获奖会员

cparis pourl nana_629001

 

+ 案例征集

  • >>征稿类型
    ·原创:投稿人自身遇到的问题,希望能与大家交流探讨的案例
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    >>投稿类型
  • ·企业中的HR案例、管理案例
    >>投稿方式及途径
  • ·来稿请通过email发送至:
      yyxiang@chinahrd.net
  • >>激励规则

    1、送积分
      原创选用案例:200分
      转载选用案例:100分
    2、案例择优刊登在《管理@人》杂志上,该条案例提供者获赠当期《管理@人》杂志。
    3、优秀的案例将择优录入我们正在制作的案例集。

+ 活动介绍>>>详细

  • ·参与人员:中人网会员
    ·参与方式:自由评说,各抒己见
    ·案例发布:两周一期,周三发布
  • ·获奖会员颁布:周四
    ·获奖名额:案例提供1名
         经典解答3名
  • ·奖品:100积分或200积分

+ 往期回顾

  • 第018期获奖会员:
  •   cparis ayzm0032 nana_629001

+ 联系我们

联系人:向颖琰
Email: yyxiang@chinahrd.net
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其它的不清楚,我只是想搞清楚第一次他是怎么进来的?大门没有保安?就算第一次混进来了,那么第二次呢?保安是虚设?

告诉他落选的原因,让他重新找更合适的公司试试

告诉面试者未进入复试的原因,或者直接提出几个这个岗位需要的关键解决的问题,让其知难而退。

礼貌的解释,坚定的拒绝。
明确公司的用人标准,明确解释面试中存在的问题,给予应聘者合适的职业建议,以体现公司的人性化,也有利于公司文化的传扬;

如果有一客观的评估报告,明确指出他和本企业某岗位需求不匹配,可彻底打消他的这个求职念头!

我觉得不应该过于生硬,直接拒绝会对其本人打击很大又会对企业产生负面影响,因为谁也不能保证落选后他会不会出去胡说八道,我觉得应该针对这个人说出具体不适用的原因是什么,然后告诉他他的这份执着也是企业所需要的,会将他的简历做储备,下次招聘希望他能够在不足的地方有所改变,我想这样的效果会好些。

给他点颜色就行了

要断然予以拒绝,通过沟通,直接讲明哪方面不合适?不能因为一个人而打乱整个招聘进程。

首先沟通的态度要友好;
其次要断然拒绝,不能因为一个人而打乱整个的招聘进程。

首先沟通的态度要友好;
其次要断然拒绝,不能因为一个人而打乱整个的招聘进程。

首先沟通的态度要友好;
其次要断然拒绝,不能因为一个人而打乱整个的招聘进程。

遇到这种状况,我通常是如下做法:
1、告知对方我们今天面试是前期通过求职者投递简历筛选出来的,如果你认为符合条件,可到我们相应的人才网投递简历,我们不接受上门推荐自我的行为。
2、你的不请自来就是一种不礼貌的行为,我相信任何一家优秀的企业都不会接受不礼貌的人员的。

如此这般,断然拒绝

不过,我们该反思,要不要对落选者反馈,好像是不值得怀疑的,可是我们做了吗?

首先,小A一开始的做法是不可取的。
本来没接到通知就私自闯进企业中,这是很不礼貌的行为。如果是安保等级较高的企业,出现这种情况也体现出HR人员和应聘者不负责任。就好比你宴请贵宾,突然有个不速之客坐在了饭桌上,会打乱主办方的计划,也会置主办方于尴尬的境地。
再者,既然来了,就应该想办法给他请出去。结果却让他参加了面试,想必也经过了面试官的许可。这样又会给求职者一个错误的暗示,企业的制度是软的,可以由个人说了算,因此存在侥幸心理,一是坚持到招聘方心软,二是让招聘方看到他貌似坚韧的品质从而破格录用,甚至情急之下再许以经济回报。这样的话会有损企业的声誉,也给公平性带来挑战。
面对这样的求职者,我们的目的是在保证公司原则和利益的同时充分的尊重求职者。因此,我会这样做:
1)首先,非常感谢你如此关注和认同我们公司,这也证明我们公司在行业中还是做得不错的,但是我们今天的成绩是以企业员工严格遵守公司制度为前提才实现的;
2)再者,我们非常欣赏你的坚持以及自信,但是你的突然出现打乱了我们的计划,影响了我们这边的工作,这让我们很尴尬;
3)第三,毛遂自荐也是好的,但还是要讲求方法的,像你这样贸然闯入如果没什么影响最好,但是万一出现了安全以及其他方面的问题,谁来负这个责任。
4)第四,这次招聘时找到这个适合这个岗位的人才,虽然你可能符合公司的要求,但是可能并不适合这个岗位。以后有更适合你工作的岗位,我们会再次考虑你的;
所以,很抱歉,我们不能继续让你参加接下来的安排。不过我可以为你提供一些建议。
1)如果你仍然希望加入我们公司,你可以通过自荐信的方式来毛遂自荐,并说出你有哪些方面的特质适合我们公司。
2)自荐信中附上你的个人简历,我们会将你的简历存放到公司的人才资源储备库中并分类储存,如果公司有适合你的岗位,我们会立即通知你前来参加面试,也请你耐心等待。
3)稍后我会将公司的详细地址以及E-mail 地址写给你。
4)和你说了这么多,也希望你能够好好想一想,也许其他公司也有更适合你的岗位。
5)好了,我还有工作要做,是我现在送您出去还是你在这里再休息一会?

工作时间好忙,哪里有时间跟他耐心解释,计划以以下步骤解决:
1、首先,告诉他面试的结果,请他寻找其它的机会;
2、如果他仍然不离开,严肃的警告他:请自行离开公司,否则我会请保安处理此事,到时候面子上可能会不好看,我不希望发生这样的事情;
3、如果仍不离开,请保安强行带离。

“霸王面”,在招聘中,可能会常遇到,特别是在进行校园招聘当中,大学毕业生年轻气盛,无所畏惧,也勇于表现自己。对于这样的“霸王面”,其实,也在告知我们一些信息:
1、寻求霸王面的人,在某种程度上说,对公司的企业文化,或者管理理念,或者对追求的薪资待遇感到满意,这些东西都是吸引对方的优点,这也说明公司在同行业竞争当中存在一定的优势;
2、在排除寻求霸王面的人其他渠道获取信息的情况下,招聘团队的保密工作做得是否到位。这当中可能参杂做某些个人的情感因素在当中,关系网络渗透到了招聘团队中,这种情况不是没有可能的;
3、霸王面,是否存在公平性和原则性问题,这是在考验一个公司管理规范性的问题,这是一个很严肃的问题,当然这个问题对各个公司有不同的意义。
4、在遇到“霸王面”,也是在考验招聘团队有没有做到一个周密完整的招聘方案,突发事件有没有预见到,有没有突发事件的应急方案。
5、这也是在考验我们招聘主管的事项,是坚持原则性,还是人性化给予机会?在不同的企业文化和管理方式的公司,不同的人员就会做出不同的决策。招聘主管,得对该情况做一个全面的分析,提防陷入被动的局面,给公司声誉和员工信心造成损害!

因此,我们在遇到“霸王面”时,可以采取的措施,具体问题具体分析:
1、如果该公司是一家管理非常规范,讲究制度流程,那么完全可以按照制度流程,按照事先制定的招聘方案和应急预案的相关事项进行,给予否决,不管你有多优秀。坚持原则性,对于一个HR来说,也是一项重要的素质要求;
2、如果该公司的管理比较的人性化,可以收下其简历,经审查,符合面试资格的,给予面试机会。能力特别突出,甚至可以录用,并以此为宣传要点,宣传公司的用人理念和企业文化,增强员工的归属感;
3、给予了小A面试机会,但是其各方面素质要求不达标,仍想“霸王面”,像这种情况,招聘主管可与小A耐心沟通,就当作是小A的职业规划师或心理咨询师的角色,就小A的优点与不足进行深入的真诚的沟通,让小A对自己有一个更加深刻的认识,对自己有一个更加明确的定位,让小A自己认识自己。

我们公司也经常碰到类似的求职者。这种锲而不舍的精神在销售领域很有帮助。
1、先让其填写求职表,如果觉得与公司招聘岗位匹配,给予对方一次面试的机会。不匹配就告诉对方目前没有合适的岗位,让他等公司通知,如果一周之内没接到电话的话就考虑其他公司的机会。
2、面试觉得合适的话,推荐部门面试。不合适就告之对方三天内会与对方联系。
3、第二天与对方联系,告之对方与我公司招聘的人员要求不适合,简历已经做为储备人才,如果有合适的岗位会电话联系。
4、如果对方再次上门,婉言谢绝,并告知以后没有接到通知公司将不予以接待。

把落选的原因告诉他,正当回绝求职者。

说实话,我所在的公司还未遇到过这样的"霸王面".如果遇到这样的人,我会如些对待.
1、就如小A一样,我会给他一个初试的机会。毕竟简历的筛选过程总有一定的主观性,毛遂自荐的面试者至少我们可以看出他的积极性和主动性,以及他对这份工作的看重.
2、给了初试,没有进入复试。而又来毛遂自荐的面试者,让人看到的不是他锲而不舍的精神,让我们怀疑的是他的求职动机、价值观取向等等方面的问题。对于这样的面试者,公司当然是不给予复试的机会。
3、面对这样的应聘者,招聘主管就需要根据他初试失败的原因一一作详细分析,面述给他听。当然这当中语言要婉转,相信只要是受过高等教育的人一定会听出其实中原因。
4、如果面试者还是一味的要求进入复试,估计沟通已是无能为力了,有必要时只有义正严词的把他请出公司。

我们公司通常采取的做法是:
恰好当天有安排面试且应聘简历初步符合岗位要求,将会安排面试;
如果当天没有安排面试先收他的简历,并告诉他如果符合岗位要求,将会电话通知安排面试。
像此类应聘者,从求职动机来看他对单位应该是比较了解,加盟企业的意愿比其他应聘者更强烈,稳定性更好。如他的条件能符合岗位要求或甚至稍稍低于岗位要求,我一般将会更倾向于此类人员。
如果不符合岗位要求,首先会感谢他对我公司的关注与支持,现由于他的某些条件与岗位要求不符(不能聘用的理由一定要实事求是),很抱歉不能聘用,希望以后有合作的机会。

同时此类人员适合做业务,为达到目的能够打破常规,有韧性。

告诉这个面试者未进入复试的原因,缺陷在那,或者抛出几个这个岗位需要的解决的问题!

告诉他岗位的要求和他与岗位的适配度。建议遇到这种情况最好在面试完成后告知其结果和原因。

告诉他此次公司招聘的程序和录用原则,已经给过他一次面试机会了如果没有进面试只能说明他不适合公司.

可以直接的告诉他,他的这种行为扰乱了公司的正常流程,如果这种行为继续,那么对其他的人员也会造成不好的影响,要不再就拿出公司的相关规定。

用正当的理由回绝求职者。
同时,小A需要总结一下,下回不能再出现这样的问题了。

1、求职与应聘属于双向选择,不可能以单方面认为适合,对方就要接受。如果只要应聘都自认为自己能达到公司的要求,就能被录取,就不会有面试环节的设立。

2、求职者是否符合公司的要求,是整个公司从人事部到就职部门等各个部门,按照职位需要,审批筛选综合评价的最终结果。肯定比应聘者个人考虑得全面。

3、没有规矩不成方圆,公司既然拒绝“霸王面”,做为应聘都就应该遵守,如果连这一点都做不到,难以想像入职后工作也会延续他的做事风格。

4、小A也要汲取教训,不能一时心软就破坏公司的规定,对其它应聘者也有失公平,如果发现“霸王面”确属新增人选,非常适合这个职位,可以破格初试,但初试的过程中,要否定他的这种做法,并事先声明,如果没有接到复试通知,不可继续此种做法,公司恕不接待。

不知道您有没有告诉他落选的原因?如果有,他应该知道进退。如果不行,就请保安。。