The way to choose employeesHow do the business employers judge the qualifications of potential employees? Onekind of view is that “When judging the qualifications of potential employees, businessemployers should rely solely on objective information. Personal interviews are muchtoo subjective and are therefore not a valid basis on which to judge a person ’squalifications for a job. Howeve”r is it totally true? What is the most reasonable wayto choose people the enterprise want? Here are my opinions.First of all, we have to realize that enterprise recruits staff can't simply read resume orface-to- face communication. Enterprise can not only look at resume, but also by theinterview. Enterprise only clearly understands who you are and what you lack of andthen you can find the employees for their development of business. The test in aninterview is an essential important link.Recruitment testing generally should be divided into interview, knowledgeexamination, psychological testing, operation technology assessment andqualifications review. Interview is the most common method in recruitment activities.According to an interview form and purpose, interview can be divided into manytypes. Such as structural interview, unstructured interview, general interview,professional skills interview, etc. Interview has many advantages, such as strongadaptability, can two-way communication, can multi-channel to get candidate'sinformation. The great drawback to interview is not easy quantification and there maybe various prejudices.Knowledge test is another common method in recruitment activities. Knowledgeexamination refers to through the paper and pencil tests of the candidates in the formof knowledge breadth, depth of knowledge and understanding of the knowledgestructure of a way. The purpose of a test is mainly about knowing the width of thecandidate's knowledge, the extent of the candidate of professional knowledge andapplication level.There is a misconception that qualifications equal to the ability society are wearingtinted glasses for this. From a recruitment perspective, basically large enterprises torecruit staff as sales people first are a college education. Education is a stepping stone,no diploma the interviewer is seeing you, let alone gives you the opportunit.yMost people basically thought pattern is that it looks like: qualifications equal to knowledge, knowledge is equal to capacit,yno qualifications equal to no knowledge,no ability.Degree does not necessarily have the knowledge, there is no academic qualificationsmay not necessarily illiterate, the key only to personal learning and efforts.Higher education can only prove one o'clock-the person subjected to formal education,systematic learning conditions and a good learning environment. But this man how much knowledge learned in school is not a degree proves that academic achievementalso has good and bad points.Edison didn't finish even primary schools, who would dare to say that Edison has noculture, no knowledge? Mao attended the Universit,ybut to comment on China's firstgreat man of the century who can match. Bill Gates didn't finish college, but no onedare say that Gates is not knowledge, and who would dare to say that biracial moremoney. Knowledge does not come from the universities, especially not from paperqualifications, but from the study. If it does not have the power and capacity oflearning, even in the Beijing University, Tsinghua University and how?I liked the party's "three represents" a noun– in the times. It is more instructive forour employees: suitable for short term experience may not in the future have beenthrough, to not be eliminated by the market, we must continue to learn, with the times,continuous adjustment, seize the opportunit.yLook at our students ' textbooks,something many decades ago. How can it talk about keeping pace with it?Knowledge and ability are two different things. Literate people will of courseconsider more comprehensive than illiterate, analyze issues more thorough, lbyu t a lotof times people who have cultural things like dumplings in a teapot– goods not out,only that it will not do. Theory and practice are far away.Enterprises recruiting employees is the core to achieve insight into the candidates,read resumes or face-to-face exchanges are just two different ways.Enterprise staff recruitment core is to do in-depth understanding of applicant, readyour resume or face to face communication is just two different ways it.科教兴国。