It's the year-end poaching season again, and all departments are planning for the coming year, and they are beginning to recruit reserve talents in the recruitment network. Because the company is a flat organizational structure, the business line is complex and diversified, so when interviewing, they often encounter interviewers who are not as good as the interviewers in terms of professionalism, and they often complain with meow after the interview, feeling that because of their professional limitations, it is difficult to be qualified to judge the professional ability of the other party, and they are afraid of missing talents, and they are afraid of recruiting in a situation of disobedience, and they also have certain worries about their own career development.
This may be a scenario that most diversified technology companies or companies that are about to start a new business may encounter, and it is also an embarrassment for many older senior job seekers, so let's talk about how to deal with this increasingly common phenomenon as both recruiters and job seekers.
1.The traditional selection method is one-sided, and the dilemma of older experts in finding a job is prominent.
In the traditional company structure model, usually the manager must be the senior level in the team in terms of professional skills, as a pyramid to build a talent echelon with different experience within the team. In the mode of rapid development in recent years, a team may no longer be a single technical line, and the choice of leader is more inclined to compound ability, so other expert routes are needed in the training of the team, but in the selection of experts, blind spots may appear due to the limitation of the company's scale itself.
On the one hand, Meow has seen those who are afraid that technical experts will surpass themselves, or they can't manage it, and they deliberately make things difficult or give up directly;On the other hand, it has also been seen that job seekers with older experts feel that the other party's level is not enough, and they do not bother to communicate with them, and they lose opportunities. Both of these situations have led to companies turning away from these older senior candidates despite their extensive work experience. As a result, many older experts have difficulty finding jobs and have to face the embarrassing situation of interviewers with lower education than themselves.
2.During the transition period of the industry, there is an urgent need for the accumulation of older experts.
However, both Internet companies and traditional industries are facing a transformation to high quality, which means that companies need experts with rich practical work experience, rather than managers.
The knowledge and experience accumulated by older experts is the cornerstone of the stable development of the enterprise. They deal with problems more comprehensively and rationally, and can provide valuable experience and guidance for enterprises. This kind of precipitation is difficult to replace by young employees.
Older experts have a more stable mentality and can provide continuous strength during the transformation period of the enterprise. Compared with the impetuous mentality of young people, they can better resolve the impact of changes in the external environment on the internal part of the enterprise.
The network resources of older experts are a help for enterprises to expand their business. Their extensive social network can help enterprises open up the market situation and expand more cooperation opportunities.
The addition of older experts can also optimize the internal structure of the enterprise and realize the transfer of knowledge and experience. Let them work together with young employees, so that the company can focus on improving quality and efficiency internally while expanding its business.
3. Adjust the interview mentality, correctly recognize yourself, and do a good job in scientific interview management.
In fact, most of the reasons why the interview feels awkward are due to the influence of traditional concepts and the lack of scientific and reasonable interview evaluation tools, the interview is not only a process for the company to understand the candidate, but also a process for the interviewer to urge self-reflection and improve the connotation.
The interviewer needs to recognize the limitations of personal ability, and do not be confused by the candidate's academic experience, focus on the position itself, design structured interview questions, conduct all-round evaluation, treat each candidate fairly and peacefully, and do not treat others as their own. Because everyone's growth process and environment are different, the development of others cannot be defined by the one-sidedness of one's own experience.
The interview is not only a selection process, but also an opportunity for the interviewer to improve himself. By communicating with different people and listening to the different opinions of candidates, you can also make up for what you know in an unfamiliar field.
Try to make the interview a rewarding exchange. Because the ultimate goal of the interview is to enable the company and the talent to achieve a better future for each other.
Life is a long road, and the world is unpredictable. The interviewer will eventually face the low point of his life path. We all need to maintain a humble and upward heart, not to be proud of our academic qualifications, not to be complacent with power, and always have a heart of learning and tolerance, in order to get better and better on this long career road.