Research And Application For Improvement Of Hire Quality In Interlong

Employees'quality competition is the foundation for enterprises'competition. Thus, to recruit and select fine employees is key to its development. It is the important task for human resources managers to hire qualified people reasonably and scientifically and to increase hire accuracy and effectiveness rates. Hire is a process of absorbing human resources for an organization's development requirement in accordance with quality and quantity requirements from human resource outlay and work analysis. Hire plays a significant role for an organization. Firstly, hire could provide necessary and high-qualified people for its development. Secondly, hire of officers and technicians could put novel management ideas into the organization or cause material innovation in techniques. Thirdly, a successful hire helps to select employees in consistent with the organization's goal and wiling to develop with the organization, to decrease turnover rate and its loss. In addition, a successful hire could improve the name recognition for an enterprise. Hire consists of recruitment, selection, enrollment and evaluation. Selection is significant for an enterprise. Researches show that the productivity of best employee is three times higher than that of the worst employee in the same position. Therefore, to select qualified people could improve productivity and decrease production cost for an enterprise. Then, how to make the selection accurately? There are many methods such as competency model, assessment center, IQ test, psychological test, BD interview, i.e. behavior description interview. Three professors in Michigan University, Richaurd R. Camp, Mary E. Vielhaber and Jack L. Simonetti, edited "Strategic Interviewing"and proposed expected achievement behavior interview method. The theory presumes past behaviors are the best evidence to forecast future behaviors, through expected achievements analysis for vacancies, goals, obstacles and requirements confirmation, to design questions and answers for interviews. Forecast performance and achievement in the new position and make the hire decision in accordance with interviewee's similar behaviors from past task and situation. Taking Interlong Company as the object of study, this essay describes a whole method and strategy to improve hire quality, integrating interview theories with expectation achievement behavior interview method. The major problems existing in Interlong's interview are as follows; 1. Lack of preparation before interview, such as vacancies features analysis and abilities requirement; 2. Lack of structure and pertinency in questions, disabled to assess work skills accurately; 3. Lack of interview process management, interviewers'relevant trainings and interview records, random at employment decision; 4. The most important, human resources staff's lack of interview knowledge and skills. Some techniques to improve interview quality: I. Preparation. Identify vacancies before an interview and confirm internal or external recruitment to solve the core vacancies. Before resume selection, make sure the expected achievement, goals, probable obstacles and behavior and requirements for vacancies. Plan assessment standard of interview questions and answers according to expected achievements and primary resume selection. II. An Effective Interview. Take a writing test on complex knowledge. Writing test and interview take different part in recruitment. If the score of writing test is below a certain value, the person is lack of basic quality and would be eliminated through selection. If above the value, the score would only be considered as a reference for employment. Interview depends on the final decision of employment. Before the interview, interviewer shall remove the strain of interviewee and make sure the general performance of the interviewee. Take structural interview with prepared questions, skillful at methods of amend, iterate, leap and progress, so as to gain required information accurately. Meanwhile, interviewers should notice to maintain professional image for interviewee, to manage interview environment, and to perfect interview process with group interview method, and so on. III. Employment Decision. Avoid wrong estimation from subjective impression, do not ensure interviewees the fault of employment standard, neither take estimation in accordance with partial or irrelevant information. Collect objective information to support or disprove the objective impression, make the employment decision through detailed records, apply interview methods effectively to enhance hire accuracy and improve interviewers'skills. IV. Interview Management. Specify interview management through interview process perfection, division of responsibilities. Formulate interview guidance, listed with noticed items prior to, during and after interviews, to improve interviewers'skills and interview quality. Take relevant trainings for managers participating in interviews to help them master better interview skills. With strong support of General Manager, Interlong began to adopt interview quality strategy from August, 2004. Through one year of practice, amendment andperfection, this strategy has been embodied into the daily management and has achieved notable effects. Yearly turnover rate has decreased to 23.5% from average rate of 28.5% of the past 4 years. Yearly average sales of sales representatives has increased to RMB566,000 from RMB499,000. The learning environment has been promoted in Interlong, with the help of the review of learning initiative and continuance of interviewees through interview and selection and a series of learning-encourage system stipulated. Yearly sales and market share have been improving continually and has become the competent challenger of the first brand of domestic produced interferon. This selection method will effectively ensure the employee quality in the 1000 more positions in the coming three years and accelerate the speed of development. With the increase of employees, part of the interview process still requires continual amendment and perfection.