Research On Structured Interview Indicators For Training Teachers Recruitment In D Education And Training Company

With the deepening of the research on interview,more and more drawbacks are reflected in the traditional interview.Because of its standardized and scientific operation,and multi-dimensional ability assessment of candidates,structured interview in human resources management center has gradually been paid more and more attention in the recruitment of personnel.In the development of structured interview,the qualitative analysis method is used in the past research.This paper uses the quantitative analysis method of mathematical model.The core part is the screening of competency indicators.Through the screening of core competency indicators,the competency quality model of recruitment can be constructed,so as to conduct a comprehensive assessment of the applicants.With its continuous development,Yantai D Company needs to expand its market in a wider range.At present,new branches are opening at a faster speed,which has a greater demand for talents.In the past recruitment,D company adopted the traditional interview method,the ability assessment of personnel is not comprehensive,the employment of employees to a large extent can not meet the needs of personnel in the actual work.Based on this background,this paper studies the selection of interview indicators for training teachers in the structured interview of D company.Firstly,this paper introduces the background and significance of the research,and studies the relevant literature of structured interview and its index selection.Then,this paper introduces the concepts and theoretical basis of structured interview.On this basis,this paper analyses the current recruitment work of Yantai D Company and the problems in the interview work.In order to solve these problems,this paper carries out the screening of interview indicators,uses behavioral event interviews and questionnaire survey to screen the core competency factors of training teachers,uses analytic hierarchy process and screened indicators to calculate the weight,and applies the calculation structure to the actual work for empirical analysis.Finally,the specific links and safeguards of structured interview implementation are standardized.It is hoped that this study can further guide the implementation of structured interview in Yantai D Company,and it does not provide a useful reference for the screening of indicators of structured interview.