Analysis on how to realize job matching from the perspective of career choice

From the perspective of career choice, how to achieve job matching is as follows:

First, do a good job analysis and fully understand the job characteristics.

Job matching involves two aspects, on the one hand, personnel, on the other hand, jobs. To improve the job matching, we must first understand the characteristics of the job and clarify the recruitment standards, so that it is possible to recruit suitable people, and the most direct way to understand the job is job analysis.

1, job analysis is the analysis of the position, not the analysis of the position holder.

2. The final result of job analysis is to form a job description.

3, the main content of job analysis is to analyze the job content, basic information, qualifications, assessment points, etc.

4. The commonly used methods of job analysis include questionnaires, work logs, interviews and key events.

5. Job analysis should be carried out in the form of project team, and the team members can come from various departments and positions.

Second, do a good job in talent evaluation and fully understand the characteristics of personnel.

After understanding the characteristics of the post, we defined the recruitment standards. Next, it is necessary to conduct a full analysis and talent evaluation of job seekers. Talent evaluation is the evaluation of various qualities and abilities of personnel.

1. There are many tools used in talent evaluation, and the results and validity of different tools are different.

2. Common blood types, constellations and face shapes are unscientific and cannot be used as evaluation tools.

3, instead of structured interviews, the validity is also relatively low.

4. Common tools for evaluating personality and interest are: nine-type personality, PDP, DISC, etc.

5. Other evaluation software include: behavioral interview, leaderless group interview and structured interview.

6. Among them, structured interview is relatively effective because of its high standardization and process.

Third, use tools such as structured interviews.

Structured interview is the mainstream trend of interview. Structured interview can effectively improve the accuracy of talent evaluation and interview. The following points should be noted when using structured interviews:

1. The premise of structured interview is job analysis and the establishment of competency model.

2. The so-called structured interview is a highly procedural and standardized interview.

3. Structured interviews can sometimes be combined with unstructured interviews to achieve very good results.

4. Structured interview has high requirements for the interviewer. Whether the interviewer's group composition is reasonable or not and whether the interviewer has received professional training will have an impact.

5. The grading of structured interviews does not necessarily adopt the method of summation and average, but should be tolerant of "crooked talents" and "eccentric talents".