Network simulation interview method

Abstract

The invention discloses a network simulation interview method. According to the network simulation interview method of the invention, a user provides personal related information in a remote system directly through interacting with the system; the system carries out comprehensive analysis and provides preferred target units; the professional knowledge assessment, personal information and logical thinking ability of the interviewer are accurately compared with the recruitment needs of the target units; and a interview process is completed. With the network simulation interview method of the invention adopted, distances between interviewers and recruitment units are eliminated; comprehensive qualities of the interviews, such as psychological conditions, physiological conditions and talents can be analyzed, and therefore, the accuracy of interview results can be improved, cost can be saved for the recruitment units, and interview processes are flexible; graduates can be benefitted in diverging thinking and eliminating concerns in the aspects of time, distance and the like; more direct and effective employment information can be collected, and more autonomous employment choices can be provided for the interviewers; personalized counseling needs of the interviews can be satisfied; interview experience can be enriched; the success rate of interview can be improved; social employment pressure can be relieved on the whole; and a win-win situation between the recruitment units and the interviewers can be achieved.

Description

technical field [0001] The invention relates to a network simulation interview method. Background technique [0002] In the development of enterprises, recruiting talents is a very important part, especially in today's increasingly shortage of talents, many units have difficulties in recruiting due to small scale, low popularity, or remote locations of units; at the same time, The cost of on-site recruitment interviews is relatively high, and corporate HR wastes a lot of energy in the selection process. The interview process is rigid and boring, and it is difficult to understand the specific situation of applicants in a short period of time, especially if the interviewer has no experience, he will give the company a selection Desirable people bring big trouble. On the other hand, according to statistics, in the process of job selection, 40.7% of graduates believe that the main problem in job hunting is that the job description is not detailed, and the employment guidance co...

AI Technical Summary

Problems solved by technology

[0002] In the development of enterprises, recruiting talents is a very important part, especially in today's increasingly shortage of talents, many units have difficulties in recruiting due to small scale, low popularity, or remote locations of units; at the same time, The cost of on-site recruitment interviews is relatively high, and corporate HR wastes a lot of energy in the selection process. The interview process is rigid and boring, and it is difficult to understand the specific situation of applicants in a short period of time, especially if the interviewer has no experience, he will give the company a selection Desirable Talent Brings Big Trouble

On the other hand, according to statistics, in the process of job selection, 40.7% of graduates believe that the main problem in job hunting is that the job description is not detailed, and the employment guidance courses offered by colleges and universities before college students' employment cannot meet the students' individualized counseling needs. The information cannot be communicated to the students effectively, directly and smoothly, resulting in some graduates not knowing much about the employer when applying for the job, and blindly participating in the job application, resulting in a waste of resources