In the recruitment process, how to judge whether a candidate is stable is an important indicator for HR to consider when selecting talents. An employee who frequently changes jobs is more harmful than beneficial to the company. For any new employee, the company needs to give a certain adaptation period, such as: familiar with the company's environment, colleagues, business, etc., in this process the company is in the stage of pure pay.
If the stability of employees is poor, then it is likely to have problems such as low work efficiency, poor ability to work under pressure, and high turnover probability. How to analyze the stability of a candidate can be analyzed from many aspects, such as: past professional experience (frequency of job hopping), do a career personality test, understand his career plan, etc....
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Occupational personality test
People who pursue freedom and relaxation too much tend to have poor stability, and people who have an impatient personality and have anxious or depressive tendencies tend to have poor stability, which are described in the Big Five Personality Test, Cartel 16 Personality Factors (16pf).
In the Eysenck personality test, those with high scores in neuroticism and mental quality are personality defects (abnormalities), and their stability is also relatively poor.
Whether a candidate has stability needs to be considered from many aspects, and different perspectives corroborate each other, which is the most reliable conclusion. Stable candidates are conducive to the long-term development of the company and are in line with the company's long-term planning.
Occupational personality test
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Mental health testing
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Previous professional experience
Candidates with stability, in the past work experience, are generally continuous and stable, for example, they have worked in a company for at least 2~3 years, for the frequency of job-hopping candidates, we must pay more attention, unless there is a very appropriate analysis, otherwise such candidates may have major hidden dangers. For candidates who change jobs frequently, it can be simply judged that they lack enough patience and stability for their work.
Although some people do not change jobs frequently, after working for a period of time, they will see that their resume is blank. For career gaps, there are many situations, and if there is a reason, such as further education, it should not be regarded as a candidate's lack of stability.
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Gain insight into the reasons for leaving
Some people choose to change jobs in desperation because the conditions given by the company do not meet their expectations, but some people are incapacitated, but they often complain and have a poor work attitude.
People who leave their jobs frequently usually have some common characteristics, such as: anxiety and depression tendencies, poor stress tolerance, character defects, poor interpersonal relationships, etc. These questions can be analyzed through online assessments, and it is difficult to get accurate information during an interview alone. For example, the Eysenck personality test, SCL-90 scale, Big Five personality test, cartel 16pf, etc., all have relevant assessment dimensions.
A clear career plan
If there is a clear career plan, then the job search and employment have a certain purpose, candidates can clearly know what they want and how to work hard, usually such candidates have stronger ability to resist pressure and better stability. On the other hand, if a person is too casual and lacks a plan for the future, then leaving the company will become very casual.
This can be analyzed from the perspective of professional values, typical career assessments are: Schuber Vocational Values Test WVI, through the analysis of professional values, you can understand what candidates value and what they do not value. This results in its stability (stability in a specific enterprise environment).