作为一名的猎头顾问，虽然不能确保选拔人才的准确性。但是可以通过合适的决策模式来提高寻找的准确性，并且避免一些基本失误，判断候选人稳定性。下面 济南猎头公司人员来讲讲这方面的内容。

As a professional headhunting consultant, although it can not ensure the accuracy of talent selection. However, we can improve the accuracy of search through appropriate decision-making mode, avoid some basic mistakes and judge the stability of candidates. Next, the staff of Jinan Headhunting Company will talk about this aspect.

一、从应聘者以往个人经历的时间衡量职业稳定性

1、 The career stability is measured by the applicant's past personal experience

留意应聘者每份工作的延续时间、变换工作的频率、每份工作间的间隔时间等，对应聘者稳定性进行评估

Pay attention to the duration of each job, the frequency of job changes, the interval between each job, etc., and evaluate the stability of the candidate

提醒对那些频频更换企业的应聘者也要特别小心，有些应聘者可能只想暂时找一份工作安身，然后再慢慢找一个更稳定的工作，对这些人要特别留心，我们很可能 在他们身上投资了3个月的员工培训，而他们却在工作快要进入状态之前离去，在选择员工时要注意这些不忠诚和欠缺诚意的应聘者。

Remind us to be particularly careful for those candidates who frequently change the company. Some candidates may just want to find a job temporarily and then slowly find a more stable job. Pay special attention to these people. We are likely to invest three months of employee training in them, but they leave before they enter the state of work. When selecting employees, we should pay attention to these disloyal and insincere candidates.

二、从应聘者职业生涯规划程度衡量职业稳定性

2、 Measuring career stability from the degree of career planning of candidates

一般而言，有较好职业生涯规划的应聘者稳定性较高，因此，留意应聘者简历中以往工作经历所从事的行业与职位，由此判断职业稳定性。

Generally speaking, candidates with better career planning have a higher stability. Therefore, pay attention to the industry and position of previous work experience in the candidate's resume to judge career stability.

三、通过心理特征进行评估

3、 Evaluate by psychological characteristics

外在行为都是心理驱动的结果，因此，心理特征的确能够影响人的行为，职业稳定性与人的某些心理特征有比较密切的关系，若在面试过程中发现应聘者有相应的心理特征时，就要特别留意其职业稳定性。

External behavior is the result of psychological drive. Therefore, psychological characteristics can really affect people's behavior. Career stability is closely related to some psychological characteristics of people. If you find that candidates have corresponding psychological characteristics during the interview, you should pay special attention to their career stability.

四、从组织合适度衡量应聘者的稳定性

4、 Measuring the stability of candidates from the perspective of organizational suitability

组织合适度指的是组织的行为方式与价值观是否与应聘者相适应。

Organizational appropriateness refers to whether the organization's behavior and values are compatible with the candidates.

面试是我们需衡量应聘者的工作风格与人际交往能力是否适应企业的管理方式和企业文化，这是员工工作满意度的一个重要组成部分，也往往成为员工决定是否离职的重要考虑因素，如果忽视对应聘者组织合适度的了解与评估，应聘者被录用后往往出现劣绩效，而且会出现较高的流失率与不稳定性，

Interview is a way to measure whether a candidate's work style and interpersonal skills adapt to the company's management style and corporate culture. It is an important part of employee job satisfaction, and also an important consideration for employees to decide whether to leave. If the understanding and evaluation of the candidate's organizational suitability are ignored, the candidate will often have poor performance after employment, and will have a high turnover rate and instability,

因此，组织合适度也成为衡量应聘者的稳定性的关键因素。

Therefore, organizational suitability has also become a key factor in measuring the stability of candidates.

另外，通过了解候选人以往经历的工作节奏，与他需进入的团队进行对比，若工作节奏比较匹配的话，应聘者的组织适应度会相对比较高，稳定性也比较好。更多相关的事项就来我们网站 //www.diypinata.com咨询吧！

In addition, by understanding the work rhythm of the candidate's past experience, and comparing with the team he needs to enter, if the work rhythm is relatively matched, the organizational adaptability of the candidate will be relatively high and the stability will be relatively good. More related matters come to our website //www.diypinata.com Consult!