评判候选人稳定性的5个维度
一个人进入公司后未来发展的情况要受到很多因素的影响，例如企业的氛围，同事上下级关系，拥有的资源，公司发展状况等各种因素，其中包括许多不确定因素。
The future development of a person after entering a company is influenced by many factors, such as the atmosphere of the company, the relationship between colleagues and subordinates, the resources they have, and the company's development status, including many uncertain factors.
那么作为一名的猎头顾问，虽然不能确保选拔人才的准确性。
As a professional headhunting consultant, although it cannot guarantee the accuracy of talent selection.
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。
However, appropriate decision-making models can be used to improve the accuracy of the search and avoid some basic mistakes to determine the stability of candidates.
我们今天就来聊聊，猎头顾问可以从哪些维度来衡量候选人的稳定性。
Today we will talk about the dimensions from which headhunting consultants can measure the stability of candidates.
1、从候选人以往个人经历的时间衡量
1. Measure from the candidate's past personal experience time
留意候选人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，对候选人的稳定性进行评估。
Pay attention to the duration of each job, the frequency of job changes, and the interval between each job for candidates to evaluate their stability.
提醒对那些频频更换企业的候选人也要特别小心，有些候选人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性工作。
Reminder to be particularly careful for candidates who frequently switch companies. Some candidates may only want to temporarily find a job to settle down, and then gradually find a more stable permanent job.
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候选人。
Pay special attention to these people. We may have invested 3 months of employee training in them, but they leave before their work is ready to enter a state. When choosing employees, we should pay attention to these disloyal and insincere candidates.
2、从候选人职业生涯规划程度衡量
2. Measure from the degree of candidate's career planning
一般而言，有较好职业生涯规划的候选人稳定性较高。
Generally speaking, candidates with good career plans have higher stability.
因此，留意候选人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。
Therefore, pay attention to the industry and position that the candidate's previous work experience has engaged in in in their resume to determine career stability.
3、通过心理特征进行评估
3. Evaluate through 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。
External behavior is the result of psychological drive, therefore, psychological characteristics can indeed affect people's behavior, and career stability is closely related to certain psychological characteristics of people.
若在面试过程中发现候选人有相应的心理特征时，就要特别留意其职业稳定性。
If a candidate is found to have corresponding psychological characteristics during the interview process, special attention should be paid to their career stability.
一般而言，影响职业稳定性的心理特征有欲望、攀比心理、冒险心理等三个方面：
Generally speaking, the psychological characteristics that affect career stability include desire, comparison psychology, and adventure psychology
欲望对人的影响很大：欲望越大的人，稳定性越差，越容易跳槽。
Desire has a great impact on people: the greater the desire, the less stable they are and the easier they are to switch jobs.
欲望大了，常常产生不满足感，为了满足自己的欲望，途径有二：一是努力工作，争取更多收入；二是跳槽，取得更高薪水的职位。
Desire increases and often leads to feelings of dissatisfaction. In order to satisfy one's desires, there are two ways: one is to work hard and strive for more income; The second is to switch jobs and obtain higher paying positions.
一般情况下，跳槽的见效时间快，选择后者当然是不足为怪。
In general, job hopping takes effect quickly, so it's not surprising to choose the latter.
所以说，欲望大的人稳定性差。
So, people with high desires have poor stability.
4、从组织合适度衡量
4. Measuring organizational suitability
组织合适度指的是组织的行为方式与价值观是否与候选人相适应。
Organizational suitability refers to whether an organization's behavior and values are compatible with the candidate.
面试是我们需衡量候选人的工作风格与各项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。
Interviews are an important component of employee job satisfaction and often become an important factor in deciding whether to resign, as we need to measure whether a candidate's work style and abilities are suitable for the company's management style and corporate culture.
如果忽视对候选人组织合适度的了解与评估，候选人入职后后往往出现劣绩效，而且会出现较高的流失率与不稳定性。
If we ignore the understanding and evaluation of the organizational suitability of candidates, they often experience poor performance after joining the company, and there will be a high turnover rate and instability.
因此，组织合适度也成为衡量候选人稳定性的关键因素。
Therefore, organizational suitability has also become a key factor in measuring candidate stability.
另外，通过了解候选人以往经历的工作节奏，与他需要进入的团队进行对比，若工作节奏比较匹配的话，候选人的组织适应度会相对比较高，稳定性也比较好。
In addition, by understanding the candidate's past work pace and comparing it with the team they need to join, if the work pace is relatively matched, the candidate's organizational adaptability will be relatively high and stability will be good.
5、从工作地点合适度衡量
5. Measure from the suitability of the workplace
工作地点合适度指的是候选人对目标工作的工作环境及地理位置是否满意。
The suitability of the workplace refers to whether the candidate is satisfied with the working environment and geographical location of the target job.
这往往是招聘过程中被忽略的问题，但实际上，在招聘过程中候选人了解到他们可能工作的地方时就退出了应聘或者入职几天内就由于工作地点的原因提出离职的例子并不鲜见。
This is often a overlooked issue in the recruitment process, but in reality, it is not uncommon for candidates to withdraw from the job application when they learn about their potential workplace or to resign due to workplace reasons within a few days of joining.
另外，调动工作地点后的雇员由于新地点并不适合他们的生活方式也可能辞职。
In addition, employees who have moved to a new workplace may also resign due to their lifestyle not being suitable for their new location.
在招聘过程中和候选人讨论地点合适度将有助于减轻这些问题，提高候选人入职后的稳定性。
Discussing location suitability with candidates during the recruitment process will help alleviate these issues and improve the stability of candidates upon entry.
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