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.

那么作為一名的獵頭顧問，雖然不能確保選拔人才的準確性。

As a professional headhunting consultant, although it cannot guarantee the accuracy of talent selection.

但是可以通過合適的決策模式來提高尋找的準確性，并且避免一些基本失誤，判斷候選人穩(wěn)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.

我們今天就來聊聊，獵頭顧問可以從哪些維度來衡量候選人的穩(wěn)定性。

Today we will talk about the dimensions from which headhunting consultants can measure the stability of candidates.

1、從候選人以往個人經(jīng)歷的時間衡量

1. Measure from the candidate's past personal experience time

留意候選人每份工作的延續(xù)時間、變換工作的頻率、每份工作間的間隔時間等，對候選人的穩(wěn)定性進行評估。

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.

提醒對那些頻頻更換企業(yè)的候選人也要特別小心，有些候選人可能只想暫時找一份工作安身，然后再慢慢找一個更穩(wěn)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.

對這些人要特別留心，我們很可能在他們身上投資了3個月的員工培訓，而他們卻在工作快要進入狀態(tài)之前離去，在選擇員工時要注意這些不忠誠和欠缺誠意的候選人。

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、從候選人職業(yè)生涯規(guī)劃程度衡量

2. Measure from the degree of candidate's career planning

一般而言，有較好職業(yè)生涯規(guī)劃的候選人穩(wěn)定性較高。

Generally speaking, candidates with good career plans have higher stability.

因此，留意候選人簡歷中以往工作經(jīng)歷所從事的行業(yè)與職位，由此判斷職業(yè)穩(wěn)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、通過心理特征進行評估

3. Evaluate through psychological characteristics

外在行為都是心理驅(qū)動的結(jié)果，因此，心理特征的確能夠影響人的行為，職業(yè)穩(wěn)定性與人的某些心理特征有比較密切的關(guān)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.

若在面試過程中發(fā)現(xiàn)候選人有相應的心理特征時，就要特別留意其職業(yè)穩(wěn)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，影響職業(yè)穩(wěn)定性的心理特征有欲望、攀比心理、冒險心理等三個方面：

Generally speaking, the psychological characteristics that affect career stability include desire, comparison psychology, and adventure psychology

欲望對人的影響很大：欲望越大的人，穩(wěn)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，常常產(chǎn)生不滿足感，為了滿足自己的欲望，途徑有二：一是努力工作，爭取更多收入；二是跳槽，取得更高薪水的職位。

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.

一般情況下，跳槽的見效時間快，選擇后者當然是不足為怪。

In general, job hopping takes effect quickly, so it's not surprising to choose the latter.

所以說，欲望大的人穩(wěn)定性差。

So, people with high desires have poor stability.

4、從組織合適度衡量

4. Measuring organizational suitability

組織合適度指的是組織的行為方式與價值觀是否與候選人相適應。

Organizational suitability refers to whether an organization's behavior and values are compatible with the candidate.

面試是我們需衡量候選人的工作風格與各項能力是否適應企業(yè)的管理方式和企業(yè)文化，這是員工工作滿意度的一個重要組成部分，也往往成為員工決定是否離職的重要考慮因素。

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.

如果忽視對候選人組織合適度的了解與評估，候選人入職后后往往出現(xiàn)劣績效，而且會出現(xiàn)較高的流失率與不穩(wěn)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，組織合適度也成為衡量候選人穩(wěn)定性的關(guān)鍵因素。

Therefore, organizational suitability has also become a key factor in measuring candidate stability.

另外，通過了解候選人以往經(jīng)歷的工作節(jié)奏，與他需要進入的團隊進行對比，若工作節(jié)奏比較匹配的話，候選人的組織適應度會相對比較高，穩(wěn)定性也比較好。

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、從工作地點合適度衡量

5. Measure from the suitability of the workplace

工作地點合適度指的是候選人對目標工作的工作環(huán)境及地理位置是否滿意。

The suitability of the workplace refers to whether the candidate is satisfied with the working environment and geographical location of the target job.

這往往是招聘過程中被忽略的問題，但實際上，在招聘過程中候選人了解到他們可能工作的地方時就退出了應聘或者入職幾天內(nèi)就由于工作地點的原因提出離職的例子并不鮮見。

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，調(diào)動工作地點后的雇員由于新地點并不適合他們的生活方式也可能辭職。

In addition, employees who have moved to a new workplace may also resign due to their lifestyle not being suitable for their new location.

在招聘過程中和候選人討論地點合適度將有助于減輕這些問題，提高候選人入職后的穩(wěn)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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