一、动动HR:为什么我们很难招到合适的人?面试通过率仅有1%从简历的海洋中筛选出与公司职位匹配的那一封，到3-4轮笔试、面试，再到一票否决制的候选人评估，最后到offer谈判。互联网创业公司动动的面试流程一向以严格著称。受其公司创始人团队均毕业于海外名校的背景影响，动动在招人时对学历上有其严格的门槛限制——只招毕业于985、211院校的优质候选人。这样做的目的是为了保证团队成员的整体素质、能力，乃至性格能够保持在同一阵线，从而形成融洽的团队氛围，降低团队成员的离职率。”我们非常看重一个候选人的性格特质，即他加入后能不能很好地融入团队。因此在评估候选人时，面试官会按照‘是否想和这个人共事’为标准...
A, move HR: why it is difficult to recruit the right people? Interview pass rate is only 1% from the sea of CV screening in position matching with the company that a letter, to 3-4 rounds of written examination, interview, and then to one ticket is overruled make assessments of candidates, finally to offer to negotiate. Internet start-ups have always is famous for its strict move the interview process. By its founder team all graduated from famous universities overseas background, move on the hiring of record of formal schooling is the threshold of the strict limits, only recruit graduates in 985, 211 colleges and universities high quality candidates. The aim is to ensure the overall quality and ability of team members, and even the character to be able to stay in the same front, to form a harmonious team atmosphere, reduce the turnover rate of team members." We are very important to the personality traits of candidates, which he joined after can into the team very well. So in assessing candidates, the interviewer will be according to the 'do you want to work with this person for standard...
