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。下面来讲讲方法。

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. Let's talk about the method.

从应聘者以往个人经历的时间衡量职业稳定性

Career stability is measured from the time of previous personal experience of candidates

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 changing jobs, the interval between each job, etc., and evaluate the stability of the applicant.

从应聘者职业生涯规划程度衡量职业稳定性

Measuring career stability from the degree of candidates' career planning

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 are more stable. Therefore, pay attention to the industries and positions in the applicant's resume with previous work experience, so as to judge the career stability.

通过心理特征进行评估

Assessment 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，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。

External behavior is the result of psychological drive. Therefore, psychological characteristics can indeed affect people's behavior. Career stability is closely related to some psychological characteristics of people. If you find that candidates have corresponding psychological characteristics in the interview process, you should pay special attention to their career stability. Generally speaking, the psychological characteristics that affect career stability include desire, comparison psychology, adventure psychology and so on.

从组织合适度衡量应聘者的稳定性

Measuring the stability of candidates from 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。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。

Organizational suitability refers to whether the behavior and values of the organization are compatible with the candidates. Interview is to measure whether the job style and interpersonal skills of candidates adapt to the management mode and culture of the enterprise. It is an important part of employees' job satisfaction and often becomes an important consideration for employees to decide whether to leave.

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，因此，组织合适度也成为衡量应聘者的稳定性的关键因素。

If we ignore the understanding and evaluation of the organizational suitability of candidates, candidates often have poor performance after being hired, and there will be a high turnover rate and instability. Therefore, organizational suitability has also become a key factor to measure the stability of candidates.

另外，山东猎头公司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。

In addition, Shandong headhunting company compares the work rhythm experienced by the candidate with the team he needs to enter. If the work rhythm matches, the applicant's organizational adaptability will be relatively high and the stability will be relatively good.

从工作地点合适度衡量应聘者的稳定性

Measuring the stability of candidates from the suitability of the workplace

工作地点合适度指的是应聘者对目标工作的工作环境及地理位置是否满意。这往往是招聘过程中被忽略的问题，但实际上，在招聘过程中应聘者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。

Workplace suitability refers to whether the candidate is satisfied with the working environment and geographical location of the target job. This is often ignored in the recruitment process, but in fact, it is not uncommon for candidates to quit the application when they know where they may work or to leave due to the location within a few days of entry.

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。在招聘过程中和应聘者讨论地点合适度将有助于减轻这些问题，提高应聘者入职后的稳定性。

In addition, employees who have moved to a new workplace may also resign because the new location is not suitable for their lifestyle. Discussing the location suitability with candidates during the recruitment process will help alleviate these problems and improve the stability of candidates after entry.

猎头判断候选人稳定性从这几方面的相关内容就是这样了，如果您对其有什么疑惑的话，就关注我们网站http://www.shandonglietou.com联系客服为您解答吧。

Headhunters judge the stability of candidates from these aspects. If you have any doubts about it, please follow our website http://www.shandonglietou.com Contact customer service to answer for you.