Research And Application For BDI In ALPHA FEED Company

In the normal course of the interview, when the Human Resources department recruit staff or personnel at interview, they are relatively hasty judging a candidate based on personal likes and dislikes feeling, which make the success rate of recruitment lowly. Then how to apply an effective interview method to select excellent talents from a large number of applicants, who are not only competent to work, but also go beyond the expected performance.Behavioral Description Interview, referred to as BDI, also referred to Behavioral Interview, which is trying to tap the behavior patterns of the past, predicting their future success or not, but without the impact of such as education, age, sex, appearance and non-verbal information, The first Behavioral Interview was described by Jane Edwards (Janz) in 1982.Behavioral Interview doesn't generally ask the experiences of the past, but is a structured interview, the feature steps are as follows:First, Behavioral Interview is based on the results of the job analysis of the critical case, in order to develop a competency model for the position.Second, Behavioral Interview is designed around the behavior dimension, and behavior dimension is from the critical incident analysis;Third, Behavioral Interview questions are standardized, the purpose of knowing the applicants how to deal with the problems of similar job scenarioin in the past.Fourth, the interviewers flexibly question or ask contents stated by the interviewees ,in order to in-depth details of understanding the background, behavioral objectives, measures and results of acts.Fifth, record the answers. Based on records, evaluate interviewee on the score sheet.Sixth, integrate the behavior dimension score totally , and the results for personnel decisions.In this paper, by detailed analysing the interview status of Alphafeed Group based on historical data , the existing problems were identified, for the existence problems based on the traditional methods of structured interviews, combined with Behavioral Interview , a set of suitable improvement measures which will improve the company's recruitment quality is proposed, such as extracting competence model of relevant positions, designing standard subjects for Behavioral Interview, and questioning based on Behavioral Interview during the interview, then scoring comprehensive ,decision-making based on the results. The method is simple, ,it has achieved significant results after more than a year of implementation, this study to improve the recruitment of enterprises has a job guide.