How does HR get important information about candidates during the interview process?

First of all, when HR interviews the candidate, it will find some personal information and information on the other party's job resume, from which you can get a general overview, whether it is name, age and place of birth, education, work and other aspects of experience, so that the interviewer can make a rough judgment on it, so that you can understand some of the other party's personal situation, from which you can know the other party's status and situation, and can also better analyze whether it is suitable for the position you are recruiting.

Secondly, HR should also find out the authenticity of some information about the other party through specific communication with the applicant, or whether there is any information that needs to be supplemented, which is learned from the other party, when seeing some of the mood and performance of the other party, you can better judge the authenticity of what the other party says, and finally you can better identify the assessment level required for recruitment, so that you will have a better understanding.

Thirdly, if HR really has a good impression of the candidate, or wants to admit the other party, then it also needs to understand the importance of the information by re-verifying.

HR's interviews are all interlocking, one by one, of course, he starts to need you to make a self-introduction, self-introduction, there is a lot of important information about you, in fact'HR is mainly to grasp your information, to judge whether you are suitable for the job, whether you are qualified for the job. In fact, it is a very important role to be inserted in a company, because he has to deal with all kinds of people.

Usually when HR recruits, his interview is very logical, what he wants to know, he must prepare for this in advance, and then ask you questions in the interview, most human resources, he will ask you whether you have a boyfriend, whether you are married? Having a boyfriend and getting married means that you may not be able to concentrate on the job.

A real human resource, he will get what he wants most from a short exchange, that is, a reason to see if you are competent for the job or a reason to hire you.

First, first of all, if HR wants to get important information about the candidate during the interview process, he needs to constantly ask the candidate some questions, and then ask him to come when asking these questions to see what his answers are, whether they are what they want, or whether they are what the company needs. <>

2. Of course, during the interview process, you can not only hear the voice, but also see his movements and demeanor, so you can see what kind of human cause this is through his actions and demeanor, because HR is HR after all, then he has a certain ability to recognize people, he knows what this person is like, and he can infer the general appearance of this person from a small gesture of this person.

Third, one more point, during the interview process, I will also look at his resume and compare with this person, and then there is a lot of personal information about him in his resume, which can be used to understand him as a person and see if he is suitable for this company.

There are two conditions for the interviewer to get important information about the candidate, the first condition is that you know what information you should get, and the second condition is that you can expose the job seeker to your true information through a chat that the candidate is not aware of.

HR is the company's personnel who are responsible for recruitment, and many HR will be very distressed when recruiting, because they may not have the way to choose the most suitable one for their company among many applicants. If the recruited employees are not well matched with the company, or if the employees' work ability is lacking, the recruitment HR will face a lot of trouble. Therefore, when recruiting, many HR will be very cautious and have in-depth research on each candidate.

So how should HR identify suitable candidates in the process of recruitment interviews? Here's what I think:

1. See if the skills mastered by the applicant match the company's job requirements.

The company recruits employees in order to enable employees to work in their positions and create certain economic benefits for the company. Therefore, when HR recruits, the first thing to pay attention to is whether the candidate's skills can meet the company's requirements, and whether the skills mastered by the candidate can meet the daily work needs. If the candidate's skills are strong, then the candidate is a good fit.

2. Learn more about the candidate's past experience.

However, many HR requirements have many other requirements in addition to the skills required by the candidate. At this time, as an HR, you should learn more about the candidate's past experience and see if the candidate's work philosophy is consistent with the company.

3. Finding a job is a two-way process.

In fact, finding a job is a two-way choice process, the company provides employees with job opportunities, and employees create economic benefits for the company. Only when the employee and the company understand each other and have the same philosophy, then such a person is the most suitable for the company, and such a company is also the most suitable for the candidate.

It is the responsibility of every HR to find the right talent for the company, so how should HR select the right candidates? That's my opinion. If you have a different opinion, please leave a message.

First of all, it depends on the attitude of the candidate, but also depends on some details of the candidate, how to also see whether the candidate is dressed more capable, when chatting with the candidate, but also to see whether the candidate speaks neatly, and you can also understand the personality of the candidate through some simple words.

First of all, it is necessary to see what the personality of the candidate is, secondly, it is also necessary to look at the candidate's work experience and academic qualifications, and finally it is necessary to see whether the candidate is interested in the job and whether he recognizes the position.

Candidates will be judged on their abilities and personality traits, and they have met a lot of people, so they will make a good consideration.

<> HR interview, first of all, the interviewer will be asked to make an opening statement, asking to make a relatively simple self-introduction, this is on the one hand to observe the candidate's ability to express itself on the other hand, it is also to understand the candidate's information again, at the same time, the high pants HR can also briefly look at his resume during the time of his opening statement, after which will be combined with the candidate's resume and the needs of the position to ask a series of questions, such as whether you have relevant work experience for this position.

What is your expected salary for the job, and what are the reasons for leaving your last job. Then HR will ask hypothetical questions to the interviewer, observe the candidate's attitude and way of thinking about the problem, for example, what kind of situation will he have for his current company, such as Qi Yuan Jianguo, and then what kind of solution you need to propose, and then what is the final result of this plan. Sometimes HR will suddenly repeat during the interview that they have already asked a rift omen question, which does not mean that they have forgotten the answer to the previous question, but to determine whether the answer you gave is accurate.

After asking these questions, HR will generally ask about your professional ability, and then ask about your professional skills and ability relative to the job, so as to confirm whether you are suitable for this career, and after the interview, HR will generally ask the interviewer, whether you still have any questions In this case, it is not that I hope that the interviewer will directly say that I have no problems, but that he can ask some relatively professional questions in the professional field of the job. For example, the field involved in the job and whether it is necessary to be able to PS, and whether it requires relative computer knowledge. At the same time, HR will also conduct detailed observation on the interviewer's behavior, dress and all aspects to determine whether the interviewer meets the requirements of the position, so as to recruit excellent talents for the company and ensure that the company can be further improved in this environment.

You can ask the other person their name, their academic qualifications, and the work experience they lack, or ask the other person what kind of work they have done in the past and how long they have been there. and the other party's future Fu Fu Brother Exhibition.

When HR interviews job seekers, you should ask for his basic information, and then Zheng Na asks him about his current work, and then asks him why he didn't choose this company.

During the interview, you need to ask about the basic situation of the job seeker, and the expectations of the company and a basic salary.

Let's first understand what the purpose of the interview is, and then you will know how to ask questions. The purpose of the interview is to recruit the right candidates, meet the company's employment needs, and bring value to the company. Then in conjunction with this purpose, the questions that need to be asked of the candidate are obvious.

1. Professional issues.

If the profession is not up to the mark, recruiting into the company will not bring value to the company, but will become a burden, so professional questions must be asked, especially for technical positions, financial positions, etc.

Professional questions are generally asked by the employing department, after all, HR does not know everything. The employing department prepares some professional questions for the recruited position, which is generally the knowledge part that must be mastered, as well as the knowledge part used by the company.

2. Attitude issues.

Whether it meets the company's employment needs, in addition to professional ability, there is also attitude. Attitude is more important than professional competence. If you don't have the ability to do it well, it will only be bad for the company; Ability is unstable, and it can't create value.

This aspect can be understood through several questions.

First, what are the reasons for leaving, looking at stability, and what the job seeker cares about;

Second, combined with the resume, specifically describe a project, or a complete work process, understand his attitude towards the project, and then understand his attitude towards the work;

The third is career planning, observing stability, and whether the job seeker's perception of himself is clear.

3. General ability.

Regardless of the position, some basic skills will be used, such as: communication skills.

Ability to express, comprehend, learn.

logical ability, etc.

You can ask questions and make corresponding observations through personal introductions, hobbies, scenario simulations, etc.

4. Corporate culture.

This is more important, it is not suitable for the company's corporate culture, and it is not easy to retain excellent people; If you don't adapt to the company's corporate culture, for the company, you are not the person the company needs, and no matter how good it is, it is useless.

This aspect can be understood through the following questions.

First, what is career planning, observe what job seekers care about, and whether the future plan matches the company;

Second, how much do you know about the company, if you read the company's introduction in advance, have some understanding, and come to the interview, you are basically initially accepting the company's culture;

Third, ask the candidate what they value about the company and whether it matches the company's corporate culture.

Fourth, ask directly, describe some of the company's culture and see how the candidate reacts.

When asking job seekers, you can ask them why they want to come to this company for an interview, what kind of position they want to find for the interview, what kind of specific requirements they have, what is their work attitude, and what is the expected salary, these are all ways to ask job seekers.

You should be very respectful of the other person, ask the job seeker politely, and secondly, you can ask some work-related questions, and don't ask too difficult questions.

Ask about the applicant's academic background and previous work experience, as these two items directly affect the candidate's personal ability.

Some HR inquires about job seekers, whether they are married, whether they buy a house, whether they buy a house, and whether their daughter-in-law is not beautiful! Was that an interview? I think you're trying to meddle in someone else's marriage.

The question is very detailed, and a question should be asked to the end, so that it can not only test whether the candidate has the ability in that regard, but also see how his mentality is, how his reaction ability is, so that it is a comprehensive test of Wangwang.

Looking at their personal performance, you can also test their personal ideas and innovation ability through some exercises, and check their academic qualifications and learning ability through their graduation profile.

Interviewees are usually asked some questions, and then they are screened through the other party's to see if they are the talent they need.

One of the most important tasks of HR is recruitment, and what aspects should HR look at when facing job applicants? The following is my compilation of what job seekers look for during HR interviews, welcome to read, I hope you can enjoy it.

1. Whether the basic personal quality and motivation quality are good, including a person's character, character, values, motivation for job hunting, basic etiquette, and work attitude.

2. Personal basic ability, including communication ability and logical thinking ability.

Responsiveness, English ability, computer ability, etc.

3. The quality and attitude of the special requirements of the profession. For example, financial requirements are principled and careful; HR service positions require enthusiasm and affinity.

Good, service-minded.

Okay, this aspect should be treated differently according to the position.

4. Ability and quality required by the profession. On the one hand, this is a special requirement for certain abilities, and on the other hand, it is a requirement for experience. For example, in the IT industry.

The ability of a sales manager requires communication skills.

Strong computer skills, etc., and at the same time, it is required to have relevant experience in the IT industry and team management.

experience, etc. Specifically, there are these problems:

Whether the candidate's appearance and posture meet the requirements of the job.

The candidate's ability to express himself or herself (including facial expressions, language, confidence).

Are the applicant's attitudes and job aspirations aligned with the work objectives of the employer?

The candidate's temperament, personality type.

Whether it meets the requirements of this work.

Can the job seeker's job desire be met in the employer?

Whether the candidate's expertise is suitable for the position being hired'Job Requirements?

Job applicant's work history.

Does it meet the requirements of the position you are hiring?

Are the benefits requested by the job seeker and their working conditions suitable for the conditions that the employer can provide?

Whether the candidate's potential is likely to continue to develop in the employer.

What is the candidate's verbal communication skills?

What is the comprehensive analytical ability of the job seeker?

How adaptable are job seekers?

What about the imagination and creativity of job seekers?

How enthusiastic and enterprising are the job seekers?

Does the job seeker have enough energy to take on the job?

Is the overall quality of the candidate sufficient to perform the job position to be appointed?

So, how do you go about it?

1. Observe words and colors. Observe the basic quality literacy from the details of the interviewer after entering the company, such as appearance, movements, registration form filling, etc.

2. It is best for newcomers to prepare structured interview questions in advance, the questions should contain all aspects of the content they want to examine, and they should form certain evaluation criteria in advance.

3. Learn the Star behavioral interview technique, learn how to ask questions to different people, in order to understand his real ability and quality, you can check the relevant information for details.