How to recruit qualified talent in just a few minutes of interviews

Years of accumulation! Natural, generous!

If a person stays in the personnel department for a long time, he can feel the temperament of the job seeker at once, and this must be accumulated for a long time!

In fact, the interview mainly examines two parts: 1. External performance 2. Internal performance.

1. External performance: Generally, you can have a general understanding 1-2 minutes after meeting (you need to rely on your experience in the workplace), appearance is secondary, complexion, temperament, and dress are important, a qualified employee must have the courage and self-confidence of a competent position, and dress appropriately, I believe you can see these things.

2. Internal performance: the main examination of the ability to express, whether the speech is logical, focused, accurate rather than off-topic to say irrelevant things. Questions play an important role in this process:

For example, instead of asking him what industries and jobs he has done, you should ask you about the industries you have worked in before. You don't ask him which cases you've done, you should ask which of the cases you've done that you think is the most distinctive and how it's different from the others.

Due to time constraints, it is generally better to set 3 main questions, which is also the standard for you to mainly examine talents.

It takes language skills that some people can say and can't do, and some people can do and can't speak.

Ask special questions in a targeted manner, rather than procedural questions, because most of the interviews are prepared, and those procedural questions may have already been answered by the person. Questions about what is special can be obtained from a psychiatrist.

The salary is better, don't be afraid to spend money, find a better interviewer in terms of personnel, and have a good recruiter who does not need to worry about the boss, of course, you can also go to other companies to dig other people's corners, so that other people's outstanding talents jump to you.

In addition to headhunters can't think of a better way, they all have their own resources, which can be matched with the information of their own resource library to screen out suitable candidates.

This is taken literally, even though they don't hire you, they still see you as a talent and will give you priority when there is a vacancy in their staff. Actually, it's just a polite statement. I hope you will not be affected by this recruitment, sum up the lessons learned, continue to encourage yourself, and believe that your strength will definitely be accepted by a better and more discerning unit.

It's that if you don't pass their interview this time, you will put your information in their company's talent pool, and you may be contacted again for other positions in the future In fact, to put it bluntly, it is just a euphemism to tell you that you didn't pass...

You can continue to apply for positions in other companies.

1. Preparation before the interview.

Usually, it is necessary to reconfirm the interview time and arrangement with the candidates one day in advance, remind the candidates of the materials they need to prepare, and book the interview meeting room in advance; In addition to your own schedule, you should also confirm the interview time with the business leader in advance; Set aside time before the interview to prepare interview questions for the candidate's resume.

2. Key principles of interviews.

Start on time, inform the candidate of the approximate time of the interview, be flexible in the interview, listen carefully in the Q&A, ensure that each answer of the candidate is complete, and actively dig according to the candidate's incomplete answers, and record the candidate's answers and behaviors with colleagues, and do not rely too much on memory.

3. Interview questioning skills.

Be positive and close to others; Natural and friendly, gradual introduction; Choose the appropriate way to ask questions, which can be easy first and then difficult; Questions should be plain, concise, accurate, and give care and understanding in the process; Finally, give candidates a chance to make amends.

4. Listening skills in interviews.

Maintain good body posture, give frequent responses, maintain eye contact, do not interrupt candidates easily, retell appropriately, look for subtext, and give constructive feedback.

5. Professionalism of the interview questions.

Proficiency in the use of questioning skills during the interview; The introduction to the company is clear and unambiguous; Be clear about the responsibilities and requirements for the interview position; Have a certain understanding of the industry and competitor companies; Always pay attention to the latest information and trends in the industry.

1. Be sure to tell yourself to insist on fairness and justice.

2. Firmly grasp the compatibility between the interviewer and the position.

3. Be good at observing words and feelings, and find the advantages and disadvantages of candidates from the subtleties.

4. For the questions to be asked, you need to prepare and brew in advance.

5. If you want to go deeper, it is recommended that you read Zhuge Liang's "Seven Ways to Know People".

First, the interviewer should prepare well before the interview;

The second is the skills of questioning and listening during the interview process, that is, how to use the interview method proficiently.

The third is to grasp the standard of judgment. Prepare well for the interview.

Start by clarifying the purpose of the interview: selecting talent, attracting talent, gathering information about what the candidate can do, gathering information about what the candidate is willing to do, providing the candidate with information about the organization, and checking the candidate's match for the position. Therefore, the interviewer is not only interviewing the candidate, the candidate also understands the company through the interviewer in one interview, and the interviewer's performance during the interview process is also crucial.

Secondly, understand the competency requirements of the recruitment position (usually including knowledge, skills, experience and other factors), performance expectations, and what obstacles and challenges will the job seekers encounter in the future job in order to meet the requirements of the position? What are the competencies and qualities that candidates must possess to overcome these obstacles and challenges? Through this series of question design, we will know more about the position to be recruited, and we will have a deeper understanding and understanding of the skill requirements of job seekers, so as to better design interview questions and conduct interview questions more efficiently and targetedly.

Only when the requirements of the recruitment position are clear, can the questions be targeted and the judgment criteria can be clarified accordingly.

In order to ensure the effectiveness of the interview, the interviewer should read the candidate's resume in advance to more fully understand the candidate's information and identify the doubts in the resume: such as the reason for the candidate's job transition, frequent job changes, recent training, the real reason for leaving the previous company, and the work performance in the previous company.

Finally, the interviewer should be proficient in interview methods and skills, and the interviewer should choose appropriate and effective interview methods according to the different positions that the candidates are applying for. If the interviewer can, list the questions appropriately, preferably covering the core competencies of the position (the questions asked in the interview should be designed to conform to the STAR principle, i.e. :s:

situation; t:task; a: action; r：

result. ）

I'm the same as you, and now I don't dare to sign an offer from another unit I'm waiting, I heard that most of the recruits are interns, and it is estimated that we are a tragedy

There's nothing left behind, just waiting for the physical examination, and if it passes, HR will notify the physical examination.