Do you have to do human resources or frequent interviews?

Hello dear. Whether the interviewer job of a human resources company is reliable or not mainly depends on whether the human resources company is a legitimate and regular company. Before officially joining the company, you can check the company's business operation in Qicha to avoid risks.

The main job content of an interviewer in a human resources company is 1Labor outsourcing and dispatch, hiring the right people to the right positions; 2.**Recruitment or headhunting services, in accordance with the company's annual work plan, the introduction of better talents, so that the enterprise can get better development; 3.

Labor relations management, as well as social security and provident fund business; 4.Labor and personnel file management, help enterprises handle employee entry, rewards and punishments, dismissal, resignation and other procedures.

1. My short-term career plan is to combine my own major and do a good job in my own position. Continue to learn and grow, and strive to take a management position for three years.

2. Choose your company based on your own considerations and the company's market influence.

3. A good work attitude is the basic principle of the industry.

4. First of all, thank your superiors for their trust and support, and try your best to complete it regardless of difficulties and results.

5. If you don't understand, humbly ask your colleagues or leaders for advice.

6. To improve work efficiency, we need to pay attention to ways and means to find the right entry point.

7. The biggest advantage is that you have a strong sense of responsibility and dare to take responsibility and accept challenges.

8. New technology is a challenge and an attempt, so take it seriously and learn and grow with an open mind.

9. Try, accept, understand, seek partners, and find entry points.

10. If I am not satisfied, I will seek the reason. Whether it is not done well, the problem is **. Fix it up.

11. Try to illustrate your superiors by giving examples, or use the results to tell you what you are done.

12. To combine yourself, even if you really want to think about it, you must make it clear to the boss.

13. Generally, it is a private communication at the end of the year or when the major work project is completed well.

14. Positive attitude, do not escape, do not fear.

15. Space is, for example'

16. Weather phenomena are related to people's livelihood, and individuals have environmental awareness.

17. You can go to the superior to ask the superior in private whether he has any other intentions. The work environment is important.

18. Frequent job hopping is discouraged, but when you feel that you have no room for growth, you should consider changing your environment.

19. Talk about your more successful work cases, what praise you have received, and what results you have achieved.

20. I came to the interview today because I have confidence in myself. Maybe it's still a little bit away from the company, but I'll do my best to do it well.

1. Past experience in personnel operations.

2. The specific section of human resources.

3. Knowledge of labor law.

4. Understand the enterprise and your own career positioning.

5. Describe your own strengths and weaknesses.

The main contents of the interview assessment are as follows:

1. Instrument demeanor.

This refers to the candidate's body shape, appearance, complexion, dress and demeanor, mental state, etc. Positions such as national civil servants, teachers, public relations personnel, and enterprise managers have higher requirements for appearance and demeanor. Studies have shown that people with dignified appearance, neat clothing, and civilized manners generally do things regularly, pay attention to self-restraint, and have a strong sense of responsibility.

2. Professional knowledge.

To understand the depth and breadth of the candidate's professional knowledge, and whether the update of professional knowledge meets the requirements of the position to be hired, as a supplement to the written examination of professional knowledge. Interviews are more flexible and in-depth in their examination of expertise. The questions asked are also closer to the need for expertise in the vacant position.

3. Practical work experience.

It is common to ask questions based on checking the candidate's CV or job registration form. Inquire about the candidate's background and past work to supplement and confirm his or her practical experience, and through the understanding of work experience and practical experience, the candidate's sense of responsibility, initiative, thinking, oral expression ability and rational state of encountering problems can also be examined.

4. Oral communication skills.

Whether the candidate is able to express his or her thoughts, opinions, opinions, or suggestions smoothly in the interview. The specific content of the investigation includes: the logic, accuracy, appeal, sound quality, timbre, volume, tone, etc.

5. Comprehensive analysis ability.

During the interview, whether the candidate can grasp the essence of the questions raised by the examiner through analysis, and explain them thoroughly, comprehensively and clearly.

6. Responsiveness and adaptability.

It mainly depends on whether the test taker understands the questions obtained by the examiner accurately, and the promptness and accuracy of the answers. Whether the response to unexpected questions is quick and appropriate. Whether the handling of unexpected matters is appropriate and appropriate, etc.

Job Responsibilities of a Human Resources Specialist:

1. Collect the personnel demand plan of each department every month (the minister of the department is required to review and the general manager to sign the document);

2. Complete the recruitment work according to the requirements of the demand plan, including sending recruitment notices, interviews, negotiating with various departments, and hiring).

3. Handle the entry procedures for new employees; Including filling in the resume form, making work cards, and sending registration notices;

4. Organize training for new employees, the first layer, the company's system regulations, labor discipline, and corporate culture; The second layer is job knowledge training, safety training, quality awareness training and product knowledge training of the employing department.

5. Purchase social security and sign labor contracts for employees.

6. Enter computer personnel files.

It will be a little different depending on the company's situation, which is the most basic thing for a small company to do. It's much more complicated for larger companies.

If you know what the job is, you know what they're asking.

Generally asked, have you ever done it? How long does it take? Why resigned, etc.

They are optimistic about the company's development prospects, have some understanding of the work content, and meet the company's requirements, and they will be more eager to recruit talents.

Know how to bear hardships and stand hard work, and have a certain sense of responsibility for their work.