Recently recruiting new employees, how can I find a suitable person, for me, it's too difficult to find some information, if you seem to be able to refer to: During the test, enterprise interviewer Often act as an inappropriate role, causing the misunderstanding of the interview. Generally speaking, the business interviewer is not suitable and the misunderstandings have the following: 1. The fact that the fact that the facts discovery here finders refer to the interviewer only to limit their questions to a specific fact. On information, such as "What kind of course in your university", "How many people have you have originally used the company" and so on. Their purpose seems to be only to find some facts or confirm with the content on its resume. Of course, confirm that the information of these facts is necessary, but such questions will only control job seekers, and they cannot focus on their more important information such as their job seeking motivation, values, capabilities, personality features. . 2. The theorists are opposite to the fact that such interviewers often ask about the beliefs and values of job seekers, such as "why ..." or "What do you think should ..." such problems. The answer to these questions is what the job seeker thinks should be done, not what he actually does it. Such a result is that it has only been rational interpretation of why people do something, rather than practical behavior. In fact, the actual behavior of job seekers is often more important. 3. Some interviewers like to ask about some of the emotions, attitudes, and motivation issues about them, such as "Please tell me ..., you think ..." The like. They like to make some explanations or analysis of the behavior of job seekers, and this explanation or analysis is often subjective, unreliable, because it does not explain what the job seeker does do and what can do. 4 / Salesman's interviewer likes to obtain job seekers through inducerative questions, just like the salesman in the job seeker like salesman. For example, "Don't you think this is the best way to do this?" Such an interviewer likes to measure job seekers with its own inherent model, and will intend to communicate their value orientation to job seekers. The answer actually reflects the idea of the interviewer, not a job seeker. Practices or ideas, this is a hint effect that often occurs in traditional interviews. Some job seekers often understand the idea of the interviewer, so it is difficult to get real information after understanding the implicit answer of the interviewer. 5 / Mr. This kind of interviewer likes to ask what people will do in the future, such as "if ..., you will ...?" In this case, it is impossible to verify future ideas. Smart job seekers often say something they think that the interviewer wants to hear, so it is easy to cause the halo effect in the interview, that is, when the job seeker is in line with the idea of the interviewer, the latter will A good impression, and the impression will expand this good impression to other aspects of the job seeker, resulting in the overexpogenous or high evaluation of the job seeker. Second, several new interview methods and their use: (1) Behavior Description Interview ---- Behavior Description Interview is based on behavioral coherence principles. The interviewer's understanding of their own behavior's description of their own behavior: First, the work experience of job seekers, judge the reason why he chooses the development of the Organization, predicting his future behavior model; second is to understand His behavior mode taken by specific behavior and compares its behavioral mode with behavioral mode desired by vacancies. During the interview, the interviewer often requires job seekers to describe the process of their behavior, such as the interviewer, "Can you talk about the reasons for your past work experience and leave?" "Please talk about you yesterday The passage of your company's general manager resigns "etc." During the question process, the problems mentioned by the behavior description interview are often related to the past work content and performance of the candidates, and the way of questioning is more induced.
For example, for conflicts or frictions with colleagues, "Do you have a color with your colleagues? Examples" is obviously not as "telling me, how to get the least colleagues in your work, including the problem, how to appear, and The most important situation between you "can more aroused the real answer to the candidate. Behavioral Description Interviews can be performed from the following aspects: 1. Collect past behavior, and judgment behavior reply. It is best to understand whether the candidate is really like what they described, and the best way is to collect some cases of past behavior. Some cases who have done before the candidates have told you "often do, always do, can do, will do, may do or should do" more important. Usually the non-ric (theoretical) response frequency given by the candidate is high, and what they give, it is often not necessarily what they really have ever done. The interviewer should make the correct judgment in the actual description of the applicant and the examples that have been done. 2, propose behavioral problems. Usually, the proposal of behavioral problems has such a tone, such as: "Please talk about you when you are ..." How do you have it? "Do you have encountered ...? One of the following examples, the following uses the form of a table to distinguish between behavioral questions, theoretical questions, guided questions in the actual process of interviews: Examples of the ability to act in the ability of the problem examples to solve problems Tell a question you have recently encountered (Quality issues, equipment issues, process issues). How do you solve it? How do you solve problems in the production process? Can you solve the problem of quality? Adaptable Telling an example you have to adjust in accordance with the changing requirements. What is the situation? What is the result? If you have to adjust the plan according to the changing requirements, what do you feel? If you have changed multiple in just a short time Work position, would you mind? Sales ability, please describe a situation in which you have done in the past year, how do you do it? Why do you think you can do this? Can you accept us to give you Is the challenge of the sales target? Team coordination capability as a supervisor, how do you deal with a tricky employee case? How do you deal with universal staff? Do you solve contradictions or conflicts? 3, use standardized evaluation scale. When using behavioral descriptions, each interviewer may evaluate job seekers with different behavior standards. In order to ensure the reliability and validity of assessment results, a standard assessment scale must be developed before the interview. The following table is adaptable The assessment level is described as an example. It uses 5-point score method: 1 minute 2 minutes and 3 points 4 minutes 5 points for the work changes almost no adaptability. Do not like work changes; try to adapt to work changes; work performance. Can be accepted; timely supplementation of new knowledge; work performance is not bad. You can accept work changes; you can quickly adapt to the new environment; work performance progress. I really like challenging work; work performance is active; can illustrate yourself to successfully adapt work History. It is not acceptable to accept that it can be accepted to accept fully acceptable. (II) Capacity interview capacity interview is another new interview method. Pay attention to the conventional interview method to see the achievements in the past, this method is more What are you pay more, how do they achieve the goals pursued. In the ability interview, the interviewer is trying to find the specific advantages reflected in the past achievements in the past achievements.
In the recruitment, you can use the ability to interview, you have to grasp 4 key elements: Situation, that is, the specific work scenarius or task described by the job seeker; the target (Target), that is, the target of the job seeker to achieve in a specific situation Action (Action), that is, the action described by the job seeker in a particular scenario; the result, that is, the result of the action, including active and negative results, productivity, and non-productive results. The English abbreviation of these four elements is "Star", and the ability to interview STARS. Specifically, the ability interview can be expanded from the following aspects: 1, comprehensively perform capacity analysis. In order to accurately understand and determine if the work is excellent, comprehensive ability analysis must be performed. The results of the ability analysis will be the basis for the standards that determine if the work is excellent. It helps enterprises to record their competent employees. Excellent standards are usually suitable for multiple positions of the same level within the organization. For all senior leaders in an enterprise, although the tasks and duties are different, the main capabilities and basic quality must be the same, and therefore, the measurement standards for their ability to work should be consistent. Different from different levels of positions within the organization, the excellent standards should be different. The first step in performing ability analysis should be to write a detailed work task instruction, which is "task analysis". In order to conduct a comprehensive task analysis, it is necessary to collect various information from different channels: 1 Work observation. Observe those in-service staff, please describe them in detail and record. 2 See the in-job staff. For each in-service personnel, these issues should focus on their main responsibilities, the task types that need to be handled, the work relationship between other colleagues, the most tasty part of the work process, and their excellent completion work The skills and capabilities needed. 3 main event analysis. In response to representative working cases, held a symposium or exchange meeting of excellent employees and managers, asking them to provide some ways to engage in the efficiency of this work and capacity requirements for personnel, and these methods and Requires a detailed record. 4 Ability Vision Conference. Participate in meetings with "predictive people" in the organization. Its purpose is to collect information on various tasks, as well as the knowledge, skills, capabilities, motivations, and other requirements required to complete the task. The second step is to develop job capabilities, which is to analyze the information obtained, and classify similar knowledge, skills, capabilities, and motives according to different content and capabilities. When listing a series of capabilities, we should try to reasonably. Usually the ability to list is easily measured to accurately describe the work capability. The positional capacity requirements of different levels are as follows: grassroots positions require 5-8 capabilities; medium-level positions require 8 ~ 11 capabilities; high-level positions such as middle-level management personnel, directors, senior professionals need 10-4 capabilities. 2. Determine the ability to assess during the interview process. Because it is impossible to assess each job in a short period of time, it can only be expanded around those who are most important to complete this work. Of course, if you don't have an interview during the hiking process, you may be able to assess the capabilities. 3. Develop interview procedures and evaluate the ability to assess. It is important to develop from the interviewer. If the interviewer is poor, the whole interview will be lost. In order to prevent this, a frame full interview program must be developed. Problem in advance, develop the necessary interview procedures to help access information related to positional capabilities. The development of the interview can refer to some guided materials such as written materials, video materials, classroom training, etc.).
