Anyone wants to find excellent talents, but when the employer is recruiting, resume screening, initial test, retest, and after recruitment, it is not ideal. What is this reason? The general interview is to ask a few commonly used basic issues, and then feel it. Some companies have several retests, and one-time, one-time, a person who will take the candidate a few rounds. Reviewed the general interview, used to recruit ordinary employees, but also hard to work for the core staff of the backbone.
And the reality is that the criminal interview can be seen everywhere. Without experience or those interviewers who are responsible, just asked the interview as a procedural question, the candidates will be mechanically answer the questions. After answering the exam, the interviewer will order the people, the atmosphere is really similar. This kind of single-knife direct, not only the atmosphere is embarrassed, not only under the case, the candidates are ready to prepare the lines in advance, or they answer questions from themselves without actively answered questions. The result is an interviewer, with almost no feelings in addition to the appearance, as regard to important inner thoughts and basic capabilities. This is the case, the problem is not the candidate, but the interviewer who uses the machine's interviewer to give himself a frame, and the candidate can only be cut, it seems to have "personal differences". Finally, I can only pick one with an interviewer's own good evil, so the interview will lose meaning.
How to interview core employees? 〗
The general interviewer is: preliminary interview in the human resources department - grasp the basic quality of the employees, professional ability, and professional department managers grasp, important positions and manager selection generally add one or two interview procedures, from high-level leaders Interview. How do these interviewers who are leaders? My experience is: a chat, two talks, three questions, four answers.
〖A chat: Who talks? What? How long does it? 〗
Answer: Interviewer chat, talk to the content related to the job position, talk about 3 minutes.
As an interviewer, the company should make a brief description of the company's approximate situation and the company's development prospects. Because the company's development changes need to add new talents to join, so that the cause of the recruitment will be described in order to recruit the reasons for recruiters. Further, what is the need for newcomers, what is the extent, and even if you can say something? In short, as a leader-level interviewer, the relevant elements of the company's status and development prospects and recruitment positions should be told the candidate in the shortest possible time, and the entire narrative process is probably two or three minutes. Through such a chat, although it is not asked, the candidate will immediately resonate, focus on the topic of the interviewer, which will make the next step in order to maximize interview time. Otherwise, ask, or ask questions, candidates often don't know what to say, so they can only talk about their own understanding, the result is a lot, the interviewer wants to hear, I haven't need to listen to a large basket, and the time to waste both sides.
Why is the interviewer to use the form of talk? Talk, different from the talk, talk is the informal conversation between two people or a few people; talk is to do in a small and easy democratic atmosphere, it seems very natural and easy to make the candidate and easy to play real Level. Otherwise, it will feel that you will feel particularly fake, bureaucracy, and even dislike.
〖Two: Who said? say what? How long? 〗
Answer: Of course, the candidates are taught, and the content related to the job is 3 minutes.
Although the interviewer did not mention, what questions did not ask, when the candidates listened to the short words of the exam, they will immediately search for the contents associated with the interviewer chat with the interviewer, and put themselves The most suitable content of the recruitment position is selectively, and it is expressed in the most appropriate way. Why is the candidate talking, not talking or other expression? This is caused by the mental state of the candidates and the interviewer, and the applicant is generally eager to show the preferences and quality of their own position, and it is impossible to talk to it. If the candidate can easily talk to the interviewer, it means that the psychological quality of the candidate is particularly good, or the psychological advantages are particularly obvious, which is generally a high-level manager of the long-term workplace.
This speech of the candidate is the most critical part of the application process, because the interviewer can see the basic connotation of the candidates, the industry experience and resource background, and more importantly, understand the total knowledge of the candidates, thinking width , Speed, depth, accuracy, language skills, logic capabilities, summarization ability, and simplification of simple, strain ability, etc., which is difficult to reflect in resumes, written tests and tests. Even with experience, qualifications and background, the interviewer has seen in the early stage, but seeing him writing and listening to him said it is a completely different test angle. Experienced interviewers will basically have a clear view and eight-nine non-departure ten based on the candidates of the candidates of the candidates.
If it is a traditional and simple mechanical one-on-one interview, there is no such interview effect at all, and there will be no good results at all. Because a question of a trial of the human-style dogma interview, the interviewer and the candidate will feel tense, both sides will feel that both the offensive status is in the defensive state, so the psychological activities of both parties are in the confrontation state, rather than cooperation status. Imagine if the two sides are in the uncomposed state of cooperation, how can you have a good interview effect? Therefore, the interview art lies in whether the interviewer can coordinate the counseling of the counseling at the time of the candidates, so that the two sides are in a benign interaction, rather than mutual arguments and contradictions.
Therefore, when the candidate is a 3-minute statement, the interviewer should listen carefully, and will give a smile encouragement and affirmation from time to time, remember not to interrupt the candidate's statement. First, the theme idea of the candidates will be interrupted, and it will be deviated by your new problem, and the important content related to the original prepared position is lost; the second is to extend the interview time, increase the cost of interview, which will affect the back Other people waiting for the interview date, resulting in delay and waste of overall interview time.
〖Three Q: Who ask? what? How to ask? 〗
Answer: The interviewer issued question, ask the key content and conflictless places to ask.
The interviewer should have a statement that should be worn by the sexual child. After 3 minutes of the advice, the interviewer can end the candidates by watching the form of the form, and the candidate will end the statement as soon as possible.
After the candidate is over, the interviewer should ask questions, what? Don't ask some of the topics of the old life, don't ask questions in your resume, don't ask the written trial and the 3-minute statement has been described in a clear topic. Otherwise it will incur the dissatisfaction of the candidate: "I have written in my resume." I just seem to say "," etc. ", Etc., causing the interview atmosphere.
What should I ask? Mainly asked the following: Ask the interviewer, but in the resume and written test, there has been no problem in the 3-minute statement; the question can have a contradictory place in the statement and resume; the fact that the question is statement and The content reflected in the resume is uncomfortable to apply for positions. In short, ask questions about the contradiction of the candidate, see how the candidate answers.
How to ask? The problem of questioning is also different from person to person. The candidates who are straight and cheerful can ask for a good rhythm. They directly, some people can be euphematically, but they don't attack candidates and injured candidates or Treat the candidate with the tone of the lesson. No matter what to ask, the problem should be soft with just straight. Only asked the joints and asked the contradiction to play the effect of the interview. Because one is a key information that needs to be understood, the second is to answer the respondents' response capabilities and defense capabilities, as well as problems such as integrity issues and issues outside the ability. 〖Four answer: Who answers? What is it? How to answer? 〗
When the candidate is in the face of the interview, the answer is the key. As the saying goes: Only high levels of question may have a high level of answer. The interview will really enter the climax. Applicants handle contradictions levels and have an artistic charm, all in this short answer. And the front of the two sides really started. If the candidate answers the question, you can then ask a question; if the problem has a flaw, you can continue to ask; if the candidate is asked to promote uneasiness, or the head is sweating, it will be a problem, there may be problems on this issue. Or there is a difficult to say. As an interviewer, you can give this question. Don't chase it. If you change a relaxed topic to a step of candidates, remember that both parties are equal, they are choosing, the interviewer is not a judge, do not do Judge, just know the problem.
In the actual question and answer, the candidate will take the initiative to ask the interviewer after answering the interviewer, and the issues asked by the candidates are generally related to the salary, treatment, vacation and scheduled schedule, business procedures, or The relationship between positions and the competitiveness of the company background and competitors. In the face of the response to the employer, it should be answered as an interviewer to answer, but do not exclude the artistic sex of the answer.
The question and answer between the interviewer and the candidate, the overall time is within 4 minutes.
In summary, a total time for an interview is 10 minutes. Time is too small, the interview does not work; time is too long, not only increase the interview cost, but it will reduce the interview effect. Of course, for obvious uncomfortable candidates, you can end the interview within just 5 minutes, but you must politely end the interview.
〖Interview Machine 1: Treatment should be apparent early
The first concern of the candidate is the treatment of the job position. The second is that he can compete for the job, and the third is the job requirements, and it is not suitable for it. However, many recruiting units often do not say the first two, only position requirements, this is a reflection of serious self-centerist. Regarding regular issues such as salary treatment, the interviewer should tell the candidates within the first 3 minutes, or in the first round of interviews and even in the recruitment advertisements, they will not ask the candidates to ask for embarrassment. Wound. This is not a custom, this is the responsibility of the corresponding employer and is responsible for himself.
〖Interview Mystery 2: Blowing King can't want〗
Experienced interviewers generally will not ask for candidates: "Talk about how you do this?" "How much sales can you complete?" If there is an interviewer asking, there is only two possibilities: either interviewer has no experience It belongs to the type that does not understand human resources; either there is another attempt, I hope to talk about your thinking, talk about your views of your work, he is brainstorming, and even interviewers make you within 3 days. Take out a set of programs, in fact, he makes many candidates to take programs, the purpose is to steal the wisdom of the candidates, not what kind of talent. For such recruitment units and interviewers, candidates should be vigilant.
If you have to say that as an interviewer who really wants to recruit a satellite company, if you encounter a candidate and you brag, Kaibukou, how many capabilities, how much resource relationship, how much sales tasks can be completed, etc. There is only one way: "10 million rejection." Because, such a candidate has two people: First, the liar, the other is a madman. These two people are very destructive people, don't want. Imagine, there is a monk, the internal information of the company does not understand, just read a passage, you can do the company, what is it not a mad or a liar? So how do you judge the actual operational ability of a person? Very simple, see what he has done, what to do, how to do it. What have been done, what is the ability, how to make thinking methods. Have this foot! These can be confirmed by resumes and interviews and investigations, rather than listening to what he can do in the future. Because this question discusses the recruitment of key job employees, it is the management and leadership staff, which is the core backbone employee of the heavy responsibility, rather than the general employees, nor the new college students who need to develop development.
〖Interview Machine 3: You can not admit "best"〗
A total of 10 qualified persons need to be recorded after the interview, who is the admission? The fool will know the answer: the first four are enrolled. And actual operation experience is: Best two don't accept it, you have to admit it in three, why?
First, because of the good, the employer in society is not your family. When you take the two years of admission to the company, the company has a trial period. Enterprises often think that I am trying to use you, I am trying you, but in fact Ignore: Applicants are also trying to trial companies. The opportunity costs in the trial period are not high, and they can speculate on the other's squid, not only the company's speculation.
Second, excellent people will always have many opportunities waiting, not only you look at him, but other companies will look at him, he will ride the horse in the trial period, there will be many opportunities to strive to him, He will go to you at any time, and what do you do? You think of the few places in the middle. As a few, I just found the work to work, so that the company is a bamboo basket.
Third, the first few people joined the enterprise, soon, I was very happy. why? Because they quickly found a lot of negative things, they didn't come in, they saw it, and the negative content was very young. After being hired, it will be different, and it is completely true truth that you see, if you touch the "one or two bullets or" bird people ", if it is outside Have the opportunity, he naturally will leave.
