What are the interview skills of HR in Ye Mei?

1, natural, friendly, step by step, get to the point. At this time, it is very important to use unified instructions, which can effectively alleviate the psychological tension of candidates.

2. Popular, concise and rhythmic. When asking questions, the examiner should try to use standardized language, avoid using ambiguous language, avoid using uncommon words, and try to use less over-specialized words.

3. Questions should be assessable (corresponding to the assessment elements) and extensible (not simply answered with "yes" or "no").

4. Adhere to the principles of "ask whom" and "ask the truth" (star questioning method). Candidates are not allowed to give ambiguous and ambiguous answers on this question. Ask, understand and find out the true situation and intentions of candidates.

If necessary, you can ask the candidates questions in a roundabout way. For some political tendencies and wishes, you can ask, "What do your classmates and friends think of this problem? What do you think? " That is, the projection method is used to understand the real situation of the candidates themselves.

6. The combination of questioning and questioning can make candidates talk more and examiners listen more.

7. Provide opportunities for applicants to make up for their own shortcomings. Candidates may not be able to play their level because of their passive position or nervousness, so they should be compensated, such as asking, "Do you have anything to add?"

Second, listening skills.

Only by listening skillfully can we find the problem and find out the problem. Listening has the following points to pay attention to:

1. Listen carefully, with a natural expression, and don't bow your head, squint or stare at each other unnaturally; To prevent too much psychological pressure on candidates, so that they can not play normally.

2. Be careful with some tendentious body language, such as nodding or shaking your head, so as not to mislead candidates.

3. Pay attention to distinguish the internal quality level of candidates from their intonation, pitch and words. For example, people who often use intermittent words such as "hmm" and "ah" often feel good about themselves and ask others to pay attention to his status; People with rough and loud voices are mostly extroverted; Speak fast and straight, mostly because of impatience and lack of patience; People who love to use popular and fashionable words have a strong vanity.

4. Listen objectively and avoid exaggerating, underestimating, adding, omitting, preempting, lagging behind, analyzing and repeating mistakes.

Third, observation skills.

1, adhere to the principles of comprehensiveness, purpose and objectivity of observation.

2. Pay attention to facial expressions. By observing and analyzing the facial expressions of candidates, we can infer their deep psychological state and judge their emotions, attitudes, self-confidence, reaction, quick thinking, personality characteristics, honesty and interpersonal skills. To varying degrees. For example, when the examiner asks some difficult or embarrassing questions, the candidates can have dim eyes, frown, and have obvious anxiety or frustration.

3. Pay attention to body posture language (gestures, sitting posture, expression changes, pinching skirts or shaking hands, etc.). ) can provide useful information and understand the inner mentality of candidates.

What should I pay attention to during the interview?

A. pay attention to the cultivation of self-image and professionalism. Because the image of HR represents the image of a beauty salon, the image and professionalism largely determine whether a job seeker will stay or not.

B. Recording and summarizing the interview process and grading by classification are not only a summary of your own recruitment tasks, but also provide sufficient information for future employment.

C. The interview is characterized by long duration and HR needs continuous operation. In the interview, we should not only listen carefully to the candidates' answers and carefully observe their reactions, but also keep a clear head and make an appropriate judgment on the candidates' ability level.

D. avoid the "halo effect". Examiners should not think that candidates are omnipotent in other aspects just because they show their strengths or weaknesses in one aspect; Still average, incompetent.