How to interview new employees

How to interview new employees? In the workplace, the main job of HR is to interview employees, but when we first started HR, many business things were unfamiliar and we didn't know how to interview employees. Next, I will take you to learn more about how to interview new employees.

How to interview new employees 1

Generally speaking, as an interviewer, you can comprehensively observe whether an interviewer meets the job requirements from the following aspects:

1, let the interviewer introduce himself first, and get to know the basic personal information, education background and past work experience, so as to have a preliminary impression and judgment on the interviewer.

2. Understand the interests and hobbies of job seekers, so as to judge their personality characteristics and work ability.

3. According to the requirements and contents of the recruitment position, please ask the interviewer to describe in what ways he meets the special requirements of the applied position.

4. If the position involves overtime or frequent business trips, you can ask the interviewer about the way and mode of accepting such jobs and judge whether the job seeker has perseverance and perseverance.

5. Ask the interviewer about the expected monthly salary and benefits to help judge the cost and salary range of employment.

6. Leave the contact information of the job seeker before the end of the interview, and inform the job seeker whether to participate in the second interview or go through the entry formalities on another day.

How to interview a new employee 2 HR How to interview a salesperson

First, it is considered that sales time accumulation equals sales experience.

Many companies will write in the recruitment advertisements that "the company wants to recruit several sales staff and requires two to three years of sales experience". Can the sales experience of salespeople really be measured by time? Of course, this knowledge is not only available when recruiting salespeople.

The answer here is no, the sales experience of salespeople can be reflected by the length of working hours, but enterprises should pay attention to the investigation of the actual sales skills of salespeople in the interview process, rather than simply dividing the grades by the length of working hours.

Secondly, I was puzzled by the applicant's acting talent.

The salesman is a gifted speaker, who is not only good at expressing, but also good at inciting. His own characteristics will inevitably be brought to the interview. As an interviewer, he is often confused by the salesman's appearance, moved by his words and deeds, and finally "bought" by the salesman.

Seeing through the truth of salespeople can be regulated in many ways. First, we can judge the truth from their eyes. The second is to design standardized interview papers to judge their speech speed, intonation and voice size; Another most important thing is to constantly question the salesman's answer.

When dealing with these candidates who are good at expressing themselves, the interviewer should use open-ended questions to dig up some deep-seated work experiences of the candidates.

Third, judge a person by his appearance and miss a good salesperson.

Two people with big differences in appearance must give others different first impressions. People like beautiful things and have been pursuing beauty since ancient times. In fact, it is easy for the interviewer to walk into this misunderstanding during the interview, judge people by their appearances and make wrong judgments.

For the general industry, the appearance characteristics of salespeople will not affect the sales results, but for some sales positions in the beauty industry, appearance may become a standard for interviews. But in general, judging people by their appearances is unnecessary and even unfair. What enterprises should value is not the appearance, but the quality and accomplishment of the candidates.

Enterprises should pay attention to avoid the above misunderstandings in the process of recruiting sales staff. In the interview process, the evaluation of candidates should not be influenced by their diplomas, clothes, appearance or someone's recommendation.

Generally, when facing the examiner's questions, the candidates will be more cautious at first, and sometimes even adjust their answers according to the expression on the examiner's face in order to please the examiner. At this time, what he expressed may contain some untrue things. Therefore, the interviewer should use body language such as eyes and nodding to give more encouragement to the candidates and let them relax. At this time, the answer may be true and reliable.

Other problems in recruiting sales staff.

First, why do sales people always recruit enough?

It is likely that there are the following problems:

1, the publicity is not attractive enough.

2. The job responsibilities are unclear and unclear.

3. The wage level is lower than that of the same region or industry. If you want to adopt a competitive wage level, it is recommended to set the wage level at 75% or higher.

4. The welfare benefits are worse than those in the same region or industry.

Second, recruitment and sales in the industry VS recruitment outside the industry, which is better?

Different types of enterprises have different needs for sales staff, and sometimes even the same type of enterprises have different needs in different periods. If a new brand is put into the market, it may be necessary to recruit some old salespeople, even among peers.

If the enterprise develops at a high speed, the original sales team is gradually aging and the performance is not ideal, then we can consider recruiting some potential sales personnel and training them in certain professional skills and products.

Under normal circumstances, if an enterprise wants to open the market quickly and improve its performance in a short time, it may be better to recruit some old salesmen with many years of sales experience in the same industry, but the time will not last long, so it is necessary to improve and optimize the sales team structure and supplement new salesmen.

Attachment: interview questions of sales staff

Please introduce yourself briefly.

This question is to clarify two things: some meaningful background information about the applicant and the ability of the applicant to organize these background information into statements suitable for specific situations.

By examining the strategies he/she uses in explaining his/her experience, we can know the strategies he/she can use in vividly describing our company's products. Exaggeration, full of mistakes or rambling about the past have nothing to do with the present job, and are all dangerous information.

2. How do you plan to apply your previous experience to the sales work of our company?

This question depends on the examples used by candidates to prove their abilities, mainly the ability of salespeople to set goals and achieve them.

Why did you decide to apply for the sales job in our company?

See if you can dig out the applicant's motivation to apply for a job, and then look at his inner enthusiasm for promoting the job.

Please give a specific example of a difficult problem you encountered and how you handled it properly.

Look at the candidate's wit, communication skills and quick response to sudden challenges.

5. Can you tell me what skills you think can make your sales achievements remarkable?

Look at the applicant's self-awareness ability.

6. If you had the chance to do it again, what would you do differently?

See if the candidate has the ability to take a step back and think again and again.

7. Have you ever had a disagreement with your manager or boss?

Look at the candidate's ability to handle differences and whether he can take responsibility.

8. Tell me about a business that others didn't believe you could finish, but you did.

Look at the applicant's experience and perseverance in anti-interference and overcoming problems, as well as his way of thinking.

9. What would you do if I thought there was a serious problem with your performance in the interview?

See if the candidate keeps a cool head and answers calmly and tactfully.

10, what are your plans for the future?

See if the candidate has a career development plan.

What four qualities should a good salesman possess to succeed? Why do you think these qualities are important?

Look at the applicant's understanding of the sales position.