Brief introduction of lecturers who have an eye for talents

Lecturer: Peking University MBA, Peng, Top Ten Human Resource Trainers in China in 2005 and 2006, General Manager of Shenzhen Oriental Dacheng Management Consulting Co., Ltd., PTT International Professional Trainer, Professional Analyst of US PDP Talent Assessment Headquarters, and Domestic Human Resource Localization Research Consultant.

Tsinghua University, China Net, Zhaopin and many other institutions invited experts. /kloc-for 0/4 years, I have worked as a human resource manager, human resource director, consulting director and general manager in large central enterprises, Hong Kong-funded groups, Sino-US joint venture groups and professional consulting companies, and accumulated rich practical experience in human resource management and consulting.

In recent years, I have done a lot of corporate consulting, which has made creative contributions to the improvement of corporate human resources system and the improvement of performance. The contents of the lecture include: human resource management of non-human resource managers, recruitment management and structured interview skills, key skills of strategic performance management, professional quality training for managers, people-oriented leadership-accurately improving your leadership ability, etc.

Teacher Peng believes that enterprises' lack of attention to recruitment interviews is often the main reason for the low success rate of recruitment interviews; Lack of professional training and asking questions at will according to personal preference is another important reason for the failure of the interview. Therefore, to improve the success rate of recruitment interview, it is necessary to improve the concept and method simultaneously.

The competition of enterprises is the competition of talents, and an important channel to obtain talents is recruitment. Recruitment is the entry link of human resource management, which has an important impact on the quality of human resources in enterprises. Many enterprises are at a disadvantage in the talent market from the recruitment interview. Good interview skills can not only effectively identify whether candidates meet the requirements of recruitment positions, but also improve the efficiency of recruitment interviews and enhance the sense of integration of new employees after joining the team.

Insufficient attention to recruitment interview is often the reason for the low success rate of recruitment interview in enterprises; Lack of professional training and asking questions at will according to personal preference is another important reason for the failure of the interview. Therefore, to improve the success rate of recruitment interview, it is necessary to improve the concept and method simultaneously. This course analyzes and explains a series of recruitment interview practice links, such as the process of recruitment interview, the criteria for defining recruitment and employment, the skills of specific interview questions and the control of interview process, so as to effectively improve students' practical skills in recruitment interview.

Master the process and operation method of typical structured interview-behavioral logic interview; Master the application of six classic interview questions, and effectively identify candidates through interview questions; Master the key skills of process control in recruitment interview.