HR interview process and techniques

Comply with the core principle of recruitment "person-job matching"

When both HR and the interviewer reach a consensus, that is, the company can make full use of the candidate's behavior and abilities. When candidates' expectations are accurately met at the same time, an ideal person-job match can be achieved. The tacit soul rule of HR in the industry: "We never want the best people, but the most suitable people" is the best interpretation of the matching of people and jobs. So this is the key to improving your recruitment success rate.

Many HR people are eager to make an appointment during a phone interview, and often ignore the real role of the phone appointment - it is not just a simple invitation for the interviewer to come to the company for an interview, but the first layer of screening funnel for the interview. , is also the first important moment when job matching plays a role in the entire recruitment process.

HR should fully understand the job requirements and candidates' expectations. During the first round of phone interviews, they should start to judge the matching of people and positions, and screen out those who obviously do not meet the company's job competency requirements. At the same time, HR people should pay special attention to the fact that job matching is a principle with two-way standards, so don’t forget to exclude those candidates who have excellent abilities but have too high expectations for the company’s returns. This process takes a lot of time and may cause HR's "daily phone calls" indicator to become less attractive. In fact, it is not the case. Doing a good job in the first round of phone interviews can save us a lot of useless work later, save time and cost, and also avoid some employment risks. It is definitely an efficient interview rule that allows HR to get twice the result with half the effort.

To seize the initiative in the interview, HR can start from two aspects: first, take the initiative to introduce the company's situation, and second, take the initiative to legally ask the interviewer for information. Professional HR does not need to wait for the interviewer to ask questions, and will take the initiative to introduce the company's details, including working hour information, labor contract signing status, salary and benefits, work content and environment, etc.

Such behavior is actually fulfilling the employer's obligation to proactively inform employees of the labor content. It not only shows HR's understanding of the company's position information and familiarity with labor regulations, but also allows the interviewer to Feel the company's sincerity towards talents and form a good impression of the company.

According to the provisions of the labor law, employees bear a "passive notification obligation", that is, only when the employer requires to know the basic information of the employee directly related to the labor contract, the employee can truthfully explain obligation.

So HR must take the initiative to obtain a lot of information, so as to avoid interview risks that interviewers deliberately conceal.

If we take the initiative, the interview will be under our control.

Make good use of the "STAR" rule. Interviews are based on the interviewer's past behavior to judge his or her future behavior. STAR can effectively help the interviewer understand the interviewer's work experience and work ability.

When asking the interviewer about his past project experience or specific work events, we can ask questions according to the four dimensions of the STAR rule:

1. What was the project/event at that time? What kind of situation did it happen?

2. What tasks did you undertake in this project/event, please specify?

3. What actions did you take to achieve the project/event goals?

4. What result did you get in the end?

These questions can allow HR to quickly grasp the interviewer's ability and experience, making our judgment more accurate, thus improving the interview success rate.