How should interviewers ask candidates questions?

How the interviewer questions the candidate: break the ice, let the other person present, start asking questions, answer the other person's questions, and say a friendly farewell.

Step one: break the ice

Explain a simple greeting and let the other person relax appropriately. This makes it easier for the other party to show themselves better. Many people are more likely to be nervous, especially those who have higher expectations for the target position, the more likely they are to be nervous.

Some people are nervous and will make themselves more excited and perform better. Some people are nervous and will make their language disordered and perform worse. In both cases, human resources interviewers do not want to see it. Yes, what we need to screen is the competency of a normalized employee.

You can ask "How did you get here?" "Is there a traffic jam?" "Is your home far from here?" "It's really hot today" or even "Do you need me to pour it for you?" Cup of hot water" or something like that. Give the other person about 1 minute to adjust their emotions.

Key point: Pay attention to everyone who takes the trouble to come to the interview (and be more tolerant of those who are more nervous).

Step 2: Let the other party show it

The words are probably "I am very happy and welcome you to come to our XXX company for an interview. If there are no questions, then our interview will begin." ”. Give a strong and clear signal that you need to get down to business and get into the zone.

"If there are no questions, I hope you can introduce yourself based on your past resume, projects you have led or participated in, work results, and personal strengths and weaknesses." In this step, you need to let the other party present themselves. Some work experience, in the process of listening to judge the match with the position we need to recruit.

Step 3: Start asking questions

The principle is the STAR principle. For a project that you like that he has led, the background of the project and the role he played/ His main tasks, how they carried out the project, and the results achieved. The more detailed the questions here, the better, and the questions before and after need to be interspersed to confirm each other.

For example, you first asked how many people participated in this project and how the work was divided; then you asked whether there was overtime during the project advancement, and how to solve the food problem? Whether it is the company or the person in charge of the project, the approximate cost and quantity of the order can basically confirm the details.

Especially in the process of executing this project, the role he plays must be verified repeatedly. This determines whether he can copy his previous successful experience. A more rigorous person who can always answer They are all relatively practical and have been quantified. This person can basically copy the project even if he is not the project leader.

Remember that the more vague the question, the more specific you need to ask, such as a specific time, specific data, the name of the specific person in charge, and a specific location. A liar will quickly contradict himself (and once caught, can move straight to the interview wrap-up). If you are recruiting for a management position, you also need to assess his team management ability and echelon building ability (this is an advanced version of the interview).

Step 4: Answer the other party’s questions

Talk skills: I have basically finished all the questions I want to ask. If you have anything you don’t understand or want to ask, you can Ask me. Just answer the questions raised by the other party one by one. For example, rest time, overtime, corporate culture, job details, salary, overtime pay, etc. These principles are very simple. Just seek truth from facts. Everything you conceal is a trap for the future.

Step 5: Friendly farewell

Words: Thank you again for coming to our company for an interview. If you pass the interview, we will give you a clear statement within 2 working days. Reply, and then we will arrange a follow-up re-examination. If you do not receive a reply within 2 working days, it means that we have failed this interview.

In this part, you can also give a final response regardless of whether you passed or failed, but you must make a clear agreement. Some applicants hope to see the results even if they fail, while some interviewers do not want to see the results if they fail. Just quietly go over when others mention it.

Summary: Interviews must be conducted with integrity and a two-way choice.

There must be no ambiguity when it comes to salary. Whether his performance in the first round can meet his required salary. It doesn’t matter whether your performance is not good or your performance is very good. If you can achieve it, you can achieve it. If you can’t achieve it, give a clear reply.

Tips: The level and quality of people in the market now vary widely. Depending on your position as JD, you need to quickly complete your targets. How to avoid lightning? The first is academic qualifications and school. The second is to inform the applicant that he or she needs to undergo a physical examination including CT scan to see if it is acceptable. The third is to obtain his personal consent to see if his salary flow and tax payment are clear. The fourth is to obtain the individual's consent to accept a background check.

Finally: As a human resource, you need to know what industry level your company is at? What kind of industry is it! Don't know that your company is a scammer, using the name of XX Technology Co., Ltd., XX Finance Co., Ltd., or XX Global Entertainment Co., Ltd.

When you go in and look at it, you call it 020 Internet company for online stores, a financial company for small loans, a media company for a small Gayazi printing agency downstairs, and a chicken coop. You set up a cultural company to deceive people, do you dare to be honest?