Analysis of common questions and countermeasures in employee recruitment interviews

1. The most unprofessional problem is that the purpose of the interview is not clear enough and the interview plan is not specific enough. These two points are probably because there is no job analysis before the interview and the core competencies and related competencies of the job cannot be understood. requirements, or because the human capital itself is not professional enough.

2. The most easily overlooked problem is that only the professional competency of the position is valued, and the competency and matching of the personality traits of the position are not paid attention to. There is no attention paid to the personality matching problem between the employee and his/her supervisor, colleagues and major subordinates, as well as insufficient attention to the test of the employee’s emotional intelligence and reverse quotient.

3. The most common problem is that in the interview The impact of the interviewer's own biases, preferences and habits on the interview results, such as regional concepts, halo effect, priority effect, recency effect, emotional factors, contrast effect, the impact of recruitment pressure on interviews, etc.

4. The most difficult problems to detect are personality and psychological problems, integrity, etc.

As for the countermeasures, you can analyze them one by one according to the problems, and then answer them after they have been summarized. What I will do here is too long and is not very convenient.