Interview in recruitment tests

Recruitment tests and interview is an important part of the recruitment process, and it is also the further development of recruitment. This stage * * * includes seven steps:

1. Organize various forms of examinations and tests.

The examination and test content should be designed and selected according to the different requirements of the post. Generally speaking, this work involves the following aspects:

1, professional and technical knowledge and skills examination

2. Ability test

3. Personality quality test

4. Career Orientation Test

5, motivation and demand test

6. Behavior simulation

7, evaluation center technology

Through different examinations and tests, the knowledge, ability, personality quality, career orientation, motivation and needs of candidates are evaluated, and the outstanding candidates are selected to enter the interview range.

Prepare for work

Finally, the candidate for the interview is determined, the interview notice is issued, and a number of preparations are made before the interview.

1, determine the interviewer.

The interviewer should be composed of three parts: the person in charge of the personnel department, the person in charge of the employing department and the independent evaluator. But no matter who the interviewer is, they are required to make an accurate evaluation of each interviewer independently, fairly and objectively.

2. Choose an appropriate interview method.

There are many interview methods, and the interviewer should choose the most suitable method to organize the interview according to the specific situation.

3. Design the evaluation scale and the outline of interview questions.

The interview process is the evaluation of each candidate who takes part in the interview. Therefore, according to the job requirements and the actual situation of each candidate, we should design an evaluation scale and a targeted interview question outline.

4. Layout and environmental control of the interview site

To choose the right interview place, many times, the inappropriate interview place and environment will directly affect the interview effect.

3. The implementation of the interview process

This stage is the most important link in the interview procedure, which depends on the interviewer's interview skills to effectively control the actual operation of the interview. In fact, the operation quality of the interview process directly affects the quality of personnel recruitment and employment.

4. Analyze and evaluate the interview results

This division of labor is mainly to make a conclusive evaluation of the actual performance of candidates in the interview process and provide a suggestive basis for selecting and hiring personnel.

5. Health check-up

Determine the final candidate for employment and have a physical examination if necessary.

1, make employment decisions

After written examination, interview or psychological test, recruitment has entered the decisive stage. The main task of this stage is to determine the quality and ability characteristics of each candidate through comprehensive evaluation and analysis of the information generated in the selection and evaluation process, and make employment decisions according to the predetermined employment standards and employment plans.

The comprehensive analysis of evaluation data is carried out through a special personnel evaluation team or an evaluator meeting. The evaluation team * * * discussed the behavior of each evaluation dimension and reached a unanimous evaluation opinion on a job seeker. After a similar synthesis of each evaluation dimension, the evaluator should consider outlining the strengths and weaknesses of job seekers in all evaluation dimensions, and then make the final employment decision. It should be pointed out here that:

(1) If there is a conflict between the personnel department and the employing department on the issue of candidates, the opinions of the employing department should be respected.

(2) The organization should try its best to select candidates with personality characteristics consistent with entrepreneurship and culture, even if they have no corresponding knowledge background and work experience, because these can be obtained through training. Relatively speaking, a person's personality quality is difficult to change.

2, the accuracy of decision-making

Personal differences provide a theoretical basis for personnel selection, and the goal of the selection process is to use personal differences to select those who have certain characteristics, which are regarded as an important factor in doing a good job. Job analysis is the basis of the whole selection process. On this basis, select one or more sensitive, relevant and reliable standards; At the same time, choose one or more predictors (such as the measurement of personality, ability and interest) that have a certain relationship with the criteria. The selection of predictors should be based on job analysis information, which can provide clues about which predictor is most likely to accurately predict standard performance. When we take predictive factors as the basis of decision-making, we can evaluate the role of predictive factors from the proportion of correct decision-making.

This model is simple and easy to understand. It only requires that the decisions made according to the predictive factors are divided into two or more mutually exclusive types, the standard data are similarly classified, and then the two groups of data are compared.

One of the indicators of correctness of decision-making is the proportion of correct decision-making to total decision-making.

6. Feedback of interview results

Every link of selecting and employing people contains two results: the process of hiring and the process of politely declining. The recruitment process means that candidates are gradually accepted by the organization in the recruitment process, while the process of politely declining is eliminated in the recruitment process, both of which are continued and completed at the same time.

There are two ways to feed back the interview results. One is that the personnel department will feed back the recruitment results to the superior and the employing department of the organization. The second is to inform the candidates themselves of the interview results one by one, and issue a Notice of Trial Employment to those who have been hired, and a Letter of Decline to those who have not been hired.

7. Archive interview materials.

Finally, file all the interview materials for future reference. At this point, recruitment tests and the interview have all been completed, and we are back in the process of personnel recruitment and employment. "Classic Seven Questions" in Recruitment

The common problems in the recruitment process are summarized as follows:

What were your responsibilities in your previous job? -If the description is not clear, it can be seen that even with relevant work experience, its systematicness and comprehensiveness are questionable.

Please tell me your past work experience. -Examining candidates' language organization and expressive ability, as well as the orderliness of description.

What is the most proud and successful thing in your past work experience? What are your strengths? From the candidate's answers, we can know whether he pays attention to personal success or teamwork.

What other knowledge, skills or abilities do you think need to be improved? -the word "promotion" is very euphemistic. On the one hand, it examines whether his attitude is frank, on the other hand, it also enhances the pertinence for future employee training.

What do you think of your new job? How to carry out work? -This involves the design of employees' career and the stability of employees' work.

What's your reason for leaving your job? -this is a question that must be asked, which involves the integration of employees and organizations.

Do you have any requirements for salary, treatment and benefits? Needless to say, the importance of this problem.