How do human resources ask questions to candidates?

How human resources ask questions to candidates, that is, how to design interview questions.

There are six common interview questions, each of which has its own unique characteristics and functions.

1, introductory question

Objective: To reduce the nervousness of subjects and create a harmonious communication environment.

Sample question: How long will it take you to get here? Where do you live?

Are we still looking here?

2. Behavior problems

Objective: To understand the past behavior of candidates in specific situations.

Sample question: How did you successfully lead the team to work efficiently?

How did you eliminate the misunderstanding with your colleagues?

3, the problem of intelligence

Objective: To examine the logical and comprehensive analysis ability of candidates.

Sample question: What do you think of office politics?

What do you think of the popularity of blogs on the Internet?

4. willing

Objective: To investigate the matching degree between candidates' motivation and positions.

Sample question: when recruiting marketing personnel, the company divides the candidates into two categories, one is to choose a high basic salary, and the other is to choose a low basic salary. Which one would you choose?

Do you prefer to work with strong leaders or democratic leaders? Why?

5. Situation problem

Objective: To combine the test elements (organization, analysis, communication, etc. ) according to the specific position.

Sample question: If you were invited to organize this meeting, how would you organize it?

One day, the chairman was on a business trip, and you suddenly received a notice from the tax bureau that the tax bureau was coming to conduct a tax inspection. At this time, you can't contact the chairman. How will you handle this matter?

6, strain problem

Objective: To investigate emotional stability and resilience.

Sample question: The leader made an obvious mistake in his speech at the meeting. How do you stop him?

What would you think if I wanted to say that we wouldn't hire you for this interview?

7. Projection problem

Objective: To protect the intention of the interview, so that the psychological quality of the subjects can be truly expressed without being influenced by other factors.

Sample question: If you had to choose between a painter and a policeman, which one would you choose? Why?

How to evaluate former leaders? What qualities does he have that make you feel comfortable? What do you find unacceptable?

How an interviewer asks job seekers is a matter of learning, not just playing cards according to the routine. The most important thing is to design several dimensions that need to be investigated before the interview. In the interview, we should ask appropriate questions to job seekers, avoid employment risks and communicate with job seekers sincerely throughout the interview process. Whether you decide to hire or not, you should leave a good impression on the job seeker, because you represent the image of the whole company.

Expand knowledge:

Interview is an examination activity designed carefully by the organizer, with the examiner's face-to-face conversation and observation as the main means, to evaluate the candidates' knowledge, ability, experience and other related qualities from the outside to the inside.