How to become a gold medal interviewer

Recently, the company is recruiting several recruiters. There is a question in our interview database: What do you think is a qualified interviewer and how can you become such an interviewer?

Most recruiters may just look for resumes and interview candidates when they start to recruit. With the increase of work experience and personal experience, we began to become formal interviewers. So, when we interview, what is the purpose of our interview?

Recruitment is a simple process, but when this process is added with standards, it will often become a complex problem. Just as literacy can't be achieved by simple education, writing a paper needs precipitation in all aspects, and so does the interviewer.

So what does a qualified interviewer need to bring to the company?

The importance of recruitment, in the final analysis, is the reason: the tears left by management are all water in the brain when recruiting.

Let's start with recruitment. When a recruitment demand comes into our eyes, we need to pay attention to the following three points.

Many HR novices get tired of looking for someone when they get the recruitment demand, completely ignoring this question: Do you really want to recruit?

Enterprises usually organize staffing at the beginning or end of each year, and there is an important principle in staffing: staffing is linked to workload. In other words, there will also be personnel planning when the enterprise strategic planning is carried out every year, and our annual recruitment work is basically around this point.

So what needs to be recruited is nothing more than the following:

In fact, the premise of whether to recruit people is: have you done a good job in recruiting demand analysis! Unreasonable demand can only be recruiting people every day, but no one has been available. Only by doing a good job in talent training can the blood of the enterprise flow all the time.

An enterprise has a vision of an enterprise, and everyone has a goal. If you are satisfied with everything and only consider the present, there will be no particularly good ending. Therefore, when we do recruitment, we should also have the recruitment concept to guide us.

First, we must have a long-term vision. Recruitment is not only to meet the current job, but also for the future of the enterprise. The quality and quantity of our recruitment must be for the long-term development of the enterprise.

Second, we should have a broad mind. Don't discriminate against a certain kind of people for some reasons. For example, if you accidentally eat sky-high cut cakes in Xinjiang, you will feel disgusted with Xinjiang people and think that they are all liars. Recruitment should be an objective process, and we should learn to accept many differences.

Third, we should have the spirit of Bole beyond Bole. In other words, find someone better than yourself. If an enterprise wants to prosper, the construction of its talent team should not be underestimated. If all the interviewers are unwilling to find someone better than themselves during the interview, then the result of the enterprise can be imagined.

Recruitment is a multi-team work, the most important of which is HR and the employing department. Then, the recruitment of each company is similar, and the division of labor between HR and the employing department is roughly as follows.

Role orientation of HR (negative right): planning, implementation and evaluation of recruitment process; Design application form; Attend an interview; Background investigation; Participate in employment decisions; Training and consultation; Inferior elimination

Eliminate the wrong candidates; Focus on finding out the candidate's problems; Soft conditions for screening candidates;

Positioning of the employing department (decision-making power): identify and convey the recruitment demand; Determine the required abilities and qualities; Participate in interview evaluation; Choose the best and find the right one; Find the best; Screening professional skills