HR Interview Skills: How to Get Real Feedback?

In fact, many human resources personnel almost never get tired of asking such questions, such as "What is your greatest weakness?" . But the problem is that these questions appear too frequently in the interview, and job seekers often memorize the answers.

You can't judge whether you can let this person join your team by these prepared answers.

Because the answer you need to hear must be:

real

reliable

So,

What questions should not be asked in the interview?

What questions should we use instead of them?

Delete those "mainland goods" for you first!

1. Don't ask: How would you handle ... (hypothetical situation)

Change to: Give an example of a similar situation you have handled.

When attending the interview, did the manager of the employing department ask the interviewer to evaluate an imaginary market or a business chain? These questions may help the interviewer to clarify the thinking process, but they often ignore the interviewer's execution ability.

If the interviewer's previous company handled things in a completely different way from yours, they might answer these questions wrong. But is this what you really should pay attention to?

An interview should be a process of understanding whether the interviewer's abilities and values are in line with your enterprise. If they have a diligent work attitude, respect for others and the ability to establish interpersonal relationships, it is easy to teach them the business development strategy of the enterprise.

Interviewers should ask candidates more about what they have done in the past than what they will do in the future. Interviewers can find the connection between specific scenes and details and their own business activities by asking in detail, and then construct the relationship diagram between the applicant's experience and the recruitment position in their minds.

2. Don't ask: What are your greatest strengths and weaknesses?

Please tell me your greatest professional achievement.

Every candidate will be prepared for the interviewer's endless questions. For example, the correct answer to "What is your greatest weakness" is "I am a workaholic" or "I am a perfectionist". You should know that candidates' answers will subtly turn "shortcomings" into "advantages".

The interviewer should evaluate the candidate's strengths from his actual actions and see how he learns from his mistakes and how to give full play to his strengths.

Ask the applicant to describe his greatest career achievement or experience of learning from mistakes, and you will get a more flexible and in-depth answer, from which the interviewer can get a deeper understanding of the interviewer.

When asking these questions, the interviewer should use a sincere attitude, give the candidate enough open and transparent answer space, and establish a trust relationship with the candidate.

No: Please tell me about your resume.

Please state the most important highlights of your career.

At the beginning of the interview, you may ask some simple questions to start the conversation, but then you need to ask some substantive questions, otherwise it can only show that you are not prepared for the interview.

A good candidate will spend a long time preparing for the interview: browse the company website, check the company team information on LinkedIn and list a series of valuable questions. If you just spend five minutes printing a candidate's resume and ask them five questions you would ask each candidate, it will be useless for your recruitment. You should ask them some questions, which can show whether they have prepared for the interview.

4. Don't ask: 10 years later, what will you be?

Change to: What career achievements do you hope to achieve here?

The question "What kind of person do you think you will be in 10 years" is difficult to answer, and there is no standard correct answer.

Now the frequency of job-hopping is getting higher and higher, and the development of science and technology is changing with each passing day. Many world-class enterprises did not exist before 10. The answer of "10 years later, I will still stick to my post" clearly shows that candidates have no ambition. What will happen after 10 is anybody's guess. What you need is the right person for this position today, not the right person after 10. Therefore, the interviewer should pay attention to whether the current candidate is suitable for this position and whether he will enjoy it.

Don't worry that the new question will catch the candidate off guard.

Novel interview questions can make candidates think quickly, answer honestly and create a relaxed, friendly and open interview atmosphere. The candidate you interviewed today may become your business partner tomorrow. Next interview, put aside those old high-frequency questions!

In fact, hr is responsible for the recruitment of a company. It is not easy to work every day. Of course, we must recruit people quickly and well. You must have interview skills and recruitment tools. It's good that people win (www.rcyhj.com). Recruitment is fast and cheap!