Common interview misunderstandings of HR

For job interviews, both employees who have applied for jobs and managers who often recruit employees to be interviewers will have too many feelings. What employees feel is that interview managers often feel that there are some "strange" things when they attend many corporate interviews. Some students were interviewed by enterprises, obviously better than another person, but finally they were admitted by others. However, the managers who were finally accepted were all feeling: why do they have to go through so many hardships from a large number of applicants every time? Why are there always some qualified candidates who can't even pass the probation period and must be eliminated by the probation period? At the same time, they vaguely felt that there was no more suitable candidate for the interview. This shows that the recruitment interview of the enterprise has produced an interview question that requires the enterprise to explain.

First, the questions asked by unprofessional interviewers are disorganized.

In the enterprise recruitment interview, the questions asked by the interviewee are the most frequently asked, which is an obvious manifestation of the lack of professionalism of the staff engaged in the recruitment interview in the enterprise.

(1) repeat the question

Repeated questions are common in the connection between the initial test and the second test, and questions are common in the second test. The interviewer may not know much about the initial test, and it is easy to ask the same questions as the initial test. Of course, these questions must be of great concern to the examiner. These concerns are, of course, personal study, work situation, previous work performance, reasons for leaving work before, such as academic performance, understanding of the company you are applying for and so on. But this obviously violates the true meaning of the second interview to understand the company? That is, further in-depth evaluation of candidates. It wastes valuable time for both parties to further interview in reality, which makes the examiner feel short of interview time when investigating the more important situation of the candidates, and the candidates also show their own specialties when answering the questions that can best show their specialties. Because of the short time, they have to seize the time, thus affecting the re-examination effect.

(b) omission of important information

The interview topics of many enterprises are not carefully designed and prepared by enterprises, but show great randomness. Therefore, important information is often left out when asking questions. The interviewer will keep asking the candidate some important questions that are actually not very important, and the candidate will explain them repeatedly, which actually wastes a lot of energy and time, but ignores more important content and information, which will affect the applicant's comprehensive understanding.

(3) Ask irrelevant questions

The randomness of interview questions also shows that the interviewer will ask some questions that have nothing to do with the randomness of the interview. Some issues even involve the personal privacy of candidates, and some relationships involve embarrassing both parties. Because the interviewer's professional scope, education level and awkward interview scope are different, such as: "Why did you divorce?" "Why not get married for divorce?" Such questions occasionally occur, and the interviewer is still full of specious.

(D) the uncertainty of the problem

In addition, the questions asked by the interviewer are uncertain, and such questions are certain in the author's works. Interviewers often ask questions only based on the past work experience of candidates, and different candidates have different work experiences in the past. Examining different people with different questions is like measuring the height of different people with different rulers. Finally, the interview results are followed by the standard scale, which can no longer be done according to the same standards of the enterprise, which is easy to cause unfairness to the easy candidates.

Second, the interviewer cannot avoid the halo effect.

Recruitment interviews cannot be standardized and quantified. Many times, the standardized interview results can't be interviewed, which basically has a lot to do with the overall quality of the interviewer, but many interviews are related to the interviewer's inability to overcome many of his human weaknesses at first.

(A) the interviewer's own preferences

For the interviewer to judge people according to their own preferences, it happens from time to time in many companies' recruitment interviews, and it is also the most difficult to avoid. For example, the interviewer attaches great importance to academic qualifications from time to time, such as interviews. He must prefer those with high academic qualifications. Before the interview begins, those with low academic qualifications will definitely lose one point. Or another interviewer is from the market, interview market or sales, and often has a good impression on people with good counterparts, ignoring the characteristics and requirements of the positions recruited by enterprises with good counterparts.

(2) preconceived ideas

The so-called preconceptions mean that the interviewer has a relatively fixed impression on the interviewee at the beginning of the interview. This impression is difficult to change in a short time. For example, the interviewer's first impression of the candidate is honest and friendly, such as the interview, so when he finds the candidate's first lie, he will think it is an unintentional mistake and that it is excusable to be so careless or overly nervous; However, if the interviewer is nervous about the applicant's first interview, or gives the impression that he is slick and hypocritical, then when he finds the applicant's first lie, he will think it is out of habit or on purpose, which is unforgivable.

(3) covering the surface with dots

The interviewer often makes an overall judgment because of a candidate's outstanding advantage, while the rough interview often makes an overall judgment based on the advantage rate. For example, when recruiting a person in charge of project development, if a person in charge of development, such as an applicant, shows superb software development ability, the interviewer may mistakenly think that developing and displaying software is the right person for the person in charge of project development. But in fact, as the project leader, it is more important to have the ability of team coordination and project management, not just the ability of software development.

Third, the interviewer did not record the interview in time or the record was incomplete.

It is very necessary to make proper and timely records during the interview. However, in many interviews, the interviewer only makes a very general summary and a rough evaluation record, usually only makes a few summary records, or even simply writes nothing first, keeps it in his mind, and then finishes the interview in one go. In this way, when there are few candidates, the problem will be solved at one go. This interview is not very big, but when interviewing several applicants for the same position at the same time, the interviewer often only has an impression of the first person and the last person, and the last impression is rather vague. At the end of the interview, it is obviously unfair and inaccurate to classify the vague lines of the interviewer's general comments and decide whether to accept or reject them just by comparing them with several simple general comments. At the same time, the accuracy decision is obviously not conducive to conducting post supervision and summarizing interview results.

Fourth, ignore the job motivation of candidates.

The investigation of work motivation is an important content that is often overlooked in the recruitment interview of enterprises without accurate design. Many interviewers will focus on the applicant's professional knowledge, business ability and work performance, and pay little attention to the employee's work motivation.

If the job seeker is only looking for a job to ensure his life, he will try his best to meet the interviewer's hobbies and hide his preferences and value orientation. At the same time, what is more serious is that if employees do not have good job opportunities and orientation opportunities, and lack initiative in their work, they will often be in a negative working state. This active state often becomes an obstacle to management, evaluation and motivation. The negative work motivation of good state management is to integrate one's own development needs (including continuous learning and practice to improve one's knowledge level) with the enterprise needs and development willingness of the applicant (including the recognition and appreciation of enterprise culture, values and development direction, as well as the ideological preparation for getting along and making progress with employees in the direction of value enterprises). First of all, employees should live in harmony. Enterprises should like this job, and secondly like this enterprise. Then we can think that enterprises like us and their working motivation is good. Of course, encouraging good work motivation is not encouraging. Motivation, of course, is to erase the material needs of employees for life security, but to emphasize which material is more important. Employees who only pursue material interests must not be good employees, especially in today's increasingly developed knowledge economy era.

5. The interviewer's behavior leads to the dissatisfaction of the candidate.

The interviewer's questions are not up to standard, he doesn't keep the agreed interview time, and the interview time is not uniform. Interview is not only a process for an enterprise to select candidates, but also Anhui ic card manufacturers, Anhui ID card manufacturers, Anhui smart card manufacturers, Anhui smart card factory, Anhui Hefei membership card, Anhui Hefei portrait card, Anhui Hefei membership card management system, membership card system portrait fat membership card, Anhui Hefei membership card management system and Anhui Huaibei membership card. Membership card system management Anhui Huainan membership card factory, design and manufacture Anhui Bengbu membership card, Anhui Wuhu membership card Bengbu Huainan Lake bar code card production, Anhui Hefei metal membership card, Anhui Hefei pvc card design and manufacture Anhui production, Hefei bar code card, Hefei magnetic stripe card, Anhui Hefei metal card production, Anhui bar code Hefei special-shaped card production is also the process for candidates to choose enterprises. Even if the enterprise takes a fancy to the enterprise and chooses the candidate, the candidate does not necessarily value the enterprise. Applicants will have a deeper understanding of the enterprise by participating in the interview organized by the enterprise. Interview arrangement procedure, interview environment, interviewer's quality, etc. It will make the environmental interview applicants have an overall impression of the enterprise and directly affect the applicants' understanding of the whole enterprise.

Sixth, the interviewer's empiricism

Due to the uncertainty of enterprise's employment standards, interview process and interviewer's standards, enterprise's certainty, and employees' attention to interview results, many interviewers often judge and evaluate candidates by past experience. Many interviews have ended in the past few minutes, and many interviewers are complacent and think they are great in the smug interview. In fact, this is extremely irresponsible to candidates and enterprises, and it is actually remarkable.

It is precisely because of these weaknesses and mistakes in the recruitment interview method of enterprise human resource management that the interview work has become a corporate mistake in the recruitment assessment of enterprises. Not without an interview. However, the result of each interview can only be a general understanding of the candidates who can't interview, so we have to further investigate during the probation period, which leads to the increase of the trial cost of new employees in the company, and also puts the company in a dangerous situation of reduced employee efficiency, loss of important customers and leakage of business secrets. When the operation efficiency is low, the inefficient job fair will further affect the company's human resource management, further improve the company's construction and work operation, reduce the company's human resource development level, and then affect the operation and efficiency of the development company's resource enterprises.

So when interviewing job seekers, HR must not act rashly. Because of your interview, it affects not only a job seeker, but also a job seeker.