Frequently asked questions in human resources interview.

Frequently asked questions in human resources interview.

Frequently asked questions in HR job interview, HR job is a very popular job, and many job seekers want to apply for HR job. Then let's share with you the relevant contents of frequently asked questions in human resources job interview.

HR Job Interview Frequently Asked Questions 1 1. Please briefly introduce yourself and your family background?

Answer: My name is Li Jin, and I come from Guangzhou, Guangdong Province. I graduated from * * College with a bachelor's degree in human resources. I am a fresh graduate and have working experience in the school calligraphy club.

2. Describe your previous work experience and achievements in the most concise language?

A: During my college years, I served as the vice president of the calligraphy club, assisting the president in enrollment, school painting and calligraphy exhibition and daily management of the club. I * * * recruited 100 club members, held three school painting and calligraphy exhibitions, and personally won the second prize of painting and calligraphy. The university's community work has also been unanimously recognized by the school leaders. These achievements only represent the past. If I can work in your company in the future, I will work harder. Language should be concise and accurate, quantitative and not vague.

What qualities do you think this job should have?

A: The position of personnel administrative assistant requires good service awareness, familiarity with professional knowledge, clear working ideas and high emotional intelligence. These qualities were tempered during my tenure as vice president of the university.

Please talk about your understanding of your major?

A: Human resource management mainly includes six modules: human resource planning, recruitment and allocation, training and development, performance management, salary and welfare management and labor relations management. People are the foundation of enterprise development, and leaving people means termination. Only by doing a good job in human resource management can we give full play to people's greatest value and promote the better development of enterprises.

5. Why did you apply for a job in our company?

A: I learned from the Internet that your company's corporate culture, development prospects and management model are quite good, which quite meets my requirements, so I came to your company for an interview.

6. What do you think is your competitive advantage in this position?

Answer: First of all, my professional performance is excellent (I can provide transcripts) and I have a strong sense of service. Participated in volunteer activities many times during school. Good writing skills, 5 times on the school magazine (can provide briefings); Strong learning ability, obtained the certificate of human resource manager level 4; I like reading and won the third prize in the school recitation competition. These are some of my advantages.

7. Are you used to working alone or as a team?

A: My work habit is to coordinate all aspects of personnel and internal and external related affairs when organizing large-scale activities such as calligraphy and painting exhibitions, which requires teamwork and can improve work efficiency; When I write a report summary and make an activity plan, I will calm down and think alone.

8. What kind of communication do you prefer at work?

Answer: I prefer to communicate in an equal way. Only in a friendly atmosphere can communication be the most effective. Some people will be rejected by the team if they are arrogant, and some people will be looked down upon if they feel inferior (not confident).

9. How do you keep yourself informed of the latest business development?

Answer: I usually like to search professional websites of human resources on the Internet. There is a lot of latest information on the Internet. I also attend human resources forums and professional training to get the latest information.

10, what do you think when criticized by the leader?

Answer: I accept criticism first, and then analyze the reasons. If it is my fault, I will keep it in mind and learn from it; If it's not my fault, I will explain the process of things to the leaders and gain their understanding.

What do you think of overtime?

Answer: I will be obliged to work overtime if my job requires, but at the same time I will improve my work efficiency and reduce unnecessary overtime.

12, please list your three advantages and three disadvantages?

Answer: Advantages, honesty, diligence and caring.

Disadvantages: I don't know how to refuse, I'm not rational enough, and I like to be true.

13. What salary do you expect?

Answer: The company should have a salary standard. I believe that the company sets wages according to ability.

14. What benefits do you require the company to provide?

Answer: Provide accommodation, five insurances and training opportunities.

15, what is your goal in the next three years?

Answer: I like personnel management. First of all, I want to do my job well, starting from the grass roots and obeying the arrangement of the company. Then continue to study professional knowledge in depth, and you can have training opportunities to improve your management ability; If qualified, there will be opportunities for promotion and the position of personnel supervisor will be achieved.

Hrs, compare your interview experience and see if these questions are correct.

HR Job Interview Frequently Asked Questions 2 1. Knowledge and understanding of human resource management, including what each module does, why are you interested in this job?

The most basic thing is to understand the six major sections of human resources and talk about the views on human resources work.

2. Among these sectors, which one do you think you are best at? Talk about your understanding of this sector.

Haha, let's take a closer look at this book. One thing needs to be reminded. For example, if you say that you are good at recruitment, he may ask you some professional knowledge about recruitment and ask you what advantages you think you have over others in this respect (in fact, this is rather tricky, you can say that your professional knowledge is excellent, and you have done this kind of training and internship).

What was the main task of your last job?

Be specific about your achievements in your last job, and speak with data.

4. Understanding of recruitment channels, we all know what types of recruitment channels are helpful for what types of job fairs.

Summarize the advantages and disadvantages of the channels used by the company before.

5. Then you may ask some specific professional knowledge, such as talking about the recruitment channels and performance appraisal methods you are familiar with.

This also requires reading, no other skills.

6. What do you think are your greatest strengths and weaknesses?

The advantages should not be too specific. Generally speaking, as an interviewer, he has seen your specific achievements on his resume, but the advantages he actually wants to see will not be your advantages. If you say too specific advantages, he may be impatient or even disgusted. I generally talk about the advantages of strong learning ability, strong plasticity and quick use, and use some concrete examples in the past to illustrate (in fact, enterprises value your learning ability very much, especially campus recruitment). If you have shortcomings, don't talk about those that affect your work, and don't talk about your obvious advantages as shortcomings.

7. What do you think is the biggest reason if you apply for a job in a company and the company doesn't hire you in the end?

It can be said that I didn't play well on the spot and didn't show my advantages to the interviewer.

8. What is your career development goal?

Speaking of which, don't aim too high. I put it this way: it takes three to five years to grow up to be a department head or person in charge.

HR Job Interview Frequently Asked Questions 3 HR 9 Misunderstandings in Recruitment Interview

1, stereotype

Stereotype refers to judging a person's behavior according to what kind of social group or class he belongs to and the typical behavior of people in this social group or class. For example, "northerners are generous and southerners are delicate", "salespeople are talkative and R&D personnel are dull", "men are generous and women are cautious" and so on. If these statements become the inherent concept of human resource recruitment in enterprises, he/she will put on a pair of colored glasses to look at southerners and northerners, salespeople and R&D personnel, men and women, and apply those solidified behavior patterns to each type of individuals. Stereotypes reflect the nature of * * *, which is conducive to quickly grasping the general situation of people. However, stereotypes also have the shortcomings of rigidity and inflexibility, which obliterates people's personality and is not suitable for everyone of the same kind. This is the taboo of human resources recruitment.

2. Deviation of similar people

As the name implies, when there are some similarities between candidates and human resources recruitment, human resources recruitment fairs will naturally show a certain degree of preference for candidates. The more similarities, the deeper and more obvious the preference, and the easier it is for candidates to occupy a favorable position in the fierce talent competition. Native place, school of graduation, hobbies, specialties, religious beliefs, personality characteristics, social class, etc. May be the same/similar, so it can be said that the influence of the same kind of deviation is almost everywhere.

In fact, everyone in charge of recruitment should realize that it is their duty to check the employment situation of the enterprise and find the most suitable candidate for the vacant position, instead of checking the personal choice of friends and finding people with similar interests to work in the company. Especially when there are many kinds of positions that enterprises recruit and the characteristics required by the positions are varied, it is even more impossible to recruit candidates similar to themselves to fill different vacancies.

3. First cause effect

First impression. As we all know, a good first impression has a great influence on candidates. All candidates want to leave a positive impression on the examiner and try their best to show themselves while trying to hide their shortcomings and deficiencies. Human resources recruitment thldl, org and cn need to be aware of this behavior tendency of candidates and try not to be confused by superficial phenomena. To put it more directly, this is actually an interactive process of influence and counter-influence, control and counter-control. Human resource recruitment needs to pay attention to the possible negative impact of candidates on their own judgment and try to eliminate this negative impact.

Recency effect: If the time interval between two meetings is too long, the earliest impression will gradually fade away and be replaced by the latest one, thus forming a proximity effect. These two impressions may be completely different objectively, but because the earliest impression has disappeared, it can only be judged by the latest impression. Recency effect and the first cause effect are essentially the same, both trying to make a comprehensive judgment based on the limited information and clues temporarily mastered. In order to avoid the adverse effects caused by these two influences as much as possible, qualified enterprises should establish interview files for all interviewers and keep them for future reference. In addition, if conditions permit, it is best for enterprises to make a comprehensive judgment on applicants by means of multiple rounds of interviews and multiple people participating in interviews.

4. Lunar halo effect

When we get to know a person, we may be attracted by some excellent qualities of him, so that we ignore other qualities or qualities. This phenomenon is called the lunar halo effect. For example, people tend to pay special attention to a person's appearance, looks, diplomas and communication skills, and are shielded by these characteristics, so they can't see other characteristics and make one-sided judgments. When the recruitment department selects employees, it is very likely that the appearance and looks of the candidates will dominate the whole judgment. Beautiful ladies and handsome boys will win high marks, while other qualities are often overlooked.

The halo effect is also easily distorted when evaluating performance. Proficiency in English is a basic condition for working in a foreign-funded enterprise, so the human resources department pays more attention to the inspection of language ability when recruiting and promoting personnel. Those candidates who show outstanding language skills in the interview process are often more able to impress the heart of human resources recruitment, so as to pass the customs smoothly; However, those candidates whose language skills are not outstanding or average in the interview process are often not recognized by human resources recruitment. However, it often causes many institutions to pay too much attention to the language ability of candidates and miss many outstanding talents. In fact, language is just a communication tool, which has nothing to do with people's quality and ability. After training and practice, language ability can be improved slowly.

Step 5 infer

Projection refers to assuming that others are the same as themselves and think that others have their own characteristics. For example, I like challenging jobs, but I regard others as people who enjoy challenging jobs like myself. It can be seen that this is also a simplified way to perceive others. In the interview process, if you make such a mistake, many items that need to be verified and inspected during the interview will be covered by the assumptions of human resource recruitment (assuming qualified or unqualified). This is very dangerous and should attract the attention of the interviewer.

Step 6 Compare the effects

When we say that a person is tall or short, there must be a frame of reference, that is, the object to be compared. Compared with most people, Jordan is definitely tall, but in Yao Ming's eyes, he is short. This principle can be extended to enterprise recruitment interviews. When thinking about which candidate is the best candidate we need, human resources recruitment needs a reference. Of course, the appropriate way is to compare it with the company's job description and take the image depicted in the job description as the frame of reference.

The influence of comparative effect on many human resources recruitment often lies in that their employment decisions are completely based on the mutual comparison of existing candidates, and the judgment of which is better or worse is obtained, so as to finally determine the final position candidate. If the reference frame of human resources recruitment is not selected correctly, it is easy to be inaccurate and make mistakes.

7. The trend of centralization/leniency/strictness

When human resources recruitment judges a group of candidates, it is likely that all candidates will be given the same conclusion. For example, if you use the 100 scoring system to measure the difference of their work ability, some human resources recruitment may tend to score 60 points for all candidates; Some human resources recruitment may tend to give all candidates 90 points; And some recruitment may tend to give 40 points to all candidates. This is the psychology of concentration/leniency/strictness in human resources recruitment, which makes it impossible for us to make objective and fair judgments on candidates.

8. Superstar effect

Stars are not perfect. The reason why stars become stars is largely because they take their own advantages and strengths to the extreme, but hide their own shortcomings and deficiencies. In the process of recruitment, we often encounter the phenomenon that an applicant's past career experience is so successful that people think that they have met indispensable talents. At this time, human resources recruitment needs to keep a clear head and think about what made the applicant successful in his past career. Can these factors make him/her accept the challenge of his/her present position? Sometimes past success is not necessarily related to accepting current challenges, so there is no guarantee that he/she will still succeed in his/her new position.

9. Relationship influence

The decision-making of human resources department will be more or less influenced by the management and colleagues around the company, thus damaging the fairness of recruitment. Sometimes the company's big customers recommend candidates, and under the pressure of the company's management, the recruitment sometimes has to lower the recruitment standards and hire against one's will, but you must record the real situation at that time and your judgment on future needs so as not to fall into other people's words. In other cases, candidates did not submit their resumes themselves, but were recommended by friends who worked in the company. In this case, it is easy for recruiters to think that these candidates will have better conditions and higher interview results. The human resources department shoulders the heavy responsibility of talent recruitment, and must pay attention to improving the correct rate of decision-making, indirectly saving costs for the organization, creating benefits and avoiding the wrong use of talents.