How does HR recruit candidates through observation?

The problem is introduction, and the feedback from the applicant is the carrier of the information we need, so observation is also very important.

1) hiring managers should guard against preconceptions, judge people by their appearances, and carefully keep the so-called first impression evaluation. Our interviewers are often influenced by this, and even unwilling to go ahead with the interview, which will make us lose the opportunity to get excellent grades, so please be sure to meditate before the interview. Don't be preconceived, judge a book by its cover? .

2) The recruiter's observation should start with the details and make a comprehensive investigation. You can't swallow dates, scratch your eyebrows and beard, or point to your face. When the applicant answers, we should not only listen attentively, but also the recruiter should observe attentively and pay close attention to capture and record the typical behaviors and expressions one by one.

3) Recruiters should learn to use silence skillfully in the interview. Silence for too long will make candidates feel uncomfortable. Generally speaking, you should keep silent when the candidate is looking for the right word. Recruiters are concerned about the candidate's response to your silence. Are they eager to break the silence with irrelevant words or think confidently and calmly about how to answer your questions?

4) The recruiter's grin is a positive body language, while staring at the floor is a negative signal. However, positive body language is not always obvious, so you need to pay attention. Confident people like to sit still and lean forward slightly. When confident candidates don't talk, their hands and feet don't move, and recruiters keep communicating with interviewers with firm eyes. Recruiters can feel their mentality by shaking hands with candidates. If the examinee is relaxed, his hands are warm and dry; Nervous candidates are cold and sweaty.

5) The recruiter should pay attention to the position of the candidate's arms, legs and eyes. In addition, pay attention to the tone and tone of the candidate's speech. If the position you are recruiting is an enterprise management position, or you need to communicate with the news media, the recruiter must remember that people with sharp voices are not easy to attract attention and it is difficult to win the favor of others. However, some candidates' sharp voices are caused by nervousness and should be treated differently.

6) Recruiters pay attention to the nervous performance of candidates. Tap the floor with your feet, touch your nose, wipe your lips with the back of your hand, twist your fingers, fiddle with writing tools, tear paper, etc. If the applicant has any of the above performances, it may be caused by excessive tension. Some candidates laugh too much, probably because they are eager for the interviewer to like them. If the candidate is afraid to look you in the eye, it means that he or she may be uncomfortable. The nervous performance of the candidates listed above is for reference only, and there may be other explanations for the obvious nervous behavior, which should be considered comprehensively.

7) Recruiters pay attention to the avoidance performance of candidates. When a candidate evades a question, it may be because he or she doesn't know the answer or because he or she wants to hide some information. When candidates are hiding something, they usually have the following performances: eyes dodging and vacillating; Take care of him when answering questions, including confusing the interviewer with many technical terms; Fidgety, scratching hair or playing with fingers or small objects; Stiff legs.

8) Recruiters should pay attention to the arrogance of candidates. Most candidates will be nervous during the interview and need the help of the interviewer, but a few candidates are too confident or even arrogant during the interview. They prefer talking to listening, and they know everything, as if they think their voices are beautiful. This may be because they feel that their qualifications are beyond the requirements of the job, or they use this behavior to make up for their lack of confidence. In either case, it is necessary to be bound by the serious atmosphere of the interview, and the questions asked should be closely linked and difficult. At this time, some candidates will take the initiative to accept the challenge, while others will passively defend themselves. The performance of arrogant candidates is: leaning back in the chair with overconfidence; Cross your legs; Spread your arms; Eyes squint.