How can I become a qualified interviewer?

What can I do to become a qualified interviewer?

Recently, friends in the industry often ask me a question. How to quickly judge whether a job seeker is suitable for this position? Among them, people are mainly responsible for non-HR business departments.

Of course, these are all technical gods who are open-minded and look forward to further management. However, in the actual recruitment work, there are two other situations where this issue is completely ignored. First, many technical team leaders, or leaders, will think that they are interviewing a rookie and a small case. They have been interviewing for many years, so I should do the job interview. Of course, psychologically speaking, each of us estimates our abilities more than our actual abilities. And each of us, we know what we know, I know what we don't know, and we still have many unknown knowledge modules. The second is that some colleagues know that they are unprofessional, but they don't ask at all.

Recruitment and configuration is one of the six modules of human resources. As far as recruitment is concerned, there are many points that can be expanded. The interview is only a small part of it. Here is mainly to share the interview.

0 1

What is the interview?

First, let's take a look. What is an interview?

? Baidu Encyclopedia said:

? Interview is to examine a person's working ability and comprehensive quality through written, face-to-face or online communication (video and telephone). Through the interview, you can preliminarily judge whether the candidate can integrate into your team. It is a recruitment activity carefully planned by the organizer. In a specific situation, the interviewer's conversation and observation of the candidate is the main means to evaluate the knowledge, ability, experience and comprehensive quality of the candidate from the outside to the inside.

Interview is an important method for companies to select employees.

The interview provides a two-way communication opportunity for the company and the applicant, so that the company and the applicant can get to know each other and make a more accurate decision on whether to hire or not.

Knock on the blackboard! What is the interview? 2 1 In the era of the most expensive talents in the century, the interview is about mutual consideration, and it is no longer entirely a matter of the seller's market.

Interview is a purposeful dialogue between the interviewer and the job seeker. It enables recruiters and employees to get enough information to make correct decisions in recruitment.

Kōnosuke Matsushita said: Enterprises are people.

Peter drucker, the father of modern management, said: Recruitment is one of the most important links in all management work, because we usually can't change a person, but we can choose the right person. I have forgotten the original words.

In the process of recruitment interview, choosing the wrong person will lead to the increase of recruitment cost and the decrease of team effectiveness. What's more, the misuse of people in core positions may lead to the complete collapse of the whole project. So, is it necessary for everyone in all middle levels to have some basic operational knowledge of HR?

What are the common misunderstandings in recruitment interviews?

Environmental Interference |||||| Personality Interference||||| Order Interference|||| Shortcomings Enlarged||||||| No understanding of work|||||| No structural interview.

Environmental interference: provide independent interview space for job seekers and interviewers.

02

Principles of recruitment interview

What principles should be followed in the recruitment interview?

Interview is a two-way communication and choice, and it must be fair and just. This requires the interviewer to give the applicant an objective and true description of the position and company, and don't give the applicant uncertain promises easily.

Maintain the employer image of the company. I remember Jason Fried's "Start Over" put forward that marketing is not the work of a department or a few people, but the sum of all the work you have done. Because, every time you answer the phone, every time you send an email, every time someone uses your product, it is a marketing. This can also be analogized to the construction of personal tags. Therefore, from the first contact between enterprises and job seekers, the marketing of corporate brands has already begun, and the interviewer is also one of the windows for the market to understand enterprises. This requires the interviewer to remember this.

03

Interview criteria

What are the criteria for job interviews? Knock on the small blackboard-people and posts match!

What enterprises lack is always talents who can achieve performance. I was not moved by a certain trait of a job seeker, but set up a post for it. The introduction of talents for the purpose of performance must be based on the principle of matching people with posts.

The job matching we are talking about here includes:

Person-post matching

Matching between people and organizations

Match the development of people and organizations.

So how does the interviewer do a good job of matching in the interview process? Simply summed up in three words: knowing the post, knowing people, and knowing people to be good at their duties.

Knowledge post: a person who carries out job analysis and post analysis and clearly knows what this post does and what abilities and qualities this post needs.

Understand people: in the interview process, evaluate people's working ability, comprehensive quality and personality, and understand all the advantages of job seekers, which is exactly what employers need.

Knowing people and being good at their duties: the last step is to put the right radish in the right pit. The most suitable person is not necessarily the best person, which has been recognized in the circle of people.

04

Preparation before the interview

An effective interview is inseparable from careful preparation before the interview, so what do we need to do before the interview?

Remind job seekers of the materials that should be attached to the interview and other materials that need to be displayed on the spot.

Synchronize the reception staff to prepare for the reception and arrange an independent and quiet interview environment.

Read the job description and JD before the interview, and be sure to understand the job requirements, main job responsibilities and reporting relationship of the post.

05

The specific operation stage in the interview

Personally, in the behavioral interview, I have two obsessions about the interviewer's requirements:

1 is to control the interview duration of each candidate as a whole, and inform the candidates of the whole interview process and time consumption unless there are very few special circumstances. 2. Make a good interview record and declare to the candidates that they will make a good interview record. (Interview records are conducive to the analysis and evaluation of subsequent interviews. )

I divide the whole interview process into six small modules here.

1) Opening remarks

The opening remarks should be controlled within 3 minutes. The main content here is: the interviewer welcomes the candidates, and the interviewer introduces himself and the interview process. You can start with the weather and the road conditions when you come, so that candidates can easily enter the interview.

2) Review of main background

It is mainly used for candidates to review their personal education background/training experience, career development, work reporting relationship, company profile, reasons for leaving their jobs, job hunting motivation and other special time. Try to control this stage in 5- 10 minutes. At this stage, when the interviewer asks questions, try not to ask what is already on the resume.

3) Behavior case review?

Here you can learn the iceberg quality model put forward by American psychologist McLelland in 1973.

McLelland divided people's comprehensive ability into two parts: the knowledge and skills that are obvious above the iceberg and easy to examine and cultivate, and the knowledge and skills that are difficult to examine and cultivate under the iceberg, including values, characteristics and motives. The ability above the iceberg is the basis for inferring the possibility of future performance, while the ability below the iceberg is the basis for inferring the stability of future performance.

In this process, the interviewer needs to collect the real thoughts, actions and daily behaviors of job seekers in the past, the most important factors of their success, or their differences, their professional expertise, the cold winter of work and their characteristics. We should infer a possible future work mode from the past work mode described by job seekers, so as to see if it matches our current position.

So how do we judge behavior?

Our classic star principle has reappeared.

The star principle.

S- Situation: Under what circumstances did this happen?

How do you define your task?

What action have you taken to analyze this situation?

What is the result of R-result, and what have you learned in this situation?

The skill of this process is to ask questions, inadvertently insert very detailed questions, understand the applicant's experience, and judge whether he exaggerates.

For example:

1, q, have you been involved in any projects? Very impressive.

2. What is the background of this project? (or why is there this project? )

3. Q: What exactly do you do in this project?

4. Did you encounter any difficulties? How did you overcome it?

Suddenly, (or interrupt) ask: "What's the name of this project manager?" What is the final effect of this project? What do you think is the lesson of this project and why?

Key points of behavioral interview design:

In order to find the facts of past behavior,

Use maximum adjectives in questions, such as: best, highest, most successful, least successful, etc.

Ask more open questions. For example, "What is the biggest stress in your work?"

? The way to ask questions can be shown as follows:

4) Additional information query

Please outline the knowledge, skills, personality and other characteristics required for the position, and ask for further description and examples.

Finally, check whether there are any omissions or supplementary questions. At this stage, candidates are encouraged to express their opinions.

5) End the interview

What should the interviewer do:

Provide job seekers with job-related information such as the company's main business and corporate culture, job responsibilities, working hours, etc.

For the possible suitable candidate, introduce the company as much as possible to deepen his impression and ask the other party about the expected treatment and the scheduled working date.

Tell the candidate the next step, and the way and date to inform him whether he is admitted. Don't tell each other on the spot whether he is admitted or not.

I sincerely thank all candidates for participating in this interview.

Organize the interview records immediately.

6) Interview evaluation stage

Post-interview evaluation:

Knowledge, technology, potential, physical strength and endurance

Willing or not-motivation, interest

Suitability-personality, personality, work pressure

Environmental factors-residence, family

Interview evaluation skills:

06

Other preventive measures

1) Notes for interview:

How to observe during the interview:

Don't judge a book by its cover and go astray.

Adhere to the purpose, objectivity, comprehensiveness and typicality.

Give full play to the intuitive effect and comprehensive effect.

Prevent being influenced by the first impression.

How to ask questions during the interview:

Avoid answering "yes" or "no" questions and ask more open-ended questions.

Don't interrogate job seekers like prisoners, and don't take a sarcastic or casual attitude.

Don't convey the information of the interviewer's expected answer.

Grasp the interview time, don't let the job seeker dominate the whole interview, and use all the questions you can't ask.

Speak according to the 3/7 principle.

Interrupt a talkative person decisively

2) How to divide the work between 2)HR department and employing department?

Responsibilities of Human Resources Department:

Conduct job analysis, organize recruitment, prepare application forms, organize written examinations, interview department managers, and check background information and recommended materials.

Responsibilities of department heads:

Provide information on job analysis and job description, so that the human resources plan of each department is consistent with the strategic plan; Interview candidates; Synthesize the opinions of the human resources department and make the final employment decision.

3) An excellent interviewer should do the following:

Familiar with company development, corporate culture, rules and regulations.

Familiar with job requirements and work.

Be fully prepared before the interview.

Stay focused and focused.

Proficient in at least one professional interview skill.

Pay attention to behavior, not the feelings of officials, and treat all job seekers fairly and fairly.

A good interview = adequate preparation+good questions+careful listening+accurate records+evaluation.

Well, I wish all interviewers a smooth new year. The most important thing is to find the right talent quickly.