How to interview a human resource manager?

Five elements of interviewing human resource managers:

1, communication skills;

2. Sense of responsibility and fairness;

3. Professional skills of human resources;

4. Deeply understand how human resources support business;

5. adaptability.

Interview skills and attention

(1) Never fight unprepared, so you should be prepared before the interview, mainly including company profile (company nature, scale, registered capital, sales volume, number of personnel, business scope, company history or development history, performance and company affiliation), industry and market segment in which the company is located, proof of your own efforts (such as study plan and achievement certificate), and preparation questions (Human Resources Department)

(2) Finding loopholes in the other party means that the applicant "doesn't want to talk" or finds contradictions (lies) in the other party; The more professional you are, the more you can find real peers, not people with work experience but no ability; The more professional you are, the more professional your nonverbal expression will be. You can tell by gestures, nods and eyes. The more professional you are, the more you can dominate the interview, control the pace and time of the interview, and praise each other, such as "you are eloquent."

(3) Pay attention to clothes and talk.

Pay attention to the interview

1. The star principle of recruitment interview.

Recruitment interview is an important part of human resource manager's work. Every successful manager must have superb recruitment interview skills, so that the right person can create high performance in the right position.

The so-called STAR principle is the initial combination of four English words: situation, task, action and result. When interviewing candidates, try the star principle.

The star principle is a conversation procedure involving substantive content in the interview process, and any effective interview must follow this procedure. When talking with candidates, we should first understand the previous work background of the candidates, that is, the so-called background investigation, and then focus on understanding what the specific tasks of the employees are, how each task was completed, what actions were taken and what the results were.

2. The principle of 6W 1H with clear responsibilities.

Clear responsibility is the basic principle of management, and any management starts from the management position. However, in actual management, there are still a lot of unclear responsibilities and responsibilities. As a human resource manager, we must think deeply about this problem and solve it effectively, so that employees can clearly know their responsibilities.

3. SMART principle of management by objectives.

The implementation of target management is not only conducive to employees' efficient work, but also sets targets and assessment standards for performance appraisal, making the assessment more scientific and standardized and ensuring the openness, fairness and impartiality of the assessment. Setting goals seems simple, but if it goes to the technical level, managers must learn and master the SMART principle.

The so-called smart principle is:

1. The goal must be specific;

2. Goals must be measurable;

3. The goal must be achievable;

4. The goal must be relevant); To other goals;

5. The goal must have a clear time base.

Both the work objectives of the team and the performance objectives of employees must conform to the above principles, and five principles are indispensable. The process of setting is also the process of HR manager's ability to grow. Human resource managers must work with employees to improve their performance ability in the process of constantly setting high performance goals.

4. PDCA principle of effective management.

The so-called PDCA is the initial combination of planning, implementation, inspection and adjustment. No matter what kind of work is inseparable from PDCA cycle, every work needs to go through four stages: planning, implementation, inspection, adjustment and continuous improvement. For human resource managers, this is an effective tool to control management processes and work quality. Using PDCA can make your management develop in a virtuous circle. Through implementation and skilled application, human resource managers will be able to continuously improve their efficiency and control their work more effectively.

5. The principle of manager professionalization.

Motivation: Positive motivation has a great stimulating effect on success. Personnel managers should constantly adjust their mentality, face the work and challenges with positive incentives, constantly motivate and surpass themselves, and realize the established goals and prospects under the guidance of positive incentives.

Four basic requirements for human resource managers:

1. Master's degree or above, with a certain depth of research on human resource issues, and understanding the development process and application mode of human resource management in large international companies. Not only have solid theoretical knowledge, but also know how to operate.

Second, be creative. As a human resource manager, without new ideas and creativity, it will be a fatal weakness. Human resource managers should understand the essence of policies, dare to break the status quo, and constantly provide strategic advice to the top management of enterprises.

Third, be influential. As a human resources manager, you must be good at transferring your influence to your boss through your direct boss (director or general manager of human resources department) and direct subordinates (recruitment manager, salary manager, etc.). ), thus affecting the enterprise personnel policy.

Fourth, we should have strong language skills and information communication skills. Only when human resource managers express their ideas and research results vividly and accurately can their plans be enabled by the company's decision-making level.