Recruiter (work experience required)

Interview is a complicated and time-consuming matter, which needs careful thinking and detailed planning. Whether conducting an interview is an essential job or a temporary assignment, the book Interview Skills is of great reference value to you. It can help you formulate strategies and solve the problems you will encounter when selecting talents. Finally, there is a self-evaluation exercise so that you can evaluate and record your progress after each interview. We believe that as long as you use the information provided in this book repeatedly, your interview skills will be improved.

Prepare for the interview

An interview usually lasts less than an hour, but its influence may last for years. Looking for the right person? Be sure to be prepared in advance.

1. Before accepting the interview, we should have a correct understanding of the job vacancy.

Looking for fresh blood, not another copy of "we".

3. Imagine an ideal candidate for a vacant position.

4. When recruiting new vacancies, comprehensively summarize the work situation in the work team.

5. Take the vacancy as an opportunity to re-evaluate the job.

6. Determine whether the qualifications required for the job have changed.

7. Provide flexible working hours and encourage employees to participate.

8. Please don't shy away from difficulties when describing the nature of work.

9. Make a horizontal comparison with the salaries of employees in similar positions in other companies.

10. Try to make the title sound good and attract all kinds of talents.

1 1. It is very difficult to find a 100% suitable person, and the result will only be futile and wasteful.

12. When you know there are ideal candidates in other places, don't miss this opportunity.

13. Advertisements should be accurate.

14. Please attach a photo to the letter so that you can arrange your seat accordingly.

15. Consider hiring relatives and friends recommended by colleagues.

16. Record the progress and progress of each recruitment for future reference.

17. Set basic requirements as the criteria for screening candidates.

18. Arrange a special person to answer the phone.

19. In order to speed up the procedure, a standard letter should be prepared in advance so as to inform the applicant as soon as possible.

20. Find out what interests you in your resume, so that you can learn more in future interviews.

2 1. I can't completely believe what's on my resume. More or less, some of it is "processed" by the author.

22. Find out whether there is anything inconsistent with the facts in your resume.

23. Did the style and expression of your resume leave you a good first impression?

24. The application form provides a fair exhibition stage for the applicants to some extent.

For those marginal candidates, please ask your colleagues' opinions.

26. Applicants who do not respond should be as polite as possible, and it is best to give priority to encouragement.

27. Make some informal contact with the candidates before the interview to help them make their own decisions.

28. Decide whether it is necessary to arrange a written test for candidates.

29. Interviews are not always arranged during office hours.

30. In order to eliminate the nervousness of applicants, it is best to prepare some refreshments.

3 1. Put an end to all external interference during the interview.

32. Have a good rest before the interview.

Hang a "Do Not Disturb" sign in front of the interview room.

34. signal the candidate to sit down.

35. State clearly the location of the interview site.

36. Set aside some time for participants to get to know each other before the interview.

37. Prepare the applicant's detailed information for each examiner.

38. If teamwork is emphasized, arrange some group work activities for candidates.

39. Adjust the structural framework of the interview to meet your purpose.

40. The first question in the interview should be simple and clear, so as to help the candidate fully relax.

4 1. You should constantly revise your questions for different applicants.

42. Ask questions that have no clear answers, that is, questions that can be answered by more than just "yes" or "no".

43. Closed questions are used only when seeking a clear answer, and the answer will be "yes" or "no".

44. Use candidates' resumes and matching lists to help you prepare interview questions.

45. I suggest you listen more and talk less.

46. Summarize what the candidate said to show that you are listening carefully.

47. Be sure to confirm with the applicant that you have fully understood what he said.

48. Be prepared to answer and ask questions.

49. List the tools needed for the interview.

50. Before the interview is recorded, ask for the consent of the candidate.

5 1. Before the interview, dress appropriately and straighten out the preface.

How to conduct an interview

Interview is a tense moment for both examiners and candidates. Therefore, learning how to relax both sides of the interview can help them get to know each other to the greatest extent.

Applicants who arrive early should be informed of the start time of the interview.

53. Smile, but don't overdo it, or you will appear nervous.

54. You know, the best candidate may also have an average performance in the interview.

55. Dress generously and avoid fancy clothes.

56. Try to be natural during the interview.

57. While observing the ability of the candidate, you should also ask him if he is interested in working in your office.

58. Don't ask personal questions unrelated to work.

59. Quickly record the applicant's relevant competency values.

60. Write down the enthusiastic responses of candidates, and then you will know how to motivate them.

6 1. Give a positive response for a deeper conversation.

62. Talk about some light topics a few minutes before the interview.

We should respect those candidates who dare to admit that they don't know.

64. When candidates are nervous, keep calm first.

65. Similar body language is conducive to the establishment of good relations between the two sides.

66. Train yourself to pay attention to each other's body language at any time.

67. Pay attention to each other's gestures-this is often meaningful.

68. Pay attention to the candidate's voice-nervousness can lead to voice distortion.

69. The contents and methods of testing should come from authoritative organizations as far as possible.

70. The content and form of the test should be updated at regular intervals.

7 1. Treat the test results as a whole, not just a project.

72. Psychological test has certain reference value.

73. Applicants are required to write a written response letter and invite handwriting experts to come for identification.

74. Ask the company's employees why they quit.

75. If a test is to be conducted, the applicant should be informed in advance.

76. Tell the applicant about your other interview arrangements.

77. Keep an open and positive attitude.

78. Give candidates the opportunity to withdraw from the application.

79. Maintain respect for candidates from beginning to end.

Analytical interview

Once the interview is over, record the information you have collected and your impression of the applicant immediately, which will help you make a final decision.

80. If you have questions about the candidate, trust your intuition.

8 1. Avoid making biased judgments on any candidate.

82. Try to imagine the candidate's performance outside the interview.

83. I should be informed in advance before investigating the background information of the applicant.

84. Save your interview record, recommendation letter and matching list with the applicant's resume.

85. Each candidate has a separate file.

86. Don't wait until you have interviewed all the applicants to prepare the list.

87. Shortage is better than abuse. Don't lower your requirements just because there are no suitable candidates.

88. Provide round-trip transportation for the second interview.

89. Before informing candidates to take part in the second interview, you should first ask whether they are still interested in this position.

90. Establish a file system to properly keep the biographical data of all candidates.

9 1. Discuss with other examiners the questions you are interested in and the questions you want to ask in the second interview.

92. Generally speaking, the description of personal data is subjective.

93. Ask the applicant the best time to contact the consultant.

94. If the information introduced by the applicant is different from that reflected by the consultant, the applicant is required to give a reasonable explanation.

95. Don't let one advantage override the others.

96. Talk to your new employee personally about the details of starting a job.

97. Ensure that the salary offered by your company is reasonable and competitive.

98. In order to prevent misunderstanding and confusion, the issuance and acceptance of the admission notice should be confirmed in writing.

99. Applicants are required to reply to the admission notice in writing within a limited time.

100. When replying to the unsuccessful candidate, put yourself in the other's shoes and consider the wording as the recipient.

10 1. Make new employees familiar with the working environment and introduce them to other employees.