Skills of opening remarks in human resources interview

Skills of opening remarks in human resources interview

The skills of hr interview opening remarks are indispensable in the workplace, and improving your ability is the top priority, so you can show a person's advantages in the interview process, so here are some skills to teach you about hr interview opening remarks, so that you can gain a foothold in the workplace.

Skills of hr interview opening remarks 1 self-introduction is not memorizing resumes.

Self-introduction is usually the first step in the interview process, and people who have looked for a job are no strangers to it. When attending a one-sided competition yesterday, Xiao Wu, a junior, heard the interviewer ask him to introduce himself. Xiao Wu spoke his name, age, college and major fluently. Such an answer made the interviewer shake his head. "Introducing yourself is not to recite the basic information on your resume, but to let us know what you think of yourself." Yin, an interviewer with more than ten years of experience in human resources, said that self-introduction examines the language organization ability of candidates and whether they are clear about their position. "Like a star, people can see their own advantages in a short time."

"My name is Ding, and I am a second-year graduate student at the Institute of Chemical Technology. I will introduce myself with three key words. " Ding's words immediately made the interviewer Yin look up, sit up straight and listen carefully. Ding's three key words are "community", "competition" and "internship". He gave several examples to make the interviewer Yin nod frequently. Yin said that three key words proved her strong leadership, communication and teamwork skills.

Tell me your shortcomings.

After the interview, Xiao Wu, a junior, asked Bai Bin, the interviewer, "What should I answer when asked about my own advantages?" Bai Bin told him, pick out the advantages of the job, say at most three, more than three will make people feel too conceited.

"When asked about shortcomings, do you want to tell the interviewer truthfully?" Bai Bin thought it necessary to tell the truth. "No one is perfect. The saddest thing for a person is not knowing his own shortcomings. The most valuable thing is to find your own shortcomings and try to correct them. " Bai Bin said that telling the truth will make the interviewer feel that you are honest and have no problem being a person. "Don't lie when answering the question of shortcomings. The interviewer will see it through the candidate's eyes and body language. "

Judge the interviewer's character by observing his words and feelings.

"Don't talk about salary", many candidates know to abide by this principle, but when the interviewer asks this sensitive question, how much is appropriate? Bai Bin believes that interviewers with different corporate cultures and personalities will have different judgments on the answers of the same candidate. "If you answer 3,000 yuan, some interviewers will think that you are seeking truth from facts. Other interviewers will think that your desire is not high and you are not motivated. " Therefore, Bai Bin suggested that college students should learn to read words and observe emotions. "Communicate with all kinds of people to understand their psychology and personality, so that you can quickly judge what kind of person the interviewer is during the interview and adjust your application strategy.

Hr interview opening skills 2 HR interview methods daquan

First, structured interview methods

Structured interview should be regarded as a frequently used interview method.

This method mainly designs interview questions and interview topics according to the results of job analysis. The process is the same for all candidates, and the same questions, evaluation points and grading standards are unified and standardized (almost all of them are determined in advance).

The interview questions mainly look at the questions prepared by the employing department in advance and the standard questions of HR.

In addition to problems and needs, the layout of the venue, the choice of time and the formulation of content need to be considered, such as the arrangement of interview room and waiting room.

The advantages of structured interview are: the questions asked are only related to job responsibilities and ability requirements, with high effectiveness and low cost, which are more easily accepted by HR.

At the same time, however, we need to face up to the disadvantages of structured interview: the interviewer's understanding of grading standards and candidates' answers is not uniform, and the interview process is stylized and inflexible.

Second, the behavior interview method

Behavioral interview is a method to understand the quality characteristics of candidates by asking them to describe their past work or life experiences. Infer future behavior from past behavior.

Behavioral interviews are generally conducted in the form of one-on-one or one-on-one, that is, multiple interviewers and one candidate.

The venue setting is relatively simple, which can be a special venue, office or small conference room. Its basic requirement is to be as quiet as possible without interference.

Behavioral interview method can be regarded as an upgrade of traditional interview method, which eliminates the randomness of interviewer's questions to the maximum extent.

Moreover, the question setting of behavioral interview will not be static, mainly based on the doubtful points, vague points and places you want to know in detail in your resume; There are also HR who will temporarily analyze and ask questions according to the questions of candidates encountered during the interview.

Third, the scene simulation interview method

Situational interview, also called situational simulation interview or situational interview, is a type of interview and one of the most popular interview methods at present.

In the situational interview, the interview topics are mainly situational questions, that is, given a situation, to see the candidate's reaction in a specific situation. In the empirical interview, it is mainly to ask some questions related to the applicant's past work experience.

Among them, there are several types of scenario-based interview methods: document processing, talking with people, leaderless group discussion, role-playing, impromptu speech, system simulation and debate.

Four. Interview method of star behavior

STAR is the initial combination of four English letters: situation, task, action and result. Usually, the application materials of job seekers will write some results, describing what they have done and what they have achieved, which is relatively simple and broad.

In this way, through the four-step questioning of star interview elements, the statement of job seekers will be deepened step by step, and the potential information of job seekers will be excavated step by step, providing correct and comprehensive reference for better decision-making of enterprises. This is not only responsible for the enterprise (recruiting suitable talents), but also responsible for the applicant (helping him to show himself and sell himself as much as possible) to achieve a win-win situation.

Five, there is no leading group discussion.

Leaderless group discussion is a collective interview of candidates, which is mostly used for school recruitment.

The interviewer gives a group of candidates (generally no more than 65,438+00) a question, which allows them to discuss for a certain length of time (generally about 65,438+0 hours), and observes the candidates' organizational and coordination skills, oral expression skills, persuasion skills, interpersonal communication skills and nonverbal communication skills (such as facial expression, posture, intonation, speech speed and gestures, etc.). ) and so on.

Leaderless group discussion can detect abilities and qualities that can't be detected by written test and single interview; We can make a more comprehensive and reasonable evaluation of candidates according to their behaviors and remarks. It can make the tested people show their own characteristics in various aspects relatively unintentionally; Let candidates have equal opportunities to play, so as to quickly show individual differences.

Stress interview method of intransitive verb

Stress interview put the candidates in an artificial tense atmosphere, and let them accept provocative, critical and difficult stimuli, so as to examine their resilience, stress tolerance and emotional stability.

Stress interview often asks an unfriendly question first, which throws cold water on you from the beginning, leaving the applicant exposed in grievances and anger. Stress interview's starting point is to deliberately create contradictions and obstacles, observe the candidates' reactions, and force the candidates to fully show their wit, flexibility, adaptability, thinking judgment, temperament and self-cultivation when dealing with difficult problems through this way of "pressure questioning". So as to explore the applicant's true ability and personality.

Stress interview method only needs to be used when the post requires employees to have certain pressure tolerance. It is necessary to ensure the authenticity of pressure and get the true performance of candidates under pressure, but also to grasp the discretion and safeguard the self-esteem of candidates.

Seven, constellation interview method

This method is different from other methods, and it is not what you think. You can choose talents according to the constellation. Instead, you can appropriately add constellation information in the interview, communicate with the candidates, and find out the advantages and disadvantages of the candidates.