What are the skills and methods of recruitment interview?

The last process of recruiting talents in an interview, from inviting an interview to salary negotiation, is that mutual understanding between the applicant and HR may affect the result of two-way selection. So how should the human resources department invite an interview? What skills help to recruit the right people? Let's take a look. Invitation interview method (1) telephone invitation. In the era of online recruitment as the main channel, telephone invitation should be the most important interview invitation method for human resources departments. What I wrote today is mainly some experiences in the process of telephone invitation.

(2) Email/SMS/WeChat invitation. Including two situations, one is that when the candidate's phone can't be connected, you can try to send an email/SMS/WeChat invitation first, and then follow up by phone; One is that in order to save costs or lack confidence in themselves, some companies may send out interviews to cast their nets. In the second case, the candidate will be skeptical about the company, and the probability of the candidate participating in the interview will naturally be low. Even if he is present, the match between the candidate and the position will be relatively low.

(3) Advertising invitation. When some companies publish job advertisements, they directly state that interested candidates can come to the company for an interview with their resumes. This kind of invitation is usually used for positions where the applicant is in short supply, such as general work and sales.

Process 1. The preparation work before inviting an interview includes the following aspects:

(1) Have a deep understanding of the invitee's resume;

(2) Invite interviews at a specific time and unify the interview time (determine the time point);

(3) Make specific greetings, interview requirements and concluding remarks.

2, the main process and steps of telephone communication:

(1) explain your purpose (that is, introduce yourself in the name of the company), give a short and warm greeting, and get to the point;

(2) Confirm the current working status of job seekers (which can save time);

(3) Confirm the position applied by the job seeker to see if it matches the company;

(4) Briefly introduce the company's basic situation, inform the company's address and bus route, and determine the interview time.

Skills 1. Keep the basic language fluent.

When inviting an interview, we should first keep the two sides chatting smoothly, so that we can have a chance to understand the basic situation of the interviewer and the willingness of the interview.

2. Create a comfortable chat atmosphere

Generally, inviting an interview is a telephone communication. Only through a comfortable chat atmosphere can the interview conversation be prolonged, which can also help HR to know more about the interviewer.

3. Look at the problem from the interviewer's point of view

When inviting an interview, you must look at the problem from the interviewer's point of view, understand what they need and ask questions, which can also arouse the interviewer's interest.

4. Be prepared before the invitation.

Before inviting HR, you must have a clear understanding of the company's history and related post salary, so that when the interviewer asks questions, he can provide answers quickly.

5. Maintain friendly dialogue.

In the process of inviting an interview, as an HR, you must have a friendly conversation. Don't think that the interviewer should take it seriously. After all, both are based on two-way choice. Your disharmony may lead to brain drain

What effective questions did hr ask during the recruitment interview?

1. How did you know about our recruitment information?

Please introduce yourself briefly.

Do you know anything about our company?

4. What do you think is the job responsibility you are applying for?

5. What is your motivation for applying for a job in our company?

6. What do you think are your advantages in applying for this position?

7. Can you tell me why you want to leave your original unit?

8. Who do you admire most in your life?

9. Who has the greatest influence on your growth in your life?

10, what's your hobby?

How do your friends or colleagues evaluate you? How do your parents evaluate you?

12. If you join our company, what kind of support and help do you need to be qualified for this position?

13. What do you think makes you different? What advantages and disadvantages do these characteristics bring to your work?

14. What do you hope to learn in your future work?

15, ask a personal question, I'm sorry, how do you usually handle the relationship between work and family? Can your family understand your work?

16. What do you think of work and holidays? How to understand frequent overtime?

17. What kind of working environment do you like?

18. What was the salary in your previous company?

19, can you tell me something about the welfare of your former unit? Do you think these are important?

20. What is your career plan for the next three to five years?

Hr talking about salary skills 1. Understand candidates' salary expectations.

Knowing the candidate's salary expectations will give HR a bottom, how to talk about it next, how much to consider and so on.

However, in the process of communication, we can use some less straightforward words: by the way, what is the approximate range, what is the expected acceptable salary, and what is the lower salary limit for ourselves. ...

2. Talk to the applicant about the company's salary.

After knowing the candidate's expected salary, don't rush to give feedback or start "bargaining". We can explain the salary structure and benefits of the company first, so that candidates can understand these contents clearly, and then start talking about salary.

For example, you can elaborate on "working hours", "rest time", "development platform", "future planning" and "colleague relationship", which are the highlights of welfare.

3. "Press" the salary to a reasonable range.

If the candidate's expected salary is 7k, say 4k. At this time, candidates must be very helpless. "This HR is really calculating", and then smiled and shook his head.

Therefore, how to "press" HR to a reasonable and suitable range can be started from three aspects: (1) weakening the importance of the candidate's position to the company, (2) emphasizing the competition of the candidate for the position, and (3) showing the other party the advantages that other enterprises do not have.