How do human resources respond to candidates' sharp questions

Are you ready for so many questions about job hunting? Next, do resume, submit resume and interview. Are these links fully prepared? Especially during the interview, hr often asks questions, so how to deal with it? The following is how I collected HR to deal with the sharp questions of candidates. Welcome to read, I hope you will like it.

Many applicants spit out HR "too powerful"!

The questions asked make the candidates sweat and have not spoken yet!

HR replied.

This is an interview,

You're not ready,

It's normal to be troubled!

but

I often stand by the river, where can I buy wet shoes?

Candidates' questions can also be sharp!

How should HR deal with the sharp rhetorical question of the applicant?

dismiss with a laugh

Look around, him?

Throw a question right away?

You have to ask for instructions to answer?

Novice HR is much more likely to be asked, because I never thought I would be "difficult".

Did the applicant ask you? What kind of questions did ta ask? How did you get it?

The following are some situations I imagine for novices and their solutions. Welcome to correct me.

The first one: What can the company give the applicant?

I believe many HR have asked the applicant: Why should we hire you? What can you bring to the company? Why do you want to come to our company?

HR can answer according to the situation:

First, the candidate is arrogant. You can give him an analysis of the job requirements and the company's planning, and cut into the work and ability that the candidate needs to complete in the planning.

Second, if HR kills himself but doesn't want to lose face, first of all, he should sincerely explain to the other party that he doesn't doubt his ability. In other words, he just wants to know how the other party intends to carry out his work if he enters this position. Please describe it.

In short, take a detour and don't face the bar directly.

In fact, HR must do his homework before asking this question. If the applicant submits his resume voluntarily, you can also explain why you ask this question, so as to understand the other person's motivation for job hunting. If you search your resume and invite me for an interview, it will be considered as finding fault. The other person will ask you every minute, so why did you invite me for an interview?

The second type: ask professional questions about the recruitment position.

Some HR will ask candidates professional questions that belong to the recruitment position (this is a question that many candidates don't like because they think you don't understand and waste time). If the candidate answers seriously and HR says that his answer is problematic, then the candidate may ask you deeper questions. ...

What shall we do? My suggestion is: If you have a general understanding of professional issues, try not to find fault with your eggs. In short, don't be cool, be struck by lightning.

Of course, there is another situation where the candidate asks you some professional questions at the end, such as the candidate applying for a photovoltaic engineer and asking whether the inverter made by the company is sine wave or inverse sine wave. How big is the photovoltaic inverter? Is it a micro inverter or a small inverter?

Candidates will ask these questions to understand the company, not to make things difficult.

This will test HR's familiarity with the company's business. If you understand, you can of course answer generously. If you don't understand and don't want to be ashamed, HR can say: I think the answer from the employing department will be more professional, and you can communicate with them further in the future.

Attachment: It is suggested that novices record the professional problems of candidates and go back to the company's professionals to find out. The more questions you record, the deeper you know about the company, and you won't be embarrassed when you encounter such a situation in the future.

The third type: ask HR about his time in the company.

Many interview strategies give advice to job seekers when they mention "how to get extra points by asking the last question" and ask HR why he works in this company. Or how long has HR been in this company? This will not only befriend you, but also understand the situation of this company (if HR answers seriously).

If it is a suitable candidate, HR can give a serious answer and give some suggestions for working here; If you don't want to hire a candidate, then HR can just talk without answering directly.

Some applicants also derived another question from this question: Why did you leave your last company and join this company?

HR first think, why do candidates ask this question?

Some candidates have said that some HR really like to make things difficult for others and sometimes want to fight back. ...

So, if you encounter such a situation, how should HR respond?

If the applicant asks basic questions such as salary, operation, organizational structure, staffing, corporate culture, etc. And HR can't answer them, it's time to reflect.

HR is the facade and image of the company for candidates, which greatly affects their impression of the company. So, what will happen if HR is also tit-for-tat when encountering "aggressive" candidates?

In fact, both applicants and interviewers should be prepared to talk well, because our purpose is not to fool each other, but to find a satisfactory job/a matching person.

Therefore, the interview is difficult and there are few routines.