How to make the interviewer show his true colors

I suggest the following six points, which I believe will be helpful to HR. First, carefully analyze whether the resume provided by the applicant is concise, please observe 1, whether his resume schedule can be docked from birth to today, and ask more questions about places that cannot be docked. These places are often each other's weaknesses, and what is serious is lying; 2. By asking questions, check the key details (important) and irrelevant points (unimportant) of the main performance described in the other person's resume. If the applicant's description is vivid, then the resume is true. If the text flashes, the text is vague, or even covers the head, the resume is fictional; In the resume, we should especially ask him about his failure or disappointment. The purpose is not to stimulate him to reduce his employment salary, but to observe whether he has summed up his experience and lessons, made progress, and especially whether he has an honest self-awareness and a pragmatic attitude. Second, pay attention to the other person's body language and oral language performance 1, pay attention to the other person's eyes when speaking, eyes are uncertain, mostly lies or lack of confidence; 2. Pay attention to the details of their dress, such as hairstyle, neat leather shoes, appearance of office bag, nails, etc. This can confirm the authenticity of their self-introduction; If the hair is obviously just arranged, but there is dust on the shoes, it means that this comrade only arranged it himself for the interview; 3. Observe whether the facial expression when he speaks is completely consistent with what he says, which is true, otherwise he is just saying lines; 4. Observe their intonation, intonation and speaking speed. Any speech speed that you sound too fast or too slow is a question that the other party is nervous or needs to think on the spot to answer; 5. Pay attention to its language style. If the language style is consistent throughout the process, this person is mostly true self-expression. If there is a big difference between before and after, it shows that this person is good at camouflage and not honest enough. 6. Pay attention to the repeated use of modal particles. People who deliberately express themselves often unconsciously come up with several original mantras, including swearing, or "I tell you" and "you are wrong." These details can also help you understand this person's ability and personality characteristics. Third, unexpectedly ask some professional questions or non-professional but related questions that he could not have prepared before, and observe their reactions on the spot. 1993 was recruited by China resources upon graduation: what do you think of the ownership of state-owned enterprises? This was a sensitive academic issue at that time, and the other seven or eight students talked about it irrelevant. I am more outstanding because I am more thoughtful. Four, according to the need to set up different recruitment atmosphere, this is my personal unique experience, the scene atmosphere is actually very important, many people do not pay attention to it. According to different job requirements, the corresponding recruitment atmosphere can be set for candidates. For example, if you want to recruit a salesman, you can set up a high-pressure environment for him. For example, five people face him across the table, and use wheel tactics to conduct high-intensity and even aggressive interviews with him to see if he has the courage, determination and wisdom to fight with you. If so, he is a good salesman. Because courage and desire to overcome difficulties are the key characteristics of an excellent business person. Personally, I prefer to create a relaxed and pleasant interview atmosphere for candidates. The method is simple: when choosing a seat, please ask him to sit on the other side of my right angle instead of face to face, then pour him tea and say some light digressions, such as asking if it is convenient to come over. , and then slowly penetrate into the topic. The purpose is to let the other person relax completely, because people are the truest when they relax, and often regard you as a friend and unconsciously forget that they are fighting for it. As a result, you politely sent him away, and you got a more correct and comprehensive understanding of him. For recruiters, the key is to learn inductive dialogue skills. What happened? It is to have a plan first, to control the overall situation silently and invisibly, to guide others to tell their true thoughts and situations, to speak less and accurately, to have a friendly and gentle tone, and to let others speak as much as possible, instead of teaching others there by themselves. I have met many people, some of whom are experts in the company, but there are still many problems when recruiting or visiting others. The typical ones are: 1. Before the applicant finished a situation, he began to interrupt and interrupt the other party's statement; 2. As soon as the applicant finished a situation, he began to comment in a large space, and the other party had to listen, resulting in little information that could be obtained from the applicant; 3. Being controlled by the other party, the other party chattered endlessly and forgot that he was interviewing others. 4. Others, etc., etc. Finally, there is a key point in a successful recruitment, that is, please tell the other person the real situation of your company, especially what difficulties he will face and what help he will get when he comes in. In other words, you should also report your family situation so that the other party can have a basic and accurate judgment.