Introduction to classic questions and interview techniques in HR interviews

For HR personnel, the issues and principle knowledge that should be paid attention to in recruitment are described in very detail in human resources textbooks, and they are generally easy to master. The biggest headache for HR managers is how to apply these recruitment principles and principles to specific recruitment interviews, so as to make the recruitment interviews rich and colorful instead of mechanical application of principles.

Seven classic questions in recruitment:

1. What were your responsibilities in your previous job? ―If the description is unclear, it can be seen that even if there is relevant work experience, its systematic and comprehensiveness is questionable.

2. Please tell us about your past work experience. ——Evaluate the applicant's language organization and expression ability, as well as the organization of description.

3. What is the most proud and successful thing in your past work experience? What are your strengths? ——From the candidate's answer, you can understand whether he focuses on personal success or teamwork.

4. What aspects of knowledge, skills or abilities do you feel need to be improved? ——The word "promote" is relatively euphemistic. On the one hand, it checks whether the attitude is frank, and on the other hand, it also enhances the pertinence of future employee training.

5. What are your ideas for new jobs? How to do the work? ——This involves employees’ career design and more importantly, the stability of their jobs.

6. What was the reason for your resignation? ——This is a question that must be asked, involving the integration of employees and organizations.

7. What are your requirements for salary and benefits? ——It goes without saying how important this issue is.

In addition, proper mastery and specific application of some effective techniques can help activate the recruitment atmosphere and may achieve various effects. Here are some specific interview tips. Show the company's strength and image. Show the company's strength and image. Show the company's strength and image. Show the company's strength and image.

Interview Skills

Tip 1: During the process of recruiting marketing personnel, the examiner listed more than 20 (or even more) marketing programs and asked the candidates to analyze and explain their advantages. inferior. This question not only achieves the purpose of assessing the applicant's analytical ability, but also demonstrates the examiner's strength to the applicant. This will make the recruiter feel that the company's talent level is very high and the company must have a bright future.

Tip 2: When the interview reaches a certain point, ask the applicant: The company did something in a certain year (relatively brilliant performance results, etc.), how would you comment on it. It can both test candidates and showcase company performance. Let the candidates tell the truth. Let the candidates tell the truth. Let the candidates tell the truth. Let the candidates tell the truth.

Tip 3: Ask the applicant to describe what he did the afternoon before yesterday. This issue is not covered in general application guide books and periodicals, and applicants are not fully prepared for it. This will more truly reflect the applicant's expression ability, text organization ability, clarity of thinking, etc.

Tip 4: Chat with candidates about things that have nothing to do with recruitment. In a chat that conflicts with one's own interests and disadvantages, applicants are more likely to tell the truth, from which the examiner can judge the applicant's quality and ability. Review the applicant's academic qualifications Review the applicant's academic qualifications Review the applicant's academic qualifications. When reviewing the applicant's academic qualifications, he said that the class taught by a certain teacher (who does not exist) in your school was very interesting, and he still remembers it to this day. If the applicant agrees, it will be obvious.

Tip 5: The examiner’s seat is high and backlit. Applicants sit against the light and must look up to answer questions. This kind of environment and atmosphere puts an invisible pressure on applicants; by observing the facial expressions of applicants, we can more accurately judge the applicant's ability to resist frustration.

Tip 6: During the interview process, claiming that the candidate’s evaluation form is lost will certainly be detrimental to his or her hiring. If the applicant copes with it calmly, the ability to withstand frustration is strong; if the applicant is panicked and nervous, the ability to withstand frustration is poor.

Tip 7: Ask the applicant to list 3 things that he thinks failed. If the applicant talks about trivial things, such as falling out of love, failing an exam, etc., it means that the applicant has no experience. No matter how many setbacks you have experienced, you may have certain problems when you encounter real difficulties or setbacks. Tip 8: Point out an object at the job application site (such as a tea cup) at will, and ask the applicant to try his best within a certain period of time (such as two minutes). Tell more about its other uses, and after the applicant has finished his presentation, name a few more uses. This technique kills three birds with one stone: it can test the applicant's innovative ability; it can also demonstrate the examiner's innovative ability.

Tip 9: Let the candidate design a plan on the spot. The candidate's way of thinking can be seen from the plan, thereby judging his or her innovative ability.

If you are recruiting department managers or senior managers of the company, leadership skills are very important.

Tip 10: Scenario simulation method, set some leadership problems and see the candidates’ reactions and handling methods.

Tip 11: Discussion without a moderator. Gather the candidates (generally 5-7 people) in a meeting to determine the theme. There is no moderator and everyone can speak and discuss freely. After a period of time, the leaders will naturally emerge.