How to prepare for an interview with a recruiter? Specifically?

I. Screening resumes (actively searching resumes)

Before entering the interview, the recruiter's task is to get a suitable resume. The various recruitment channels introduced above are helpful for recruiters to get resumes. The key to selecting resumes is matching degree. When the business is not skilled, you can compare the recruitment requirements of each position; When you are proficient in business, the recruitment requirements will naturally be memorized.

Generally speaking, when reading your resume, you should choose the way of quick browsing. First look at what the major is and whether it matches; Look at work experience, what you have done and whether it matches. When there are many resumes, the standards should be strict; When there are few resumes, the standards can be relaxed.

Resume may be watery, so we should pay attention to circle the doubts as questions for telephone interview. If you cover up the work interruption, enlarge the post and responsibility, beautify the reasons for leaving, delete or hide the work experience, it may appear. Experienced recruiters have a certain sensitivity, and when they see doubts, they will have intuition.

(A) Online recruitment: the necessity of actively searching resumes

The relationship between recruiters and job seekers is very delicate. The company publishes recruitment information on the talent network, job seekers submit resumes, and recruiters check and screen. This situation will make recruiters have an illusion that job seekers want something from themselves.

Some companies are sometimes reluctant to spend money, and the recruitment advertisements placed on talent websites are inconspicuous, resulting in a small number of resumes. What should I do at this time? Waiting is not desirable, and recruiters can choose another way, that is, actively search resumes. At this time, the relationship between recruiters and job seekers becomes: I beg you.

So some recruiters or supervisors don't like this. His reason may be that it takes a lot of words to actively search for resumes, and some job seekers drag their feet (because you came to me on your own initiative). This is similar to a headhunter calling or emailing a candidate, and the candidate immediately feels that his position has climbed. But the headhunter is an intermediary, HR represents the company, and the relationship with the job seeker is Party A and Party B. ..

Here, I especially point out this mentality and hope that the recruiter can overcome and adjust it. In fact, whether you like it or not, the hiring manager and the human resources manager will ask you to do so. Because they also need to bear the pressure of the employing department and the company. Therefore, actively searching resumes is a skill that recruiters must master.

(B) positive resume search skills and psychological expectations

The key to actively searching resumes lies in the input of keywords. Including position, major, education, salary expectation, work place, latest resume update, etc. If there are fewer conditions, more resumes will be screened; The more conditions are set, the less resumes are screened. You can try to feel it more. For example, set the keyword "Resume update in the last week, automation major, undergraduate, automatic control engineer, Hangzhou, 3000-4000 yuan/month" to see how many resumes there are.

If the selected resume requires a high salary, but the company can lower the requirements for academic qualifications, you can set "undergraduate" as "specialist", and other conditions remain unchanged. Let's see how many resumes there are. If there are not many suitable resumes in the last week, choose to update them within one month or even two months to see how many resumes there are.

Resume selection can't be completed during working hours sometimes, because there are many chores during the day and they are often interrupted. In order to complete the work, recruiters have to work overtime in their spare time, such as at night or on weekends. This search process will bring excitement, such as finding a lot of resumes, downloading them and submitting them to the direct supervisor by phone or email; It will also bring a sense of depression. After a long time, all the conditions have been set, and there are few suitable resumes that cannot be submitted to the direct supervisor. In other words, although there are many resumes, many people are in their posts and have almost no intention of leaving. The company has little influence and low salary, so people ignore you. For these, recruiters should have psychological expectations.

Second, the necessity of adding a sentence to the interview application registration form

Applicants should first fill in the application registration form, as shown in Table 3.9 in the book.

Note: I guarantee that the above information is true, otherwise I will take responsibility voluntarily. Signature: Year Month Day

Because the labor law protects employees, enterprises need to provide evidence when dealing with the labor contract relationship with employees. In addition to the systems and processes such as the Employee Reward and Punishment Regulations, it is beneficial for enterprises to add the above sentence at the end of the application registration form.

Third, the choice of interview topics

Please refer to Table 3. 10 for interview dimensions and interview scores when organizing interviews.

The form mainly considers the following aspects: basic conditions, certificates, language expression ability, appearance and manners, and mental outlook. Then, determine a number of evaluation items and corresponding evaluation points and reference topics: responsiveness, work experience, adaptability of professional background to recruitment positions, recognition of corporate culture, comprehensive analysis ability and team spirit.

(1) Table 3. 10: Scoring reference

Whether the basic conditions meet the requirements, and whether the conditions such as age, education and major are basically consistent with the recruitment conditions.

Whether the relevant materials and certificates are true, and whether the originals and copies of various certificates are consistent.

Language expression ability is clear and fluent; The conversation is organized and logical, which can make others understand it accurately; Persuasive; Words are accurate, appropriate and measured.

Correct appearance, manners and mental outlook; Dress appropriately; Words and deeds conform to general etiquette; Have a positive mental outlook

(2) The following is a more detailed description of the standard.

1. Response, adaptability and understanding. Selection of interview questions

Evaluation items: responsiveness, adaptability and understanding. Evaluation point: alertness of the mind; Ability to deal with emergencies; Can you answer the questions raised by the examiner quickly and accurately? Reference topic:

(1) Suppose your department consists of six departments, and you are a clerk in a certain department. In your department, except for the section chief, everyone agrees that your professional ability is the strongest. One day, the department manager gave you a meeting notice that you just received and asked you to attend a meeting. Please talk about what you will do from receiving the notice to attending the meeting.

(2) What if you are elected, but your post level is relatively low, and your supervisor's education, qualifications and ability are not as good as yours?

(3) Please talk about the difference between getting along with leaders and colleagues.

(4) Have you ever disagreed with your boss? If there is, and you think you have a good reason, will you defend it? If not, why? Are you worried that he will "drag you down" in the future?

(5) The choice of enterprise managers can be made through external recruitment and internal promotion. What do you think are their advantages and disadvantages?

(6) How do you deal with customers' requirements other than work, such as financial travel and entertainment?

(7) The employees you manage handled the emergencies at work in time, but they violated the rules and regulations. What will you do after that?

Can you make a summary of our interview or make a suggestion? What do you think and suggest to some of our interviewers?

(9) What is the attitude of the leader of the former unit towards your resignation? Can it keep you?

(10) Please rate yourself in three words (consider for half a minute).

4. Where does the pressure of recruiting specialists come from?

The above just introduces the workflow of recruiters. However, the recruitment of enterprises sometimes needs results. Companies often set indicators such as monthly recruitment plan achievement rate and weekly recruitment progress, which makes recruiters feel pressure. For example, leaders sometimes ask about recruiting 30 people this month. How much have you finished? The pressure of recruiting specialists mainly comes from the following aspects.

(1) In some companies, the position of human resources department is very low, and the employing department is very procrastinating. At the beginning of the year, the company did not have a clear recruitment plan, so it was urgent to recruit people temporarily. In short, HR is required to recruit people as soon as possible. You go to communicate with him about the recruitment needs, and he can't explain clearly or ignore you at all.

(2) The low management level of managers and supervisors in the employing department led to the resignation of employees, so HR was required to recruit repeatedly, which increased the recruitment workload.

(3) The company has low salary, poor welfare, long working hours, poor corporate culture, people entering and leaving, and HR recruitment is difficult.

(4) Job seekers are difficult to deal with, and the interview fell through. Often vomit HR, screen dozens of resumes, and call for interviews. Only a few turned up.

So many recruiters are busy and exhausted every day. After a long time, they are tired of their jobs and want to change jobs. Some people will think: Maybe other modules will be easier. In fact, other modules are also under pressure, and any work is under pressure. Recruiters should have psychological expectations for this. In the face of recruitment difficulties, you should overcome and find ways, but don't be too hard on yourself. In some cases, a small recruiter can't control you. There are too many factors that affect the recruitment results. You can only improve your recruitment skills and do your best under the existing resources.