Enterprise Recruitment Planning and HR Interview Skills

The recruiter of an enterprise will first have a principle or standard for selecting people; The second involves specific job analysis: after a big selection standard or principle is determined, what we need to do for each job is job description, because job description needs to solve four main points: job responsibility, job qualification, job value and hierarchical relationship. With this job description, no matter who is recruited, the selected personnel will basically be the same. There is a standardization problem here.

I. Personnel recruitment planning:

1. number of people: required number of people. The implementation of business strategic plan must be supported by human resources. So this is a key point, as well as the internal position promotion plan, which will also supplement some people and staff turnover (resignation, dismissal, etc. ) factors, resulting in a lack of personnel. In short, personnel recruitment planning must be considered in combination with all aspects.

2. Functional standards.

3. Budget: the budget required by the recruiter, that is, cost control.

4. Advantage appeal: refers to various recruitment channels and platforms. Here is a marketing recruitment concept, that is, recruiters should have the concept of "marketing". In order to achieve this goal, you can use any method, that is, "by hook or by crook". Of course, it is more of a professional vision.

Recruitment information should follow four principles:

1. Note: Attention (Will it attract the attention of others and attract attention? )

2. interest: interest (will you be interested if you pay attention? )

3. Desire: Desire (will there be a desire to join after interest? )

4. Action: Action (Will specific actions be taken? )

Second, the interview skills:

The general principle is: "By considering this person's past behavior, we can infer or predict his future behavior results".

First of all, among the required functions, select the required or key function design questions, ask the other party to answer by asking questions, and consider their behavior to judge whether the other party is suitable for the post. These problems can include three aspects:

1. What can he do?

2. What is he willing to do?

3. What did he do?

In general, it is required to put the key questions at the beginning of the interview, not at the back, because it will not waste time. Once the first three questions are not answered correctly, he can basically be eliminated. Moreover, you should ask the same questions to the people who apply for the same position, otherwise you won't be able to judge who is good and who is bad.

Secondly, the questions must be open, not closed.

Closed questions can be answered with "yes" or "no", while open answers can never be handled so simply. Therefore, in order to get more information, we must design open-ended questions.

Open-ended questions can be divided into three types:

1. Theoretical problems

2. Guiding questions

3. Behavior problems

The first two answers are empty. Respondents will do what they like, and you can't judge their behavior. Therefore, such questions should be asked as little as possible.

In addition, there should be a standard for answering questions, so that you can consider who is better or who meets your requirements.

Thirdly, in the interview, you can make good use of silence and ask the other party to repeat these two tools. In fact, the functions of these two tools are similar, and the purpose is to get the other party to tell more information (or you will find out whether there is any contradiction in the retelling), so that you can learn more information and make a judgment.

Finally, the review of resumes. At present, there are "three fakes" in society: fake diplomas, fake academic qualifications and fake resumes. Therefore, we should pay special attention to the following issues:

1. Reasons for leaving: You need to know the reasons in depth to prevent you from jumping ship again. You can ask: What makes you want to leave your job? How did you apply for resignation? What was the reason why you left? What do you think is the biggest difference between the position you want to apply for and your previous position?

2. Pay attention to the continuity of working hours: there can be no vacancies and interruptions, otherwise it is likely to be fraud.

3. Pay attention to the units and positions he has applied for, and check other units if possible. Of course, this is not realistic at present, but it is the focus that we should pay attention to in the future.