Eighteen secret weapons for HR interview

How to get the accurate information of candidates in the shortest time, so as to improve the interview efficiency and reduce the risk of employing people, is a realistic challenge faced by HR. The author summarizes 18 basic experiences from more than ten years of interview and reading experience for HR colleagues' reference.

1. phase is born from the heart and judged by intuition.

"Each other is born from the heart" is not nonsense. As a sense of common sense, there is an ancient saying in China called "a man who knows everything". For example, "awesome" people have a strong sense of dignity and generally have determination and action: "stout" people are calm and broad-minded; "Clear-headed" people are handsome and generous, generally cheerful and quick-thinking.

At the same time, the author looks at the adaptability of post and personality traits from another angle. In practice, it is found that there are many similarities in the personality traits of the same professional population as a whole. When I worked in a commercial real estate company, I once defined the personality characteristics of receptionist, salesperson, personnel manager and financial cashier as: receptionist-"pleasing to the eye, unattractive"; Sales staff-"copper head, iron mouth, scud"; Personnel manager-"external circle inside, both rigid and flexible"; Financial cashier-"security and timidity" ... these are all part of the * * * characteristics of professional people, which are formed by the needs of practical work for a long time in the same kind of professional people. They are representative and can feel the initial positioning through interviews. Of course, this needs to be judged after seeing countless people and accumulating rich experience in recognizing people, and it is only a preliminary judgment. Employment must be combined with other evaluation tools.

2. Prove yourself by hook or by crook in the war

Whether all kinds of certificates are true or not, and whether the work experience is true or not, it is not necessary to carry out online inquiry, investigation and evidence collection, because the investigation is difficult and sometimes time-consuming and laborious. If you are not sure, you can try to test each other by making up the names of the leaders or colleagues of the other party's graduation school and former work unit or other virtual scenes to see their reactions. If the other party is the only one in Nuo Nuo, it must be derailed; If the other party immediately corrects the mistake and clearly tells the correct answer, the situation is true.

3. Cut to the chase and get to the core

In order to save the interview time, minimize the greetings, go directly to the interview topic and get to the point. Combining the job content, core quality requirements and the contents of the candidate's resume, we can directly conduct a substantive interview, which can observe the candidate's reaction ability and professional depth in the shortest time.

4. Avoid reality and be empty.

Some doubts found in the resume, or loopholes in the other party's answering questions in the interview, should attract the interviewer's attention. These questions should be asked clearly and verified in time to understand the truth and avoid blind spots in the interview.

5. Follow the leader, step by step.

When we ask some questions, the other party may give back a lot of information when answering them. We should grasp the starting point at any time and logically obtain information that is of reference value to the interview. For example, we interview a personnel manager. When we ask a question about salary management, if the other person answers with information such as performance appraisal, position value and market research, we can ask questions about performance management and position evaluation after the other person answers this question. Speaking of performance management, if the other party involves information about corporate culture or execution, we will talk about the topic of corporate culture or execution ... With the deepening of the problem, we will know more and more about the other party's knowledge, experience, values and other effective information.

6. Case discussion, the beholder is clear.

When recruiting, the author sometimes uses case discussion to let several candidates discuss a topic together. As an interviewer, I just observe quietly and give appropriate guidance when necessary. At this time, we should not only look at the performance of the speaker, but also observe the reactions of other candidates. If the bystander listens attentively or thinks seriously, or even records or nods and smiles, it shows that he has a sense of teamwork and is paying attention to and sharing the feelings of others. This is of course our basic requirement for talents. On the contrary, if others talk, some people are careless and even show disdain, which shows that they don't respect others and the EQ index needs to be improved. He will be our first goal in passing the ball.

7. Dragon and horse have their own unique skills.

This is a situation where several candidates have similar basic conditions and are evenly matched, which makes it difficult for the interviewer to make a choice in a short time. That is to say, let several candidates ask each other questions (of course, the questions asked should be related to the work of the applied position). The rule is that the questioner should also explain his views on the question after the other party answers. In this way, we can see who plays freely and skillfully in the whole process, so as to judge who is the more suitable candidate.

8. Real knife and real gun, proof of strength

When recruiting some post personnel with strong professional skills, you can first enter the practical examination and then conduct comprehensive evaluation. For example, graphic designers can operate directly on the computer and design works on the spot as needed; Recruit drivers, set up obstacles directly in the parking lot, and test driving skills on the spot; To recruit an editor, first write an article directly on the spot as required to see how your literary talent and creative thinking are.

9. Wheel tactics, comprehensive evaluation

When recruiting some post personnel who need to cooperate with relevant departments frequently, it is necessary for the heads of relevant departments to interview and inspect from different angles in turn, which is equivalent to wheel war. This will comprehensively grasp whether this person can adapt to the company culture from multiple angles. When everyone agrees with him, he will enter the work role faster and better after admission, and cooperate happily with everyone.

10. Avalanche, pressure capping

When we recruit people with strong psychological endurance in business, public relations, management and other positions, we can adopt multiple interviewers to focus on interviews and take turns asking questions, resulting in an overwhelming situation and testing their psychological quality. People with poor pressure resistance can't stand the test and will soon be defeated.

1 1. Role simulation is getting better and better.

When recruiting business people, you can simulate a normal work situation after the initial interview and the second interview, so that they can directly play the role of business people in the company and sell products to the interviewer. During the test, examiners should also enter the state of daily business communication, deliberately design some tricky questions, and observe their reaction ability, communication ability, sales promotion skills and psychological quality.

12. Review history and return to nature.

Close to the behavioral interview method, we can learn about past performance, performance, sincerity and other information through the candidates' memories of past behaviors in specific situations. It should be noted that we should not only listen carefully and observe their expressions and body language, but also look for key points as a breakthrough to ask questions to judge the authenticity of the information. For example, a person who applied for the examination supervisor recalled the scene when the last unit made the examination plan, saying that he planned and made the plan alone, but when the examiner asked about the basis and purpose of the plan, he was tongue-tied. Obviously, he is not the planner of the plan, but only the executor or at most the participant.

13. Repeated questions and cleverly set up a maze

For some key questions, in order to verify whether the candidates' answers are sincere, you can ask other questions after the other party has answered. When the other person is caught in the "whirlpool" of questions, 120 minutes later, ask the key questions or similar questions just now. This way, you can check whether the result of the other party's answer is consistent with the answer just now.

14. Behavior details, investigate personality

The change of a person's expression, detailed movements and even the direction of standing posture are all information symbols of its deep-seated characteristics. Once when I was recruiting business people, I invited the candidates to dinner on behalf of the company at noon, and informed the canteen in advance to prepare three sealed seasoning vials containing soy sauce, vinegar and Chili oil, respectively, without any suggestive signs on the bottles. I told them that some dishes would taste better with condiments. At this time, someone poured a little seasoning without even looking, and then found that it was Chili oil-not the vinegar he wanted; Some people are more cautious, open the bottle cap separately, observe it carefully, and even smell it with their noses before choosing ... so I judge: the former is a bit careless, but adventurous and dare to challenge; Although the latter is cautious, it is too cautious and lacks the spirit of challenge. At that time, the specific stage of the company's development required that the basic personality traits of business personnel were "informal, but must have a challenging spirit." Obviously, the former meets the requirements of the company in terms of personality.

15. Play hard to get and show your mind.

When recruiting certain positions, the employees who need this position should be open-minded and have strong ability to resist setbacks. At the end of the interview, you can deliberately imply or directly indicate that the other party does not meet the company requirements. When receiving this signal, the candidates performed differently: some were surprised, some were gloomy, some were unhappy, and some even left without saying goodbye ... Of course, what we want most is to remain a gentleman, remain humble, face it calmly, and be present. Because there are specific reasons for hiring or not, not being accepted does not mean that the applicant is not excellent. Even if it is impossible to cooperate, it at least provides the applicant with an opportunity to understand the enterprise and themselves.

16. Correct mistakes in writing and confuse authenticity.

Candidates are often more comfortable in answering positive questions, but if they correct mistakes in the opposite direction, their actual experience and skill level can better reflect their true state. For example, you can design a document full of mistakes and make obvious mistakes in format, sentence, punctuation and seal position. Recruit personnel managers, design a flawed assessment scheme or salary scheme according to the enterprise background, and let them diagnose and correct the scheme ... Some people talk big when discussing theories, but they can't start when correcting them, and even make more and more mistakes. In this case, the actual ability is not flattering.

17. Comment on Old Master Q and see through his character.

In the interview process, when it comes to the applicant's views on the past units, some information about the applicant's basic moral character can be obtained. Some people make a mess of their original employers; Some people objectively evaluate the original company without personal feelings, while keeping the business secrets of the original company ... In fact, everyone should be grateful, regardless of the past unit, at least pay themselves labor remuneration and provide themselves with a chance to practice; At the same time, there are no problem enterprises. If you leave our company in the future, will you "betray" the enterprise? After all, everyone has a heart of Cao Cao. In the eyes of employers, observing basic professional standards is a direct manifestation of personality.

18. Good things happen and show sincerity.

Recruiting middle-and high-level personnel or other special positions requires testing their recognition of the company, and it is best not to decide whether to hire at one time. You can invite the other party to the company for discussion many times (or arrange it in your spare time), on the one hand, you can enhance the other party's understanding of the company, on the other hand, you can also see its sincerity in cooperation. If the other party never comes to the company for an interview after two times, the enterprise should give up decisively, because proper giving up is also a kind of beauty. Imagine: if the other party does not really agree with the company's values and has no sincerity to cooperate with the company, then even if it accepts, it will not stay in the company for a long time, and the company may have to face a new choice.