Structured interview of human resources: professional ability question and answer

Lead: What questions will the interviewer know about your professional ability in the structured interview question and answer of the human resources examination? I believe you will gain something by sorting out the following interview questions. For more details, please pay attention to the new graduate examination network.

This is a series of questions: Can you tell me about the last time? Really?

A work mistake/correct decision

Hire/fire employees

Fail to finish the work on time

I found a new way to solve the problem in my work.

Aim too high/too low

Seize the huge business opportunities

Saved the company a lot of money/expenses, far exceeding the budget.

In fact, these questions are very similar to the previous ones. Can you talk about yourself? Open questions like this. Such questions can encourage candidates to express themselves, but this time the questions should be a little more focused. This question can provide reference for our next question. For example,? It seems that you have understood that the lack of cooperation between departments will inevitably lead to expenses far exceeding the budget, and as a leader, you will inevitably bear the main responsibility. But what did you do later to improve the system, strengthen cooperation and avoid similar incidents from happening again? In fact, this kind of incident really never happened again? If you are really interested in this person, of course, you can continue to care about the specific implementation details of his later works. However, after all, we are in an interview, and there is reason to ask the other party to get to the point, instead of talking about an irrelevant topic in a muddle. Some people always answer questions in general terms. His answer to any question and anyone sounds good. But here, we do not welcome such an answer. Detailed questions mean detailed answers, and general words can only show that the other party has no specific examples to come up with. Can you remind each other appropriately? Give some work-related examples? In order not to let him talk about anything beyond eight hours. At the same time, we should pay attention to whether the other party is exaggerating themselves. For example, the success of a company project, of course, has his credit in it. However, putting too much emphasis on oneself and belittling others, and suppressing the role of colleagues and bosses in it, shows that the applicant's personality is not perfect. Don't be fooled by the candidates? Workaholic? 、? Take the initiative? 、? Energetic? I am very confused about my adjectives, but I should pay attention to finding the answer from the examples given by the other party. Needless to say, don't blindly believe someone just because they used to be their star or president. Whether he is hired or not depends entirely on whether he can play the same role in our company. We don't lack presidents, we lack down-to-earth workers.

Similarly, there are a series of problems:

? When you are because? What do you do when you are unhappy?

Face a difficult problem.

Your subordinates/superiors

The progress of this project is too slow.

I am exhausted.

In short, after you know the candidate, you can use the above series of questions to deepen your understanding of his details. Of course, these questions still seem to be general and repetitive, so let's take a look at the following questions.

? What do you think you need to learn most now to get promoted faster?

This question, of course, depends on whether the other party is willing to make great efforts to learn some knowledge related to the position we are currently recruiting. If you meet a smart candidate, he will not hesitate to tell you: In order to better work in the sales department of your company, I think I need to add some knowledge about marketing. ? What can we say if you get an answer similar to "I think my grip in front of the net needs to be improved"? The door is over there. Good luck! ?

? In what ways does your boss often resent you?

You may ask each other variations of this question more than once, such as the last one? What do you think is your greatest weakness? What do you think is your biggest failure? Wait, I also suggest that the interviewer do this. Because, comparing these answers with his resume, we can see whether the other party has told us the truth. Some people can't justify their answers several times, which seems to be not very good. As for the basic intention of this issue, we have discussed it before, so I won't go into details here.

? Did you create some new working ideas in your previous work?

This is actually a very good opportunity for candidates to demonstrate their innovative ability. And this problem is not only qualified for positions such as department managers. We hope that ordinary staff can find new methods and new ideas in their own work. In fact, anyone can have some small inventions and innovations as long as they have this will. If the other party's innovation did bring profits to the company at that time, so much the better, which shows that the applicant's market vision is also very keen. Similarly, we can also ask each other. In what ways do you think your previous company will improve and get more profits? ? What if he told you? I think we should expand the production line at that time, at least twice the original production capacity, and occupy the market with the advantage of economies of scale. But at that time, our funds were really limited, so we lost this great opportunity. ? This shows that he is an excellent market observer, and his keen market vision should help our company seize some big business opportunities.

? Have you ever been in charge of the company's budget? Do you think you are suitable for this job?

In fact, it is not only people who have worked as department managers who have had experience in budgeting. No matter what position you are in, the idea of budget is a must. We look forward to the following answer:? Actually, I didn't make any budget either. Because of this, I once attended a computer class to learn how to use Excel spreadsheet software better. ? Such a candidate gives us a good impression. It's best to remind him and give some concrete examples to illustrate the problem.

? Have you ever fired your employees?

In fact, for whatever reason, firing someone always sounds uncomfortable. Therefore, the general candidates will try to avoid answering this question directly. The interviewer wants to know the other person's working methods and attitudes. For example, the following answer:? Of course, I once fired an employee who often failed to finish his work on time. In fact, before I made a decision, I (WeChat official account: HRM 1688) talked to him several times in a month, but I found that after the conversation, he did not make any efforts to improve work efficiency. I have no choice. As a department manager, I very much hope that every employee of mine can forget their work. But in fact, not everyone is as I imagined, and the decision to dismiss is a last resort. ?

Maybe someone really has no experience of firing people, and he will tell you:

? Personally, I really haven't fired anyone, because in my company, department managers can't make their own decisions, whether hiring or firing. Even so, I know what I should do to be more conducive to the development of the whole department and create an equal atmosphere within the department. ?

Can these two answers be faced squarely? Fired? This is an unpleasant decision, and it can be seen that their approach is calm, which also reflects the applicant's personality from one side. If the latter manager, regardless of the company's system, insists on dismissing employees he thinks are inappropriate, his impulse deserves our doubt whether he is suitable for the position of department manager.

? Have you ever hired anyone? Why did you choose them? The following are the expected answers:

? Yes, I have the final decision on the employment of most employees. I also constantly observe which employees of the company are more suitable for the work of our department in my daily work. In my opinion, a person who can be an excellent employee may not have all the qualities required for this position in the interview. As long as they are enthusiastic, they will study well in their future work. Therefore, attitude is the most important. ?

This answer not only shows his attitude towards employing people, but also implies something to us to some extent. Oh, he should be talking about himself!

? So far, I have no real recruitment experience. But I will be there every time my department recruits employees, so the interviewer will know what I think of the candidates after the interview. At this time, I will seriously consider whether the other party has the quality of good teamwork, because I think this is the most important quality of a person. ? Although he didn't avoid the fact, he also told me his talent values. In short, from these answers, we need to know more about other information that the other party wants to express to us. Can you hear me? Moral? The interviewer is a qualified interviewer.

During your interview (follow WeChat official account: HRM 1688 for more information), you will inevitably meet some senior talents, such as you as an interviewer, but you have to decide which candidate is more suitable to be your future president. Is this awkward? Here are some interview questions specially provided for these CEOs.

? What kind of corporate culture do you want to create in the company?

? In your impression, how many employees have you fired?

? What is the most ambitious goal you have set for yourself?

? How do you look forward to the development prospect of our industry?

The purpose of these questions is to understand the ability of senior candidates to manage their ideas. Is he capable of managing a company like ours? Can he bring more advanced ideas to the company? Can he set a unified and feasible development goal for the company? Can he still work well under the current huge market pressure?

? How do you treat those employees who give you a headache?

Could this be a distinguishable one? Really or not, the Monkey King? problem In the world now? Manager? It's really dazzling The other party is one? Worthy of the name? Manager, or one? Not worthy of the name? A liar? Listen carefully to his answer. Is it real management experience or illusory dogma? You can tell at a glance.

? See that picture on the wall? Can you try to sell it to me?

This is a classic question I know. First, many candidates were surprised, and then they became nervous and complained why they were not prepared for this question. This is what was mentioned earlier? Stress test? . The ability to work under high pressure is particularly important for a senior manager. Many times, they really need to make decisions on the spot in public, and there is no room for more thinking. Secondly (this is for candidates applying for sales-related positions), the manager of a sales department should have the minimum sales knowledge, otherwise his management may go astray. What we have to do is to listen carefully to how the other person convinces himself and see if he really has the most basic sales experience.