That's how smart HR screens candidates.

That's how smart HR screens candidates.

This is how smart HR screens candidates. HR plays an important role in the interview, and there are many skills for the selected talents. It is valuable to screen candidates. The following intelligent HR screens candidates in this way.

Smart HR always screens candidates 1 in this way.

At the end of a position, I was provided with two people, A and B, and I made an appointment with them respectively.

When I meet two people respectively, I first take out cigarettes and light them, and talk about their favorite brands of cigarettes. On this basis, I raised questions.

Such a purpose:

1, create a good atmosphere and lay a foundation for further exchanges;

2. Knowing each other's tastes, cigarettes represent tastes to some extent. For example, what does it mean for low-income families to smoke high-priced cigarettes, either to save face or to pressurize themselves.

If you don't smoke, what's a good interview guide? I add the following:

1. Talking about traffic: Did you come by subway or by car? What kind of car do you like to drive?

2. Talking about the weather: What preparations did you make in foggy days? What kind of climate do you like?

Talking about food: Do you want tea or coffee? What flavor do you like?

4. Talking about fashion: What do you think is the popular color this year? What style do you like?

Question 1: "Besides smoking, do you have any hobbies and interests to share with me?"

A: "I like walking and playing while climbing mountains and swimming, which can relax the pressure of work and properly strengthen my physique." I have been in Shenzhen for 2 years, and I have been to all the scenic spots in Shenzhen as long as I have time, including Dameisha, Wu Tongshan and Kwai Chung. Everywhere I go, I will look for a memorable item there and leave me a sign to revisit my old place in the future, haha. " ……

B: "I have many hobbies, haha! But cooking is my favorite. As long as it is a weekend or a short holiday, I like to invite my colleagues. After all, it is a kind of happiness to get together colleagues or friends when you are alone in Shenzhen. " ……

Analysis A, like traveling, like freedom, self-thinking, self-perception;

I like cooking, I like to make appointments with colleagues, and I think he likes to be lively and popular.

Question 2: "After talking about your hobbies and interests, I also share my hobbies: I like reading. Look at all the books on my desk. I like this book very much recently (pick it up, introduce it and share my experience). What books have you read recently? What books do you like to read? "

A: "I read books such as Self-management and Self-improvement. I am reading "Self-confidence: Being the Best Self" these days and want to improve my self-confidence. " ……

B: "I've always liked reading biographies of business leaders. Recently, I am reliving Welch's victory. " ……

People who are not used to reading will not answer the contents of the book.

A, like thinking, enhance self-confidence and change yourself;

B, reading biographies, trying to follow others' example and show their strong dedication to work.

Question 3: "Do you watch TV at night? What programs do you like to watch? "

A: "I am busy watching less work now, and basically I watch more technology channels." ……

B: "I like to watch the current news and hot issues of Phoenix TV Chinese Channel." ……

Analysis combined with the previous two questions, basically affirmed:

A, introverted and self-centered, love to think;

B, relatively outgoing and enterprising.

Question 4: "Since you have been a team leader for three years, let me ask you a question: Do you prefer to promote the post-80s generation with strong ability or the post-80s generation with high cooperation?"

A: "Young people must be angular, with clear love and hate, and strong ability is more important. I value their character and ability. In fact, when I worked in this company, almost all the members were replaced by young people. " ……

B: "Although this company in our industry seems to be high-tech and engaged in technology, it needs a high degree of cooperation and cooperation. To cooperate well, team members must be a little sensitive in interpersonal relationships and think and treat others with empathy. So when I match the team, I value the complementarity between them, and complementarity can add value. " ……

Analyze which boss will judge and select people according to his own values. My question divides ability from cooperation in order to confuse people.

A, like ability, think that he tends to do things directly and simply, and has a strong sense of competition;

B, pay more attention to interpersonal relationships and have a strong sense of cooperation.

Question 5: "Have you ever quarreled with your wife? Is there a similar situation: you and your wife are quarreling, and your mother-in-law calls you to arrange relatives of her interested leaders to work in your company, but their majors and abilities are far from the job requirements. How did you handle it? "

A: "There is no husband and wife who don't quarrel! I have been in a similar situation. But quarreling is quarreling, and we can't put incompetent people in inappropriate positions, which will harm ourselves and the company. In this way, I can only communicate with my mother-in-law, explain my difficulties, and try to recommend that person to other suitable companies. "

B: "My mother called to talk about things when I was quarreling with my wife. I have never encountered such a thing, but there is a similar situation: when I was blushing with others, a relative came and asked me to help arrange for his nephew to work in our company. I handled it this way: first, I controlled my emotions and couldn't let my relatives think that I was embarrassed at the beginning; Then, I will know his nephew's character and what he is good at. Because a good personality can cultivate ability and professionalism; If the character is not good, hahaha, try to recommend it to other companies. "

Q: "There is only one choice: yes orno.. What is your choice? "

A: "No." ……

B: "You're giving me a hard time! It's quite challenging. When there is only one choice, I will use it restrictively, hahaha. " ...

Analyzing the problem is a moral dilemma, so as to understand their attitude towards interpersonal relationships. At first, they communicated tactfully and didn't make a decision immediately. After asking,

A, choose no, once again confirmed his competitive mentality in interpersonal relationships;

B, the choice is to show a strong sense of cooperation.

Ab, all good people, are suitable for positions with different requirements for interpersonal relationships.

Jobs that do not require high interpersonal relationships, such as finance, quality, technology, etc.

Positions with high interpersonal requirements, such as sales, HR, project management, etc.

When asking questions, I first create a good atmosphere for them to relax, and then let me know their value orientation clearly through chatting.

After reading the above five questions:

1, the interview is not only a question, but also an active sharing by the interviewer, which will effectively activate the in-depth expression of talents;

2. Learn to submit resumes in the interview, and make a multi-dimensional comparative analysis of the candidates, and know the horses in horse racing;

3. Three key skills to identify value.

Through the case, we can see what the content of values is and how to identify it. Here are three key tips for identifying value:

About interpersonal relationship-how to get along with people

Good for people or bad for people? Egoistic or altruistic? Competition or cooperation? Equality or dignity?

1. In terms of equality and dignity: Obviously, you can judge from your company's academic requirements for a position at once: master's degree is preferred, or you must be a famous school, or you are from a famous enterprise?

2. Confrontation or cooperation: set more "difficulties" for the investigation.

3. Who benefits: set more "difficulties" for the investigation. There are many "dilemmas" at work.

Distinguish the design of values, two ways of thinking

1. Dilemma: The "either-or" question requires candidates to draw a conclusion first and clarify the value judgment standard of TA.

2. Open-ended question: "What do you think, how do you do it, and how?" Questions, ask candidates to state, find out the thinking mode and solution of TA.

On Interests and Principles —— How to Balance Disputes

Flexible or persistent? Sincerity or hypocrisy? Is the result important or the process important? In the entanglement of interests and principles, the core test is "sincerity"! In the recognition of honesty, there are three situations that need special attention:

First, some people sacrifice principles for the benefit.

Second, some people just like promises that they can't keep.

Third, some people are born dishonest, hypocritical and deceitful.

These interview experiences are all dry goods.

1. If the interviewer pops up the absolute words "no problem" and "100%", it is necessary to dig deeper.

2. Four skills of interview lore: relaxed environment+relaxed questions+tense environment+tense questions.

On the pursuit of goals-life and career.

Do you value fame or profit, or both? Which is more important, family or career? Enjoy life or forge ahead? When looking at life goals and career goals.

When screening job seekers' life pursuit, I adopt two methods. One is not to pull:

One: look at what the focus of TA is. For example, hobbies in life, idols, favorite books and songs, what current events are concerned about and what to do at ordinary times.

Two: Look at their behavior to verify whether they are on the road to pursuing their goals. For example: "What preparations have you made for this goal? What other abilities are needed? " "This goal is very long-term, so what is your plan for the last three years? What is the action plan? " "Congratulations on achieving this goal. Looking back now, what is your proudest achievement? Why? "

Here, the screening method of "watching advertisements to see curative effect" is adopted:

1, look at the advertisement: give candidates a chance to brag. 2, look at the curative effect: advertisements without curative effect are hooligans.

"Dilemma" Problem+Skills of Easy Interview Environment

1, interview question design: how to design an effective dilemma? This requires HR to be a conscientious person, to know more about the business, to discover the facts in life, and then refine them to form effective problems. In addition, when examining values, we must unconsciously let ta speak out. One is to ask a question to get what B needs; The second is to create an environment conducive to examining values, so that ta is completely relaxed and unprepared.

2, interview environment design: Under normal circumstances, many HR interviews are very short, it is difficult to establish an unguarded atmosphere; There is another kind of person. It may take several months or even longer for ta to open his heart, but some interviewers mistakenly think that ta has opened his heart.

Interview is not only an experience job, but also a technical job.

1, Experience: Numerous readers have accumulated a large number of "clinical" cases.

2. Technical work: strict interview questions and interview environment design.

Need to be reminded that in the actual interview, HR should not step into the misunderstanding of value screening:

1. Give up if you are afraid of difficulties: If you think that values cannot be identified in a short time, then simply give up the values of identifying job seekers.

2. Ignore the role of values: think that as long as you have high performance and high ability, you can ignore values; But low character and high ability will bring great risks to the organization, such as Lu Bu.

3. Failure to combine specific positions: failure to understand the particularity of some positions and neglect the screening of values. For example, some people don't come the next day after they join the company. One problem is: your requirements for this position are long-term frequent business trips, children can not live without me, and the company often works overtime. I won't come if I think about it. "

4, lack of experience: HR itself has a little knowledge, the screening skills are not in place, or think that TA meets the universal standards, or think that TA meets their psychological expectations, and do not dig deep to taste.

Smart HR always screens candidates 2 1 and doesn't talk about money.

Paying is not impossible, just don't be too persistent.

Asking about salary and treatment will make the enterprise very uncomfortable.

2. Don't pester people.

Recruitment follows a certain process, and you can give the news whenever you say. If you say "don't call" or "don't visit", you are not welcome to call or visit. If you still pester me, you can only say goodbye.

3. Don't communicate poorly.

When introducing himself, he stuttered and answered the question, and his voice was as low as a mosquito. Such people's communication skills are really poor, even if they have solid knowledge, they are welcome.

4. Don't be late for the interview.

No matter what the reason, being late for an interview is a taboo for job hunting, and it is easy to doubt this person's professional ethics.

5. Don't wear sloppy clothes.

You don't need to wear famous brands, but at least keep your clothes clean and tidy.

Play cool? Sorry, you used it in the wrong place.

6. Don't cry roast meat.

No matter how good you think you are, you are just a pediatrician in front of the real elite in the workplace. Hold your head high before entering the door, but don't soar after entering the door.

Such people will affect the working atmosphere of the company, and going out is not negotiable.

7. Don't be insincere

Some people indicate that they want to enter the company, while implying that they are waiting for the results of the postgraduate entrance examination, or that they want to see if another company will hire them. Since you have left yourself so many choices, don't worry about being rejected by the recruitment company.

8. Don't cheat.

As long as we find a fraud, we will think that you are cheating everywhere.

A person who can't even be honest, why should the enterprise trust you?