How to ask effective questions in the recruitment interview?

During the half-hour interview, Manager Wang asked the candidate three questions: Ji Liang, a fan of Youshi flooring: Manager Wang's questions are all closed-ended, and the questions themselves are oriented, so it is difficult to judge the job competence of the candidate. Personally, for the key business areas of the post, we should use open-ended questions and ask key events in the form of stars, preferably with both positive and negative examples. In addition, we should pay special attention to the candidates' thoughts and practices at that time. Through these inquiries, some core competencies of candidates are sorted out, which match the quality required by the post, and then the trial candidates are determined. Netizen enchanting grass skirt: In the case, although Manager Wang has a clear job requirement, the required management ability and teamwork ability need to be reflected in specific actions. Therefore, I think we should adopt open-ended questions and ask candidates to give examples to answer questions. On the one hand, we can understand his past work content, on the other hand, it is convenient to examine the matching degree between the applicant and the company position. Chen Ping of Likang Medicine: Mr. Wang always asks closed questions. Candidates can easily say the standard answer to the question directly. This is not conducive to accurately understanding the real situation of candidates, nor can it effectively find qualified candidates. For the interview of senior managers, I personally think that the interview should be conducted by combining open-ended questions with key events, and learn more about key events, past specific performance data and management cases (success and failure). You can ask questions in the following ways: