Different ranks of HR managers

Different levels of HR managers

Different levels of HR managers? In the workplace, no matter what position you are in, you definitely want to develop well. HR managers are very important in a company, but this position is also hierarchical. Below I will share the different ranks of HR managers. Different levels of HR managers 1

A section of HR: "Send a message and wait for the message"

Send out the recruitment information, then wait for the resume or message of the applicant, and regard sending it as the result. So, how much do you pay such an HR manager per month? 1,000 yuan is almost enough. So, sending a message is not the result, an effective resume or reply to the message is the result.

HR Section 2: “Follow closely and do analysis”

Search online resumes every day and pay attention to the quantity and quality of the collected recruitment information to judge recruitment channels Effectiveness, if few resumes are submitted and the quality is not high, measures should be taken immediately to make adjustments immediately.

At the same time, we must take the initiative to find fast channels suitable for our company and this position, and obtain high-quality application information to the greatest extent; for the recruitment of important talents of the company, we must go to places where these talents gather or through With headhunting companies, they recruit in person, and the second-stage HR managers regard the number of high-quality applicants as their own results. How much monthly salary does the second-stage HR manager give? 3,000 yuan is enough.

Three-stage HR: "Based on experience, make judgments"

There are no standards, no plans, and no processes. There is roughly an interview outline or leadership requirements. , and then go to interview the candidates, chat and talk with the candidates as they please, and then use their rich experience to make a conclusion whether they can be recommended. The interview process itself becomes the result, but the quality of the interview cannot be guaranteed, and the interview method cannot be passed down. How much monthly salary does a third-stage HR manager give? 5,000 yuan is a lot.

Four paragraphs of HR: "Standards and strictness"

According to the job requirements, work with the employing department to formulate job examination standards, recruitment methods and processes, and propose qualifications, culture and Business assessment operation plan, when a certain amount of data is accumulated, the organization develops the company's talent recruitment information system to industrialize recruitment. However, the result of this is that the hiring department only sees a report that looks very qualified, but does not have a deep understanding of the candidates. The monthly salary of a fourth-level HR manager is 8,000 yuan, which is quite acceptable.

Five paragraphs of HR: "Make briefings and give recommendations"

For candidates who pass the interview, especially those with special talents or key points, the HR manager must report to the employer after submitting the interview report. Department leaders conduct face-to-face "recruitment briefings" and give a detailed explanation of the recorded facts and data. The result is that the department leaders have a deeper understanding of the personnel who will participate in the re-examination and improve the quality of the next recruitment assessment. For particularly important candidates, the HR manager should participate in the re-examination hosted by the department manager or company leader, and provide reference opinions after the re-examination based on the results of the preliminary examination. However, the onboarding of new employees is not the result. The new employee becomes the talent the company needs and the result is achieved after passing the probation period. The monthly salary of a fifth-stage HR manager is 12,000 yuan, which is quite enough.

Six-stage HR: “Train and supervise”

It’s not just sending people to the department and then they’re done. Through systematic training, new employees can adapt to the company’s work as quickly as possible. culture, business, and work rhythm to help new employees withstand the test of the probation period and strive to become regular employees; at the same time, training should be regarded as the key assessment mechanism, and regular supervision of new employees' performance in various departments should be regarded as the usual assessment mechanism. For employees who are unqualified and unsuitable during the probation period, the employer should be advised to take immediate measures to terminate the labor contract as soon as possible to avoid a lose-lose situation for both the company and the employees.

Therefore, training and assessment are not the result, but retaining qualified employees through training and assessment is the result. 18,000 yuan for a sixth-level HR manager is not an exaggeration.

Seven-stage HR: "Building culture and promoting"

Seven-stage HR managers do not position themselves as recruitment supervisors and get involved in specific recruitment operations; Defined as one of the main promoters of company culture, assisting the general manager or supervisor in the construction and promotion of company culture, putting the growth of employees first, helping employees make personal strategic planning, improve professionalism, and establish the company's promotion Values, for inputting strong spiritual power, etc. Therefore, retaining qualified employees is not the result. Letting employees grow in the company and create greater value for customers, the company, and themselves is the result. The seventh-stage HR manager’s monthly salary of 22,000 yuan is well deserved.

Eight-stage HR: "Build strategies and build echelons"

Eight-stage HR managers are not "fire-fighting captains". They are harassed by department managers and company leaders every day; The HR manager must first have a thorough understanding of the company's strategy, and be able to formulate a talent planning strategy that meets the general manager's requirements based on the company's strategy, and implement it to the end. Not only must "people be used when they are needed," but also "people can be used when they are available." "People support" to provide strong human resources support for the implementation of the company's strategy.

Therefore, successful recruitment at one stage is not the result. Treating recruitment as a daily business, making strategic talent reserves, forming a talent mechanism, and optimizing the workforce are the results. It is reasonable for the eighth-stage HR manager to give me a monthly salary of 25,000 yuan.

Jiuduan HR: "Processing and inheritance"

Jiuduan HR managers are not only the pacesetters and professional models for the company's execution, but also the company's cultural promoters and talent strategy leaders. The implementer is a strategic manager himself. He must consider the sustainable development of the company. Therefore, to industrialize the recruitment work, he means to standardize, process, and tool the above work and pass it on. Regardless of who takes over, the company's recruiting efforts will still be able to run efficiently. We don’t think the monthly salary of 30,000 yuan offered by the Jiuduan HR manager is much. Different levels of HR managers 2

Interview techniques commonly used by HR managers

1. Chat with the interviewer about content related to the recruitment position for three minutes.

Why does the interviewer use the form of chat? Before the applicant is formally hired, he has no affiliation with the interviewer. It is a reciprocal relationship of mutual choice, not a relationship of who seeks the other. Chatting is different from speaking. Chatting is an informal communication between two people or a few people. Chatting is conducted in a small area and in a relaxed atmosphere. Chatting seems very natural and allows candidates to relax and perform at their normal level. If you don't use the chatting method and speak seriously, the applicant will feel very awkward and it will be difficult for him to perform to his normal level.

2. The time for speaking to candidates is also three minutes.

Why do you say that candidates talk rather than chat? Because, although the interviewer adopts the form of chatting, applicants generally express their opinions in speech. This is due to the unequal psychological state of the applicant and the interviewer and the asymmetry of information. Applicants are generally eager to show their talents and qualities that are suitable for the position they are applying for. They are in a state of mind to express themselves, and it is impossible to chat calmly, so they can only talk, or even give a speech. If the applicant can chat easily with the interviewer, it means that the applicant has particularly good psychological quality or has particularly obvious psychological advantages. This is generally a high-level professional manager who has been in the workplace for a long time.

If there is no relaxed chat with the interviewer in the early stage, the applicant will not know what to say. Only through the initial chat can the applicant be actively focused on the content of the position he is applying for. Expand your thinking freely, get rid of your alertness, break the prepared lines, and show your wisdom and talents in all aspects. This speech of the applicant is the most critical part of the application process, because as an interviewer, the interviewer can see the basic connotation of the applicant, not only the applicant's professional experience and relevant industry experience and resource background, but more importantly, Understand the applicant's total knowledge and thinking width, speed, depth, accuracy, language organization ability, logical ability, summary ability, ability to simplify the complex, adaptability, etc., and these are listed in the applicant's resume It is difficult to reflect it in the test, and it is even difficult to test it out in the written examination and test. Even if the interviewer knows the experience, qualifications and background when reviewing the resume in the early stage, watching him write and listening to him speak are two completely different testing angles. Based on the applicant's three-minute presentation, an experienced interviewer will basically have a clear view - make an accurate judgment about the applicant's relevance to the position and his/her ability and competency for the position. .

When the applicant gives a three-minute presentation, the interviewer should listen carefully and give smiling encouragement and affirmation from time to time. Remember not to interrupt the applicant's statement easily. If the interviewer considers interrupting the applicant's statement to test the applicant's resilience after frustration, it is not impossible, but the interruption effect at this time is not good. First, the theme of the applicant's statement will be lost; second, it will prolong the interview. The interview time will then affect other interviewees later, causing overall interview time to be delayed and wasted.

3. Ask the interviewer questions. Ask about key content and contradictory points, and be firm and soft at the same time.

Mainly ask three aspects: ask questions that the interviewer should know but have not stated in the resume and written test and in the three-minute statement; ask the applicant about contradictions in the statement or statements. Conflicts with the resume; Ask the applicant about the facts stated and the content reflected in the resume that is not suitable for the position applied for.

The tone and method of questioning should also vary from person to person. For candidates with a straightforward and cheerful personality, you can ask questions faster and more directly. For introverts, you can be more tactful, but do not hurt them in any case. If you have enough time, you can exchange some views and opinions in the form of a discussion. But no matter how you ask, you must ask for the point, be soft yet strong, and be straight in the song. Only by asking about contradictions can the effectiveness of questioning be truly exerted. By asking questions through the interviewer, one is to supplement the key information that needs to be understood, and the other is to examine the applicant's adaptability and integrity issues regarding contradictions.

4. Answers During the recruitment process, candidates will also take the initiative to ask the interviewer questions after answering them.

Applicants generally ask questions related to the salary, benefits, vacation methods, work and rest time, business procedures, relationships between positions, company background, and relationships with competitors of the position they are applying for.

Faced with the applicant's rhetorical questions, the interviewer should answer truthfully, but the answer should be artistic.

The total time for the Q&A between the interviewer and the applicant should be within four minutes. As time went on, it became conversations and discussions.