How to interview HR for employee relations position

Understand the performance highlights related to employee relations in the past work, such as the number of internal problems, employee turnover rate, employee complaint handling and its results, employee cultural activities organized, annual employee satisfaction, etc.

2. Process dimension:

Ask questions from three angles: corporate culture construction, employee activity organization and labor relations management to understand the professional level and experience depth of the applicant in employee relations management. For example:

(1) How to select excellent employees? What kind of problems have you encountered in the selection process and how to solve them?

(2) How to convince outstanding employees who want to leave?

(3) How to build corporate culture? How to promote corporate culture?

(4) What team building activities have been carried out? What role did these activities play? How to evaluate its role?

(5) How to properly handle employee feedback?

(6) How to deal with and manage "problem" employees (slack, frequent lateness, commission, etc. )? Tell me about the actual case.

3. Practical size:

In a role-playing way, ask your colleagues to play the following roles:

(1) Act as an employee who is incompetent and should be dismissed or needs to be transferred (reduced);

(2) If the company's social security is purchased according to the basic salary instead of the actual salary (actual salary = basic salary+performance salary), the resigned employee complains to the Social Labor and Social Security Bureau and acts as the auditor of the incident;

(3) Case: Mr. and Mrs. Liu both work in a plate factory. Liu is an electrician and his wife is a polisher. Because of the mobility of his job, Liu often works instead of his wife, so he is criticized by the factory leaders. One day, when Liu was on duty, he saw something wrong with the grinding wheel and cleaned it by hand. As a result, his right hand was accidentally involved in the machine and injured. Find a colleague to beat Liu and ask the company for economic compensation in the name of work-related injury; Please handle these three roles as HR of the company, handle the relevant labor relations in the process of maximizing the company's interests and avoid labor risks. Both HR and role-playing colleagues need to evaluate it.

The above-mentioned recruitment interview method comprehensively and truly examines the professional skills, comprehensive quality, work efficiency and quality of candidates from the three dimensions of results, process and practice, and adopts three ways: mining performance-related data+key process behavior event interview method+simulating real work scenes. Of course, when asking questions in the interview, we must pay attention to using the star interview method to further find out the key information. At the same time, in order to examine the stability of the applicant, it is necessary to know in detail the reasons for the applicant's resignation, ideal job, career planning, the most dissatisfied and satisfied places with the original company and so on. Therefore, when recruiting HR who is well versed in the interview, we can also play games and fight with each other to find the HR candidate who best matches the company.