What does HR mean when you wait for the notice after the interview?

After the interview, HR said that waiting for notice means:

1, HR said that waiting for notice after the interview is the most normal answer, which means nothing. In the recruitment process, HR often uses such words to reply to candidates because of the recruitment system and process.

2. There will be certain processes and systems from the interview to the final issuance of the employment notice. If you need to go through interview evaluation, audit by the employing department, approval by the general manager and so on. At the same time, we should also make a comprehensive analysis based on the actual situation. For example, you need to see the final interview results and rankings.

Generally speaking, the employment notice will be sent within a certain time after the interview, such as telephone, text message, express delivery, etc. The time is usually less than a week, but it may be longer. Of course, individuals can also take the initiative to contact according to the contact information reserved by the recruiting unit in order to get the news in time.

Interview human resources skills:

Tip 1: In the process of recruiting marketing personnel, the examiner will list more than 20 (or even more) marketing plans, so that candidates can analyze and explain their advantages and disadvantages. This question not only achieves the purpose of assessing the analytical ability of candidates, but also shows the strength of examiners to candidates. This will make the recruiter feel that this company has a high level of talents and the company must have a bright future.

Tip 2: When the interview goes to a certain extent, ask the candidate: Our company did something in a certain year (more brilliant performance, etc.). ), how to comment It can not only test candidates, but also show the company's performance. Let the candidates tell the truth, let the candidates tell the truth, let the candidates tell the truth, let the candidates tell the truth.

Tip 3: Please describe what you did the day before yesterday afternoon. This problem is not covered in the general application guide books and periodicals, and the candidates are not fully prepared. This will truly reflect the applicant's expressive ability, writing organization ability, clear thinking and so on.

Tip 4: Talk to the candidate about something unrelated to the recruitment. Candidates are more likely to tell the truth in the self-defeating conflict chat, and the examiner can judge the quality and ability of candidates from it. Examining candidates' academic qualifications Examining candidates' academic qualifications Examining candidates' academic qualifications Examining candidates' academic qualifications. When examining candidates' qualifications, I said that a teacher's (nonexistent) class in your school was very interesting and still fresh in my memory. If the applicant agrees, clues will appear.

Tip 5: The examiner's seat is high and backlit. Candidates should sit against the light and raise their heads to answer questions. This kind of environment and atmosphere has an invisible pressure on candidates; By observing the candidates' facial expressions, we can correctly judge the candidates' ability to resist setbacks.

Tip 6: claiming that the evaluation form given to the candidate was lost during the interview is of course unfavorable to his employment. If the applicant takes it easy and has strong ability to resist setbacks; If you are more alarmed and nervous, it means that your ability to resist setbacks is poor.

Tip 7: Ask the candidate to list three things he thinks have failed. If the candidates say trivial things, such as falling out of love and failing the exam, it means that the candidates have not experienced too many setbacks, and there may be some problems when they encounter real difficulties or setbacks. Tip # 8: Point out a thing (such as a teacup) at random in the workplace, and ask the applicant to say its other uses as much as possible within a certain period of time (such as two minutes), and after the applicant has finished his presentation. This technique has the effect of killing three birds with one stone: it can measure the innovation ability of candidates; Demonstrate the examiner's innovative ability.