100% interview successful

100% interview is successful, which is a very important stage for everyone to interview for a job. Because success depends on this short performance. So everyone needs to master the interview skills to avoid the pit, in order to see 100% interview success and help you succeed in the interview.

100% interview was successful 1 I am a human resources practitioner, and I have been engaged in human resources work in enterprises for five and a half years. I switched to management consulting last year.

At the end of last year, I asked for leave in advance because I had some contradictions with the company leaders. After I came back from the Spring Festival, my boss asked me to write a resignation application. After I carefully reviewed my mistakes and expressed my strong desire to return to the company, he gave me a chance to come back.

But there are two conditions: first, write a profound inspection and experience; The second is to write a few articles with certain quality; At the same time, I have been advised many times to try to find a job outside.

In this case, I will try to find a job outside. At present, I still hope to engage in consulting work and make good plans. If I can't find a consulting job within two months, I will find another opportunity to work in an enterprise.

There are two main ways for me to find a job. One is to ask friends if they have relevant information, and the other is to submit resumes online. Within a week of submitting my resume, I received eight phone calls informing me of the interview, including the recommendation of two friends, and * * * got the interview opportunity of 10.

They are all consulting jobs, because I have engaged in a lot of recruitment and management consulting work, and my external professional image and behavior are very simple for me. But I remember that apart from professional knowledge, every interview really touched the examiner in different places.

The first one: I made detailed preparations. When I received the call, I asked the other party what they mainly wanted to know about me, and prepared a systematic performance appraisal PPT.

And tell each other that he is a person who takes everything seriously. Although the other party's request on the phone was a casual sentence, I promised to make a targeted PPT, and I will definitely do it.

The second family: Ask the reason for leaving, explain the problems in the original job seriously, and tell the other party that they have realized their mistakes, hoping to get the boss's forgiveness. At the same time, it also shows that I have been greatly inspired after such an event.

The third family: speaking of income, my demand is more than twice the current salary. Ask me why I want it so much, but there are so few units. Do you think my boss is exploiting myself?

Very sincere and confident answer, what I want is the level of the industry, which matches my current ability. Not only do I have no problem with the boss of my former unit, but I am grateful, and I will never ask for salary from my former unit, because this income was earned when I joined the company a year ago.

And it is consistent with my ability at that time. I am very grateful to the former unit for training me, so that my ability today can reach more than twice that of a year ago.

The fourth family: When the examiner asked a professional question and I didn't understand it, I immediately took out my notebook to take notes and put forward my own questions. At the same time, I thank the examiner and apologize for the knowledge he gave me. At the same time, I'm sorry to waste his time, because I probably can't meet the recruitment requirements.

Looking back now, it seems that after I answered these questions, the first four schools immediately expressed their appreciation and willingness to cooperate with me.

Especially in the third company, the examiner (general manager) seriously said that I have a golden mentality. If I choose to go back to my original company this time, I can join her company at any time, hoping to keep in touch with her all the time.

Through this job search, I really understand that honesty, truthfulness and an ordinary and grateful attitude are the best weapons to impress others.

100% interview success 2 How to get the accurate information of candidates in the shortest time, so as to improve the interview efficiency and reduce the risk of employing people, is a realistic challenge faced by HR.

How to get the accurate information of candidates in the shortest time, so as to improve the interview efficiency and reduce the risk of employing people, is a realistic challenge facing HR.

The author summed up eighteen basic experiences from more than ten years' interview and reading experience, which were called "eighteen palms of dragon falling" in the interview for HR colleagues' reference.

First, the phase is born from the heart and judged by intuition.

"Each other is born from the heart" is not nonsense. As a common sense feeling, most people will have the concept that a cunning person will be suspected of stealing; People with evil eyes hide their own dangers, which makes people hide far away ... In ancient China, there was a saying that "people know all sides", for example, people with "strong sides" had a strong sense of dignity.

Generally speaking, people with "thick appearance" are stable, generally gentle and broad-minded; People with "clear appearance" are handsome, generous, generally cheerful, quick-thinking and creative; People with "ancient appearance" are eccentric and generally introverted.

Lonely temperament: "lonely" people are weak, muddleheaded, vacillating, generally introverted and narrow-minded; "Evil" people are fierce and generally mean.

Bad faith: the "thin face" of the human body is weak, light and timid, generally withdrawn, introverted and opinionated; Vulgar people are rude and reckless, generally moody and mercenary ... Of course, interviews should not only judge people by their appearances, but also be supplemented by other evaluation methods.

At the same time, the author looks at the adaptability of post and personality traits from another angle. In practice, it is found that there are many similarities in the personality traits of the same professional population as a whole.

When I worked in a commercial real estate company, I defined the personality characteristics of receptionist, salesperson, personnel manager and financial cashier as follows: receptionist-"pleasing to the eye, attractive, not seductive"; Sales staff-"copper head, iron mouth, scud"; Personnel manager-"external circle inside, both rigid and flexible";

Financial cashier-"security and timidity" ... these are part of the * * * characteristics of professional people, and they are the * * * characteristics of the same type of professional people formed for a long time due to the needs of practical work, which is representative to some extent.

You can feel the initial positioning through the interview. Of course, this needs to be judged after seeing countless people and accumulating rich experience in recognizing people, and it is only a preliminary judgment. Employment must be combined with other evaluation tools.

Second, all is fair in war, and verify your integrity.

Whether all kinds of certificates are true or not, and whether the work experience is true or not, it is not necessary to carry out online inquiry, investigation and evidence collection, because the investigation is difficult and sometimes time-consuming and laborious.

If you are not sure, you can try to test each other by fictional names or other virtual scenes of the leaders or colleagues of the other party's graduation school and former work unit.

See each other's reaction. If the other party is passive towards Nuo Nuo, it must be cheating. If the other party immediately corrects the mistake and clearly tells the correct answer, the situation is true.

Third, cut to the chase and go straight to the core.

In order to save the interview time, minimize the greetings, go directly to the interview topic and get to the point. Combining the job content, core quality requirements and the contents of the candidate's resume, we can directly conduct a substantive interview, which can observe the candidate's reaction ability and professional depth in the shortest time.

Fourth, avoid reality and be empty.

Some doubts found in the resume, or loopholes in the other party's answering questions in the interview, should attract the interviewer's attention. These questions should be asked clearly and verified in time to understand the truth and avoid blind spots in the interview.

Fifth, follow the footsteps and step by step.

When we ask some questions, the other party may give back a lot of information when answering them. We should grasp the starting point at any time and logically obtain information that is of reference value to the interview.

For example, when interviewing a personnel manager, when we ask questions about salary management, if the other party involves information such as performance appraisal, position value, market research, etc. when answering, then after the other party answers this question,

Then we can ask questions about performance management, job evaluation and so on. When it comes to performance management, if the other party involves information about corporate culture or execution,

Let's talk about corporate culture or execution first ... With the deepening of the problem, we will understand each other's knowledge, experience, values and other effective information more and more clearly.

Six, case discussion, the spectator is clear.

When recruiting, the author sometimes uses case discussion to let several candidates discuss a topic together. As an interviewer, I just observe quietly and give appropriate guidance when necessary.

At this time, we should not only look at the performance of the speaker, but also observe the reactions of other candidates. If the bystander listens attentively or thinks seriously, or even records or nods and smiles, it shows that he has a sense of teamwork and is paying attention to and sharing the feelings of others. This is of course our basic requirement for talents.

On the contrary, if others talk, some people are careless and even show disdain, which shows that they don't respect others and the EQ index needs to be improved. He will be our first goal in passing the ball.

Seven, dragon and horse have their own tricks.

This is an extreme measure taken when several applicants have similar basic conditions and are evenly matched, which makes it difficult for the interviewer to choose in a short time: let several applicants ask each other questions (of course, the questions asked are related to the work of the applied position).

The rule is that the questioner should also explain his views on his own question after the other party answers. In this way, we can see who plays freely and skillfully in the whole process, so as to judge who is the more suitable candidate.

Eight, the real knife and the real gun, the strength testifies.

When recruiting some post personnel with strong professional skills, you can first enter the practical examination and then conduct comprehensive evaluation. For example, graphic designers can operate directly on the computer and design works on the spot as needed;

Recruit drivers, set up obstacles directly in the parking lot, and test driving skills on the spot; When recruiting editors, first write an article directly as required to see their literary talent and creative thinking ... with strength, they will immediately show their true colors.

Nine, wheel tactics, comprehensive evaluation.

When recruiting some post personnel who need to cooperate with relevant departments frequently, it is necessary for the heads of relevant departments to interview and inspect from different angles in turn, which is equivalent to wheel war.

This will comprehensively grasp whether this person can adapt to the company culture from multiple angles. When everyone agrees with him, he will enter the work role faster and better after admission, and cooperate happily with everyone.

Ten, the avalanche, pressure coping.

When we recruit people with strong psychological endurance in business, public relations, management and other positions, we can adopt multiple interviewers to focus on interviews and take turns asking questions, resulting in an overwhelming situation and testing their psychological quality. People with poor pressure resistance will fail to stand the test and be defeated immediately.

XI。 Role simulation is getting better and better.

When recruiting business people, you can simulate a normal work situation after the initial interview and the second interview, so that they can directly play the role of business people in the company and sell products to the interviewer.

In the process of testing, examiners should also enter the state of daily business communication, deliberately design some tricky questions, and observe their reaction ability, communication ability, sales promotion skills, psychological quality and so on.

Twelve, historical review, return to simplicity.

Close to the behavioral interview method, we can learn about past performance, performance, sincerity and other information through the candidates' memories of past behaviors in specific situations. It should be pointed out that:

We should not only listen carefully and observe their expressions and body language, but also look for key points as a breakthrough to ask questions to judge the authenticity of the information.

For example, a person who applied for the examination supervisor recalled the scene when the last unit made the examination plan, saying that the plan was planned and formulated by him alone.

However, when the examiner asked about the basis and purpose of the scheme, he was tongue-tied and prevaricated. Obviously, he is not the planner of this scheme, but only the executor or at most the participant.

Thirteen, repeat questions, cleverly set up a maze.

For some key questions, in order to verify whether the candidates' answers are sincere, you can ask other questions first after the other party answers. When the other party is caught in the whirlpool of problems,

Ask the key question or similar question just now for a minute or two. In this way, check whether the other person's answer is consistent with the answer just now.

Fourteen, behavior details, investigate personality.

A person's spoken and written language can hide his inner world, but his behavior details are difficult to hide his personality characteristics, because this is often the subconscious self-expression.

The change of a person's expression, detailed movements and even the direction of standing posture are all information symbols of its deep-seated characteristics. When recruiting business personnel, the author invited candidates to dinner on behalf of the company at noon, and informed the canteen in advance to prepare three sealed seasoning bottles.

Put soy sauce, vinegar and Chili oil on the bottle respectively, and there is no prompt sign on the bottle. I told them that some dishes would taste better with condiments.

At this time, someone poured a little seasoning without looking, and then found that it was Chili oil-not the vinegar he wanted; Some people are more cautious, open the bottle cap separately, observe it carefully, and even smell it with their noses before choosing ... so I judge:

Although the former is a bit careless, it is adventurous and dare to challenge; Although the latter is cautious, it is too cautious and lacks the spirit of challenge.

At that time, the specific stage of the company's development required the basic personality characteristics of business personnel to be "informal, but must have a challenging spirit." Obviously, the former meets the requirements of the company in terms of personality.

Fifteen, playing hard to get, show your mind.

When recruiting certain positions, the employees who need the position should be open-minded and have strong ability to resist setbacks. At the end of the interview, you can deliberately imply or directly indicate that the other party does not meet the company requirements.

When receiving this signal, the candidates performed differently: some were surprised, some were gloomy, some were unhappy, and some even left without saying goodbye ... Of course, what we want most is to be a gentleman, be modest, face calmly, understand the interviewer without losing confidence.

Because there are specific reasons for hiring or not, not being accepted does not mean that the applicant is not excellent. Even if it is impossible to cooperate, it at least provides the applicant with an opportunity to understand the enterprise and themselves.

Sixteen, correct text errors, confuse authenticity.

Candidates often answer positive questions more freely, but if they correct mistakes in the opposite direction, their actual experience and skill level can better reflect their true state.

For example, you can design a document full of mistakes and make obvious mistakes in format, sentence, punctuation and seal position.

Recruit personnel managers, design a flawed assessment plan or salary plan according to the enterprise background, and let them diagnose and correct the plan ... Some people talk big when discussing the theory, but they can't start when correcting the mistakes, and even make more and more mistakes. In this case, the actual ability is not flattering.

Seventeen, the old master comments, perspective personality.

In the interview process, when it comes to the applicant's views on the past units, some information about the applicant's basic moral character can be obtained. Some people make a mess of their original employers;

Some people objectively evaluate the original company, don't mix personal feelings, and keep the business secrets of the original company ... In fact, everyone should be grateful, regardless of the past unit, at least pay themselves labor remuneration.

Give yourself a chance to practice; At the same time, there are no problem enterprises. If you leave our company in the future, will you "betray" the enterprise?

After all, everyone has a heart of Cao Cao. In the eyes of employers, observing basic professional standards is a direct manifestation of personality.

Eighteen, many good things, sincere performance.

Recruiting middle-and high-level personnel or other special positions requires testing their recognition of the company, and it is best not to decide whether to hire at one time.

You can invite the other party to the company for discussion many times (or arrange it in your spare time), on the one hand, you can enhance the other party's understanding of the company, on the other hand, you can also see its sincerity in cooperation. If the other party never comes to the company for an interview after two times, the enterprise should give up decisively, because proper giving up is also a kind of beauty.

Imagine: if the other party doesn't really agree with the company's values and has no sincerity to cooperate with the company, then even if it accepts, it won't stay in the company for a long time, and the company may have to face a new choice.