How to improve the effectiveness of recruitment interviews

1 Preparation for the interview

1.1 Determine the interview goals

Determining the interview goals is actually to solve the problem of "what kind of people to recruit?" This is A job analysis is required. Job analysis (also known as position analysis) is the process of determining the responsibilities of positions in an organization and the characteristics of those positions. A set of scientific and applicable job analysis procedures can effectively guide the company's job analysis activities, allowing the company to avoid detours and greatly save operating costs. Conducting job analysis and determining interview goals based on the actual situation of the company are the prerequisites for recruitment.

1.2 Select interview questions

Scientifically designed interview questions can not only test the language skills of job seekers, but also test their logical ability, stress resistance, adaptability, and even The ability to strategize can make a few people stand out, but most people stop there. Therefore, spending some time to design and determine the test questions will have the effect of getting twice the result with half the effort. For example, interview questions can be set based on different job competencies and used as reference interview questions for the interview team to improve the quality of interview questions to obtain more effective and detailed candidate information. For example, for senior technicians in maintenance workshops, the interview questions on technical fault judgment, analysis, processing, and summary can be increased in weight, in order to understand whether the candidates are technically competent; while the number of questions on organizational coordination ability and management skills can be reduced.

1.3 Selection of interviewers

The person responsible for recruitment is the "first view" of the company for applicants, which often affects the initial determination of outstanding talents to apply for the company. They are not only recruiters, but also promote the company's image, promote the company's corporate culture, business philosophy, etc. through their words and deeds. They influence whether the company has the right talent. Therefore, you must be careful when arranging interviewers. Excellent interviewers must have characteristics such as publicity, representativeness, salesmanship, and authority.

1.4 Screening resumes

It is impossible for us to interview every applicant who submits a resume. Faced with a variety of resumes, how to screen out those who basically meet the job requirements and can be interviewed Opportunity candidate? In order to truly understand the applicant's situation and quickly search for the information that the company most wants to know, most companies will create a fixed form format to require applicants to fill in.

1.5 Arrange the interview venue

Generally speaking, the interview location environment should be quiet and undisturbed. Different interview venues can be selected for different recruitment positions. Those with strong operability can be carried out directly in the workplace, while those with weak operability can be carried out in the general reception room and training room. For higher-level positions, they should be carried out in the manager's office, so as to show the importance of the position and the applicant. .

2 Pay attention to details during the interview process

2.1 Appropriate etiquette

No matter what the occasion, you should pay attention to the courtesy in dealing with people. Paying attention to etiquette during the interview process is to respect the applicant. performance of the person. The so-called business cannot be done without benevolence. The words used in conversation represent the image and strength of the company. Every word and every facial expression of the interviewer represents the image of the company. If you make unethical actions, it will inevitably damage the company's image.

2.2 Fairness and calmness of the interviewer

As an interviewer, the most taboo thing is to have personal bias during the interview. For example, you don’t like the interviewee’s appearance or clothing, or you think the interviewee’s voice is weird, etc. These personal biases will affect the processing of the information obtained and affect the interview.

2.3 Targeted interview skills

2.3.1 "Questioning" skills

What applicants write on their resumes are the results of some things. Describing what you have done and what achievements you have achieved is relatively general and broad. The interviewer needs to know more specific things and ask clearly about the ins and outs of everything that happened to the applicant. You can use STAR technology. S——Situation, under what circumstances this happened; T——Task, what is the target task; A——Action, what actions were taken to complete the task; R——Result, what was the result. Through the use of STAR technology and continuous questioning, we can fully understand the applicant's knowledge, experience and skill mastery, work style, personality characteristics, etc.

In addition, time should be set aside for the applicant to ask questions and for the interviewer to answer them.

2.3.2 "Listening" skills

The interviewer should be a wise man who listens more and talks less. He will leave as much time as possible to the applicant's presentation. Through "listening" ”, the interviewer can systematically judge the applicant’s quality and ability and discover the applicant’s problems.

2.3.3 "Guidance" skills

The interview process is not always smooth, and sometimes it may get stuck. This situation is usually due to the applicant being too nervous, resulting in poor communication during the interview. The process is interrupted, which requires the interviewer to be good at guiding so that the interview can proceed smoothly.

2.3.4 "Observation" skills

Observe its shape. That is to say, look at the applicant’s external appearance and body language. For example, if the applicant's eyes wander and he avoids attention, it shows that he is very reserved and has an inferiority complex. The applicant's body unconsciously moves closer to the examiner, indicating that he is not only telling the truth but is also very interested in the topic.

2.4 Various interview forms

We generally use one-on-one conversations in a fixed place during interviews. In fact, we can adopt a variety of methods to meet different needs. form. For example:

(1) Discussion interview method refers to the interview of candidates by a group of interviewers. Suitable for selecting talents with strong comprehensive skills or higher positions.

(2) Group interview method: refers to several candidates being interviewed by one interviewer at the same time. After the interviewer puts forward a request and the candidate answers, observe which one gives the answer first and analyze the meaning of different answers. different meanings. It can be applied to batch recruitment of personnel with relatively similar levels.

2.5 Pay attention to the closing remarks of the interview

How to end the interview. Even if you are very dissatisfied with the candidate in front of you, you must not appear restless or eager to leave. Instead, you should use A polite closing statement. If you are sure that you will pass, you can directly tell him the time of the next round of interviews. If you do not need another interview, you should explain the precautions for registration and entry procedures; if you are not sure yet, you can tell him the result of the interview will be on It has been announced and notified in X ways before, please pay attention to it" to end; if it cannot be passed and needs to be rejected immediately, you should also pay attention to the euphemism of the wording, and do not evaluate a person too absolutely.

3 Interview analysis and summary

Interview analysis and summary is an essential part of the interview. The process of analyzing and summarizing typical cases is a great way to improve your recruiting skills. In a competitive era where human resources are becoming increasingly important, recruitment and interview work, as the initial step in human resources management, play an important role that cannot be ignored. Enterprises should pay attention to the selection and training of human resources. Various typical cases that appear during the interview process are valuable first First-hand information should be analyzed and experiences summarized, making it a good way to improve recruitment effectiveness.