How to interview a human resources specialist?

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Test 1

1. What is the motivation for choosing this job? Or what attracts you most about this position?

What do you think is the most important thing in this job?

3. How to treat the enterprise's rules and regulations and labor discipline?

4. Language skills: introduce yourself:

5. High sense of responsibility: How to understand the sense of responsibility?

6. Work attitude: What do you think of the previous written test? How do you treat it? Or your attitude towards the exam?

7. What is the Hamburg principle in performance interview? (affirmation-criticism-expectation)

8. What was the organizational structure of your previous department? What major events have you encountered at work? How did you do that? What was the result?

Test 2

1. Suppose you are a recruiter in the human resources department of the company. Please review the information provided by the candidates, design your own form according to your understanding of the job requirements of this position, evaluate and evaluate the candidates item by item, and select 4 suitable candidates from them.

2. In order to complete this recruitment, what other workflows can determine the recruitment of candidates?

3. Definition of Terms-Human Resource Management

4. Please briefly describe what the enterprise human resource management specifically includes?

5. Discuss the importance of enterprise human resource management according to your own understanding.

6. An employee signed a five-year labor contract with the employer. Two years after the performance of the contract, the employee proposed to terminate the labor contract, but the employer disagreed, proposing that if the employee wants to terminate the contract, he must return the endowment insurance premium paid by the unit in full. The employee disagreed and a labor dispute occurred. Please analyze how to solve this problem.

7. Wang resigned from the company and left without authorization, and the company demanded that he pay liquidated damages. Please analyze this case.

Test 3

1. What are the indicators for analyzing the current situation of human resources in enterprises?

2. What are the processes of job evaluation and job analysis?

3. What is the content and process of background investigation?

4. What are the evaluation latitudes of headhunting companies?

5. How to match salary and position according to ability and performance? What methods can be used?

6. What is the difference between qualification and quality model?

7. What are the indicators to measure the effectiveness of an enterprise organization?

8. What are the components of human cost and how to measure the operation of human resources in enterprises?

9. What are the factors of organizational structure design?

10. What factors are the responsibilities of enterprises based on?

Test 4

1. How to choose the right person in the interview?

If it is necessary to analyze from a narrative point of view and it is not allowed to operate, then the interviewer needs to ask some professional and operational questions. A person with no practical experience and a person who can only fill in the blanks will definitely be very different. Try to ask some professional questions.

2. What do you think of human resources?

3. Which module of human resources is the best, and why?

4. What is your career plan?

5. How to evaluate your personality?

6. What do you know about the company?

7. How to maintain the high attendance rate of employees when wages are linked to attendance?

8. How to organize the recruitment activities of the company and how will you carry out your work?

9. What are the main differences between the new labor law and the old one?

First, the formulation of rules and regulations directly related to the vital interests of employees should be discussed by the workers' congress or all employees, and proposals and opinions should be put forward, which should be determined through equal consultation with trade unions or employee representatives.

Two, labor remuneration, working conditions are unknown, workers can also make reasonable claims according to law.

Three, who is willing to bear double wages, who will not sign a written labor contract.

Article 82 of this Law stipulates that if the employer fails to conclude a written labor contract with the employee for more than one month and less than one year from the date of employment, it shall pay the employee twice the monthly salary.

Fourth, the right of workers to sign open-ended labor contracts was invalid in the original labor law, and now it has been fundamentally changed.

Five, only in two cases, let the workers bear the fine.

Article 25 Except under the circumstances stipulated in Article 22 (Provision of Training Fees) and Article 23 (Payment of Economic Compensation for Non-competition) of this Law, the employing unit shall not agree with the employee that the employee shall bear the liquidated damages.

Six, the labor contract is invalid or illegal employment, workers can claim their due remuneration.

Seven, the employer's arrears of wages do not need to be resolved through litigation.

Eight, economic compensation, economic compensation standards for the first time in the form of Dafa fixed.

Nine, the termination of the contract, the employer shall not make things difficult for the transfer of employee files and insurance relations.

Ten, it is easier for workers to terminate the contract, and it is more difficult for employers to terminate the contract.

Eleven, the provisions of part-time employment enliven the form of employment, to meet the needs of the market economy.

Write a holiday notice.

1 1. Test the computer and make a table.

12. How much do you know about each module of human resource management?

13. Talk about the recruitment process

14. How to open up recruitment channels?

15. How to improve recruitment efficiency?

16. How to filter resumes and recruitment tests?

17. what are the requirements of the personnel Commissioner?

18. What are the recruitment types? How to proceed separately?

19. What do you think of personnel administration?

20. How to become a personnel commissioner?

2 1. workflow of human resource specialist?

22. What is the workflow of recruiting employees for human resources specialists?

23. What qualities do personnel service specialists need?

24. What are the six modules of human resources?

25. What qualities do you think a person should have as a Commissioner?

26. What do you think is the most important quality to do human work?

27. Tell me about your feelings as a personnel officer?

28. What do you think of the current human resource management in enterprises?

29. What do you think is the most important thing in human resources work?

30. What do you know about being a good personnel assistant?

3 1. What are the recruitment forms?

32. What are the forms for employees to join the company?

33. What is the process of the new employee induction procedure?

34. What is your understanding of human resources system?

35. Can pregnant women be dismissed? What are the relevant provisions in the law?

Article 42 The employing unit shall not terminate the labor contract in accordance with the provisions of Articles 40 and 41 of this Law if the employee is under any of the following circumstances: (1) The employee who is exposed to occupational hazards fails to undergo occupational health examination before leaving his post, or the suspected occupational disease patient is in the period of diagnosis or medical observation; (2) Suffering from occupational diseases or work-related injuries in this unit and being confirmed to have lost or partially lost the ability to work; (3) Being sick or injured non-work-related, and within the prescribed medical treatment period; (four) female workers during pregnancy, childbirth and lactation;

36. The salaries of three people are 800 1800 5400 respectively. How much tax do they have to pay and how much does the company have to bear?

37. What should the company do if a female employee comes to work four months after maternity leave? If the labor contract must be terminated, how can the company compensate?

38. Please list the job responsibilities and assessment indicators of personnel assistants.

39. Please list some common misunderstandings in recruitment and how to avoid them.

40. Please explain how to evaluate the comprehensive quality of candidates?

Test five

1. What are the six modules of human resources?

2. What qualities do you think you should have as a personnel specialist?

What do you think is the most important quality to do human work?

4. Tell me about your feelings about personnel.

5. What do you think of the current human resource management in enterprises?

6. What do you think is the most important thing in human resources work?

7. What are your main responsibilities in your daily work?

8. Please talk about the receiving process of personnel files.

9. You are a xx major. Why do you work in human resources?

10, you work as a human resources assistant in the company. How many employees are there in your department and who is your superior?

1 1. What was your salary in your previous company?

12, in order to improve the enthusiasm of employees, the company is going to hold an activity. How should you prepare?

How to position salary?

14. What should I do if a (excellent) employee suddenly resigns and asks to leave immediately?

15, please draw up a National Day holiday notice.

16. Some people say that HR has done a lot for the company, but it is often said by the leaders that nothing has been done. What do you think is the reason? Have you quantified the work of HR and made a report on HR-related work? How did you do it? If so, what is the purpose of the report?

17, 2008 10, 1, Mr. Liu joined a company. He signed a three-year contract and a three-month probation period on the day of his entry, paid social security for him, and his salary was settled. Before the expiration of the probation period of 10, the company assessed Mr. Liu and found him unqualified. Through negotiation between both parties, the company agreed to extend Mr. Liu's probation period 1 month. Five days before the expiration of the second probation period, the company made an evaluation and found that he was still unqualified. 65438+1On October 28th, the company informed Mr. Liu by email and decided to terminate the contract with him, but Mr. Liu didn't give any feedback. Now Mr. Liu asks the company to give it to him. So if you are the person in charge of the company's related events, what do you think of this matter and how to deal with it?

"Quick Interview Skills" in Human Resource Management

Any employer wants to find excellent talents. However, when employers go through a series of recruitment, resume screening, preliminary examination and second examination, they often find that the people they find are not ideal. What is the reason? A general interview is to ask a few common-sense basic questions, and then rely on feelings. Large enterprises have more re-examinations, and a group of people have tossed the candidates back and forth several times, making up their minds. The general prisoner interview is barely enough to recruit ordinary employees, but it is difficult to be effective for key employees.

The reality is that prisoner interviews can be seen everywhere. People with no experience or general sense of responsibility just regard the interview as a procedural question, and the candidates will answer the questions mechanically. After answering, the interviewer will order to leave, and the atmosphere is really similar to interrogating prisoners. This kind of direct questioning is not only embarrassing, but also impossible to ask substantive content under normal circumstances. Candidates should either prepare their lines in advance or answer questions in a self-protective way, instead of taking the initiative to answer questions openly. As a result, as an interviewer, I have no feelings about the candidates except appearance, but I am vague about important internal thoughts and basic abilities. The reason for this is that the problem is not the candidate, but the interviewer has framed himself with a mechanical interview procedure. Candidates can only cut their feet and fit their shoes. It seems that there are few "personality differences". In the end, you can only choose one based on the interviewer's own likes and dislikes, so the interview will lose its meaning.

[How to interview key employees? 〗

The general interview procedure is: the preliminary interview of the human resources department-grasp the basic quality of the candidate, the professional ability is grasped by the professional department manager, and one or two interview procedures are generally added for important positions and managers, and senior leaders interview. How should these leading interviewers interview candidates? My experience is: one talk, two talks, three questions and four answers.

[Talk: Who will talk? About what? How long are we going to talk? 〗

Answer: The interviewer will talk about the job position for 3 minutes.

As an interviewer, leaders should briefly describe the general situation and development prospects of the company in a few words, because the development and changes of the company need to add new talents, so it is logical to describe the reasons and significance of recruiting people. Furthermore, it can specifically describe what recruits need to do, to what extent, and even tell them what treatment they will get if they do. In short, as a leading interviewer, you should tell the applicant about the current situation and development prospects of the enterprise and the relevant elements of the recruitment position in the shortest time. The whole narrative process takes about two or three minutes. Through this chat, although there is no need to ask questions, the candidates will immediately resonate and elaborate the next step around the topics discussed by the interviewer to save the interview time to the maximum extent. Otherwise, they will ask questions as soon as they come up, or ask a lot of questions. Candidates often don't know what to say and can only talk aimlessly according to their own understanding. As a result, they talked a lot, and the interviewer couldn't hear what he wanted to hear. It didn't matter if he listened to a big basket, which wasted both sides' time.

Why does the interviewer use the form of chatting? Chatting is not like talking, it is an informal conversation between two or more people; Chatting is carried out in a small-scale relaxed and democratic atmosphere, which is very natural, relaxed and happy, so that candidates can easily play their true level after relaxing. Otherwise, if you are too serious, candidates will think you are particularly fake, bureaucratic and even disgusted.

[Lecture 2: Who will speak? Say what? How long will it last? 〗

A: Of course, the candidates themselves will talk about the content related to the position they are applying for. The time is 3 minutes.

Although the interviewer didn't ask anything, he didn't ask any questions, but after listening to the interviewer's short words, the candidate will immediately search for something related to what the interviewer said in his mind and selectively express his most suitable and relevant content in the way he thinks most appropriate.

Why do candidates talk instead of chatting or other expressions? This is caused by the unequal psychological state and asymmetric information between the applicant and the interviewer. Candidates are generally eager to show their talents and qualities suitable for this job, and are in a state of expressing their psychology, so it is impossible to talk calmly. If the candidate can talk with the interviewer easily, it means that the psychological quality of the candidate is particularly good, or the psychological advantage is particularly obvious. This is generally a senior manager who has been in the workplace for a long time.