If you interview for the position of hiring supervisor

1, recruitment is the key link of enterprise talent construction; There will be some differences between group companies and small companies in details, but there is no core difference in goals;

2. Work: determine the job responsibilities, qualifications, processes, KPI and start work;

3. There are many talent assessment tools. Objectivity and practicality cannot be generalized. After all, there is no panacea. It is important that you can evaluate the work at this stage with an objective attitude;

4. Skills: I'm afraid this will test your practical experience. My approach is: try to refine the links to be tested in recruitment and cover them with relative questions. For example, if you need to test the interviewer's patience and meticulous degree, my approach is: give him 40 questions, each of which is the number of 10, add up the adjacent numbers to 10 and mark them with lines, and write the total number of this question; 7 minutes to complete;

1, performance: nothing more than KPI formulation and 360-degree assessment; Very routine, but it is not easy to do it well;

2, sentiment: digital drive, target decomposition and coverage, go a little further; Will help to achieve the goal; Most of the problems in enterprises seem to be illusory management problems, but in fact they are the setting of target system and organizational structure; First of all, starting from here will get twice the result with half the effort. Although it seems a bit simplistic, it is really a good means.

Your questions above are very broad. In fact, I don't think I will do this if I come to interview you, because this answer can easily rise to a conceptual level and can't let me judge your ability level. I will more from the problems you encounter, solutions, the division of daily working hours.