Five things a good interviewer should master.

Five things a good interviewer should master.

A good interviewer needs to master five points: maintain a respectful attitude in the workplace, learn healthy competition to open the way for himself, be confident in the interview and not be complacent in the workplace. In the workplace, five points that a good interviewer needs to master are very important.

A good interviewer needs to master five points 1 be familiar with the company's business.

At present, the recruitment of enterprises is generally faced with such a situation: the line manager of the employing department is very familiar with the job requirements and job content, but lacks human resources theory and tools for selecting talents, while HR is the opposite, so there are often people recommended by the human resources department, which the employing department feels inappropriate and fails to meet the job requirements, while HR itself is helpless and can't take care of the work. Therefore, an excellent recruiter must be familiar with the company's situation, job requirements and industry conditions, so as to really choose the right candidate, which must be taken seriously for HR who often changes lines.

Master the tools of talent selection

There are many tools for talent selection and evaluation in human resources, such as written test, leaderless group discussion, scenario simulation, impromptu speech, personality evaluation, structured interview and so on. These methods and tools have their own characteristics and shortcomings. The key is to use them in the right place. For example, it is not suitable to use written examination when recruiting marketing personnel, and it is more suitable to use leaderless group discussion, simulated sales promotion and impromptu speech. For candidates majoring in finance, R&D and design, written examination is often more practical. In addition to mastering the use of the above tools, in fact, the most difficult thing is to use these evaluation tools to select candidates and judge their suitability through their performance, which is not solved by the tools themselves.

Excellent judgment and analytical skills.

The most powerful criterion to distinguish interviewers from ordinary people is judgment and analysis. Excellent interviewers usually have strong observation ability and can infer and judge through some obscure details. At the same time, they have a good grasp of personality analysis theory, physiognomy, handwriting analysis and psychology, and can draw relatively prepared conclusions with limited time and resources.

Excellent judgment and analysis ability can be cultivated not by reading a few books and going through several interviews, but by long-term practice, experience and summary, and it is often after reading countless people that you can become a hero.

Good pressure resistance and psychological quality.

Recruitment often needs to complete the recruitment task in a short time, and at the same time, it often needs to introduce outstanding talents without the advantage of salary. With the improvement and popularization of labor law, the hidden dangers of recruitment risks are more prominent. On the one hand, it is necessary to complete relatively heavy tasks under the pressure of time and quantity, and at the same time, it is necessary to ensure the recruitment quality and prevent risks. If you don't have certain pressure resistance, it is difficult to complete the task well.

Master certain marketing skills.

Recruitment interview is not only the selection, but also the marketing of the company to the candidates. Nowadays, under the condition that salary and welfare are not dominant, recruiting outstanding talents has become the recruitment status of many enterprises. Mastering certain marketing skills and techniques can effectively sell positions to candidates, which is also an effective means of publicity. Mastering certain marketing skills means good communication skills and high emotional intelligence. Being able to recruit HR will also become an excellent sales talent.

It is easy to do a job interview, but it is not easy to be a good interviewer. In addition to mastering solid professional knowledge and skills, it is also necessary to cultivate a pair of "critical eyes" to see what others can't see, analyze and judge what others can't see, and draw accurate conclusions in a short time with limited resources. This is the direction that every HR should pursue.

A good interviewer should master five points 2 1. Familiar with company business.

At present, the recruitment of enterprises is generally faced with such a situation: the line manager of the employing department is very familiar with the job requirements and job content, but lacks the human resources theory and tools for selecting talents, while HR is the opposite, so there are often people recommended by the human resources department, which the employing department finds inappropriate and fails to meet the job requirements, while HR itself is helpless and busy. Therefore, an excellent recruiter must be familiar with the company's situation, job requirements and industry conditions, so as to really choose the right candidate, which must be taken seriously for HR who often changes lines.

2. Master the tools of talent selection.

There are many tools for human resources selection and evaluation, such as written examination, leaderless group discussion, scenario simulation, impromptu speech, personality evaluation, structured interview and so on. The above methods and tools have their own characteristics and shortcomings. The key is to use the right place. For example, the recruitment of sales staff is not suitable for written examination, and it is more suitable for discussion without leading group, simulated sales and impromptu speech. The written test of finance, R&D and design candidates is often more practical. In addition to mastering the use of the above tools, the most difficult thing is that if these evaluation tools are used to achieve selection, and the performance of candidates is to judge whether they are suitable, this is not a problem that the tools themselves can solve.

3. Excellent judgment and analysis skills

Judgment and analysis are the most powerful criteria to distinguish interviewers from ordinary people. A good recruiter usually has a strong observation ability. He can infer and judge from some unimportant details. At the same time, I have a good grasp of human personality analysis theory, facial analysis, handwriting analysis and psychology, and can draw more prepared conclusions with limited time and resources. Excellent judgment and analysis ability can be cultivated not by reading several books and going through several interviews, but by long-term practice, experience and summary, and it is often after reading countless people that you can become a hero.

4. Good pressure resistance and psychological quality.

Recruitment often takes a relatively short time to complete the recruitment task, and at the same time, it is often necessary to introduce outstanding talents without the advantage of salary. With the improvement and popularization of labor law, the hidden dangers of recruitment risks are more prominent. On the one hand, it is necessary to complete relatively heavy tasks under the pressure of time and quantity, and at the same time, it is necessary to ensure the recruitment quality and prevent risks. If you don't have certain pressure resistance, it is difficult to complete the task well.

5. Master certain marketing skills.

Recruitment interview is not only the selection of job seekers, but also the marketing of job seekers. At present, when wages and benefits are not dominant, recruiting outstanding talents has become the status quo of many enterprises. Mastering certain marketing skills and skills, and at the same time effectively promoting positions to candidates, is a very effective means of publicity. Mastering certain marketing skills means good communication skills, high emotional intelligence, and being able to recruit well will also become an excellent sales talent.

It's simple to do an interview, but it's not easy to be a good interviewer. In addition to mastering solid professional knowledge and skills, it is more important to practice a pair of discerning eyes to explore talents, see what others can see, analyze and judge what others can't see, and draw accurate conclusions in a short time with limited resources. This is the direction that every HR should pursue.