How are job interviews and re-examinations generally done, and what is the process?

1. Note "Please do not visit, please make an appointment" in the recruitment information.

In order to avoid the influx of a large number of applicants, the words "Please do not visit, please make an appointment" must be marked in the recruitment information.

2. Quantify job requirements

In order to prevent people who do not meet the job requirements from submitting resumes at will, it is suggested to quantify the job requirements in the recruitment information. For example, the requirement of typing speed, "more than 80 words/minute" is more clear than "skilled typing"; For the requirement of writing ability, "publishing more than 5 articles publicly" is more quantitative than "strong writing ability".

Step 4 list candidates

The basic requirement for HR personnel to screen resumes is to list qualified candidates concisely and provide no less than 10 candidates suitable for a certain position. To this end, HR must be required to carefully read the resumes of all candidates to ensure that no one is left out.

5. Save all your resumes.

First, it helps to reserve candidates and save recruitment costs.

The second is to avoid shutting out outstanding talents. It should be pointed out that not all HR are high-quality, and some may be jealous of outstanding talents, fearing that once hired, they may impact their positions in the future;

Third, it is conducive to the supervision and assessment of HR work. The human resources department, like other departments, should be supervised.

Step 2: Make an appointment for an interview by phone.

1, tell the salary

Some HR think that salary should be kept secret, and it is not appropriate to explain it in the first conversation. In my opinion, salary transparency is not necessarily a bad thing, which can greatly shorten the time to recruit suitable candidates.

2. Repeat the interview date and time.

When you make an appointment for an interview, you must repeat it twice and kindly remind the applicant not to be late.

3. Reasonable allocation of interview time

The interview time should be one hour for one person, which can be shortened appropriately, but not extended.

Step 3: During the interview

1, transaction preparation

The routine preparation work includes: the number of registration forms, drinking water, cups, tables and chairs, seats, paper and pens, written test papers, computer test seat arrangement, welcome cards, newspapers and periodicals, internal publications of enterprises, etc. In addition, the reception work should be divided into several links, such as pouring water, issuing application forms, guiding and invigilation. Remember: an interview is like falling in love, and the initial image is very important. Don't be hasty and don't fight unprepared.

Step 2: Prepare questions

Generally speaking, there are two kinds of problems, one is the question of doubt, and the other is the question of star.

(1) question

For the doubts on your resume, list interview questions in advance. In this regard, before the interview, the interviewer must carefully read the resume of the candidate and try to find out the doubts of the job seeker. The purpose of asking questions is to try to find out the truth. Generally speaking, there are the following doubts:

First, is there a blank section during working hours? What did the applicant do in this "blank section"? In fact, this "blank period" can reflect the applicant's job-hunting mentality, whether he is in a hurry to get a position or not.

2. Why did you leave your job and why did you change jobs frequently? Be sure to get to the bottom of it, and avoid being vague. Because this question can more or less reflect the personality characteristics of the applicant.

Third, what new skills have you learned recently? From the perspective of keeping pace with the times, if you don't learn new knowledge, you are illiterate. To do this, you can list the following questions: "What books have you read recently?" "What's your favorite TV program?" "What new skills have you learned recently?" By analogy, the applicant's learning ability can be reflected.

(2) Star questions

This is the focus of the interview question.

STAR is the initial combination of four English words: situation, task, action and result, which is the question you want to ask. If it covers situation, task, action and result, it is a good question. For example, you can ask under what circumstances the sales performance was achieved. Then ask the boss what tasks he assigned to finish the work. Then ask what actions have been taken to complete these tasks. What was the result of the last question? Therefore, according to each job requirement, list the corresponding star questions. Don't have too many questions, just two or three. The total number of star questions required by several jobs is about 10.

Receiving Visitors

Pay attention to reception details

In the face of the applicant's visit, the receptionist should first reach out and shake hands with the applicant, which will make the other party feel at home and relieve the tension of the applicant to some extent. When shaking hands, don't forget to bring a welcome message: Welcome to the interview.

After the candidate is seated, the receptionist should hand him a glass of water, and remember to hand it over with both hands. A glass of water, for candidates who come to interview in a hurry in hot summer, can be described as a timely help. However, it is this small glass of water that individual enterprises cannot do. In my opinion, is a glass of water enough to reflect the advantages and disadvantages of corporate culture? In addition, the level of basic etiquette education can be seen from the examinee's action of receiving water. Imagine, for a glass of water handed over by both hands, if the applicant neither gets up nor thanks, is such a candidate a candidate that the enterprise is eager for?

Next, the applicant should fill out the application form. At this point, the receptionist should pretend to be idle on the surface, but she is also doing an "interview" inside-observing the candidate's every move. For example, you can observe the following sections: is the candidate copying a prepared resume or writing it silently; Whether to copy the number according to the ID card or memorize the ID card number; Whether to come on time. In fact, a small move can inadvertently reflect the tip of the iceberg of the applicant. For the observed behavior, the receptionist must record it in detail for reference when choosing. ...

Step 4: Inform the hired personnel to go to work.

Divided into two situations:

1. Very outstanding. I think he is the person the company needs during the interview and can be hired directly.

2. Under normal circumstances, applicants will be asked to go back first and then call. They should also be informed of the working hours on the first day and the specific matters that should be prepared and paid attention to.