Recruitment skills and reserved words

1. In the process of recruiting marketing personnel, the examiner listed more than 20 (or even more) marketing schemes for candidates to analyze and explain their advantages and disadvantages. This question not only achieves the purpose of assessing the analytical ability of candidates, but also shows the strength of examiners to candidates. This will make the recruiter feel that this company has a high level of talents and the company must have a bright future.

When the interview goes to a certain extent, ask the candidate: Our company did something in a certain year (more brilliant performance, etc.). ), how to comment It can not only test candidates, but also show the company's performance. Let the candidates tell the truth, let the candidates tell the truth, let the candidates tell the truth, let the candidates tell the truth.

Please describe what the applicant did the afternoon before yesterday. This problem is not covered in the general application guide books and periodicals, and the candidates are not fully prepared. This will truly reflect the applicant's expressive ability, writing organization ability, clear thinking and so on.

4. Talk to the applicant about something unrelated to recruitment. In the chat without self-interest conflict, candidates are more likely to tell the truth, and examiners can judge the quality and ability of candidates from it.

5, the examiner's seat position is high, and the backlight, candidates sit in the backlight, must look up and answer questions. This kind of environment and atmosphere has an invisible pressure on candidates; By observing the candidates' facial expressions, we can correctly judge the candidates' ability to resist setbacks.

The company's information is:

1, chat with them often, and devote your care and enthusiasm to them. This is effective for the middle class.

2. care about nuances. Understand the mentality of your employees. Have frequent dinners and arrange tickets to go home during holidays.

3. Give preferential treatment to employees at the bottom and create a pleasant working environment. Other small favors are effective at the middle level and ineffective at the bottom. Great leader, I think it is most important to give him appropriate authority. Employees feel they can identify with you.

Extended data:

Interview skills:

1. What were your responsibilities in your previous job? -If the description is not clear, it can be seen that even with relevant work experience, its systematicness and comprehensiveness are questionable.

Please tell me your past work experience. -Examining the language organization and expressive ability of the candidate, as well as the organization of description.

What is the most proud and successful thing in your past work experience? What are your strengths? From the candidate's answers, we can know whether he pays attention to personal success or teamwork.

4. What knowledge, skills or abilities do you think need to be improved? -the word "promotion" is very euphemistic. On the one hand, it examines whether his attitude is frank, on the other hand, it also enhances the pertinence for future employee training.

5. What do you think of your new job? How to carry out work? -This involves the design of employees' career and the stability of employees' work.

6. What is the reason for your leaving your job? -this is a question that must be asked, which involves the integration of employees and organizations.

7. What are your requirements for salary and benefits? Needless to say, the importance of this problem.