How to judge a person’s true talent during the interview process

How to judge a person’s true talents during the interview process

How to judge a person’s true talents during the interview process. For HR, when they recruit talents, they are: Can't fully understand job seekers. So how does HR determine a person's true talent and learning during the interview process? Let’s take a look! How to judge a person’s true talent during the interview 1

1. Judge whether the other person has the ability to think independently through questions

Although the company is a group, many jobs still require individuals When done alone, especially when it involves some major decisions, the person in charge’s ability to think independently is very important.

The way to judge whether a job applicant has independent thinking characteristics is also very simple. You can ask a conceptual question, and then you first put forward a point of view to see the other person's attitude and opinion.

For example, take the interview of technical personnel. HR can deliberately make a few mistakes. If the other party does not correct you, on the one hand, it can prove that the person is not capable, and on the other hand, it can also be seen. The other party’s ability to think independently.

2. Let the other person tell you about a past failure experience

It is the nature of many people in the workplace not to admit mistakes. However, it is impossible for people to make mistakes at work, and work also requires People in the workplace dare to take responsibility and admit mistakes. Then judging this characteristic of a workplace person can be verified by asking the other person to tell examples of failures at work.

If the other party says no and is unwilling to say more, he is either arrogant or lacks a sense of responsibility and the courage to take on mistakes.

For such people, HR can consider passing them. On the contrary, if the other person can talk freely about his faults and can find the root of the problem, then this person is worth looking forward to. At least it can be seen that this is a person who dares to face himself.

3. Judge the "authenticity" of the other person's words by negotiating their dialect

People will always lie habitually, especially adults. According to surveys, adults tell lies at least 3 times a day. lie. Lying isn't all bad, but sometimes it's bad, especially during an interview.

In order to increase the success rate of being admitted, job seekers will more or less lie. For example, if the salary of your last job was 5,000, you might say it was 8,000 to get a higher salary;

For example, if you are only a participant in a project, you will say that you are the leader... and so on, the job seeker is saying that he is happy. But it will cause a lot of trouble to the work of HR. Then HR also needs to judge the authenticity of the job applicant's words through a series of questions.

It is not difficult to judge in this regard. A person who is accustomed to lying will contain falsehoods in every sentence. This requires HR to use its professional tools to overcome the unprofessional aspects of job seekers.

I once saw a case where a company was recruiting editors, and the job seekers made exaggerated claims about their abilities. If HR was not prepared, he would probably be confused.

HR: How many original articles can you write in a day?

Job seekers: 100 articles

HR: Can you maintain this amount every day?

Candidate: Of course, sometimes you can write more

HR: Do you ever run out of ideas? What would you do in this situation?

Applicant: You look down on me so much. My brain will never run out.

In fact, at this point, even a novice knows that the job seeker is bragging. If you are not interested in accompanying the other party to continue the performance, you can serve tea as a farewell to the guest.

How to judge a person's true talent during the interview 2

During the interview, a very important criterion for judging whether the candidate is qualified for the position is whether he has the abilities required for the position or the corresponding abilities. In terms of strength and weakness, for fresh graduates, we will also look at their potential abilities.

However, ability, as a personal psychological characteristic, cannot be seen or touched, and is difficult to measure through quantitative tools. Therefore, it is necessary to judge whether a candidate has relevant abilities, what are his superior abilities, and his potential abilities. Which ones are a challenge for HR, but they are also very important qualities.

Today, let’s discuss what methods can help us judge a person’s ability and potential.

1. Classification of abilities

To judge a person’s ability, first let’s understand the classification of abilities. Abilities are classified according to whether they can be changed after acquisition, and can be divided into two categories: talents and skills.

Talent cannot be changed. In my first book, I once explained the content of talent. Certain professions require your talent to become an outstanding person in that field. For example, athletes. If you don't have swimming talent, it will be difficult for you to become a world-class swimming champion.

Skills can be changed day after tomorrow. There are three types of skills, namely general skills (transferable skills), professional skills and self-management skills.

2. Quickly judge the strength and weakness of the candidate's ability

(1) Understand the strength and weakness of the candidate through the following behaviors

Whether we are still studying in school or have graduated and are working, we will participate in many activities. To complete each activity, we must use different abilities. Ability has become the basis of what we do.

When we say that a person is strong in a certain ability, they will have the following characteristics:

(1) Receives the most praise

When our communication When we are very capable, we can hear compliments like: You are so eloquent! Think about it, when did you do something that received the most compliments? This is your strongest ability!

Interview question: What have you been praised for, and which aspect has received the most praise?

(2) Where is your strength?

When a person has strong negotiation skills, he will be keen to compete with powerful negotiating opponents. He would be at the negotiating table *four* and people would marvel at his input.

Interview question: In what aspects do you excel? Is there something in particular that excites you?

(3) The most fulfilling thing

The most fulfilling thing is often the thing he does best. To do things best requires his strongest abilities.

I believe that in everyone’s past experience, there will be things that make you feel the most fulfilled. Ask the candidate, if so, tell it in detail, and then let’s think about what abilities he used in the process of completing these things to enable him to do these things well!

Interview questions: Please talk in detail about one or two things in your past experience that brought you a great sense of accomplishment.

(2) Identification through the ability identification system

A person’s ability is composed of two dimensions, namely: one is usage tendency*, and the other is proficiency.

(1) Tendency to use*

According to the tendency to use*, abilities can be divided into those who are willing to use, referred to as tendencies; those who are unwilling to use, referred to as deviations.

(2) Proficiency

According to the proficiency of ability, people’s abilities can be divided into “skilled” and “unfamiliar”.

Taking usage tendency* as the ordinate (trend, deviation) and proficiency as the abscissa (proficiency, unfamiliarity), a capability identification system is formed.

Upper right corner: Trend proficiency, which is an advantageous ability.

An ability that you are very willing to use and are very proficient in, then it is your advantageous ability.

Upper left corner: Trend: unfamiliarity, which is potential ability. A person's potential is unlimited. As long as you dig hard, your potential abilities will be tapped.

When I was in college, my eloquence ability was rusty, but I was very willing to use it, so I was motivated to improve this ability.

This also pointed out the direction for my ability training. It took me several years to get my speaking skills from raw to proficient.

Lower left corner: Deviation, unfamiliarity, and useless ability. If you neither want to use an ability nor are proficient in it, it is a useless ability and a disadvantage to you.

Lower right corner: Deviation, proficiency, is a general ability. The emergence of this ability is usually due to a person choosing the wrong career direction.

For example, after graduating from college, a person chose to work in R&D due to the pressure of survival. However, in fact, he had no interest in R&D work, but wanted to do sales. For him, R&D capabilities are general capabilities.

Interview questions

1. What is your favorite thing to do?

2. What do you think is the easiest thing to do?

3. Can you introduce an example of something that you feel you are both interested in and successful at?