Interview skills of administrative personnel supervisor

Interview skills of administrative personnel supervisor

Interview skills of administrative personnel supervisor How to interview personnel manager?

Five elements of human resource manager's ability;

1, communication skills

2. Sense of responsibility and fairness

3. Professional skills of human resources

4. Deeply understand how human resources support business.

5. Adaptability

Several problems in interviewing human resource managers

1. Starting principles of recruitment: context, tasks, actions, results and results.

This general program called recruitment shows the basic theoretical level of human resource managers.

Please give an example of how to deal with the dismissal of the sales manager if there are incompetent senior employees in the sales department.

This question analyzes the adaptability of candidates.

3. How did you handle the most difficult (or challenging) thing you encountered? What was the result?

This topic analyzes the degree of difficulty and handling ability of candidates.

4. What wonderful activities or trainings have you organized?

What are the major changes (design? Execute? Introduce those excellent talents for the enterprise.

5. Did the previous company implement performance appraisal?

Who is the appraisal object? What are the assessment indicators? What are the uses? Have you designed an evaluation plan?

What's the difference between performance appraisal and performance management?

6. What do you think is the focus of HR work in commercial sales enterprises?

7. Job Description Design Process and Elements

8. Several modules of human resource management have been involved.

The above questions are for reference only.

Pay attention to whether the candidate answers first, there may be communication problems! ! ! ! !

A high-level human resource manager should have outstanding performance in performance management and human resource planning, and should have designed a plan.

Five principles necessary for personnel managers: remember the star principle in recruitment interviews.

Tool 1: the star principle of recruitment interview

Recruitment interview is an important part of human resource manager's work. Every successful manager must have superb recruitment interview skills, so that the right person can create high performance in the right position.

The so-called STAR principle is the initial combination of four English words: situation, task, action and result. When interviewing candidates, try the star principle.

The star principle is a conversation procedure involving substantive content in the interview process, and any effective interview must follow this procedure. When talking with candidates, we should first understand the previous work background of the candidates, that is, the so-called background investigation, and then focus on understanding what the specific tasks of the employees are, how each task was completed, what actions were taken and what the results were.

Through the above four steps, HR manager can basically control the whole interview process and recruit suitable talents.

SATR principle is a good tool for managers' recruitment interview, which contains many skills. Human resource managers should constantly explore and improve their recruitment ability.

Tool 2: 6W 1H Principle of Clear Responsibilities

Clear responsibility is the basic principle of management, and any management starts from the management position. However, in actual management, there are still a lot of unclear responsibilities and responsibilities. As a human resource manager, we must think deeply about this problem and solve it effectively, so that employees can clearly know their responsibilities.

In order to make employees' job descriptions more accurate and responsibilities clearer, managers must understand the important principle of 6W1H. The so-called 6W 1H means: 1. Who is in charge of this work? 2. Who is the service and reporting target of the work? Why do you want to do this job? 4. What kind of job?

What? 5. Where is the work place? 6. When-the time limit for work? 7. What are the methods and procedures for how to complete the work?

Only by answering the above questions one by one can employees be clear about their work, be more willing to take responsibility and dare to take responsibility.

Tool 3: SMART Principles of Management by Objectives

The implementation of target management is not only conducive to employees' efficient work, but also sets targets and assessment standards for performance appraisal, making the assessment more scientific and standardized and ensuring the openness, fairness and impartiality of the assessment. Setting goals seems simple, but if it goes to the technical level, managers must learn and master the SMART principle.

The so-called smart principle is:

Goals must be specific;

2. Goals must be measurable;

3. The goal must be achievable;

4. The goal must be relevant); To other goals;

5. The goal must have a clear time base.

Both the work objectives of the team and the performance objectives of employees must conform to the above principles, and five principles are indispensable. The process of setting is also the process of HR manager's ability to grow. Human resource managers must work with employees to improve their performance ability in the process of constantly setting high performance goals.

Tool 4: PDCA principle of effective management

The so-called PDCA is the initial combination of planning, implementation, inspection and adjustment. No matter what kind of work is inseparable from PDCA cycle, every work needs to go through four stages: planning, implementation, inspection, adjustment and continuous improvement. For human resource managers, this is an effective tool to control management processes and work quality. Using PDCA can make your management develop in a virtuous circle. Through implementation and skilled application, human resource managers will be able to continuously improve their efficiency and control their work more effectively.

Tool 5: The MKASH principle of manager professionalization is:

1. Motivation: Positive motivation has a great incentive for success. Personnel managers should constantly adjust their mentality, face the work and challenges with positive incentives, constantly motivate and surpass themselves, and realize the established goals and prospects under the guidance of positive incentives.

2. Knowledge: Professionalization must be based on specialization. To do any job, the first thing you need is the professional knowledge to deal with that job, and other related knowledge, so as to form a complete knowledge system and support the development and expansion of the work.

3. Skills: Skills are the necessary means for managers to carry out their work. Only knowledge, no skills, can't move. Imagine how a manager can communicate with others and carry out his work without communication skills. Without interpersonal skills, how to establish a harmonious interpersonal relationship with subordinates? Skills training should be raised to the same level as knowledge, and knowledge should be continuously transformed into ability.

4. Action: An efficient manager must have the ability to act quickly and strong execution. Some people are excellent in all aspects, with high level of knowledge and strong ability, but due to lack of action ability, they can't do excellent work performance. Tom? Peters said, "It should be a kind of accomplishment to make a plan and take action quickly." If you want to become a professional, you must get rid of the style of indecision, looking ahead and dragging your feet, take serious action on what you are looking for, prove everything with actions, and constantly improve your execution.

5. Habit: Habit determines fate, no exaggeration. Good habits give people a good impression and feeling and can help you succeed to a great extent. Professionals must have good habits, whether in life or at work, they should pay attention to cultivating professional behavior habits and show their professional demeanor.

Star interview method

STAR is the initial combination of four English letters: situation, task, action and result.

In the recruitment interview, it is impossible to fully understand the knowledge, experience, skills, work style, personality and other aspects of the candidate only through the resume. Using star skills can make a comprehensive and objective evaluation of candidates.

First of all, we should understand the job performance background of the candidate. By constantly asking background questions related to work performance, we can fully understand the premise of the applicant's excellent performance, so as to know how much performance is related to the applicant personally and how much is related to market conditions and industry characteristics.

Secondly, it is necessary to know in detail what tasks candidates have in order to complete their business work, and what is the specific content of each task. Through these, we can understand the work experience and experience of the applicant.

To determine whether his work and experience are suitable for the current vacant position.

Thirdly, continue to understand the actions taken by the applicant to complete these tasks, that is, how he completed his work, what actions he took, and how the actions he took helped him complete his work. Through these, we can further understand his working mode, thinking mode and behavior mode.

Finally, we pay attention to the result, what is the result after each task takes action, whether it is good or bad, what is good or bad.

In this way, through the four steps of star questioning, the applicant's statement will be deepened step by step, and the potential information of the applicant will be tapped step by step to provide correct and comprehensive reference for enterprises to make better decisions. Responsible for both the enterprise (recruiting suitable talents) and the applicant (helping him to show himself and sell himself as much as possible), so as to achieve a win-win situation.

For example, learning ability: before the interview, first understand the meaning and grade definition of learning ability, so as to judge from the interview. Grading meaning of learning ability: (0, 1, 2, 3)

0. Unwilling to update their knowledge structure; Do not pay attention to learning from colleagues; Ignore the development of the same industry.

1, I am willing and good at learning from my colleagues and acquiring necessary knowledge or technology in order to meet the needs of my work, study and improvement. 2, in order to further improve their own quality, engaged in unfamiliar work, you can study the information, get the necessary knowledge or skills, in order to adapt to the new job requirements as soon as possible.

3, in-depth understanding of the latest knowledge and technology, can realize its application in the industry.

Example of interview questions:

Question: Please tell me one thing. You are qualified for your new job as soon as possible through study. Q:

(1) When did this happen? Constitute noun plural

(2) What is your task? Equivalent to -ED

(3) What will you do after receiving the task? [Ancient names or Latin modern names of animals and plants]

(4) How long did it take you to acquire the knowledge needed to complete the task? -Deep understanding.

(5) Did you encounter any difficulties in this process? -by the way, learn about tenacity.

(6) How did you finish the task in the end? - R

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