Face-to-face interview skills with HR In the process of job hunting, it is very important to grasp interview skills and details. There are also many interview skills. Grasping the key points of face-to-face interview is very beneficial to workplace work. The following are interview skills with HR.
Face-to-face interview skills with HR 1 First of all, job seekers must arrive at the interview site on time and wear formal clothes, which shows the importance that job seekers attach to this interview. The first impression of job seekers is very important in the interview process.
In the self-introduction session, you should grasp the time, preferably within 3-5 minutes, introduce the content clearly and organize the language well, mainly to convey your professional skills and advantages in applying for this position to HR, without introducing your work experience in detail. If your skills meet the needs of HR, they will ask you additional questions about social practice. At this time, you need to introduce your work performance more, so as to deepen the recruiter's good impression on you and increase the chances of re-examination.
You should also be careful not to make small moves during the interview. If there is more than one examiner in the interview, you should pay attention to the questioner, but you should also make eye contact with other examiners in time to show your respect.
Interview is a two-way selection process. Job seekers can also ask each other questions, but don't ask specific job responsibilities and job content, because the job content has been introduced in detail in the recruitment information. Don't let enterprise HR feel that you didn't do your homework and come to the exam, thus reducing your satisfaction.
Secondly, salary is a sensitive topic in the interview process. Many job seekers are afraid to bid in the face of the examiner's inquiry, hesitating to know how to answer, and their hearts are very contradictory: they are afraid that the company will directly cover themselves, but they are not willing to say that they are low. Hesitation or silence at this time will make HR feel that the job seeker is guilty, lacking confidence and confidence, which is bound to have the opposite effect.
Job seekers can freely reveal their "worth" according to their actual situation, and the rest of the work depends on whether the examiner's first reaction is acceptable. If you are surprised or look very different from before, job seekers need to gently bargain for themselves and tell each other that your "price tag" is not fixed, your "value" needs to be accumulated slowly, and your value needs to be reflected bit by bit. After all, we are still in the learning stage. Reasonable job opportunities make job seekers a shoo-in in this interview and greatly improve the success rate.
Finally, if we are not selected in the interview, it doesn't mean that we are incompetent. It only means that we don't meet the requirements of the job. We must not be discouraged and have confidence in ourselves. Cai Ying career development consultant. Com pointed out that it is a normal job-hunting process for job seekers to fail in the interview. No matter how bumpy the job search road is, we should respond positively with a good attitude. I hope that job seekers can accumulate more interview experience and make a smooth progress on the career avenue of fame.
HR Face-to-face Interview Skills 2 "I interviewed several securities companies, and all the professional written tests were completed very well, but every time I failed in the personality test, I didn't even have a chance to interview. I tried different answers, and the results did not meet the personality requirements of the employer. After many twists and turns, now seeing the personality test paper is like having a psychological barrier, and I don't know what to do. What should I do? "
The above is a post that a reporter saw on the BBS of a university, and the response rate is very high. The reporter found that this kind of job-hunting confusion caused by the failure of "personality test" is not only common among recent graduates, but also encountered by many job seekers, and the failure rate after completing a personality test is very high. Job seekers who have been defeated repeatedly are distressed.
What does the personality test measure?
In the market where supply exceeds demand, enterprises naturally become more picky in employing people, and the job-hunting steps become complicated, such as written test, several rounds of interviews, scenario simulation, logic test, personality test and so on. However, job seekers have to go through formalities, which is full of dangers.
The reporter learned from many companies that the evaluation tools of personality test introduced by enterprises include MBTI· Macmillan model personality type test, Holland career orientation test, and test scales summarized by some evaluation companies according to different industries and positions. After the company inputs the test results of job seekers into the computer, it can judge whether their personality meets the job requirements.
Some companies believe in the influence of personal personality on job matching, and even make personality test the first step in screening job seekers. The application process of a well-known logistics company is to send a personality test questionnaire to all candidates. The pass rate of the questionnaire is extremely low, generally only about 10%, and those who pass can get the opportunity of resume review and interview.
Job seekers have no choice but to respond.
Job seekers told reporters that more and more enterprises have set the threshold of personality test, especially some well-known companies. The personality test questions are varied, which makes job seekers puzzled.
Some questions are true or false, such as "Are you an adventurous person?" "Are you looking for a goal and hope to achieve it as soon as possible?" Some are AB multiple-choice questions, such as "If you are a teacher, would you like to teach: A, courses focusing on practice, and B, courses focusing on theoretical research": "You want to be regarded as A, doer, and B, genius inventor": "Which word do you prefer or prefer? A, persuade, b, impress "; Wait a minute. Many topics are divided into positive and negative choices, and some are neutral words. According to the experience of successful people, not all positive words can pass smoothly, but some negative words can pass the exam.
Other failed job seekers said that when they took the personality test for the first time, they often answered questions truthfully. When they meet for the second time after failure, they often think that they are smart enough to put themselves in the perspective of "personality required for job hunting", but they often end in failure. "With experience and professional knowledge, I am competent. Don't just shut me out with a little test? If the test is accurate, should I give up what I have studied for more than ten years and give up this major? " Help-seekers generally have similar helpless and skeptical feedback.
Four tricks to teach you to deal with it calmly
The enemy will block you, and the water can cover you. Resumes can be revised by professional organizations, interview questions can be perfectly prepared in advance, logic tests can be bought to preview questions in advance, and situational dialogues can be simulated in groups ... so what can be done to deal with personality tests?
The reporter learned that in addition to personality test, there are many kinds of tests related to "job matching", such as interest and occupation matching test, personal values and occupation matching test, ability (including cognitive ability, operational ability and social ability) and occupation matching test, temperament and occupation matching test, 16PF personality test, etc. These tests are developed and used by professional talent evaluation companies, some of which are only unilateral personality or temperament type tests that match occupations, while others are comprehensive tests that integrate temperament, personality, ability and values. At present, some recruitment companies simply introduce a set of test questions, and some companies send job seekers to the evaluation center of professional talent evaluation companies for comprehensive "diagnosis". Because of the variety of exams and different grades and answers in different positions, job seekers are basically unprepared.
Dale Hong, a career planner in Xiangyang, believes that in the face of the test, job seekers should do the following:
First of all, the real answer
The purpose of the exam is to get correct results, so most of the questions have cross-examination questions. If the job seeker is smart enough to choose the personality options that the position may require, which is likely to lead to inconsistent before and after the test, then the recruitment company can easily find that you are a dishonest person and screen you out first.
Second, answer questions without interference.
Job seekers should ask for a quiet and undisturbed environment, then relax, look at the questions and answer them, so as to get the answers that suit them.
Third, the answer should not be extreme.
Although different positions need different personality test requirements, enterprises prefer people with similar scores in each corresponding group. For example, MBTI test will get four sets of data results: extroversion/introversion, feeling/intuition, thinking/emotion, judgment/perception. If the test shows extroversion (15)/ introversion (35), and the difference between the two data is too large, then most of them will be eliminated. Therefore, job seekers should not be extreme in doing questions and raise a related score too high.
Fourth, actively strive for interview opportunities.