Frequently asked questions in the interview of personnel Commissioner
1. Introduce yourself briefly.
At this time, the interviewer always looks at our language organization ability and expression ability, and also at whether we have stage fright.
2. What is the reason for your resignation from your previous company or unit?
At this time, the interviewer wants to see the psychology of our candidates. At this time, you must think clearly before you answer.
3. Talk about your shortcomings
If you are employed by our company, what salary do you require or hope?
5. What do you think of the company's frequent meetings or overtime?
6. How to understand the position of recruiter?
7. What do you think is the most important thing in this job?
If I am a human resource manager, I want to recruit a recruiter. My answer is: strong communication and coordination skills, familiar with the recruitment process, understand the recruitment methods.
9. What are my greatest strengths and weaknesses in this position? My answer is: I think my greatest advantage is that I am full of strong enthusiasm for the industry of human resource management, and I am currently participating in the training of human resource management. My weakness is that I have no relevant working experience in human resource management.
10, if you know? Is this wrong? Will you still follow your supervisor's instructions?
1 1. A Commissioner of the Ministry of Commerce suddenly resigned, and the marketing manager asked the Human Resources Department to recruit in place within 1 week. Q (1) How do you communicate with the marketing manager? (2) Please draw up a recruitment plan.
12. Among the five college students as a reserve, 1 is suitable for the talent echelon of the company. The company wants to train them into middle managers. Please make a career plan for this employee.
13. Suppose you are the recruiter of the company. One day, the manager of the sales department came to see you and said that the business is developing rapidly, and you need to recruit five salespeople and 1 sales support specialists at once. What would you do?
14. If you are in charge of managing employees' labor contracts, one day the manager of the sales department comes to tell you that he doesn't want Xiao Wang, an employee in his department. How will you give him advice?
If the final result is that the company intends to negotiate with Xiao Wang to terminate the labor contract, and Xiao Wang agrees, how much economic compensation does the company need to pay Xiao Wang? (Need to explain the basis and thinking of calculation in detail)
(Xiao Wang's basic information is as follows: June 2007 1 65438+1 October1employment, signed a1year labor contract with a fixed monthly salary of 5,500 yuan; In 2008, the monthly salary remained unchanged, and in June 1 65438+1October1renewed the contract with no fixed term, and the year-end bonus in 2008 was 12000 yuan. The monthly salary in 2009 is 6000 yuan. On June 5, 2009, the company and Xiao Wang negotiated to terminate the labor contract. )
15, case study:
On Jun. 65438+1 Oct.1Date, 2008, Mr. Liu joined a company. He signed a three-year contract and a three-month probation period on the day of his entry, paid social security for him, and his salary was settled. Before the expiration of the probation period of 10, the company assessed Mr. Liu and found him unqualified. Through negotiation between both parties, the company agreed to extend Mr. Liu's probation period 1 month. Five days before the expiration of the second probation period, the company made an evaluation and found that he was still unqualified. 65438+1On October 28th, the company informed Mr. Liu by email and decided to terminate the contract with him, but Mr. Liu didn't give any feedback. Now Mr. Liu asks the company to give it to him. So if you are the person in charge of the company's related events, what do you think of this matter and how to deal with it?
16, panel discussion:
There are seven things. According to your own ideas, rank these seven things in one day and give the reasons for ranking.
1. The CEO of the company asked to give him the personnel report to prepare for next week's meeting.
There are two new employees.
3. A department employee is dissatisfied with the performance appraisal and has a dispute with the department head.
The supervisor asked that the summary of yesterday's interview must be given to him.
Pay tomorrow, but your salary report has not been submitted to the finance department.
6.5 Inform candidates for interview tomorrow.
7. A colleague went through the resignation formalities today.
Interview skills of personnel Commissioner
Interview is the last link of enterprise recruitment, and most job seekers don't know how to do it. Please ask the examiner, different industries have different requirements for job seekers during the interview. In this issue, we visited the HR director of Carrefour, a fortune 500 company and retail giant, and asked her to talk about her experience and interview skills in the recruitment process.
Self-confidence is a stepping stone
Q: You have met all kinds of interviewers. Can you give them a general classification? Which one do you like?
A: I divide the interviewees into four categories: arrogant, overly modest, true and slightly skillful. Personally, I admire an interviewer with a little skill. Last April, our human resources department wanted to recruit an English trainer, and finally two girls entered the interview. One of them is studying human resources, and his English is good, and his professional background is quite consistent; The other is an English major, and I don't know if I can adapt to human resources work. During the interview, the English major girl seemed to see my hesitation and introduced herself voluntarily. I graduated from English major. Believe me, I am definitely more professional. "At that moment, the balance in my heart began to tilt. As it turns out, this girl is really excellent and was promoted to department head in less than a year.
It is not appropriate to talk about salary in an interview.
Q: Nowadays, many job seekers will directly ask about their salary during the interview. What do you think of this problem?
A: We generally don't like job seekers who pay special attention to salary during the interview. Retail work is hard, and many managers in our company start from the grassroots. As long as Carrefour employees have a warm working attitude and good communication and organizational skills, they will have opportunities for promotion. In fact, salary is closely linked to personal ability. Talking too much about salary in an interview will make people doubt your ability to work.
Understand the corporate culture first.
Q: What preparations do you need to make before the interview to pass the exam smoothly?
A: Applying for different companies has different requirements. The most important thing is to quickly understand and identify with the corporate culture and industry characteristics of the employer. In the interview, we are more optimistic about those job seekers who wear suits and ties, have neat nails and smile. As employees of retail enterprises, they can't dress themselves up, so how to make the goods achieve the best visual effect?
The main responsibilities of the personnel Commissioner
1, implement and improve the company's personnel system and plan, training and development, performance appraisal, employee social security benefits and other aspects of management;
2. Organize and assist all departments in recruitment, training and performance appraisal;
3. Implement and improve relevant policies and processes such as employee entry, employment confirmation, resignation and resignation;
4. Personnel information management and employee file maintenance, employee salary and welfare accounting, etc.
5. Daily work of other personnel;
6. Have a strong sense of responsibility and dedication, be fair and just, be rigorous in doing things, and be able to work under great pressure.
Requirements for the post of personnel Commissioner
1, with practical operation ability in personnel recruitment, introduction, training and development, employee assessment and incentive;
2. Excellent written and oral expression skills, strong affinity and service awareness, communication and understanding skills and strong judgment and decision-making ability;
3. Careful work, strong principle, good execution and professionalism;
4. Familiar with relevant national labor laws and regulations, familiar with the workflow and operation mode of human resource management;
5. Strong adaptability and internal and external communication skills;
6. Have a strong sense of responsibility and dedication, and can work under great pressure;
7, good computer skills, skilled operation of office software; Employee file maintenance, employee salary and welfare accounting, etc.
Recruitment skills of personnel Commissioner
1. Make a good recruitment plan and be targeted.
Making a recruitment plan is a job that many recruiters can't start with. They often hear people complain that a plan can't keep up with changes, or they often encounter changing departmental needs in recruitment. How to control the quantity demand, formulate the response plan and guide the recruitment behavior is the primary task of the recruitment center, and at the same time, the combination of dynamic and static is the ultimate king.
2. Comb self-confidence and form a routine
According to the manpower planning obtained by business needs, timely debt strategies are formulated around recruitment plan, recruitment process, recruitment channels, interview skills, interview simulation, employer brand, etc., and recruitment routines recognized by business departments are formed. This seemingly redundant process is indeed an indispensable step.
3. Be far-sighted and dig deep
Observe the changes of enterprises with a far-sighted vision, understand the latest industry information, and dig deep for valuable talents. Every day, like a headhunter, I wander among the vast number of candidates, claiming to be the new idea and solution of the department. If a recruitment center has the ability to form the research report that enterprises really need and the organizational structure of competitive companies, how can it move forward without departments?
4. Shaping the recruitment culture
Recruitment center is the first way to promote the employer's brand and undertakes the obligation to spread the employer's value throughout the company. The words and deeds of recruiters affect the attitude of enterprises towards people and things, and are the first export of word-of-mouth communication. In my opinion, no enterprise is born for survival, only those who win the hearts of the people win the world.
However, it is easier said than done. In actual combat, I see that recruitment centers often make three kinds of mistakes in their growth:
1) Excessive professional error
HR constantly cultivates its own HR professional knowledge and practical operation ability, and its insight into organizations and talents can convince business personnel, and the professionalism of talent counseling and training has indeed brought irreplaceable value to business personnel. However, if HR can't establish a trust relationship with business personnel, Mingshang.com has launched a membership card, and these professional abilities are basically useless. The business network has launched a membership card, and we often hear such stories. HR has many good ideas and schemes, but it just can't convince the business people to implement them. In this state, HR needs to be brave enough to open itself up, listen to the real voices and needs of business people without judgment, and truly express their ideas in the face of pressure and conflict, which requires a little paranoia and a sense of never giving up until the problem is solved.
2) Excessive business mistakes
In order to make all departments pay attention to their business knowledge and spend a lot of time understanding the business, HR often sends business personnel to go deep into the business at the first stage. HR's familiarity with the business may be an eye-opener for business people. In fact, people who plan to do HR for a long time may become a panacea if they don't have their own unique expertise in the end, and it is difficult to establish their own personality brand in the end.
3) Too practical mistakes
The recruitment center has become an indispensable warrior in the business department, and the problems that can and cannot be solved have been solved here. As for the method, the business personnel don't care, flatter black cats and white cats, and catching mice is a good cat. This should be a good start for a good recruitment center, but HR's independent thinking ability will not be improved if it stays like this for a long time. After doing a lot of things, I only know why, but I don't know why, because with the gradual weakening of my learning and thinking ability, my reaction ability will become weaker and weaker. At the same time, HR will lose the ability to touch people's hearts by focusing on things for a long time, not feelings.