I have experienced many interviews, met others, been met by others, and exchanged interview experience with many people. But it's a pity that many interview questions are too easy to understand, and it's hard to kill an interview man like me!
The questions I collected for you here were learned from discussions with some interview experts. If you are an interviewer, you can learn how to ask questions. If you are a candidate, you can try to answer them! If you are interested, I will talk about the main points and answering strategies of these questions in later articles!
1. What did you do to improve the performance of your team?
2. What is your most creative work achievement?
What do your current boss think you are most valuable to them?
4. What aspects of your job do you think are crucial?
5. What is the relationship between your position and the overall goal of your department or company?
6. What skills need to be improved?
7. What does development mean to you?
8. How do you keep making your work more valuable?
9. Please distinguish between vertical promotion and horizontal expansion of responsibilities in your current company?
10.？ How do you define your sales transaction method?
1 1.？ If you like, please grade this interview hosted by me, and don't flatter me too much; According to the question I asked you, what do you think of my sales promotion and management style
12.？ How important is the basic salary to you?
13.？ Please talk about your sales closing rate, that is, how many potential customers do you usually meet before closing the deal?
14.？ How do you usually keep informed and monitor the performance of employees?
15.？ How do you usually treat your subordinates when the results of your work are unacceptable to you?
16.？ How do you evaluate your communication skills with superior management, customers and colleagues?
17.？ What aspects can't you agree with your boss? Last time he was wrong and you were right, how did you handle this situation?
18.？ What can you do for us if we hire you? When can we see concrete results?
19.？ What kind of environment do you need to develop your greatest potential?
20.？ In addition to the investment in your work, will you take on some responsibilities outside the scope of your work?
2 1.？ How do you deal with emergencies and fast-changing situations that violate daily practices?
22.？ What do you think of taking action without prior approval?
I have just been promoted to HR supervisor, and the main job seekers interviewed have changed from grass-roots employees to middle and high-end managers. What do I need to learn to be more professional in the interview process?
Vice President of Sales: 1. Understand the personality classification, preferences and habits of different objects.
2. Master the basic requirements and excellent characteristics (upper and lower limits) of all the recruitment positions you face.
3. Communication ability, ensuring a high level of personal communication, is conducive to keeping up with the middle and lower levels to achieve effective communication quickly.
4. Learn the world's advanced HR theory and practice in order to make yourself perfect in this field.
Personnel supervisor: 1, capable in the workplace, with clear goals and long-term vision. From the boss's point of view, analyze whether each required position and interviewer are suitable; 2. Strengthen study and get to know some situations of various departments of the company; 3, read a lot of books, involving all aspects, different topics can find different problems, come on! ! ! !
Production manager: Can you change "characteristics" to "skills and knowledge"? General professional ability should consider relevant experience and necessary knowledge. As a human resources supervisor, you must be very familiar with the subject of human resources, especially the content of your post. If you interview, you should generally know something about psychology and sociology. In addition, you need to have a good understanding of company strategy, industry competition and product mix. After all, on the one hand, the interviewer is recruiting talents for the company, on the other hand, it is more important to do strategic management of the company's talents!
HRM: The above colleagues are all very good. I think to be a professional interviewer, we should not only cultivate our interpersonal skills, but also improve our keen observation and insight, which can be accumulated in our daily work. However, the design of recruitment interview process can refer to the experience of some professional companies, such as job analysis and job matching. , but also need to do a good job of communication with the leaders of the surrounding employer departments. The most important thing is the ability of the leaders of the employing department to know people and be good at their duties, which plays a key role in retaining people. Please refer to
Counselor: first analyze the needs of the employer. If you are not skilled, find a few people to practice first, then observe their performance during the internship period, and finally determine the right person.
Human resource manager: the auditor was transferred to the head of human resources. What did the boss say about you? Why did you change your job? Downgrade: just make up the piece you sent; If you change careers: it is estimated that you have to learn too much, two majors; Promotion: Ask your boss to show you the company's qualification requirements for this position and fill in the gaps. The more you learn, the better. If you want to work for two years, study the working ability requirements of personnel above the HR director level in the next target industry.
Manager of personnel administration department: I have been interviewing for many years. I think what you need to learn is the expectations of the company you work for middle and high-level talents and learn to read people. If you have enough HR professional knowledge, you should learn more about the outline design of middle and high-level interviews, and don't brainstorm during interviews. You should understand the job responsibilities, requirements and basic qualities of middle and high level. Because there is a great difference between middle and high-level personnel and grass-roots personnel, grass-roots personnel need professional knowledge and obedience more, while middle and high-level personnel need comprehensive quality more than professional knowledge. For example, people who can lead a team are not necessarily sales champions, and sales champions may not necessarily lead a good team. How to understand each other's ability and quality depends on the feelings in the conversation. . .
Office Director: I agree with Miss Wang. In addition to what everyone said, I want to talk about my own experience. As an interviewer's characteristics, I think, first of all, you should have a wide range of knowledge, which is an important condition for you to deeply understand each other's professional skills during the interview. Otherwise, you will think that you have found a gold mine after listening to each other's boasting, even something you don't know at all, and the result can be imagined. Second, the interviewer should have good communication skills and alertness, and can see the true side of the interviewee when talking about other issues. During the interview, the candidate has made full packaging preparations, and 70% or 80% of the appearance you see is embellished. If you ask questions mechanically, you often can't see the deep-seated problems of the other party, so it's best to look at the performance of the other party first, and then get to know the other party through chatting and talking about some side issues. Avoid direct questions. Only by letting the other person be in a "relaxed state" can you know what you want to know. As the saying goes, pulling a horse or donkey out for a walk should be regarded as a skill. This method is particularly important and effective for interviews of high-level people. Third, the interview method needs to be selected according to the object, which can be complex but simple and flexible.
HRVP & Director of Strategic Development: My experience is:
1, you must know the core quality of the position you are recruiting, which can be obtained through communication and cooperation with the employing department and its superiors and subordinates.
2. Interview is a two-way communication process, and both sides are learning whether the other's situation is suitable for them. During the interview, we must ensure full communication and smooth information exchange.
3. The recruitment process should be integrated. Like an assembly line, it must be standardized and give people a professional feeling, from the simplicity of screening to appointment to the interview and re-examination, including the employment notice.
4. Every time you ask questions or chat and interview, you should be clear about the center and purpose you want to know, and you must never change your religion.
You must have high requirements for your dress image, speak clearly and express accurately. You can record it during the interview and improve it afterwards.
6. Learn psychology, use face testing tools and micro-expression analysis.
Party and government clerk: Now that you have been promoted to human resources director, I believe your personal ability is worthy of recognition. At this time, there is no need to be too nervous and at a loss about the unknown factors in the future. There is no rigid major. After we have mastered the professional terms and theories that everyone knows, we can gradually sum up a set of effective methods and means that suit us. That's the real profession, even the expert.
No job: just carefully analyze the employer and what talents are needed, and conduct some professional questions and answers during the interview, which means you need to analyze the positions you are hired.
Senior consultant: First, understand the type, industry, position and orientation of the candidate, and observe whether he is competent and comprehensive.