It's better to read thousands of books than Wan Li Road.
Wan Li Road is not as well read as countless people.
There are countless readers, so it is better for a famous teacher to point out the maze.
Understanding of recruitment
Regarding recruitment, I personally always think that it is the most basic work of human resources posts. Of course, the selection process must be put in the first place in selecting, educating, retaining and employing people.
For the requirements of talents, my ranking will always be: character, attitude and ability.
Feelings about recruitment
I have never counted how many people I interviewed, from front-line workers to professional managers. After such a long journey, I found that I like to see more and more people.
Not long ago, a Mao friend in the group said angrily that she had met a great woman who was a sales manager. She choked on any topic she said, boasting about how great her performance was. Immediately, many friends of Mao said that such people can pass directly without an interview.
In fact, for me, I really want to challenge this kind of job seeker, but I am a little excited. I replied to her, why not meet someone with this personality? Aren't you curious where her capital is? Maybe this kind of person will have two extremes. Maybe she is very capable? Or I was injured and deliberately put myself in the shackles of self-protection. In short, I passed before I started. Why do I still have so many question marks? What a pity!
Everyone has some cheap psychology, curiosity kills the cat! However, in my interview career, I haven't met a job seeker who can't handle it.
For the recruitment at the company level, at present, I mainly interview people at or above the middle level or in technical positions.
Not long ago, I was lucky enough to interview the boss of a consulting company for a middle-level position. We interviewed this person from different dimensions. Although my interview skills are different from those of this consulting boss, the judgment result is the same. The boss of the consulting company spoke highly of my interview skills.
He said that many of the questions I asked were comprehensive, and I basically examined this person from all dimensions. The boss who participates in the interview can even get the answer he wants just by listening. Of course, everyone's interview angle is different, and the results and answers will be different.
What questions will I ask when interviewing middle-level and above managers?
How big is your organization? (Detective occupational disease)
What are the benefits of your organization? (Detective occupational disease)
What is the organizational structure of your company? (Consulting case analysis)
What are your boss's characteristics, advantages and disadvantages? (Detective occupational disease)
What is your management department? (Inspection grade)
What are the management methods of job seekers? (Examining management ability)
What is the performance problem of job seekers in the team? (Work performance check)
How do job seekers train their subordinates during their tenure? (Check whether the management method is innovative)
How do job seekers evaluate their subordinates and analyze them one by one according to the number of employees (Examining the mentality of job seekers)
What are the circle and network resources of job seekers? What are the personalities of the friends around the job seeker? (Considering the interpersonal skills of job seekers)
Understand the job seeker's family background, whether his family supports his work, how to treat his children's education, and how his family views middle-level managers as particularly busy, and sometimes their work and rest can't be guaranteed (from the side, understand whether the family is harmonious and whether overtime will have an impact on the family).
What hobbies and interests do job seekers usually have? (Investigating the health habits of job seekers)
What is the biggest problem facing job seekers' enterprises at present? (Understand the real reason why they left)
What is the salary structure of the company where the job seeker works at present? Is there a perfect salary system? (Understand the salary structure and understand the annual salary from the side)
People will ask me why I want to know about other people's units and why I want to ask these questions.
1
Understand peer background
Don't ignore that middle-level and above managers should have the background of peers or related industries.
I wonder how many colleagues there are in the company.
Want to know the current ranking and reputation of our unit?
I want to know the management characteristics of the other company.
Call me a detective or a spy, and I will pass the interview temporarily, but I will never miss an opportunity with a background.
2
Understand the internal operation structure of peers.
I believe that people who do human resources must know something about the internal management of the enterprise, and we are fully capable of analyzing the problems of this enterprise. These gains and information are the best information you can report to the general manager. Everyone will say that I am not good. If you want to go higher, you must have a market analysis, the operation of this market. Of course, I will also screen the authenticity of the information from job seekers. It is impossible to determine by one person's statement.
I interviewed 4-5 technicians who resigned from the same company last year. They left for the same reason, that is, there was a big problem in the internal management of the company, so the credibility of this information was relatively high. During the interview, you will throw out some topics you know from time to time, and job seekers will appreciate your professional skills very much. On the other hand, I know that I know the details of your company very well, so he will give me a serious answer.
three
Improve your interview style.
Know yourself and know yourself, and you will win every battle. You can ask more and more questions about this enterprise.
I often discuss the development prospects of our industry with job seekers;
I often discuss the development status of related industries around me with job seekers;
I often discuss with job seekers what are the characteristics of a company boss; I often discuss with job seekers where the future development limit of this position is.
Among the executives and technicians interviewed, I left a very good impression on many people because I am talkative. Job seekers are very surprised. I know so much business knowledge and the operation of so many enterprises. In their minds, human resources are just recruitment. Talking about technology and management is the business of the department boss or general manager, but generally speaking, I can quickly integrate into specific problems, instead of being a layman that others can fool.
Even if we can't reach an agreement in the interview for the time being, I think every interview can improve our knowledge and reserve energy for the next communication with higher experts.
Of course, I will also store some resumes in my hands and put them in my talent pool. I will also recommend them when I meet particularly outstanding talents. As the saying goes, a good human resources position is half a headhunter. Although it is not a paid headhunter, it is definitely the best talent resource.
How to ask questions in the interview?
1
Ask the right questions.
I have told you why I ask these questions and what is the purpose of asking these questions. Of course, these questions are not in this order, and they are all hidden in the interview. According to the scene at that time, I didn't have a fixed question, maybe there were more questions than 14 above, and maybe 3-5 questions would be over. This requires judging whether questions can be asked according to the specific circumstances of the interview.
2
Find the right time to ask
In fact, some job seekers don't want to talk about very sensitive topics, so we can't ask them naked. We can ask some sensitive questions at the corner.
(1) Age Marriage Question: For example, if you can't see peers of the same age, ask how old your child is.
What if someone is still single? How many people are there in your family? Will they support your work alone?
I used to have a deep understanding. Many years ago, I was unmarried and went to the hospital to visit the employees who had an accident at night. The employee's family heard that I was the manager and politely said that I would lead you home early. There are children at home. At this time, I can only force a smile. You can't just reply that I'm unmarried.
(2) Salary: For example, you will directly ask job seekers how much money you get each month.
Generally, he will be very concerned about asking the top management. At this time, you should consider the identity of the interviewer. We can ask, what is your current salary and salary requirements? What was the salary structure of your previous company, annual salary system or monthly salary system?
(3) Questions with personal insults: For example, sometimes you will ask job seekers directly, do you have religious beliefs? Do you believe in Feng Shui?
If you are very repulsive to these things, you may go straight back. You have no knowledge. You believe in all these things. In fact, whether we believe it or not, I personally always think that I don't force others to be like me, but others can't force me to believe like others. Everyone has everyone's values and beliefs. I respect your beliefs and values, but that doesn't mean I have to show them. Unless you share the same values or beliefs with him, you can discuss it together.
(4) Discrimination: There are many job seekers who are ugly and wear simple clothes.
We can't just say: your face value is not good. Our company must recruit people with high value. Everyone's face value is given by parents. We don't hire people, and we won't hurt them. We can find a suitable reason to say that there are about five candidates interviewing for this position. We may make a comprehensive evaluation, but I still recognize your professional ability and leave some hope for others.
This society has been unfair to others, so we must never sprinkle salt on other people's wounds.
three
The right person to ask questions.
Many times people will ask me, can subordinates interview their superiors directly? Can the Commissioner interview the director directly?
I want to say that if you want to achieve very good recruitment results, I personally suggest that it is very necessary to distinguish the division of jobs.
For example, the interview technical director, the role of the Commissioner can call the job seeker to inquire about the interview time, contact the interview arrangement, and play the role of hospitality, and make it clear that the position will be interviewed by the HR director or general manager in person, which is a respect for talents.
I will personally check the resumes of professional managers and communicate by telephone to prove that we are very cautious and serious about this position.
Of course, many people have questioned this topic, saying that recruiters can interview people who are not directly superior. This depends on the qualifications of the unit and recruiters. If the recruiter has independent ability, I believe it is completely possible.
At this time as a recruitment position, etiquette, affinity and other basic skills must be solid. Like sales promotion, he must work hard because we are the first class.
I remember many years ago, I took my distant relatives to a company to interview a front-line operator. Because I was doing human posture at that time, I suffered from occupational diseases. I have been observing the recruiters in that company, who should be in management positions, with their hands around their chests and half lying in chairs. Many interviewers were chattering and discussing over there, but she yelled at me. I was shocked on the spot. Is there such treatment for job seekers?
A few years later, the tables turned, and I helped a friend find a candidate for the position of personnel manager in the talent market. She really went to my booth for an interview. In fact, I passed her off before she submitted her resume, but I didn't. Instead, I asked a few questions politely. She remained impassive and indifferent.
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