As a management practice of modern enterprises, human resource management is a kind of policy and practice (post-post, person-person, performance-performance) adopted by 3P-centered managers. The human resources department and the operation department jointly formulate and implement the business operation strategy, transform business requirements into functional requirements of human resources, and ensure that human resources strategies, processes and services can effectively support the business departments to achieve business operation objectives.
The role of human resource manager in recruitment interview includes four aspects:
1. Consulting: provide necessary and professional recruitment consulting services for line managers; Establish professional recruitment policies and procedures.
2. Service: responsible for all recruitment activities; Responsible for managing and updating the candidate database; Perform administrative work related to recruitment.
3. Supervision: Ensure the fair and reasonable operation of the recruitment system and hire suitable candidates.
4. Second: Help the line manager to balance the rationality and fairness inside and outside the department.
Preparation before the interview
1. Read the application materials
It is necessary to read the application materials before the interview. Its purpose is to collect effective information in the application materials, including application date, cover letter, personal situation, age, sex, place of origin, household registration and personnel relationship, marital and family status of children, travel in different places and willingness to work, education, highest education/full-time education, degree and title/qualification, school, work experience, basic situation of work unit, industry and products, post and responsibility, and service years.
It should be noted that most of the information in the resume is true, but people will habitually exaggerate the advantages and cover up the bad ones. American experts estimate that 30% of job resumes are flooded, such as fabricating previous salary, professional title, skill level and work performance, fabricating academic qualifications, concealing punishment and even criminal records.
ADP Human Resources Service Company, New Jersey, USA 200 1 Statistics: 44% of job seekers lie in their resumes; 4 1% of job seekers lied about their academic qualifications; 23% of job seekers forged credit records and related files.
Mr. Jill Harold, president of the American Employment Management Association, said: "I don't think this kind of cheating will disappear. Fierce competition and established recognition make people feel that cheating in the workplace is acceptable, not only in recruitment, but also in daily business. "
Therefore, the interviewer should be aware that the application materials may be packaged, and pay special attention to the following information: interruption of study or career, frequent job hopping but no progress in career, description of performance and reward, salary change, style and ability to write resume, graduation certificate and other valid qualification certificates related to occupation, etc.
? 2. Telephone interview
Before the formal interview, most foreign companies: first, conduct a telephone interview to supplement the incomplete or questionable information in the application materials, which is conducive to making a more accurate choice decision; Determine the latest status and willingness of candidates, so that recruiters can further screen out suitable candidates and arrange interviews; Learn more about the basic information of candidates, save the time needed for face-to-face interviews of recruiters, so that face-to-face interviews can focus on the behavior examples and on-site performances of candidates; The embarrassing situation of "running for nothing" can be avoided by conducting a telephone interview before an interview in a different place to judge whether there is a suitable candidate.
Telephone interviews are usually conducted in the evening. Before the telephone interview, the interviewer should carefully read the application materials and think about what needs to be asked: after connecting the phone, make a simple explanation and introduce yourself first; Ask the candidate if it is convenient to answer the phone. If the other person is inconvenient, make an appointment with him, but the interval should not be too long to prevent the other person from answering the interview phone when he is fully prepared. Ask the other party's landline number to ensure the call effect and save the other party's expenses. Under normal circumstances, don't directly test the other person's foreign language level on the phone, and take notes in the telephone interview. During the telephone interview, don't ask what has been explained in detail and there is no doubt on your resume. Finally, select several most suitable candidates to arrange interviews and eliminate other candidates.
? 3. Interview schedule
The interviewer should estimate and book the time required to complete the interview; Arrange your own work and interview time to ensure that the interview will not be disturbed. Try to choose the interview time at the convenience of the candidate, preferably at night or on weekends.
Arrange the interview time, but also take into account the human physiological cycle. Generally speaking, the coping ability of interviewers and candidates reaches a peak around 1 1 in the morning, a low point around 3 pm and a peak at 5 pm. Therefore, the interview time should be arranged at the physiological peak time as far as possible, avoiding the trough time, so as to improve the interview accuracy.
4. Interview location arrangement
Choose an interview place that can be undisturbed: if the company is remote, if possible, try to choose a decent hotel or a cafe with convenient external transportation; Interview in different places, choose famous hotels or cafes in the city center; Try not to interview high-level positions in office buildings, and it is best to choose high-end hotels or cafes outside. If the seat is by the window, close the curtains and avoid the strong light. The interviewer should turn his back to the sun and let the interviewer face the sun. Keep the interview room well ventilated and the temperature appropriate. Candidates should be provided with tea or coffee, but food is not necessary, because then recruiters and candidates can neither eat well nor talk well.
? 5. Administrative arrangements for the interview
Make an appointment with the candidate to inform the interview and determine the interview schedule; Inform candidates of the detailed location and emergency contact information for the interview: Politely ask candidates to bring photos, original relevant certificates, etc. Be inspected during the interview; Confirm the interview time and place again before the interview: prepare recruitment publicity materials and introduction materials of the company and products; Prepare the job description of the recruitment position: prepare business cards, interview notes and evaluation forms.
? Design interview questions
Interviewers need to ask questions to examine candidates, mainly including: relevant work experience, work motivation and interest, expression and communication skills, ability to analyze and evaluate problems, ability to judge and solve problems, ability to plan, organize and lead, work initiative, honesty, pressure resistance, development potential and work expectation.
When designing questions, we should first determine the required ability and behavior indicators, so that the interviewer can analyze the corresponding information and examine the applicant's ability with clear thinking. Define the meaning of each ability to avoid ambiguity. Behavior indicators concretize the definition of ability, describe in detail which behaviors can meet the requirements of ability, and further describe the work performance that can meet this standard. For all positions, the behavioral indicators of the same ability are usually the same. The difference lies in the specific post, and the evaluation requirements can be adjusted according to the post. For example, the general interviewer will ask the manager to have higher planning, organization and leadership skills than the assistant.
We should try to use open questions and ask less closed questions. The so-called open-ended question means that the candidate's answer must be descriptive, for example, "What is your most memorable and difficult job?" "What do you do when your colleagues object to your work?" "What do you do when your job doesn't match your hobbies?" Wait a minute. Closed-ended questions refer to questions that can be answered simply by affirmative or negative, such as: "Do you think you are suitable for this position?" "Do you think your work ability is very strong?" "What do you think of your communication skills?" .
Ask as many questions as possible about role models and ask less leading questions. The so-called behavior case problem refers to judging the future behavior of candidates by the past behavior cases described by candidates. For example, "please give an example of what you like to do best as a human resources supervisor?" "What was the most difficult job you encountered in the past year?" "What do you do when your job doesn't match your hobbies?" . Leading questions refer to prompting the candidate to provide the answers he thinks the interviewer expects, such as: "As a human resources supervisor, do you like what you are doing?" "When you find that your subordinates don't obey the rules, will you punish them?" Wait a minute.
Interview procedures and precautions
The basic procedures for interviewing foreign companies usually include the following steps:
1. greet the candidates with a smile and get up to meet them;
2. Hand in your business card, introduce yourself, and welcome candidates to participate in the interview;
3. Introduce the basic procedures of this recruitment;
4. Briefly introduce the company and its products;
5. Introduce the main responsibilities of the recruitment position;
6. Verify the original vocational qualification certificates such as graduation certificates;
7. ask questions;
8. Finally, set aside time for candidates to ask questions;
9. Explain when and how to inform candidates of the interview results;
10. Explain that if you are not accepted this time, the information will be stored in the talent pool, and you will be contacted again after a suitable opportunity;
1 1. Thank the applicant for attending the interview and promise to keep the information of the applicant confidential.
As a professional interview hall, we should pay attention to: interview on time, don't let candidates wait too long; Cut off the phone; Pay attention to your clothes; Look directly into each other's eyes: there is no need to ask what is already clear; Avoid repeating questions: when the candidate answers your questions, you should nod your head to show that you are listening to his or her answer: pay attention to the candidate's appearance and temperament; Pay attention to candidates' nonverbal behaviors such as body language; The professionalism of the interviewer is also reflected in the importance attached to each candidate. During the interview, the interviewer smiles at the candidate instead of being aggressive or absent-minded; Listen carefully to the candidates' comments, respond in time and take notes; If in doubt, unclear or unknown, tell them politely and frankly: create a harmonious atmosphere, maintain a cordial attitude, and make candidates feel comfortable and natural; Communicate with candidates with encouraging eyes; When a candidate answers irrelevant questions, he can say, "I'm sorry, maybe I didn't make myself clear." My question is ... "; When the examinee's voice is too low, you can remind him with a polite smile: "Sorry, I can't hear you clearly, would you please speak a little louder …" and so on.
The interviewer should pay attention to the current situation and educational background of the candidate when asking questions, and the questions should be related to the work. If you are in doubt about the candidate's answer, don't express it on the spot.
Take interview notes.
Taking interview notes helps the interviewer concentrate on collecting "stars"; When interviewing multiple candidates at one time, the interviewer will not confuse the candidates and their interviews, thus avoiding the ranking effect when interviewing multiple candidates; It is convenient to establish the corresponding interview report and submit it to the next round of interviewers for reference; After the interview, the group discussion of the interview conclusion also needs interview notes, which make the interviewer more confident when making a decision. In addition, recording what was learned in the interview at that time is conducive to the establishment of the talent pool.
Professional interviewers just jot down important or necessary information quickly and record the behaviors observed during the interview. In order to save time, I often just write down the main words and mark them with symbols I know. Many foreign companies use pre-designed and formatted notes to take notes quickly, and at the same time, they can avoid missing some important information about candidates during the interview. It should be noted that, generally speaking, it is best not to take notes on the spot when interviewing high-level positions or candidates recommended by headhunting companies.
Evaluation and analysis of interview results
The evaluation of interview results is mainly through the analysis of interview notes. According to the interview notes, the interviewer summarizes the information collected under various abilities, analyzes the information content and observed situation, confirms the complete "star", divides the "star" into different abilities, determines the effective and invalid "star", measures the importance of the "star", judges the degree of relevance to the applied position, the influence degree of behavior and the time when the behavior occurs, and finally makes an evaluation or score under each ability.
For the evaluation of interview results, foreign companies generally adopt a unified and concise scoring system, such as: 5 points represents Excellence, far exceeding the job requirements; 4 points means excellent, acceptable and exceeding the job requirements; 3 points means that it is acceptable and meets the job requirements; 2 points means that it is unacceptable and cannot meet the job requirements; 1 minute means that it can't be considered at all, and it is far from meeting the requirements of the position. You can also add scoring remarks, such as: n means there is no chance to observe or you can't score; W means observed, but there is not enough information to score; H indicates that the score is too high and so on.
Finally, all interviewers discuss the evaluation of various abilities according to their overall interview situation and the requirements of the recruitment position, and finally reach a consistent evaluation result and make the final employment decision.
From what aspects should the human resources department evaluate the authenticity of basic information for candidates; The authenticity of experience and the matching degree of ability; Psychological maturity;
Clothing image temperament;
Different positions have different evaluation directions for candidates, and should be evaluated according to the actual situation of the company and job requirements. It is necessary to do a good job in the back adjustment of middle and high-level personnel.
What aspects should the human resources department evaluate the candidates?
After a hundred years, the vitality is unified, the mountains and rivers are peaceful, and the country and the people are safe.
The corresponding professional skills, combined with the needs of enterprises!
How to assess the personnel of human resources department? First, when introducing the assessment of functional administrative departments, enterprises need to know that any assessment has management costs. Generally speaking, the quantitative assessment cost of a post is basically three times the post salary. So, is your company considering the assessment of functional departments? Based on budget considerations, we suggest that "qualitative plus quantitative" is more in line with the characteristics of functional departments.
Second, the assessment of functional departments generally hopes to be fair. Because the main functional department of group scoring is the leader in charge, the degree of specialization of the leader in charge directly affects the inherent fairness of assessment. Some units are busy, but the leaders have high requirements and the overall score is small. If some leaders have low requirements, the unit score may be higher. Therefore, internal fairness first lies in the fairness of the internal leadership of the organization, and this part of the balance still needs to be coordinated by a higher level of leadership. For example, in Lenovo Group, for departments with outstanding assessment results, departments with high overall performance and poor assessment results, the overall performance declined. This will lead to constant competition within the organization to get good grades.
Human resources (manpower? Resources? , referred to as HR), has three meanings. Refers to the sum of working-age population, underage population and over-age population with working ability in a country or region. Or expressed as: the population of a country or region after deducting the population who have lost the ability to work. Human resources also refer to the education, ability, skills, experience and physical strength that people in an organization have in a certain period that can be used by enterprises and contribute to value creation.
As a staff member of the human resources department, how to inquire about the degree certificate of the applicant can be inquired online. If you enter the candidate's number, you will know the result. Fake diplomas can't get on.
Are people in the human resources department responsible for the ability of employees who have passed the interview? The person in charge of human resources is not a fairy, so it is impossible to see a person thoroughly. He can only observe his behavior through written interviews and other channels, and find a person who is relatively suitable for the position from all candidates! If you are responsible for such people, should you also get huge bonuses and other rewards for recruiting outstanding talents for the company? Therefore, human resources practitioners will also recruit outstanding talents for the company, and will never sincerely recruit inappropriate people to smash their own brands! If you have to take responsibility because an employee is incompetent, it is estimated that human resources practitioners will change careers!
Kneel for the training plan of human resources department 1, basic knowledge training of human resources.
2, human resources training (such as laws and regulations, recruitment interview, performance appraisal, corporate culture, salary design, career planning, etc. )
3. Training based on improving employees' working attitude.
How to deal with the interview of human resources department is the key link for job seekers to decide whether they can enter the company. For HR specialists, the interview has gone far beyond the activities and tasks that are no longer quarterly or monthly. This has become the core content of their job description. They arrange interviews for job seekers, hoping to find applicants with superior skills or outstanding skills, rather than mediocre people everywhere. So, how should job seekers deal with the interview of human resources department? The purpose of screening is to circle a group of powerful candidates for sales department managers and arrange interviews. Of course, in order to achieve this goal, they have to exclude those applicants who do not meet the requirements. This is a very heavy task, because applicants can only get in touch with the company through the human resources department or recruiters. Generally speaking, the candidates eliminated by the HR Commissioner in the first round are likely to be affected by the following factors: lack of formal (informal) qualifications emphasized in the recruitment announcement; Changes in recruitment requirements of companies and their valued characteristics; The performance in the interview process is not satisfactory; Survival doubts your identity and contact information. The last factor has the greatest influence. These recruiters often need to answer countless phone calls, read a lot of resumes and receive a lot of uninvited guests. Although they faithfully perform their duties, there are inevitably defects in their work. The Commissioner of the Human Resources Department often has a keen sense of smell and a strong ability to distinguish authenticity. A certain number of applicants need to be received every day, and these applicants often have different personalities and diverse backgrounds. So they often have more exchange experience than other examiners. Inconsistencies in resumes and lies of job seekers will soon be seen through by them. For the resume content of job seekers, you can see the truth at a glance. We must admit that ordinary human resources commissioners are obviously more likely to spend more time on those seemingly excellent candidates. Unfortunately, these people often lack a direct understanding of the daily requirements of the position. Although they may have official documents, they lack relevant knowledge about the functional requirements of the positions they employ, including skills, personality characteristics and image requirements. They usually define the specific functions of a job by job description and personal experience requirements (job requirements are usually set by the head of the human resources department). If these rules and regulations are not complete, and the HR Commissioner does not get the relevant instructions from his superiors, then they will not know the characteristics of the candidates. If this happens, even if you don't fully meet the requirements, you may be lucky enough to pass this round of interview (even if you fully meet the requirements, you may be eliminated). If we let the HR Commissioner decide whether an applicant should stay or not according to their instinctive reaction and personal thoughts, they will often show a puzzled look, as if they have encountered great difficulties. They usually tend to quantify the quality of candidates because they are not directly engaged in the positions they are recruiting: Does the candidate have three years of working experience in related industries? Whether the applicant is well-trained and proficient in the use of relevant office software. Of course, this quantitative analysis method is likely to ignore those very important interpersonal communication skills.
How does the human resources department allocate personnel? The question is too general!
Regardless of the human resources department or other departments of the company, the staffing should be determined according to the scale and development stage of the company.
Perfect and standardized human resource allocation is generally as follows:
Human resource planning (mainly engaged in organization and post management), recruitment, training and development, salary and welfare management, performance management and employee relationship management.
If the company is relatively small, there is generally no person who is responsible for human resources planning and employee relations, and the person in charge of human resources will be responsible. Others will include a recruitment specialist, a training specialist, a salary, welfare and performance specialist, plus a personnel specialist, and then a human resource manager (or supervisor) will be set up to take charge of the overall human resource management.
For a slightly larger company (2000- 10000), each function can be equipped with professional modules, such as planning module, recruitment module, training module, salary module, performance module and employee relations module. Each module has a special person in charge, and a single module can be set up with a separate supervisor position. It is necessary to set up a human resources department and a manager to take charge of the whole human resources management.
If the company has more than 1 10,000 employees (excluding front-line production workers), it can set up special departments for each function, such as recruitment department, training department (or training center), and set up the post of human resources director.
Generally speaking, it is more reliable to set the staffing of human resources according to the ratio of the number of employees to the number of human resources employees 100: 1.
The above is for reference only!