First, the internal recruitment of HR department needs to clarify job responsibilities; Six modules of human resources: human resources planning, recruitment and distribution, training and development, salary and benefits, performance management and employee relations. Whether the company wants to find a specialized and subdivided position or a position made up of several modules, the questions that the interviewer wants to ask are still very different. Second, the personnel recruited by HR department must stand the test in terms of professional knowledge cognition; 1. For example, if you are interviewing a salary and welfare specialist, the examiner will definitely ask about your professional experience in salary setting, attendance management, social security handling, payroll making, tax setting, and proficiency in using office software.

2. On the one hand, check whether you have relevant post experience before, and another face card can put out what the company needs to do in this position at present and in the future, so that the interviewer can answer it on the spot and evaluate it according to the coping ability. 3. Many companies are very particular about the interviewer's dress, etiquette, conversation and sitting posture, so they should pay attention to their external cultivation outside the professional field. 4. Whether the salary and welfare benefits of this position meet the psychological expectations and social standards of job seekers basically has a 50% chance of winning at the salary negotiation stage. When asked a question, try to answer it honestly and sincerely, and face the question directly, because the old HR has met all kinds of interviewers, and I personally think sincerity is the most touching.

To sum up, whether it is HR position or other positions, the interviewer will always ask questions around "whether the applicant has similar professional counterpart experience in the past, whether the interviewer can solve the current job requirements, and whether the interviewer's gfd and communication performance meet the requirements of the company culture". Interview is a two-way selection process. Only by practicing your professional skills, planning your career development direction and learning to move toward a goal in a planned way, no matter what the interviewer asks, I believe you are enough.