How can HR do a good job in employee interview? The company can find some policy mistakes in time and avoid greater losses. So it is very important to do a good job in employee interview, so how can HR do a good job in employee interview? Let's have a look!
How to do a good job in employee interview 1 employee interview is actually one of the important jobs of HR, but many HR always ignore this job. Regular employee interviews can actually help us consolidate employee relations, keep abreast of employees' new career plans and make job adjustments. It is also an important way and tool to prevent policy mistakes in enterprise management.
How many kinds of employee interviews are there?
Of course, there are several types of employee interviews: regular interviews, job interviews and resignation interviews.
1, regular interview
Mainly refers to the daily employee interviews arranged by HR in batches on a regular basis according to the work plan. Mainly to keep abreast of employees' ideological trends and family background, and to facilitate daily employee management.
2. Job interview
Crisis interview in case of high turnover rate, slack working attitude of employees, distracted people and other situations that endanger the development of enterprises.
3. Exit talk
There is no doubt that it is a well-intentioned interview when employees submit their resignation applications or before dismissing employees.
What is the purpose of employee interview?
All employee interviews are meaningful, but different employees have different purposes. What is the difference?
1, regular interview
(1) Make appropriate adjustments to the original plan.
It is beneficial for us to formulate detailed employee management work plans and employee career management plans that meet the needs of enterprise development.
(2) Check the accuracy of the company's decision.
Under normal circumstances, it is difficult for enterprises to avoid mistakes in their daily management. Through daily employee interviews, we can find some policy mistakes of enterprises in time and avoid greater losses. In other words, employee interview is also an important tool for self-examination in management.
(3) Find out the 20% people who create value.
There is also the biggest benefit and function of daily employee interview is to find outstanding talents and key employees for the enterprise, and these outstanding talents and key employees are the people who create the most profits for the enterprise in the process of enterprise development. According to the 2/8 principle, they belong to the 20%, and it is they who create 80% of the profits of the enterprise.
2. Job interview
(1) Follow up the work progress, and generally guide and communicate the enthusiasm and mentality of employees.
(2) Investigate the real reasons for the high turnover rate of employees. These reasons may be employees' own problems, or mistakes in enterprise management (in most cases, employee turnover is caused by mistakes in enterprise management). Through interviews and understanding, make corresponding adjustments and countermeasures in time to minimize the losses caused by employee turnover.
(3) Stabilize employees' impetuous mentality and help enterprises to tide over the inflection point. Some enterprises may be at an important turning point in corporate restructuring and transformation. Employees in this period are most likely to have hesitant and impetuous mentality. They are at a loss about the future of the company and have no confidence in the company's reform measures. Through interviews, the development direction and future prospects of some enterprises after the reform are described, so as to appease their indecisive and impetuous mentality, strengthen the work confidence of all employees, enhance the overall team cohesion of enterprises, and make the enterprise reform work go smoothly.
3. Exit talk
(1) Understand the reasons for leaving (superficial reasons and actual reasons). Dig deep into the actual reasons, find and try to deal with them properly.
(2) Do you know whether the employees who are about to leave have a place to go?
(3) Concerned about the future planning of prospective employees.
How to interview good employees?
The opening remarks of the interview are very important, because the interviewee may not know you very well, and it is often the first time to meet you. Therefore, how to make the interviewee relax quickly and trust you in a short time is very important. The opening remarks can generally start with some trivial things, but the small things are best related to him.
1, regular interview
The content of the conversation is mainly based on employees' satisfaction with their current jobs, employees' views on the company's salary system, whether the job distribution is reasonable, employees' recognition of corporate culture, career promotion needs, personal development potential, etc.
In addition, you can also learn about the employee's family status, children's education, family income and expenditure, etc. This information can help us to be more humane and rational when making employee management work plans.
2. Job interview
The conversation mainly focused on whether employees have difficulties and doubts about their current work, whether their lives have changed, the reasons for the change of employees' work enthusiasm, and the relationship between colleagues.
In addition, we can learn more about employees' mood and state, so as to give appropriate guidance and encouragement, and achieve the effect of returning rambling employees to enthusiasm.
3. Exit talk
(1) Interview before dismissal: The conversation can directly discuss the work status, work efficiency or other reasons for dismissal, but don't directly say dismissal. Ask about the situation, communicate with it to a certain extent, and euphemistically express your intention to speak.
(2) Interview after submitting the resignation application: The content of the conversation can be directly based on asking the reasons. If you want to stay, ask the root cause first, and then solve it one by one. No matter what the result is, we should finally express our best wishes to the employees.
Interviewing employees is actually a very interesting job.
How HR does a good job in employee interview II. Classification of interviews
The types of interviews can be roughly summarized as employment interviews, probation interviews (before becoming a full member), job change interviews, performance interviews, employment, dismissal, job transfer and other job change interviews, termination of labor relations interviews (including resignation, persuasion and dismissal), contract renewal interviews and other regular interviews.
1, job interview
When joining the company, it is more about the general description of the environment and personnel of some companies. The company's corporate culture, business content, development planning, as well as matters needing attention in special positions, platform use specifications, etc. Will be explained in detail in the training of new employees, so the job interview is more of a concern and a simple introduction to minimize the tension and helplessness of employees in unfamiliar environments.
2. Probation interview (before becoming a full member)
The interview during the probation period (before becoming a full member) is mainly for employees to establish a deeper understanding and recognition of the company. About half a month before the probation period expires, employees need to summarize the probation work with the participation of department heads and HR, affirm the achievements made by new employees during the probation period, and put forward the areas that need to be improved and some method guidance. The probation interview formally gives feedback on the performance of employees during the probation period, which can be used as a process that employees who pass or fail the probation period must follow. HR should affirm the advantages of employees and point out their shortcomings, so that employees can fully understand their own strengths and areas to be improved during the probation period, so as to improve.
3. Interview abnormal work
Department leaders and HR should keep abreast of the reasons and real thoughts of employees' abnormal work, and conduct emotional comfort and psychological communication with employees; Know what kind of help employees need. And give corresponding condolences and help to employees in difficulty in time.
4. Performance interview
The implementation and improvement of performance system and performance interview play an important role. Some enterprises may be interviewed by department heads, but in the early stage of implementing the performance system, or some small and medium-sized enterprises, HR is more likely to conduct performance interviews or participate in performance interviews. When we participate in this process, we should let employees understand and recognize this system, tell employees the direction of work and the goal of struggle, and also record their opinions and suggestions. Understand why employees complain and whether the performance indicators are set reasonably, so as to deeply understand employees' usual work behavior, understand the performance appraisal process, and finally open the doubts in employees' hearts.
5. Job-hopping interview
Generally speaking, this kind of interview mainly examines the employee's work performance, contribution to the company, recognition of the company and work attitude, as well as the employee's competence in the new position. It is also a regular summary of employees' work. In the interview, we also give affirmation and put forward shortcomings, so that employees can really feel the recognition of the company and see their promotion opportunities and development space. In addition, it is necessary to explain and introduce the situation of the new post in order to successfully complete the transition of the post.
6. Dissolve labor relations (including resignation, persuasion, dismissal, etc.). )
Whether you resign or dismiss, you also need an interview. In the case of resignation, HR needs to know the real reason of the employee's resignation, and evaluate whether it is necessary to retain the employee according to the employee's usual work performance, the feedback from the department head and the members of the employee team; At the same time, we should also consider the team management ability of department heads, whether to give employees fair and just promotion opportunities, and whether the team is cohesive. HR should also reflect on whether the company's salary system and promotion system need to be improved. In the case of dismissal or dismissal, whether it is due to the lack of employees' ability or the company's layoffs, the relevant work of dissolving the labor contract should be handled in time, leaving no hidden dangers for the company. According to the requirements of the labor contract law and relevant laws and regulations, the specific situation is analyzed, and the acceptance point recognized by both parties is found to avoid policy mistakes. Get together well and leave no future trouble.
7. Renew the interview
The expiration of an employee's labor contract is a necessary interview process. Understand the real intention of both parties to renew their contracts. If there are employees who do not renew their contracts, understand the reasons in detail, retain outstanding employees, and "push the boat" for employees with poor performance.
8. Other regular interviews
For example, for some mid-year/year-end interviews, the HR department should first make a form similar to a satisfaction survey for employees to fill out first. The purpose of mid-year/year-end interview is to provide employees with opportunities to develop towards their own goals. The contents include but are not limited to: the contribution to the company in the past six months; Satisfaction with job content, salary, post, position, training opportunities, holidays, working environment, interpersonal relationship, welfare system, workload, work events, etc.; Interested position, job content, position and expected salary; What kind of training do you want and what kind of welfare system do you provide? The goal of the second half of the year or the new year, and a series of plans to achieve this goal; Suggestions to department heads; Suggestions to company leaders (including management system, etc. ).
Second, the interview process and preparation work
1, "Know yourself and know yourself, and fight every battle". Before the interview, HR must simulate the other person's situation. For example, get familiar with the personal information of the interviewed employees in advance, including education, experience, family situation, work situation, evaluation of superiors and subordinates, and get to know the employees from multiple dimensions.
2. Prepare interview materials, corresponding forms and notebooks, and list interview outlines one by one.
3. Determine the time and place of the interview. Pay attention to the quiet environment, few people, no one to disturb.
4. Explain the purpose of the interview before the interview.
5, targeted questions, timely questions, intended to get to the bottom of it.
6. Record the interview truthfully and be "accurate".
7. Interviews such as probation interview (before becoming a full member), performance interview and labor contract renewal all require the Employee Interview Record Form signed by the employee, while confidential interviews generally do not require the employee's signature, otherwise the real information content cannot be obtained.
8. The interview is over.
Three. Follow-up of employee interview
The end of an employee interview does not mean a permanent end, on the contrary, it is just the beginning. HR should effectively identify the authenticity of the information according to the collected interview content, handle it in time and give feedback. With the development and progress of science and technology, there are many data analysis tools that can support text analysis. In other words, interview information can be imported into the system, and the system can get employees' demands through analysis and make judgments together with HR experience, which will be more accurate and effective.
In short, standardizing the management of employees' emotions and opinions will not only help to resolve employees' emotions in time and reduce labor disputes, but also keep abreast of the business and management of various departments in time, providing rich innovative ideas for enterprise management. Talking about management without employees is easy to get nowhere!