Interview: Choosing the best, not a beauty contest.
Everyone has a love of beauty. Indeed, a beautiful appearance is pleasing to the eye, which can leave a good impression on the examiner and gain a good impression in the interview. However, there is also an old saying: "You can't judge a person by his appearance, and things change.". An ugly person doesn't mean that he has no ink on his chest, and a handsome person doesn't mean that he has knowledge in talented people and beautiful women. It can be said that appearance has nothing to do with working ability. Appearance is not the most important factor for successful job hunting, let alone the only factor. Therefore, in the recruitment interview, both enterprises and candidates should not pay too much attention to appearance and appearance, but should pay attention to internal ability and quality.
The weight of the appearance image depends on the specific situation. Some special occupations, such as hostesses, models, film and television actors, public relations personnel, etc. , often require higher appearance conditions. In fact, a good service attitude is more attractive and friendly than a good appearance. Nowadays, more and more enterprises begin to advocate "smile service", requiring employees in image posts to interpret products and provide services with smiles. Therefore, even in these special occupations and positions, the requirements for appearance and image are gradually decreasing.
Recruitment is not a beauty contest. Except for the above-mentioned few special occupations, most other occupations do not belong to industries with special requirements on appearance, figure and gender in terms of working conditions. The real purpose of recruiting talents for enterprises is to find useful talents for enterprises, rather than buying "vases" to decorate and show off. Whether it is a candidate or a company, don't take appearance as the only weight, or exaggerate its weight too much, otherwise you can only give up the basics.
Interview focus: cooperation ability and spirit
Zhang Yulong: What aspects should enterprises pay attention to when interviewing candidates? What are the most important aspects of enterprise inspection? Grasping these two questions is of great practical significance to both the interviewing enterprises and the applicants.
Usually, the content of an enterprise interview is closely related to its corporate culture and focus, such as working ability, experience, innovative consciousness, learning ability, adaptability, communication ability, teamwork, loyalty, professionalism and psychological endurance. And the emphasis of different industries, different enterprises and different positions will be very different. However, in today's employment pressure, these surveys, which were originally understandable, tend to strengthen and raise the needs of enterprises, ignoring the true feelings of candidates, which will lead to some disharmony.
At present, it is the mainstream requirement of most enterprises to pay attention to the ability and cooperation spirit. In the interview, enterprises should focus on the specific needs of specific positions. Excessive pursuit of comprehensiveness by enterprises often leads to honesty problems when candidates deliberately package resumes. If it is not found in time, the consequences can be imagined.
Therefore, enterprises should aim at finding suitable talents in the interview, highlight the key points of investigation, and don't be blind or demanding.
Expert prescription
Prescription 1:
Four Skills of Designing Interview Questions
Zhang Yulong: Interview is an important part of recruiting talents for enterprises. Many enterprises have taken great pains in designing interview questions. When designing interview questions, we should pay attention to the following four aspects:
First of all, the basic aspects should be comprehensive.
Interview questions are often open-ended questions, asking and answering. You can start with the applicant's self-introduction and hobbies. When listening to the applicant's self-introduction, the enterprise mainly examines whether the applicant's statement is consistent with the submitted resume, and can supplement the important information that may not be mentioned in the resume through the applicant's statement.
You can also start with a specific problem. How many people are there in your present enterprise? How do you carry out specific work? What was the reason for your last resignation? From these problems to academic qualifications, hobbies, overtime and other issues, so as to fully understand the work ability, experience, work attitude and so on.
Second, interview questions should be interactive.
Asking questions in the interview should be conducive to enhancing the information acquisition of both parties and enhancing their understanding and understanding. On the one hand, it can help enterprises to understand candidates, on the other hand, candidates can also understand the culture and characteristics of the company. To do this, first, we should avoid "centralized discussion", and enterprises should avoid constantly introducing their own situation and applicants being "interrogated". You can test the candidate's ability through case analysis or ask him to list cases. However, if you need to examine skills or professional knowledge, you should use a written test alone. The second is to avoid asking some embarrassing questions too early. For example, questions such as "Tell me about the experience of failure" and "How long are you going to do it?" Try to put them at the end.
Third, it should not be deliberately applied.
Many enterprises hope to accurately understand the value orientation and personality quality of candidates. When designing or adopting such questions, we must pay attention to the differences in educational background or life background, and we must not deliberately copy them, so that the interviewer and the applicant seem to understand each other and the interview effect is greatly reduced.
Fourth, social values should not be harmed.
When talking about family problems in the interview, questions like "Do you have children" and "How old are your children" can be ignored. Don't overemphasize the influence of family environment and children on work, especially female candidates. While understanding the pressure of applicants' life, enterprises should mainly care about their sense of family responsibility and examine their sense of social responsibility and loyalty accordingly, and should not only consider the interests of enterprises but ignore the interests of candidates.
Prescription 2:
Bole-the ability of the interviewer
Han: A famous scholar in the Three Kingdoms period once said: "A first-class person can know the goodness of first-class; Only a second-rate person can know the goodness of a second-rate person. " The selection and appointment of outstanding talents is directly related to the ideological and political quality of talents themselves. Therefore, whether an enterprise can find a "swift horse" depends on whether there is a good "Bole". Choosing a qualified interviewer is one of the important tasks of interview organization preparation. So, what kind of talents are suitable for this important task? Generally speaking, the interviewer should meet the following conditions:
1. The interviewer should not only have professional knowledge related to human resources, but also have some knowledge of psychology, behavior, physiology, sociology and so on. Only by comprehensively applying this knowledge can they make a more correct judgment on the ability, quality and potential of candidates.
2. Be good at listening. Although the enterprise is the initiative to control the overall situation when recruiting, it should also respect the candidates, not condescending, avoid being aggressive when asking questions, ignore the candidates' questions and so on. The purpose of the interview is to find the information needed by the enterprise from the words of the candidate through face-to-face communication, and to examine whether the candidate is the candidate needed by the enterprise. If you don't know how to listen, you can't find valuable information from communication, and it is undoubtedly more difficult to find the right person.
3. Good at communication and strong language skills. Interviewers should have strong language skills, be good at communicating with others, and learn as much as possible about the candidates through communication. During the interview, the candidates tried their best to show their strengths to each other. If they don't communicate fully, they can't fully understand the situation. Therefore, it is very important to have personal charm and elegant demeanor, to influence candidates in communication, to guide them along the interviewer's ideas and purposes, and to show their true talents and practical knowledge.
4. Observe and judge. After full communication and listening, it is necessary to identify the information revealed in the above links, which requires the interviewer to exert his insight and analytical power, be good at judging the character, conduct and accomplishment of the candidate from his words and deeds, manners and other performances, and avoid making wrong judgments because of superficial things.
5. Experienced and skilled, able to enliven the atmosphere. Facing all kinds of applicants, the interviewer should be able to skillfully use various skills to control the interview process. At the same time, they should also have macro-control ability, be good at grasping candidates' emotions, adjust the atmosphere at the scene, and be able to calmly deal with any possible unexpected scenes.
6. Fairness and justice. Interview examiners should have good personal character and self-cultivation, be able to evaluate candidates fairly and objectively, and should not bring in too many personal subjective likes and dislikes.
7. independence. Interviewers should be able to make judgments based on their own analysis, and don't follow suit.
8.？ Broad-minded and kind-hearted. The interviewer should have the heart of loving talents. ? "When a horse meets Boleshi, a man meets his bosom friend and dies", talents need to meet with broad mind and decisive decision. Imagine how much value their passion and loyalty will create for you when you embrace talents with the mind of a master of employing people.
Unique secret recipe
Learn to judge a book by its cover.
Li Yujiang, Labor and Social Security Bureau of Yishui County, Shandong Province:
We don't advocate that enterprises judge people by their appearance when recruiting talents, which is neither scientific nor comprehensive. But we can learn to "know people" by appearances in the right way.
"Knowing people by their appearance" means paying attention to the appearance characteristics of candidates in the interview and providing a lot of useful information. Through observation and comparison, using sociology, psychology and other knowledge and related methods, this paper collects and analyzes these useful information to "see" the inner world of candidates from the outside to the inside, so as to make in-depth judgments on the quality, cultivation and personality of candidates.
First of all, you can "know" a person by his clothes. As an interviewer, we should not only focus on the external characteristics of candidates' clothes, such as styles, colors, brands, etc., but also start with the candidates' clothes, analyze their personality characteristics or life attitudes and habits, and infer their internal qualities and potential abilities. For example, people who dress neatly often have a strict and serious attitude towards life; People who like bright clothes are often extroverted, cheerful and lively, which is a useful reference for examiners to select candidates.
Secondly, you can "know" a person from his manner. For example, natural, generous and proper movements are all manifestations of good internal quality; Looking around, whispering and being distracted are all manifestations of low quality and so on. Especially the observation of "eyes" in conversation is very important. The eyes are the windows to the soul. Examiners can not only infer the depth of experience, temperament and reaction ability, but also judge the authenticity of candidates' words, thus evaluating their loyalty.
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