There are five steps in the interview as a whole, and the specific contents are as follows:

Step 1: Determine the interview criteria. Experienced managers know that one of the best ways to have a group of excellent employees is to arrange jobs for the right people who match their skills and professional background, and performance-based interviews can help employers achieve this goal. Generally speaking, before screening candidates, human resources managers will first determine the interview criteria to help other interviewers confirm which candidates meet or do not meet the requirements of the recruitment position; The second is to describe the specific responsibilities of the recruitment position and determine the professional background and skills required for the position.

Step 2: Evaluate and screen candidates.

After establishing the necessary conditions and requirements of the position, the interviewer will quickly browse all resumes, eliminate those that obviously do not meet the requirements, and leave resumes that meet some requirements and seem to meet all the necessary requirements. Then the second and third resumes are carefully analyzed and compared, such as work experience, education and training experience, career stability, job promotion, leadership, achievements and so on.

Step 3: Conduct a background check on job seekers.

Background investigation refers to the act of collecting information from the certification materials provided by external job seekers or previous work units to verify the personal data of job seekers, which is an effective method to directly prove the situation of job seekers. Background checks can be conducted before or after in-depth interviews.

Step 4: Interview candidates.

The interview is to prove that you really meet the requirements of the position and that you are the best candidate. An interview is like answering a verification question. The interviewer's purpose is to repeatedly verify your consistency with the position through various questions and tests.

Step 5: Send a job invitation.

According to the performance of the interview, the interviewer usually leaves job opportunities to those candidates whose qualities and skills can meet the specific job requirements.

When the interviewer sends you a job invitation, he or she will know the salary return of your previous job or the salary level you expect from the company. Candidates can't avoid such questions. If you want to get an ideal salary, you must first have a clear understanding of your own strength, and then understand and evaluate the market situation. You'd better consult a career counselor before the interview, such as the scarcity of people with your major, skills and work experience in the talent market, the salary level of similar positions in the same industry, and whether your advantages are unique.