Many HR don't know how to interview candidates. The following is what I have compiled about how HR interviews candidates. I hope it helps you!
First, check the basic information of your resume.
1, hard conditions: according to the company's qualifications for the position (gender, age, education, performance, relevant work experience, etc.). ), before screening resumes, it is necessary to make clear which conditions are necessary, and you can make a judgment within 10 seconds to quickly pass the hard conditions that do not meet the interview.
2. Soft conditions: People of every age have different ideas. Generally speaking, suppose you enter the society at the age of 22, and you are in the early stage of development at the age of 22-25, with an impetuous mentality and a high job-hopping rate of 26? 30 years old, belonging to a stable development period. At this stage, I am gradually defining my career orientation and proceeding according to my career plan. At the peak of my career, my career orientation was very clear, and I developed at a high speed, pursuing high salary and high position. 36? 40 years old, seeking independent development opportunities and starting a business. After 4 1, they generally pursue career stability. You can compare the characteristics of this career development and find a resume that suits the needs of enterprises.
3. Other conditions. If it is difficult for the company to meet the salary requirements, such a resume can be passed directly. For example, the residence address of the applicant on the resume is far from the company, which is extremely inconvenient. For example, if you are in Futian, you will definitely not inform people who live in Guangming, Shajing and other places to come for an interview unless your company provides accommodation or the other party is willing to move to live near the company.
Second, check the resume work content:
1, the correspondence of job content, and whether the job content of resume is consistent with the job content required by the enterprise.
2. Consistency between working hours and professional depth. If you find that the working hours in your resume are short and the actual content is profound, you need to focus on it during the interview.
3. The frequency of job hopping. Check the job-hopping frequency in your resume. If you change jobs frequently, your job stability is poor. Generally speaking, a company has been stable for more than 3 years. If it appears several times around 1 year, you can basically judge that this person is unstable.
4. The length of the working time interval. If there is a long gap in the working time of the resume, it is necessary to focus on it during the interview.
5. Whether the position matches the job content. If you want to recruit a human resource manager, whose job is to do purely transactional work such as personnel files and buying social security, you should be careful whether the human resource manager of this company meets the requirements of your position.
6. The span of the industry to which the work belongs. Generally speaking, people with a clear career orientation will be confined to a certain industry. If the industry span on the resume is large and irrelevant, it can be seen that this person's career orientation is vague.
Third, distinguish the authenticity of resume.
1, matching of age and education. I once went to our branch in Zhuhai on business. It happened that the manager of Zhuhai branch recruited a salesman and went to interview a salesman. I think this employee meets all other requirements, but his resume says that he graduated from junior college at the age of 20. At that time, I was a little skeptical and asked him to show his ID card. He said he lost it at home. I even asked him a few questions about his major and courses, and he was tongue-tied. I can basically. This degree is fake.
2. Is there any contradiction in your resume?
3. Check your resume for moisture. For example, in an ordinary position in a low-profit industry, the applicant filled in a relatively high salary, indicating that the applicant is dishonest. If the candidate is the human resources supervisor of a large company, it is generally impossible to be responsible for the six modules of human resources and master everything. The company's strategic decision-making and strategic planning of human resources are generally impossible to complete independently. In addition, if there are some vague words in your resume, such as? Very good. Great achievements have been made. ? When you are vague, be careful at this time. Maybe he didn't actually achieve anything. Generally, it is best to talk about the achievements in your resume with numbers. For example, a human resource manager can describe his achievements: reducing the brain drain rate of the company from 20% to 10%, increasing the matching rate between people and posts from 50% to 90%, and increasing the per capita output value from how much to how much through personnel adjustment. This can give people a sense of reality.
Fourth, how to look at candidates through resumes
1, there are many positions to apply for. If 1 person submits resumes to both the personnel assistant and the customer service clerk, it means that the position of the candidate is unclear and the job-seeking trend is vague.
2. If the job seeker changes jobs from a big company to a small company, and the position and salary have not changed, it can basically be judged that the employee is incompetent. On the contrary, if the job seekers and positions are constantly improving, and the scale of the company is larger than that of each company, it can be judged that the employee is highly motivated.
3. If you submit two or more resumes in a short time (1 day), you can basically know that this candidate is careless. I don't even remember the company I voted for that day. On the contrary, if you submit your resume at a long interval (more than a week), you can see that the applicant is particularly interested in this position in the company.
There are many typos in the resume, which can be judged as carelessness. If the resume is particularly hierarchical, logical and focused. It shows that the candidate has a clear head.
Let's take a look at how some well-known companies interview candidates:
Shell: There are no professional problems.
The company will give the job seeker a case to see if the job seeker can find out the main contradiction from countless contacts and see the potential opportunities and threats; How sensitive to details; Is it possible to draw inferences from others and be far-sighted?
In a higher-level interview, the test will be more detailed and comprehensive, but it still has nothing to do with what the job seeker has learned. The main test direction is the creativity, work passion and anti-frustration ability of job seekers.
Sony: Unpredictable
Sony interviews sometimes take less than 10 minutes, and five or six job seekers attend at the same time; Sometimes it's complicated: you may meet job seekers three or four times in half a month, and the interviewer often changes and asks many questions unrelated to work. When it's time to eat, the interviewer will invite you to the restaurant for lunch like an old friend, and talk and laugh about some gossip about your parents.
The former is often used to interview marketers, and the test is their expressiveness in front of the public. Pressure resistance? ; The latter is generally used in demanding positions or positions with a certain level. Through multi-angle contact and understanding, and creating a relaxed communication environment, the two sides can get more information from it, establish a certain degree of trust and mutual affection, and lay a good foundation for the accuracy of judgment and future cooperation.
Microsoft: But be smart.
Microsoft candidates will face six rounds of interviews without interruption. What should the two examiners say to the candidates during the interview? No? Then this candidate will be eliminated, and only a few lucky people can push open the door of the last examiner's office and hope to succeed.
The key to success lies in whether the candidate is smart enough. For example, for you. 3、3、8、8? Four numbers, let's see if we can get 24 by adding, subtracting, multiplying and dividing in the shortest time.
L 'Oreal: Field Test
L 'Oré al will not take full preparation as the main factor to give candidates extra points. For example, personal image, as long as there is no negative impact on future work. For some positions that require strong professional knowledge and skills, L 'Oreal will arrange some on-site tests. For example, if the applicant needs to know computer operation, the examiner will arrange some instant tests to see if the applicant knows how to use some software. If the position requires high foreign language ability, the examiner will arrange some translation tests for the candidates.
Mitsui: My humble opinion.
Mitsui's interview has no fixed questions and forms. Facing different applicants, there will be different interview processes. During the interview, Mitsui will focus on the external temperament and memory quality of the candidate. The investigation of external temperament is mainly through observation to see what clothes the candidate wears, what hairstyle he keeps, the posture of walking, how to greet the interviewer, how to pick up and drop off documents, how to treat other staff present and so on. Candidates may have inadvertently completed these actions, and the company's investigation was completed in the process.
IBM: Attention to detail
In an interview with IBM, the first people who are rejected may be those who dress and behave inappropriately, such as those who wear slippers and jeans, those who swear or those who are confused and have no ideas. A basic principle is that examiners want people who come to IBM to be enterprising, enthusiastic and have a positive attitude towards things. Secondly, we should have team spirit and be able to cooperate with peers, rather than fighting for our own small group. Generally speaking, such people can do well in enterprises.
HP: Scenario Simulation
HP interviews sometimes use scenario simulations. For example, a sales department recruits people, and HP hopes that this person is more active and enterprising, not very introverted. In order to carry out this test, HP will give candidates a topic, let them discuss in groups, and see how everyone behaves during this discussion as a reference.
Siemens: structured interview
Siemens Germany has a global human resources question bank. Interview for more than an hour, what to test in the first 5 minutes, what to test in the last 10 minutes, very strict, and finally come to a conclusion. Siemens calls it a structured interview. Of course, the interview includes more than these aspects, because the interview is very strict and will include several parts. At first, it may be a process of mutual understanding, and candidates should have a brief self-introduction.
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