Recruitment interview is the first level of talent introduction. The quality of the interview directly affects the future work, and it is very important for HR to find talents. How to find problems from the candidate's resume and grasp the key points fully embodies the basic skills of HR. Based on my own recruitment experience, I will talk about some experiences for your reference so as to learn from each other.

1. When the applicant comes to the company, try to ask him to write an application registration form. Through the registration form, we can find many characteristics of the applicant, such as scribbling, scribbling and altering more than three places, which shows that the person is careless and may lie and be dishonest.

2. Whether the age, rank and treatment match, middle managers are generally over 25 years old, and senior managers are generally over 30 years old. If they are over 40, they are still middle managers. This person's development potential is worth considering, and attention should be paid to the speed of promotion. Generally, it takes about 2-3 years from ordinary employees to middle level, and 3-5 years from middle level to high level, which is too short, or the company is promoting. The salary level can refer to the local salary situation, which is not within the reasonable range and needs careful confirmation and background investigation.

3. Whether the registration form is complete, if there are more than two blanks, and the blank places do not need to be kept secret, it shows that this person's attitude towards job hunting is rather casual, and he is not comfortable with management after entering the company, and he has not stayed in the company for a long time.

4. Work experience is a concern of every company, especially the continuity of work experience. If there is a gap in work experience, it is not personal entrepreneurship or physical reasons, or you can't find a job. If it is the latter, it means that this person has problems with his work ability and needs to know the reasons in detail. If the position is more important, you must do a background check.

5. Job stability: qualified in the enterprise for 2 years, stable for 3-5 years, and more than 1 job-hopping in 1 year, which can be regarded as poor stability or incompetence, and needs careful consideration.

6. Enterprise background: From well-known enterprises to unknown enterprises, the position and income level are the same, which may be a question of ability level. From an unknown enterprise to a well-known enterprise, the level has improved, and there may be moisture, which needs careful investigation. If you work in an irregular enterprise for a long time, the level, quality and level of this person will not be too high.

7. If several job-hopping is cross-industry, then this person's career planning and self-positioning are vague and there is no long-term planning, so let's take a step by step.

8. The reasons for leaving must also be focused on. You can judge this person's value orientation and development desire, and combine the company's own situation to judge whether this person can stay.