HR has always been a group of managers who are most willing to share experience and exchange work experience. All kinds of HRClub and HRSalon have become platforms for them to share and communicate. Before the May Day holiday, HR Club held a salon with the theme of "interview weapon" in Wuguantang vegetarian restaurant. More than 30 HR managers from different industries had a heated discussion on the eternal topic of interview in the melodious sound of guqin.
Three magic weapons of HR in interview
Speaker: Cindy, Senior Personnel Manager of Oriental Holding Group.
In the interview, HR has its own unique skills, and Cindy has three magic weapons in the interview process: difficult to be confused, constantly asking questions, and recording in time.
It's hard to be confused. "Difficult to be confused" is a realm, and it is definitely not really confused. In other words, HR managers should not play the role of lecturers and can't express their opinions endlessly; Instead, candidates should be allowed to talk more and fully express themselves. Listen to yourself and express your opinion after listening. Of course you can't just listen. You should take notes while listening. In particular, you should record some differences between what the other person said and your resume. Usually, when the personnel manager interviews, the first question is often "Please tell us about your work experience" or "Please tell us about yourself (for students)". After that, HR was basically "silent", saying nothing, listening to the other party, not interrupting the introduction of candidates casually, and not jumping to conclusions for evaluation. On the surface, HR seems to be "confused" and go through the motions. In fact, this is the focus of the interview. This is to let the other party "play cards" first and let the candidate express himself actively, so that he can find out what the "target" needs to know further or what is suspicious, and many questions will be derived from this introduction.
Cindy remembers that when interviewing an IT project manager, the candidate's resume said that he worked in UFIDA from September 2000 to August 2002, but he actually changed the time to "September 2000, 200 1", which shortened more than eight months. At the same time, when it comes to leading the project team, the work arrangements of subordinates are different before and after. "At that time, when he elaborated, I just listened and didn't point out his inconsistencies. After his introduction, I began to ask questions about these places. " This is going to use the second magic weapon.
Keep asking. In the interview, HR needs to show the spirit of "getting to the bottom of the matter" in order to get real information. Especially when the other party describes his brilliant achievements, he should constantly ask the details of the other party, which can help HR realize what the applicant did and how he did it. When the other party's statement is inconsistent, or different from the description in the resume, HR should also break the casserole and ask the question to the end. Cindy still takes the interview of an IT engineer as an example: when the other person describes that his working years do not match his resume, and when it comes to work arrangements, Cindy rudely asks him to explain the reasons. "How long have you been working in UFIDA? Why is the answer different from the resume? What is your work schedule when you lead the project team? " If the candidate's resume is false or the answer is exaggerated, then under such questioning, he will expose himself and it is difficult to justify himself. Cindy reminded, "Pay attention to the scale when asking questions, and don't blindly use oppressive questions. Try not to ask some abrupt questions so as not to dampen the enthusiasm of candidates. "
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