First of all, when interviewing candidates, HR will find some personal data and information on the other person's resume, from which you can get a general understanding, whether it is name, age and place of birth, education, work experience, etc. This will allow the interviewer to make a rough judgment, so that you can know each other's personal situation well, from which you can know each other's state and situation, and also better analyze whether it is suitable for your next job.

Secondly, HR needs to know the authenticity of some information of the other party through specific communication with the applicant, or whether there is any information that needs to be supplemented. These are all learned from each other. When you see some feelings and performance of the other party when you answer, you can better judge the authenticity of what the other party said, and finally you can better identify the assessment level needed for recruitment and have a better understanding.

Thirdly, if HR really has a good impression on the candidate, or wants to admit the other party, then it also needs to be re-verified to find out the importance of information.