After so many interviews, all the original questions are invalid? For the interview, we should improvise. What kind of people are interviewed and what kind of interview questions are used? Of course, the first thing to look at is the basic characteristics of the position we are recruiting. After so many interviews, all the original questions were invalid.
After so many interviews, all the original questions are invalid? 1 Take a structured interview as an example. You need to ask yourself five questions first:
1. Did you define the dimensions of this position before the interview?
2. After reading your resume, can you determine the basic points of this interview?
3. Do you have a clear logical framework for the design of interview questions?
4. Can you distinguish between valid questions and invalid questions?
5. How to build the employer's brand in the interview process?
If you can clearly answer three or more of them, you are still a qualified HR.
If you can't answer any of them, then your interview is just a casual chat, and the entry rate depends entirely on luck!
What are the effective interview questions when recruiting talents? If HR can extract a question with clear factual basis according to the candidate's answer, it is an effective question.
Before the interview, HR needs to list the points you want to examine: technology, specialty, personality, character, authenticity of experience, etc. Then according to different checkpoints, different inspection methods are set.
The principle when we ask questions is: don't ask yes or no questions, don't ask time and simple narrative questions, ask how to do it. Why? Questioning process, what role does the applicant play, how to use it, who to cooperate with, how long, how to complete it, what problems are encountered, how to solve them, what is the result, and so on.
For example, we often use the star rule in HR to collect the interviewer's specific information and ability related to the job and predict the candidate's future job performance. Stars are situations, tasks, actions and results.
Let's take "What was the most fulfilling thing in your past job" as an example. After the candidate has spoken, you start asking for details. For example, what is your goal? Then you ask him what you did to achieve your goal, and finally ask him what the result was.
When doing recruitment, HR keeps asking questions, that is, judging his true ability through the details explained by the candidate.
After so many interviews, all the original questions are invalid? 2 Use scenarios of different interview questions:
Introductory question:
1, which is mainly used to establish a harmonious atmosphere at the beginning of recruitment.
2. Examine the applicant's self-cognition.
3. It is used to examine the applicant's cognition of industry development and positions.
Behavioral problems:
1, to examine the job skills of candidates.
2. Investigate the comprehensive ability and quality of the applicant.
3. Examine the applicant's work experience.
Virtual scenario problem:
1, to examine the job skills of candidates.
2. Investigate the comprehensive ability and quality of the applicant.
3. Examine the applicant's work experience.
4. Investigate candidates' applicability to company culture and position.
5. Examine the potential and plasticity of the applicant.
Motivation problem:
1. Investigate candidates' reasons and career goals.
2. Examine the candidate's values.
3. Examine the candidate's loyalty and concentration.
Mental stress problem:
1, and examine the IQ of the applicant.
2 to examine the applicant's thinking ability (including analysis, reasoning, calculation, decision-making, adaptability, etc.). ).
A heavy question:
1, to examine the psychological endurance of candidates.
2. Examine the applicant's (self-awareness).
3. Take a polygraph test on the applicant.
Timing of different interview questions:
1. Introductory questions are used at the beginning of the interview.
2. Incentive questions are used at the beginning and end of the interview.
3. Oppressive questions are usually used at the end of the interview.
4. Other interview questions are used in the middle stage (main part) of the interview.
Talking about some common problems in recruitment interview of well-known companies;
First, the famous cleaning company has a famous "eight questions about cleaning" in the recruitment. That is, they only recruit fresh graduates almost every year and ask these eight questions. As long as your ability and quality can't meet the requirements of their posts, he can still eliminate you.
Eight Questions in Cleaning Interview The specific interview questions are as follows:
1. Please give 1 specific examples to explain how you set 1 goals and then achieve them.
2. Please give an example of how you took the initiative in 1 team activities and played a leading role, and finally got the desired results.
Please describe the situation of 1. In these cases, you must find the relevant information, find the key problems, and decide to follow some steps to get the desired results.
Please give 1 example to illustrate how you fulfilled your promise to others through facts.
Please give 1 examples to illustrate how you cooperated effectively with others when completing 1 important tasks.
6. Please give an example of 1 to show that your 1 creative suggestion played an important role in the success of 1 project.
7. Please give 1 specific examples to explain how you evaluated your environment 1 times and were able to focus on the most important things to get the desired results.
8. Please give a concrete example of 1 to explain how you learned 1 technology and how to apply it in practical work.
Through the analysis, we can see that these eight questions are all behavioral questions, because they all require candidates to tell a specific thing and a key event that you experienced personally in the past, and they are typical behavioral questions. Although fresh graduates can't talk about their work ability and work experience, we are very concerned about whether they have comprehensive quality and ability, and this behavior problem perfectly matches this requirement.
Second, when recruiting new graduates, Intel generally asks the following questions:
1. Check your behavior ability-suppose you enter the company as an assistant manager, what will you do first thing after work every day?
2. Communication skills-Your boss asks you to do something according to his method, but you find that his method is not necessarily good, and you have a better method. What would you do?
3. Adaptability-Intel employees have to accept the leadership of several bosses at the same time, which is Intel's characteristic. Suppose three bosses assign you three things at the same time, what should you do?
We found that the three questions asked by Intel are all "virtual situation questions", which can also test the comprehensive ability and quality of candidates.
Virtual situation question and behavior question are recognized as the two most effective interview questions, and it is best to use them together. But for fresh graduates, because they can't talk about specific work ability and experience, they can only focus on testing comprehensive quality and comprehensive ability. In other words, for fresh graduates, we may use virtual situational questions more, while for on-the-job personnel, these two questions can be effectively combined.
Third, all the interview questions asked by Google in the recruitment interview are intellectually nervous.
The reason we can explain is that they want to recruit top smart people and people with high IQ. Testing a person's IQ is high or not, and the problem of mental stress is usually a kind of problem that we think is very suitable. As many people know, there is a question called "Microsoft Interview 100 Question", which is basically an intellectual response question. According to a large number of data analysis of Google, many intelligent questions are not good at predicting candidates' future performance, so "behavioral questions" should be used more.
By analyzing the interview questions of the 25 most difficult enterprises in the world, there are representative interview questions. Among these 25 representative problems, there are 3 behavioral problems and virtual situation problems, 12 intellectual response problems and 9 motivation problems. The enterprises that ask these 12 intelligence contingency questions are basically consulting companies, that is, the intelligence industry, which relies on the brain to eat, and the intelligence industry tests people's intelligence. Such a topic is the right match.
The other nine companies ask motivational questions, which are very effective and it is not easy for people to make conceptual reactions. As mentioned above, motivation can judge the important elements of this person's career goals, the reasons for leaving his job, what he values most in the workplace, and even we can infer this person's loyalty. Then let's take a look at four of these companies. Amazon, for example, asked a question about values. So what are values, that is, a person's right and wrong, right and wrong, gains and losses and the severity of the problem. Amazon's question is, "If you were asked to rank quality, customer satisfaction and safety in order of importance, how would you rank it?" ?
Explain the reasons in detail. "Eunice also asked a question," which is more necessary, skill or will? Another company, a non-profit organization, asked, "If you were chosen to teach in the United States, what would make you want to quit?"? The last company asked, "If your parents are doctors, why don't you become a doctor? ".involves your judgment on this industry. So after reading the interview questions of the 25 most difficult companies, let's take a look at CCTV's "Absolute Challenge" program. At that time, I did a series of programs in which Guangzhou Dongfeng Nissan hired a marketing director with an annual salary of one million. At that time, this series of programs had a great influence. Then, after a series of preliminary tests and re-tests, it finally entered the final stage, which is the last scene. Two senior executives of Dongfeng Nissan asked three finalists respectively. The question is as follows.
On-the-spot question of the million-year salary final:
These four questions are all very good. So, let's classify it. What are these four questions according to the types of questions? They belong to encouragement and oppression. Because these three people have been shortlisted after many exams, we have to determine the motivation of the candidates before the end of the interview, so we ask the motivation question, while the oppressive question is usually asked at the end of the interview.
Summary: What questions should we ask the candidates in the interview? Of course, first of all, it depends on the position you are recruiting, the ability and quality of the inspection, and the focus of the inspection. The second one also depends on the time of inspection and when the interview is suitable for asking questions. Thirdly, let's emphasize that among the six classic interview questions, three are usually the most important and powerful, that is, behavior, virtual situation and motivation.