1 thought on “How does HR examine the professional level of candidates?”
Hope
As an interviewer, do you encounter such a question: I do n’t know how to ask questions, ask questions in the interview, the job seekers do n’t know how to answer, and the answer given by the job seeker is not what the interviewer wants.
The interviewer was ignorant, and the interview was more than half an hour. After the interview, I don't remember what I talked about, and I don't know the strength of the candidate.
This people do not have the basic skills as an interviewer. It can be said that interviewers of most companies, without professional training, think that they know some professional skills, and can say that they can be the interviewer.
It unknown, a poor interviewer, employment errors cause the company's talent loss, management chaos, and damage the company's brand image.
I. As an interviewer, he is often criticized. This person does not work. I am also often asked, glory, I do n’t know this position, I do n’t know how to ask questions.
The process of interview process is the process of interviewer asked questions and job seekers answered.
How to ask questions to test the basic skills of the interviewer.
The interview, about 30-40 minutes, how can we choose the right candidate?
For the time being, let's not talk about executives, even if she hires a grass -roots job employee, such as sales assistants, she needs her to have a lot of capabilities. For example, she needs to understand basic office software operations, which is sensitive to digital. At the same time, the personality is very detailed and patient. This is not enough, and it requires good communication and collaboration. Companies with large workload and cumbersome business are essential. Sometimes you need to be called. Some foreign trade companies even require sales assistants to spend four levels of English, with basic English reading and writing ability.
In look, even if this sound is very basic, you are not just looking for someone casually.
The position requires candidates to have certain basic literacy and professional skills.
All positions require the interviewer at least to inspect the following aspects:
The question comes, since any position, candidates need a variety of abilities and skills, many of them, many, many The interviewer is unclear, and it is impossible to face everything. How to ask questions?
The answer is to investigate any post, which can be transformed into the most needed ability to examine the post.
All questions are closely revolved around the aspects you want to investigate.
For example, the post of personnel administrative commissioner, the job responsibilities are as follows:
. Assistance to the company's employee recruitment, training, performance, employee relationship and other tasks;
. Organize employee activities to enhance team cohesion;
3. Assisting office supplies to procurement, the company's office environment maintenance and management; , The company's licenses' daily maintenance handling;
5. Other matters explained by the leader;
In the work content of the post, this is a basic collaborative position, the ability that has the ability to have The experience requirements are not high.
In communication, we need a employee who is the basic personnel. This person must be particularly good at recruitment, employee relationship, and organizing employee activities.
How to transform the position of the post into a question we have to investigate?
This I designed like this, three aspects, three questions:
, context simulation: a sales of Amazon mentioned when introducing work performance, I am mentioned that I am mentioned that I mentioned that I mentioned work performance. I have done a monthly performance of 100,000 US dollars. How to use the behavior interview method correctly?
. Assuming that you are in a small entrepreneurial company, the company stipulates that employees within 3 days of the probation period will not pay wages, whether they are actively or passively resigned, and how to reduce labor disputes as personnel.
three, please briefly introduce the planning plan you have done before (requiring activity planning)
Application is the most basic professional knowledge.
The second question examines the common sense, work experience and emotional intelligence of job seekers.
The third question examine the activity planning ability and writing ability of job seekers.
The questions answered from the job seeker can probably judge that he has the potential and work experience of his human resources. Because I am engaged in personnel work, I am more familiar with the work content of human resources. I can learn about his experience and level for 5-10 minutes to talk to people who are doing personnel now. Because I have seized the most needed and quality model for personnel work, and can be transformed into interview questions to examine job applicants.
In more examples, HR for cross -border e -commerce often interview Amazon sales staff.
On how to examine the operating ability of Amazon sales staff?
What is the operating ability first?
The operating capacity is reflected in the logic and methods of operating products.
The daily work operated by Amazon is mainly the optimization of copywriting. Instead of advertising, promotion and customer complaints on the site.
The business department interview Amazon, they generally ask, how to choose products, how to promote, how to advertise, how to do promotion, and how to control product gross profit. From daily operations, examine their operating capabilities, especially how to deal with the key points and difficulties encountered in daily operations.
A as an HR interviewer, we don't know much about Amazon operations. I generally cut in from the field I am familiar with. I have learned marketing and knows marketing. I usually ask a few key issues to examine the operating ability of candidates:
, I have promoted it before, and I have promoted it before. Is it new? How did you do it?
. What are the competitors in the same industry? Where is your product competitive advantage?
three, give you a 100 -dollar consumer electronics, such as sports camera, driving recorder, how to operate can control product gross profit?
This of these three questions, examining job seekers' understanding of products and markets, can also understand his general operating ideas.
The two cases I mentioned above is how to transform the job of the post into a problem to examine job seekers.
How to be precisely cut in, stable and questionable, and master the actual situation.
The interviewer needs to understand the specific work content of the post, the company's business situation and the employment requirements of the employment department.
The more understanding the company's business, the richer the interviewer's experience, the more the interviewer understands the psychology, and the more you can examine the actual situation of the job seeker.
T candidates have the ability we need most?
If it is available, the overall quality is not bad, then he has the qualifications of candidates. If it is not available, no matter how good the candidates are performing well, they are not a qualified candidate.
The interview is the most commonly used and most important way to examine job seekers during the recruitment process. Its limitations are affected by the personal preferences, emotions and social experience of the interviewer.
It due to the complex situation and limited time and energy, the inspection in the interview cannot be available. We only need to examine our most needed and most important aspects to select the candidates that are most in line with our request.
The so -called employment use of its strengths!
"How to ask questions correctly in the interview", I hope to inspire each interviewer!
Thank you for reading. I hope you can learn to use it and go further on a professional road!
As an interviewer, do you encounter such a question: I do n’t know how to ask questions, ask questions in the interview, the job seekers do n’t know how to answer, and the answer given by the job seeker is not what the interviewer wants.
The interviewer was ignorant, and the interview was more than half an hour. After the interview, I don't remember what I talked about, and I don't know the strength of the candidate.
This people do not have the basic skills as an interviewer. It can be said that interviewers of most companies, without professional training, think that they know some professional skills, and can say that they can be the interviewer.
It unknown, a poor interviewer, employment errors cause the company's talent loss, management chaos, and damage the company's brand image.
I. As an interviewer, he is often criticized. This person does not work. I am also often asked, glory, I do n’t know this position, I do n’t know how to ask questions.
The process of interview process is the process of interviewer asked questions and job seekers answered.
How to ask questions to test the basic skills of the interviewer.
The interview, about 30-40 minutes, how can we choose the right candidate?
For the time being, let's not talk about executives, even if she hires a grass -roots job employee, such as sales assistants, she needs her to have a lot of capabilities. For example, she needs to understand basic office software operations, which is sensitive to digital. At the same time, the personality is very detailed and patient. This is not enough, and it requires good communication and collaboration. Companies with large workload and cumbersome business are essential. Sometimes you need to be called. Some foreign trade companies even require sales assistants to spend four levels of English, with basic English reading and writing ability.
In look, even if this sound is very basic, you are not just looking for someone casually.
The position requires candidates to have certain basic literacy and professional skills.
All positions require the interviewer at least to inspect the following aspects:
The question comes, since any position, candidates need a variety of abilities and skills, many of them, many, many The interviewer is unclear, and it is impossible to face everything. How to ask questions?
The answer is to investigate any post, which can be transformed into the most needed ability to examine the post.
All questions are closely revolved around the aspects you want to investigate.
For example, the post of personnel administrative commissioner, the job responsibilities are as follows:
. Assistance to the company's employee recruitment, training, performance, employee relationship and other tasks;
. Organize employee activities to enhance team cohesion;
3. Assisting office supplies to procurement, the company's office environment maintenance and management; , The company's licenses' daily maintenance handling;
5. Other matters explained by the leader;
In the work content of the post, this is a basic collaborative position, the ability that has the ability to have The experience requirements are not high.
In communication, we need a employee who is the basic personnel. This person must be particularly good at recruitment, employee relationship, and organizing employee activities.
How to transform the position of the post into a question we have to investigate?
This I designed like this, three aspects, three questions:
, context simulation: a sales of Amazon mentioned when introducing work performance, I am mentioned that I am mentioned that I mentioned that I mentioned work performance. I have done a monthly performance of 100,000 US dollars. How to use the behavior interview method correctly?
. Assuming that you are in a small entrepreneurial company, the company stipulates that employees within 3 days of the probation period will not pay wages, whether they are actively or passively resigned, and how to reduce labor disputes as personnel.
three, please briefly introduce the planning plan you have done before (requiring activity planning)
Application is the most basic professional knowledge.
The second question examines the common sense, work experience and emotional intelligence of job seekers.
The third question examine the activity planning ability and writing ability of job seekers.
The questions answered from the job seeker can probably judge that he has the potential and work experience of his human resources. Because I am engaged in personnel work, I am more familiar with the work content of human resources. I can learn about his experience and level for 5-10 minutes to talk to people who are doing personnel now. Because I have seized the most needed and quality model for personnel work, and can be transformed into interview questions to examine job applicants.
In more examples, HR for cross -border e -commerce often interview Amazon sales staff.
On how to examine the operating ability of Amazon sales staff?
What is the operating ability first?
The operating capacity is reflected in the logic and methods of operating products.
The daily work operated by Amazon is mainly the optimization of copywriting. Instead of advertising, promotion and customer complaints on the site.
The business department interview Amazon, they generally ask, how to choose products, how to promote, how to advertise, how to do promotion, and how to control product gross profit. From daily operations, examine their operating capabilities, especially how to deal with the key points and difficulties encountered in daily operations.
A as an HR interviewer, we don't know much about Amazon operations. I generally cut in from the field I am familiar with. I have learned marketing and knows marketing. I usually ask a few key issues to examine the operating ability of candidates:
, I have promoted it before, and I have promoted it before. Is it new? How did you do it?
. What are the competitors in the same industry? Where is your product competitive advantage?
three, give you a 100 -dollar consumer electronics, such as sports camera, driving recorder, how to operate can control product gross profit?
This of these three questions, examining job seekers' understanding of products and markets, can also understand his general operating ideas.
The two cases I mentioned above is how to transform the job of the post into a problem to examine job seekers.
How to be precisely cut in, stable and questionable, and master the actual situation.
The interviewer needs to understand the specific work content of the post, the company's business situation and the employment requirements of the employment department.
The more understanding the company's business, the richer the interviewer's experience, the more the interviewer understands the psychology, and the more you can examine the actual situation of the job seeker.
T candidates have the ability we need most?
If it is available, the overall quality is not bad, then he has the qualifications of candidates. If it is not available, no matter how good the candidates are performing well, they are not a qualified candidate.
The interview is the most commonly used and most important way to examine job seekers during the recruitment process. Its limitations are affected by the personal preferences, emotions and social experience of the interviewer.
It due to the complex situation and limited time and energy, the inspection in the interview cannot be available. We only need to examine our most needed and most important aspects to select the candidates that are most in line with our request.
The so -called employment use of its strengths!
"How to ask questions correctly in the interview", I hope to inspire each interviewer!
Thank you for reading. I hope you can learn to use it and go further on a professional road!