Three Problems Encountered in Human Resources Interview

Three kinds of questions will be encountered in HR interview:

First, I haven't been in the business for a long time, and my experience and qualifications are still shallow, but I have already had the opportunity to interview middle and high-level talents. In the face of the examinee's self-confidence, I am easy to be passive.

Second, time has not become a friend of career growth. After working for many years, I still have no idea about interviewing higher vocational talents and can't form a benign interaction.

The third is to interview talents in industries and professions that you are not familiar with, and you don't know how to cut in and go deep, so you can't achieve the purpose of the interview.

This interview paradox not only appears in many of our HR, but also in many company executives.

Realm, self-contained.

To be an excellent interviewer, the most important thing is to reach the highest level of this job.

This realm is to make the interviewer feel strongly that there are three messages you convey:

"I want to know you."

"You can know yourself better."

This interview is an important opportunity in your life.

? "I want to know you" makes the interviewer realize that you are interested in him or her, and you expect to know each other more comprehensively and deeply.

? The key to achieve this goal is to be frank and friendly, be honest with interviewers, help them unload their burdens, throw away their masks and present their true selves in a professional sense.

For example, we often ask, "Please tell me about your life experience and how to make you who you are now?" Or "Please introduce yourself, focusing on experiences or events that have a significant impact on your career". At this time, the interviewer can answer this question first, providing examples and expressing frankness, which often works well.

You can know yourself better. Candidates have a new understanding and understanding of themselves through interviews, and even if they are not hired, they have a certain sense of acquisition.

The interviewer should make professional analysis and judgment on the interviewer's personality, professional quality and professional status, and selectively transmit relevant information to the interviewer.

That is to say, HR should not only master the information obtained through the interview, but also reward those things that are beneficial to the interviewer's career growth, usually the potential advantages or unclear career route that the interviewer himself is not aware of, so that the interviewer can be discovered, inspired and influenced through the interview, and feel the interviewer's professionalism through ideological and spiritual gains.

This interview is an important opportunity in your life. Interview is not only an important opportunity to select candidates, but also an important opportunity to shape corporate brands. Every interviewer is a potential propaganda carrier.

As we all know, the interviewer should introduce the advantages and expertise of the enterprise at an appropriate time in the interview. Similarly, different angles have different effects. No one will pay attention to things that have nothing to do with them, and no one will ignore information that can bring them considerable benefits.

Therefore, from the interviewer's point of view, we should link the advantages of the enterprise with the interviewer's career. Let the interviewer fully realize how the enterprise will help his life.

Although most interviewers are doomed to have no chance of being hired, your HR has reached a new level under the encouragement of "I don't have it, but my heart yearns for it".