HR recruitment interview skills and speaking skills

HR recruitment interview skills and words are as follows:

1. Create an interview atmosphere.

1. Opening remarks: Hello, welcome to the interview.

2. Observe the interviewer’s natural reaction: How long did it take to come to the company? Is it acceptable?

2. Understand the basic situation.

1. Understand the basic information of the interviewer. You can also check the language expression ability, summary ability, whether it is fluent and logical: please introduce yourself.

2. Does the interviewer have a deep, comprehensive and rational understanding of himself, is he confident, and has his self-summary ability: Please talk about the strengths and weaknesses of your personality and whether it will have an impact on your work?

3. Examine the interviewer’s interpersonal skills: What kind of person do your friends think you are?

4. Hobbies can reflect the applicant’s personality, mentality, etc.: What do you like to do on weekends?

3. Job hunting motivation and attitude.

1. The interviewer’s understanding of the position reflects the importance he attaches to it. If it is just to support a family, then the training value is not high: What do you know about this position and our company?

2. Understand the factors to consider when applying for a job—salary and benefits, working environment, career intentions, development prospects, etc.: What is the most important thing when choosing a job?

3. The key is to ask the other party how satisfied they are with their current situation, and then judge their stability in the company based on other factors: Please talk about your current work situation, including remuneration, nature of work, and job satisfaction. Degrees and so on.

4. The kind of person you like will eventually become that kind of person: What kind of leader and colleague do you like?

5. Different positions require people with different values, but the basic concepts cannot be too far from the corporate culture: What do you think determines the success or failure of an individual's career in an ideal work unit?

4. Career planning.

1. Personal career goals and career plans: Can you talk about your career plans?

2. Whether the company can provide candidates with corresponding positions and development space: Do you have a specific career goal in the next two to three years?

3. Examination of career orientation and job stability. Do job seekers regard this job as just a transition: If given the opportunity to choose, what job are you most interested in doing? Why?

5. Position understanding.

1. How much do you know about the position you are applying for? It is difficult to answer without working experience in the relevant position: Based on your experience, what are the main scope of work of the position you are applying for?

2. Psychological expectations: What foreseeable difficulties do you have with this job?

3. Work planning and adaptability: If we hire you, how are you going to work?

4. Self-awareness: What are your strengths and weaknesses in this job?

6. Work experience.

1. Only if you are familiar with the job can you accurately answer this question and use it to judge the level of the other person's ability: What do you think is the difficulty or challenge of the job?

2. The method of solving the problem is important, but the key is the thinking and factors considered when analyzing and making judgments: What difficulties have you encountered in your department? How was it handled?

3. Understand the creativity of the other person's thinking, his ability to understand the work, and his grasp of the business development trend: Talk about your vision for the company's future business development plan.

4. Judge the other party’s proficiency and attention to the business through their summary of their work: What did you do most in your daily work before?