Recruitment speech and communication skills

Recruitment speech and communication skills: first, create an interview atmosphere. 1, opening remarks: Hello, welcome to the interview. 2. Observe the interviewer's natural reaction: How long have you been in the company? Is that acceptable? Second, understand the basic situation. 1, the basic information of the interviewer, and at the same time, you can check the language expression ability, overview ability, fluency and logic: please introduce yourself. 2. Does the interviewer have a profound, comprehensive and rational understanding of himself, and is he confident and self-summarizing? Please talk about the advantages and disadvantages of his personality and whether it will affect his work. 3. Examine the interviewer's interpersonal skills: What kind of person do your friends think you are? 4. Hobbies can reflect a candidate's disposition and mentality. What do you like to do on weekends? Third, the motivation and attitude of job hunting. 1. The interviewer's knowledge of the position he applied for reflects his importance. If he is only trying to support his family, then the training value is not high: do you know this position and our company? 2. Understand the factors that need to be considered when applying for a job-salary and benefits, working environment, career intention, development prospects, etc. What is the most important thing when choosing a job? 3. The key is to ask the other party's satisfaction with the status quo and judge its stability in this company by combining other factors: please talk about your current work situation, including salary, job nature and job satisfaction. 4. What kind of people do you like, you will eventually become that kind of person: what kind of leaders and colleagues do you like? 5. Different positions need people with different values, but the basic idea should not be too far away from the corporate culture: what do you think determines the success or failure of an individual's career in an ideal work unit? Fourth, career planning. 1. Personal career goals and career planning: Can you talk about your career planning? 2. Can the company provide candidates with corresponding positions and development space: Do you have clear career goals in the next two to three years? 3. Investigation on career orientation and job stability. Does the job seeker see this job as a transition? If you have a choice, what job are you most interested in? Why? Fifth, post understanding. 1. How much do you know about the position you are applying for? Without working experience in relevant positions, it is difficult to answer: from your experience, what is the main scope of work of the position you are applying for? 2. Psychological expectation: What are your foreseeable difficulties in this job? 3. Work planning and adaptability: If we hire you, how will you carry out your work? 4. Self-awareness: What are your strengths and weaknesses in this job? Sixth, work experience. 1. Only when you are familiar with this job can you accurately answer this question and judge the other person's ability level: What do you think is the difficulty or challenge of this job? 2. The way to solve the problem is very important, but the key is the way of thinking when analyzing and judging and what factors are considered: What difficulties did your department encounter? How to deal with it? 3. Understand the creativity of the other party's thinking, the ability to understand the work, and the degree of grasping the development trend of this business: talk about your vision for the company's future business development plan. 4. Judge each other's proficiency and attention to the business by summing up your own work: What did you do most in your daily work before?