This is how smart HRs screen candidates

This is how smart HRs screen candidates. The role of HR during interviews is very important, and it is also important for the selected talents. There are many skills, and it is valuable to screen candidates. The following is how smart HRs screen candidates. This is how smart HR screens candidates 1

Case background

During the final interview for a position, I was provided with two people, a and b, and made appointments with them respectively.

When I met with the two people separately, I first took out my own cigarette to light for them, and talked about the brands of cigarettes they liked to smoke, and based on this basis, I asked questions.

Such purposes:

1. Create a good atmosphere and lay the foundation for further communication;

2. Learn the other party’s taste and cigarettes to a certain extent It represents taste. For example, if you have a low income and a lot of family pressure, but you still smoke expensive cigarettes, it means something, either to save face or to put pressure on yourself.

If you don’t smoke, what are some good interview introductions? I’ll add the following:

1. Talk about transportation: Did you come by subway or by car? What kind of car do you like to drive?

2. Talk about the weather: What preparations have you made for hazy days? What kind of climate do you like?

3. Talk about food: Do you want to drink tea or coffee? What flavor do you like?

4. Talking about fashion: What do you think is the popular color this year? What style do you like?

Question 1: "Besides smoking, what other hobbies and interests do you have? What are your hobbies to share with me?"

a: "I like to hike and swim while walking and playing. I can relax myself from work pressure and exercise properly to strengthen my body. I have been in Shenzhen for 2 years. Whenever I have time, I go to all the scenic spots in Shenzhen, including Dameisha, Wutong Mountain, and Kuiyong. Every time I go to a place, I will look for a commemorative item there, and I will also leave a sign for convenience. I’ll visit again in the future, haha.”…

b: “I have many hobbies, haha! But my favorite is cooking. As long as it’s weekends or short-term holidays, I like to meet up with my colleagues. . After all, when you are alone in Shenzhen, it is also a kind of happiness to get together with colleagues or friends to have a high time."...

Analysis a. I like traveling, freedom, self-thinking, and myself. Insights;

b. He likes to cook and hang out with colleagues, which shows that he likes to be lively and has good popularity.

Question 2: "After talking about your hobbies and interests, I also share my hobbies: I like reading books. You see there are so many books on my table. I like this book very much recently (take it casually) Got up and made an introduction and shared my experience) What books have you read recently? What books do you like to read?"

a: "I read books on self-management and self-improvement. I have been reading "Confidence" these days. : Become the best version of yourself" and want to improve my self-confidence."...

b: "I have always liked reading biographies of business leaders. I have been reviewing Welch's "Win" recently." ...

Analysis: People who are not accustomed to reading will not answer the content of the book.

a. Like to think, improve self-confidence, and change oneself;

b. Read biographies, want to follow others as examples, and show strong ambition.

Question 3: "Do you watch TV at night? What programs do you like to watch?"

a: "Nowadays, I am busy with work and watch less TV. Basically, I watch more technology channels."...

b: "I like to watch the news and current hot issues on Phoenix Chinese Channel."...

Based on the analysis of the previous two questions, it is basically certain:

a. Introverted and self-centered, loves to think;

b. Relatively extroverted and enterprising.

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a: "Young people must be sharp-edged and have a clear distinction between likes and dislikes. Strong ability is more important. I value them with personality and ability. In fact, when I was working in this company, I almost replaced all the members. Becoming a young person. "...

b: "Although this company in our industry seems to be high-tech, it requires high cooperation and high collaboration. To cooperate well, we must be demanding. Team members are highly sensitive in interpersonal relationships and can treat others with empathy. Therefore, when I team up, I value the complementarity between each other. Only by complementation can we add value. ”…

< p> Analyze that every boss will judge and select candidates based on their own values ??and tendencies. I separated ability and cooperation in this question in order to confuse them.

a. If you like someone with strong abilities, it means that he tends to be direct and simple in doing things and has a strong sense of competition;

b. Pays more attention to interpersonal relationships and has a strong sense of cooperation.

Question 5: "Have you ever had a quarrel with your wife? Have you ever had a similar situation: you and your wife were quarreling, but your mother-in-law called and asked you to arrange for a relative of the leader in whom she has an interest. I work in your company, but there is a big gap between this relative's professionalism and ability and the job requirements. How do you deal with it?"

a: "How can there be a couple who doesn't quarrel! I have also encountered a similar situation. But. A quarrel is a quarrel, and you can't put an incompetent person in an inappropriate position, which will harm yourself and the company. In this way, I can only explain my difficulties to my mother-in-law and try to recommend that person to the right person. Company."

b: "I have never encountered such a thing as my mother calling me to talk about something when I was quarreling with my wife, but there was a similar situation: when I was blushing with someone, A relative came and asked me to help him arrange for his nephew to work in our company. Here's how I handled it: first, I controlled my emotions and couldn't let the relative feel that I was in trouble at the beginning; then I got to know his nephew carefully. What is your character like and what are you good at? Because a good character can cultivate your ability and professionalism; if your character is not good, hahaha, try to recommend it to other companies."

Question: "There is only one. Choice: Agree or refuse, what is your choice?"

a: "Reject."...

b: "Aren't you making things difficult for me? It's quite a challenge, only. When I have a choice, I will use it restrictively, hahaha, "...

Analyze the question as a moral dilemma to understand their attitude towards interpersonal relationships. At the beginning, they communicated tactfully and did not make immediate decisions. After questioning,

a. Choose no, which once again confirms his competitive mentality in interpersonal relationships;

b. Choose yes, showing a strong sense of cooperation.

ab, are both good people, suitable for positions with different interpersonal requirements.

Positions with low interpersonal communication requirements such as finance, quality, and technical positions;

Positions with high interpersonal communication requirements such as sales, HR, and project management.

When asking questions, I first create a good atmosphere to relax them, and then clearly understand their value orientation in the form of chat.

After reading the above five questions:

1. The interview is not just about asking questions, but also the interviewer’s active sharing, which will effectively activate the in-depth expression of talents;

2. During interviews, you must learn to review, conduct multi-dimensional comparative analysis of candidates, and recognize horses in horse racing;

3. Three key tips for value screening.

Through cases, we can see what the content of values ??is and how to identify it. The following are three key tips for identifying values:

About interpersonal relationships - how to get along with others< /p>

Be kind to others or be evil to others? Self-interest or altruism? Competition or cooperation? Equality or nobility?

1. In terms of equality and nobility: Obviously, it depends on your company’s attitude towards a certain position. In terms of academic requirements, you can tell at a glance: is it a priority to have a master's degree or a Ph.D., or is it required from a prestigious school, or is it from a famous company?

2. In terms of confrontation or cooperation: set up more "dilemmas" for investigation.

3. Who benefits: Set up more "dilemmas" for investigation. At work, there are many "dilemmas" that arise.

Design of values ??screening questions, two ideas

1. Dilemma question: that is, "either A or B" question, requiring candidates to draw conclusions first and clarify their value judgment standards .

2. Open questions: "How do you see it, how do you do it, how about it?" Questions require candidates to state and understand their thinking patterns and solutions.

About interests and principles - how to balance the entanglement

Flexibility or persistence? Sincerity or hypocrisy and fraud? Is the result more important or the process? In the entanglement between interests and principles, the core inspection It is "integrity"! When it comes to identifying integrity, there are three situations that require special attention:

1. Some people sacrifice principles for interests.

2. Some people are incompetent but like to make promises, but they cannot fulfill their promises.

3. Some people are dishonest, hypocritical and deceitful by nature.

These interview experiences are full of useful information

1. If the interviewer comes up with the absolute words "no problem" or "100%", dig deeper.

2. The four ultimate interview skills: Relaxed environment + Relaxed questions + Pressure environment + Pressure questions.

About the pursuit of goals - life and career

Do you value fame or fortune or both? Which is more important, family or career? Enjoy life or make progress in life? Examine the goals of life and career goals.

When identifying job seekers’ life pursuits, I adopt two methods, one of which is:

One: Look at what they focus on. For example, hobbies and idols in life, favorite books and songs, what current events you pay attention to, and what you usually do during breaks.

Two: Look at their behavior to verify whether they are on the path to pursuing their goals. For example: "What preparations have you made for your goal? What abilities are needed?" "This goal is very long-term, so what is your plan for the next three years? What is your action plan?" "Congratulations. Having achieved this goal, looking back now, what are the three achievements you are most proud of? Why?"

Here we adopt the screening method of "looking at both advertisements and efficacy":

1. Watch ads: Give candidates a chance to brag. 2. Look at the efficacy: Advertisements that have no efficacy are all hooligans.

The "dilemma" question of "dilemma" + tips for a relaxed interview environment

1. Interview question design: How to design effective dilemma questions? This requires HR to be a thoughtful person and go to more The business frontline has an in-depth understanding of the situation, discovers facts and situations in life, and then refines them to form effective questions. In addition, when examining values, you must let him or her express them unconsciously. The first is to ask question a to get what person b needs; the second is to create an environment conducive to examining values ??so that he can be completely relaxed and unguarded.

2. Interview environment design: Under normal circumstances, many HRs conduct interviews for a short time, which makes it difficult to establish an unsuspecting atmosphere; for another type of person, it may take several months for them to open up. Even longer, but some interviewers mistakenly think that he is opening up.

Interviewing is not only an experience activity, but also a technical activity

1. Experience activity: reading countless people and accumulating a large number of "clinical" cases.

2. Technical activities: Conduct rigorous interview questions and interview environment design.

What needs to be reminded is that in actual interviews, HR should not fall into the misunderstanding of values ????screening:

1. Give up directly if you are afraid of difficulties: think that values ??cannot be screened out in a short time, just Simply give up on identifying values ??for candidates.

2. Ignoring the role of values: Thinking that as long as you have high performance and high abilities, it is OK, and values ??can be ignored; however, low character and high abilities will bring great risks to the organization, such as Lu Bu.

3. Failure to combine specific positions: Failure to understand the particularity of certain positions and ignoring the identification of values. For example: Someone stopped coming the next day after joining the company. The first question I asked was: Your requirements for this position are that you often travel for a long time, your children cannot live without me, and your company often works overtime. I won’t come after thinking about it. ”

4. Inadequate experience and limited experience: HR itself knows little about it and does not use screening skills well. Some think that what they say is in line with universal standards, or think that what they say is in line with their own psychological expectations, so they do not dig deeper. This is how smart HR screens candidates 2

1. Don’t ask for money

It’s not impossible to ask about remuneration, but don’t be too persistent

Asking about salary and benefits will make the company feel very uncomfortable.

2. Don’t be persistent.

Recruitment follows a certain process. If you don't want to call me, please don't call me, or if you don't want to visit me, I don't welcome calls or visits. If you still insist, I can only say goodbye.

3. Don't do it if you have poor communication.

< p> He stutters when introducing himself, makes people confused when answering questions, and his voice is as low as a mosquito. Such people have really poor communication skills and cannot be hired even if they have solid knowledge.

4. Don’t be late for an interview

Regardless of the reason, being late for an interview is a taboo for job seekers and can easily lead to doubts about the person’s professional ethics.

5. Don’t dress sloppily.

You don’t need to wear famous brands, but at least keep your clothes clean and tidy.

Sorry, you used it in the wrong place. p>

6. Don’t brag about yourself

No matter how good you think you are, you are still just a child in front of the real elites in the workplace. You will raise your tail before you enter the door, and you will not fly into the sky after entering the door?

Such people will affect the working atmosphere of the company, and there will be no negotiation for their exit.

7. Don’t do it to those who are insincere

Some people express their desire to join the company while hinting at themselves. You are waiting for the results of the postgraduate entrance examination, or you want to see if another company will accept you. Since you have left so many options for yourself, you should not care about being rejected by the recruiting company.

8. Don’t commit fraud

<. p> As long as we find that you are cheating in one place, we will think that you are cheating in everything.

As a person who can’t even be honest, how can a company trust you?