最全hr面试技巧（Most full HR interview skills）Interview skills
1. ways to ask questions
(1) termination
Just answer "yes" or "no"". "Do you understand the position?" "do you like to do XXX?"". The question is lively and concise, but less useful, because such questioning does not encourage candidates to speak.
(2) open type
Open questions force candidates to answer "what do you think about OJT (onthejobtraining= workplace education)?" "what do you think of the current market situation?"".
Open question is the most correct and most frequently used questioning method.
(3) guiding typereact面试题目大全
The purpose of questioning is to lead the candidate to answer your desired answer. What do you think of the current market situation?...... Not very well, right?"
This question is usually best avoided unless you know what you think.
(4) hypothetical
Adopt "if" questions, such as, "if you negotiate with the customer, what will you do?"". If used properly, it is possible to let you know the candidate's ideas and abilities.
(5) radio type
Questioning asks candidates to take advantage of the two evils. If you quit your job, do you think you can't do it? Or do you think you're too conceited? That's too much of a problem. It should be avoided.
(6) polynomial
Several questions are raised at the same time. Such as "what did you do in your previous position? What are your characteristics? What are your strengths and weaknesses in your position?".
2. host's "self questioning" preparation
Before the interview, the interviewer will do the following "ask yourself" to prepare himself for the opportunity to succeed:
(1) what kind of interpersonal skills and technical skills does the applicant need to be qualified for the job?
(2) how long do I need the applicant for the position concerned?
(3) how long has the applicant worked in the relevant position
before?
(4) what kind of promotion opportunities will we be given? Will there be any training?
(5) what difficulties will I face if the job performance of the candidates is not satisfactory or the job demands are too high?
(6) will the applicant work with a colleague like a path? Do
I need them to participate in a substantial process?
(7) in what form will I cooperate with the applicant?
(8) does the applicant have the opportunity to speak on behalf of the company or disseminate informati
on in the field of work?
3. how to prepare interview questions outline
(1) the interview outline is the outline of the interview process. According to the interview outline, the interviewer asks the candidates questions, understands the candidates' quality and ability, and controls the interview process.
(2) the outline of the interview must be organized around the main content of the interview.
(3) the questions should be specific and definite.
(4) the interview outline consists of several interview items, such as "public relations ability", "professional knowledge", "professionalism" and so on. Each interview project should be
prepared corresponding questions outline, in order to interview questions targeted, inspected.
(5) at the same time, candidates have different situations and experiences, and it is not necessary for each candidate to use the same set of syllabus to ask in the end. As a result, each interview project can provide a group of topics from different perspectives to facilitate interview selection.
(6) the interview outline can be divided into two parts: general outline and key outline. The general outline involves many questions and is suitable for asking candidates. The key outline is put forward according to the characteristics of the candidates so as to know something representative of the job requirements.
Two interview relaxation skills
In the preparation stage before the interview, the main job of the interviewer is to set himself and the candidates relaxed.
1. relax yourself
Some people love the main trial recruitment interview to other senior colleagues that he has good interview skills, or make the applicant speechless eloquence, they may ask some very difficult questions, to interview atmosphere to the negative direction of development. There are also some people think they can hold the main trial reins, holding a sword, which is more arrogant attitude, not willing to use friendly behavior to contact with candidates, virtually for the interview
candidates extra pressure, make the negative psychological burden.
This behavior will first make the examiners distracted, it is difficult to concentrate for interviews; and experienced applicants will take advantage of a weak point, while I have the occasion will be ready for a long time. Recite,
Leading the interviewer into the interview misunderstanding (about the interview misunderstanding, see below), made the wrong recruitment decision. And the more experienced candidates will be more nervous, affect the normal play.
The following methods can help the interviewer to calm down before the interview:
(1) fifteen minutes before the end of the interview, other work, walked out of the meeting, or set aside the documents; to go Restroom, tidy clothes, walked slowly back to the office.
(2) remove the candidate information, look at it again, don't force yourself to memory, just remember the name, to successfully open the box.
(3) put the original interview questions into the file folder, and then look through the interview evaluation scale to review all the job performance and dimensions that you want to know during the interview.
(4) if there is no paper and pen in the interview room, prepare two pens and some paper.

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