HR面试指导

Interview&Selection1InterviewPreparation面试准备工作-ThereviewofJD审核职位描述-Thereviewandscreeningofresumes/CVs筛选简历-Appraisalandapplicationforms申请/评估表-Arrangetheinterview组织面试Interview&Selection2JDReview审核职位描述-Title职位名称-Functionalarea功能区域-Reportingline汇报关系-Location工作地点-Responsibilities职责-Education教育背景-Experiences经历-Personalattributes/Competencies个人品质/能力Interview&Selection3CVScreening筛选简历-CriteriaforaprofessionalCV-Clean,Clear,Concise,Consistent(reflectiveofpersonaltraits)专业化简历的标准4个C–整洁、清晰、简洁、前后一致（个人特点的体现）-Personalinformation个人信息-Education/Training教育/培训-Experiences经验-Responsibilities/Achievements职责/业绩-Professionalaffiliations专业协会会籍-References推荐人Interview&Selection4InterviewProcess&Skills面试过程和技巧-Telephonescreening电话筛选谈话-Candidatereading解读候选人-Opening–buildingrapport开场-建立良好气氛-Gathering收集信息-Questioning提问-Introducingthejob介绍职位-Closing结束Interview&Selection5TeleInterview电话筛选Readthecandidateviavoice通过声音解读候选人-Canthecandidatepresenthimself/herselfwell候选人能否很好地自我表述-Confidentlevel自信程度-Peopleskill人际技能-Experience经验-Thinkingprocess–logic思维方式-逻辑性-Motivation激励因素-Salaryexpectation期望薪资Interview&Selection6CandidateReadingI解读候选人Payattentiontocandidate’sfollowingfeatures:注意候选人的以下特征：-HairStyle发型-Face脸部Eyecontact,facialexpression目光交流，脸部表情-Dressing穿着Color,style颜色，款式-Footwear&WalkingStyle鞋具&行走风格-BodyLanguages肢体语言-AppropriateVsexaggerating恰如其分Vs举止夸张Interview&Selection7Payattentiontocandidate’smotivationfit注意候选人的动力适合度–JobFit:satisfactionwithjobactivitiesandresponsibility工作适合度:工作性质本身是否让员工满足–OrganizationFit:satisfactionwiththeorganization’svaluesandmethodofoperation机构适合度：机构的运作模式及价值观是否让员工满意–LocationFit:satisfactionwiththegeographiclocationofthejob地理位置的适合度：工作或机构的地理位置和它的特点是否让员工感到满意或配合个人需要CandidateReadingII解读候选人Interview&Selection8Opening-BuildingRapport开场-建立良好气氛-Trytocreateanharmoniousandcasualenvironmentbytalkingabout:尽量创造一个和谐轻松的气氛，可以谈论：Relationships关系Experience经历Commoninterest共同兴趣Business业务Whether天气-Talkaboutwhatyouaregoingtodiscusstoday简单提及你们要谈论的方面-Introductiontocompany介绍公司Interview&Selection9BuildingRapport建立良好气氛TwoKeySkills两大原则–Maintainorenhanceself-esteem维护自尊，增强自信givethecandidatesincereandspecificcompliments给予应聘者真诚而具体的称赞minimizenegativeinformation尽量减少负面资料的影响–Listenandrespondwithempathy仔细聆听，善意回应whenacandidateexpressstrongnegativefeelings当应聘者表现出不佳的情绪时canempathizewithpositivefeelingstoo也可对应聘者正面的感受作善意回应Interview&SelectionForbasicfact-finding,youcanaskthecandidatetotalkabout了解基本情况，你可以让候选人谈论：–Qualification资格–Exposure经历–Achievements业绩–Training培训–Hisinterestlevelinthecurrentjob对现有工作的兴趣InformationGathering信息收集Interview&SelectionForpersonalityfact-finding,youcanaskthecandidatetotalkabout了解个人情况，你可以让候选人谈论：–Peopleskills人际技能–Managementstyle管理风格–Motivation/Ambition动力/雄心–Perceptionofmoney金钱观–Self-evaluation自我评估–Hobby兴趣–Family家庭–Olddays过去InformationGathering信息收集Interview&Selection•Sales销售–Sellingexperience销售经验–Attitudeaboutcustomer有关客户的态度–Functionalskills专业技能•Finance财务–Number对数字的感觉–Perspectiveonbusiness对经营业务的看法–Functionalskills专业技能•Marketing/BusinessDevelopment市场/业务拓展–Senseofbigpicture全局眼光–Drive动力–Functionalskills专业技能InformationGathering信息收集-不同职位Interview&Selection•HR/Admin人事/行政–Understandingaboutcompanybusiness对公司业务的理解–Peopleskills人际技能–Functionalskills专业技能•Operations运营–Senseofsystem对系统的感觉–Attentiontodetails对细节的注重–Logic逻辑性–Functionalskills专业技能InformationGathering信息收集-不同职位Interview&Selection14InSearchofBehavior行为事例搜索Interests/desires兴趣/期望SpecificExperiences特别经验Work/EducationCertifications/Skills工作/教育背景/专业证书/技能BBehavior行为事例DecisionMaking判断能力BuildingCustomerLoyalty客户服务导向InitiatingAction主动性Jobfit工作动力Technical/ProfessionalKnowledge/skills技术性/专业性知识/技能Planning&Organizing策划与组织能力Communication沟通能力Tenacity坚持的韧力TypesofcandidateInformationTargetcompetenciesInterview&Selection15S/TARSituation/Task=Why应聘者面临的情形/任务Action=Whatdoneandhowdone应聘者采取的行动Result=EffectofActions应聘者的行动所带来的结果Interview&Selection16DataandSTARS资料与行为事例FalseSTARs假的行为事例–Vaguestatements含糊的叙述(时常，一般来说，我们，负责…)–Opinions主观意见(认为，相信…)–Theoreticalorfuture-orientedstatements理论性或不切实际的叙述(计划，下次，如果…)Interview&Selection17ThreeTypesofQuestions三类问题–Behavioral:asksthecandidatetoprovidespecificinformation,describe“anexperienceyou’vehad,”“atimewhen”,“asituationinwhich”行为事例的问题：要求应聘者提供具体资料。应聘者要描述”一次曾有过的经验“、”一段时间“、”一个情况“。。。–Theoretical:askscandidatesfortheories,opinions,orgeneralactions.理论性的问题：询问应聘者的理论和意见，对一情况的看法或者他们怎么做。X–Leading:promptcandidatestogivetheanswertheythinkyouwanttohear.X引导性问题：提示应聘者提供他认为你所期望的答案。OnlybehavioralquestioncanhelpyougetcompleteSTARs只有行为事例的问题可助你获得所需资料：完整的行为事例Questioning提问Interview&Selection•Letthecandidatetoaskfact-findingquestions请候选人提了解情况的问题：–Ifthecandidatedoesnotaskquestion-QuestionMark如果候选人没有提问题–留有疑问•Introducethejobtothecandidate向候选人介绍职位–Responsibilities职责–Reportingline汇报关系–Attractiveness吸引人之处–Becareful:don’toversellthejob注意:别过度渲染职位卖点IntroducingTheJob介绍职位Interview&SelectionClosingWords结束语–Levelofinterest兴趣程度–Availability等待时间–Currentpackage目前的薪资–Expectation期望收入–Introducethecandidatetothenextinterviewer,ortalkabouthowtofollowup介绍下一位面试官，或如何跟进–Appreciation感谢Closing结束Interview&Selection20HiringDecisionMaking&Finali