Hope-good at observation
Seeing a doctor is to visually observe the changes, colors, shapes and postures of a patient's whole body or a part of his body. In the recruitment interview, "watching"-that is, watching and observing-judges whether it is the required type by observing and analyzing the behavior, manner, appearance, behavior and speech of the job seeker.
Case 1: The company wanted a receptionist, and Miss A came to apply. During the interview, her face was always red, she seldom made eye contact, her voice was very low, and she kept fingering.
Reception at the front desk requires elegant speech, generous appearance and good communication skills. Miss A's behavior is unnatural and nervous. When recruiting this kind of position, we can judge by "looking", carefully observe whether the candidate's appearance is suitable, whether his facial expression is warm and whether his speech is appropriate, and observe whether his behavior meets the enterprise standards by simulating the reception of customers. If the job seeker is careless, careless, too introverted or talks like a quarrel, it obviously does not meet the requirements of the front desk reception.
Through the above cases, we can see the role of "hope" in recruitment, especially for positions with high image and behavior requirements. Without careful observation, it is impossible to just look at education and looks.
Smell-good at listening
Hearing diagnosis means that doctors can distinguish the changes and ambiguities of patients' voices through their sense of smell and smell, and listening is also very important in recruitment. Some recruiters will ask questions for a long time during the interview and often interrupt the expression of job seekers. This is unacceptable. You should be good at being a good listener in the job interview. Job seekers often describe the reasons for leaving their last company. At this time, it is necessary to listen carefully and get useful information to judge the job seeker's motivation to leave.
Case 2: The company recruits a project manager. Mr. A's hardware conditions basically meet the requirements of the company, and he worked in a well-known enterprise for three years before. Mr. A said he couldn't handle interpersonal relationships well. He likes learning technology very much and doesn't want to spend time with his colleagues in the project team to participate in other activities. He thinks it's a waste of time. After listening carefully to the reasons for his resignation, I judged that he was not suitable to be a project manager. The project manager requires strong coordination, be good at allocating and coordinating resources, deal with interpersonal customs, and coordinate the whole team to work together to achieve the goal. Finally, I was arranged to engage in project research, and suggested learning how to get along with others, because the era of individual heroism has passed and now I need to unite with the world.
From this, it is concluded that "smell" is a good interview skill, and the hiring manager should be a conscientious person, good at pouring information and getting valuable information from it.
Ask questions voluntarily.
Asking questions is to understand the occurrence and development of the disease and the current symptoms and other diseases by asking patients and their families. In my recruitment interview, asking questions is a skill to actively obtain useful information from enterprises. By asking job seekers about their study, work experience, previous projects, how to do it, what their grades are, why they want to work in the company, their future plans and goals, and what their expected salary is.
Case 3: We generally recruit three types of personnel, namely students, managers (middle managers) and professionals (professionals). These three types of personnel have their own emphasis. When recruiting managers, we mainly pay attention to experience, ability and knowledge, and mainly ask about previous relevant management experience. Pay attention to experience and professional skills when recruiting majors, and ask them what projects they have engaged in, what role they have played in the project, what core skills and specialties they have mastered, and so on. But students have no experience at all, and the most important thing is to look at their own abilities, such as innovation, learning, organization and coordination. We will ask them if they have any special ideas and plans during their support.
The "questions" in the recruitment interview are not random. They should be asked purposefully, combined with the job requirements, and ask related things, such as recruiting R&D engineers, focusing on the main projects he has engaged in, the roles he has played, the development tools he has mastered, and the relevant qualifications he has obtained. If you ask a lot about how to arrange your spare time, what activities you like, what types of movies you like to watch, what colors are popular this season, and so on. Those are of little use.
come to the point
Pulse diagnosis, including pulse-taking and interrogation, is a method to diagnose diseases by taking pulses and touching the skin, hands, abdomen, limbs and other parts of patients. In the recruitment interview, we should go straight to the point, find out the key points we need to know, and verify the authenticity and credibility of the information.
Case 4: When my friend's company was recruiting a financial supervisor, there was a candidate with excellent conditions in all aspects. My friend was very satisfied and had planned to hire her. Later, I suggested to know more about the reasons for her resignation, because the original company was bigger and the salary was higher than now. It turned out that she was dismissed by the company because of her bad conduct, and later my friend politely refused her.
Sometimes job seekers will deliberately hide some information that is not conducive to job hunting, such as the real reasons for leaving, such as forging academic qualifications and letters of recommendation, false performance and so on. At this time, it is advisable to conduct a background investigation to obtain real information. Although it will increase the recruitment cost of enterprises, some key positions are still worthwhile.
In fact, the four interview methods of "looking, smelling, asking and cutting" are not independent in recruitment. In the recruitment interview process, sometimes two, three or even all methods are used, and it is impossible to mechanically test job seekers with one method alone. If you combine them organically and use them flexibly in the interview, it will make your recruitment road simple and enjoyable.