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Human resource management "interviewer skills training" PPT download;
PPT Author: commoner son;
Interviewer skills training PPT Content brief introduction:
Chapter 1, an overview of the interview;
The second chapter, the interview errors and principles;
Chapter 3, quality model and interview questions;
The fourth chapter, the interview process and skills;
Chapter 1 Overview of the interview
The definition and purpose of the interview
Interviews past and future
Interviews past and future
The quality of the interviewer
As the saying goes: "Seeing is not as good as", that is, even if you listen to people have been talking about, not as you see a deeper experience or more realistic. To judge a thing, personal experience is very important, the same, a business in the recruitment of new staff, through the interview to make the most intuitive judgments.
Interview (Interview) is a kind of interviews between interviewers and job seekers to exchange information between the purpose of it, so that both the recruitment side and the employer can get sufficient information to make the right decision is a mutual consideration and recognition Know the process.
Interview is a kind of talent assessment tool, interview interview examiner to provide job seekers to the enterprise profile, job situation and the enterprise's human resources policy and other information, and from the job seekers who get the candidate's expertise, job skills and non-intelligence Quality and other information to determine whether a job applicant can become a member of the company, and finally, based on the mutual agreement between the two sides to make the decision.
China is the world's first to establish the examination system of the country, "Book of Rites" on the record, the Western Zhou Dynasty that is, "three years is greater than the test of their virtue, and Xingxian who". The source of the interview can be traced back to the 21st century BC, China's Yao use of the interview in the form of Shun's moral only to examine, is actually a simulation evaluation. Han said the interview for the interview. Sui and Tang dynasties to ask the form, generally used in the imperial examination. In the late 19th century, Western countries learn from China's examination system, and to be perfect.
...
Chapter II Mistakes and Principles of Interviews
Interview errors
The principle of interview
Since ancient times, knowledge is a very difficult thing. Zhuge Liang but also "tears cut Ma Su" it, not to mention you my mortal, not to mention just one or two interviews will make judgments? Therefore, the interview is a technical job. If you can not master the skills of the interview, we are likely to appear the following errors to see if you have these conditions?
...
Chapter 3 Quality Model and Interview
Quality model
Interview questions
Please try to answer the following two questions:
① campus recruitment: candidates never work experience, where do you "projections" out of his future in your company will be successful?
② social recruitment: candidates have work experience, it is also in the experience of other companies, where do you "projections" out of his future in your company will be successful?
What kind of person to do the most suitable? This is the qualification. Qualification is the requirement to ensure that the objectives of the work, the incumbent must have the knowledge, skills, ability and personality requirements, it is often qualified for the required qualifications, professional, work experience, work skills, ability to express , Also known as the competent quality (Competency).
General job advertisements, for each job will have a very clear job description. Meet the eligibility criteria, we can have a preliminary employment intention.
However, experience only proves that you have done this thing in the past, have the relevant experience or experience, but can not prove that you are competent for future work. Gallup consultants through the investigation of 260,000 professional managers, the following view: "with the natural talent is the core of the selection."
In addition, Microsoft's view is: Microsoft employees achieved success mainly due to innate wisdom rather than the accumulation of experience. Therefore, Microsoft focused on the recruitment of the eye and not later experience. Whether it is "natural talent", or "innate wisdom", we can use "quality" to summarize its meaning.
...
Chapter 4 Interview Process and Skills
Before the interview
Interview
After the interview
Many people simply think that as long as they are familiar with the business, familiar with the company, or with "reading countless" qualifications can be effective communication with the candidates.
Those who hold this attitude are less modest.
Interview is a science, there are many principles and methods, need to be mastered and applied freely. Otherwise, may not get the information you want, or some of the appearance of the candidates to cover their own judgments. These tips include a lot of details, such as: how to start? How to ask questions? How to interrupt the conversation? How to guide silence openings? How to treat a particular candidate? How to treat emotions and so on.
Human resource management "interviewer skills training" PPT download;
PPT Author: commoner son;
Interviewer skills training PPT Content brief introduction:
Chapter 1, an overview of the interview;
The second chapter, the interview errors and principles;
Chapter 3, quality model and interview questions;
The fourth chapter, the interview process and skills;
Chapter 1 Overview of the interview
The definition and purpose of the interview
Interviews past and future
Interviews past and future
The quality of the interviewer
As the saying goes: "Seeing is not as good as", that is, even if you listen to people have been talking about, not as you see a deeper experience or more realistic. To judge a thing, personal experience is very important, the same, a business in the recruitment of new staff, through the interview to make the most intuitive judgments.
Interview (Interview) is a kind of interviews between interviewers and job seekers to exchange information between the purpose of it, so that both the recruitment side and the employer can get sufficient information to make the right decision is a mutual consideration and recognition Know the process.
Interview is a kind of talent assessment tool, interview interview examiner to provide job seekers to the enterprise profile, job situation and the enterprise's human resources policy and other information, and from the job seekers who get the candidate's expertise, job skills and non-intelligence Quality and other information to determine whether a job applicant can become a member of the company, and finally, based on the mutual agreement between the two sides to make the decision.
China is the world's first to establish the examination system of the country, "Book of Rites" on the record, the Western Zhou Dynasty that is, "three years is greater than the test of their virtue, and Xingxian who". The source of the interview can be traced back to the 21st century BC, China's Yao use of the interview in the form of Shun's moral only to examine, is actually a simulation evaluation. Han said the interview for the interview. Sui and Tang dynasties to ask the form, generally used in the imperial examination. In the late 19th century, Western countries learn from China's examination system, and to be perfect.
...
Chapter II Mistakes and Principles of Interviews
Interview errors
The principle of interview
Since ancient times, knowledge is a very difficult thing. Zhuge Liang but also "tears cut Ma Su" it, not to mention you my mortal, not to mention just one or two interviews will make judgments? Therefore, the interview is a technical job. If you can not master the skills of the interview, we are likely to appear the following errors to see if you have these conditions?
...
Chapter 3 Quality Model and Interview
Quality model
Interview questions
Please try to answer the following two questions:
① campus recruitment: candidates never work experience, where do you "projections" out of his future in your company will be successful?
② social recruitment: candidates have work experience, it is also in the experience of other companies, where do you "projections" out of his future in your company will be successful?
What kind of person to do the most suitable? This is the qualification. Qualification is the requirement to ensure that the objectives of the work, the incumbent must have the knowledge, skills, ability and personality requirements, it is often qualified for the required qualifications, professional, work experience, work skills, ability to express , Also known as the competent quality (Competency).
General job advertisements, for each job will have a very clear job description. Meet the eligibility criteria, we can have a preliminary employment intention.
However, experience only proves that you have done this thing in the past, have the relevant experience or experience, but can not prove that you are competent for future work. Gallup consultants through the investigation of 260,000 professional managers, the following view: "with the natural talent is the core of the selection."
In addition, Microsoft's view is: Microsoft employees achieved success mainly due to innate wisdom rather than the accumulation of experience. Therefore, Microsoft focused on the recruitment of the eye and not later experience. Whether it is "natural talent", or "innate wisdom", we can use "quality" to summarize its meaning.
...
Chapter 4 Interview Process and Skills
Before the interview
Interview
After the interview
Many people simply think that as long as they are familiar with the business, familiar with the company, or with "reading countless" qualifications can be effective communication with the candidates.
Those who hold this attitude are less modest.
Interview is a science, there are many principles and methods, need to be mastered and applied freely. Otherwise, may not get the information you want, or some of the appearance of the candidates to cover their own judgments. These tips include a lot of details, such as: how to start? How to ask questions? How to interrupt the conversation? How to guide silence openings? How to treat a particular candidate? How to treat emotions and so on.
