1. 1 Determine the interviewee.

Determining the interview goal is actually to solve the problem of "what kind of person to recruit", which requires job analysis. Job analysis (also called position analysis) is a procedure to determine the responsibilities of positions in an organization and the characteristics of these positions. A scientific and applicable job analysis scheme can effectively guide the job analysis activities of enterprises, so that enterprises can avoid detours and greatly save operating costs. According to the actual situation of the enterprise, it is the premise of recruitment to do a good job analysis and determine the interviewee.

1.2 Selected interview questions

Designing scientific interview questions can not only test the language ability of job seekers, but also test their logical ability, stress resistance, adaptability and even strategic planning ability, which can make a few people stand out and most people stop there. So it will be more effective to spend some time designing and determining the examination questions. For example, according to the competence of different positions, interview questions are set as reference interview questions for the interview team, so as to improve the quality of interview questions and obtain more effective and detailed candidate information. For example, senior technicians in the maintenance workshop can increase the proportion of interview topics such as technical fault judgment, analysis, handling and generalization, that is, to understand whether the candidate is technically excellent; Problems in organizational and coordination skills and management skills can be reduced.

1.3 interviewer's choice

The person in charge of recruitment is the applicant's "first sight" to understand the enterprise, which often affects the initial determination of outstanding talents to apply for this enterprise. They are not only recruiters, but also publicize the company's image, corporate culture and business philosophy through their own behavior. They affect whether the company can have suitable talents. Therefore, the arrangement of interviewers must be careful, and excellent interviewers must have the characteristics of publicity, representativeness, sales promotion and authority.

1.4 Screening resumes

It is impossible for us to interview every candidate who submitted his resume. Faced with a variety of resumes, how can we screen out candidates who basically meet the job requirements and can get interview opportunities? In order to truly understand the applicant's situation and quickly search for the information that the company wants to know most, the general company will make a fixed form style for the applicant to fill in.

1.5 Arrange the interview site

Generally speaking, the interview site environment should be quiet and undisturbed, and different interview locations can be selected for different recruitment positions. Strong operability can be carried out directly in the workplace, weak operability can be carried out in the reception room and training room of the reception desk, and higher-level positions should be carried out in the manager's office, so as to reflect the importance attached to this position and candidates.

Pay attention to details in the interview process

2. 1 Moderate etiquette

No matter what the occasion, we should pay attention to the courtesy of treating people, and pay attention to etiquette during the interview, which is a sign of respect for candidates. The so-called business ethics is not correct, and the conversation language represents the image and strength of the enterprise. Every word and expression of the interviewer represents the image of the company. If you act impolitely, it will inevitably destroy the image of the enterprise.

2.2 Interviewer's impartiality and calmness

As an interviewer, the most taboo is to have personal prejudice in the interview. For example, I don't like the appearance or dress of the interviewee, or I think the interviewee's voice is strange. These personal biases will affect the processing of the information obtained and the interview.

2.3 Targeted interview skills

2.3. 1 "questioning" skills

What the applicant writes on his resume is the result of some things, describing what he has done and what he has achieved, which is more general and broad. The interviewer needs to know more specific things, ask the candidate the ins and outs of everything that happened, and use star technology. S- situation, under what circumstances, this happened; T-task, what is the target task; A- Action, what actions have been taken to complete the task; R-result, what is the result. Through the application of star technology and constant questioning, we can fully understand the knowledge, experience and skills, work style and personality characteristics of the candidates. In addition, it is necessary to set aside time for candidates to ask questions and the interviewer to answer them.

2.3.2 "Listening" Skills

The interviewer should be a wise man who listens more and talks less, and will leave as much time as possible for the applicant to make a presentation. Through "listening", the interviewer can systematically judge the quality and ability of the candidate and find out the problems of the candidate.

2.3.3 "Guidance" Skills

The interview process is not always smooth, and sometimes it may get stuck. This situation is generally due to the fact that the candidates are too nervous, which leads to the interruption of the interview communication process, which requires the interviewer to be good at guiding and make the interview go smoothly.

2.3.4 "observation" skills

Look at its shape. That is, look at the applicant's external appearance and body language. For example, the examinee's eyes wander and he avoids staring, which shows that he is very stiff and has the psychology of inferiority. The candidate unconsciously approached the examiner, which showed that he was not only telling the truth, but also interested in the topic.

2.4 Various interview forms

In the interview, we usually use the method of one-on-one conversation in a fixed place. In fact, we can take various forms according to different needs. For example:

(1) Discussion interview method refers to a group of interviewers interviewing candidates. Suitable for selecting talents with strong comprehensiveness or higher positions.

(2) Group interview method: refers to an interviewer interviewing several candidates at the same time. After the interviewer asks the candidate to answer, observe which answer is given first and analyze the different meanings represented by different answers. It can be applied to batch recruitment of people with similar level.

2.5 Pay attention to the interview conclusion

How to end the interview Even if you are very dissatisfied with the candidate in front of you, you must not show impetuousness and eagerness to leave, but should adopt a polite conclusion. Those who can be sure to pass can directly tell him the time of the next round of interview, and those who don't need another interview should explain the matters needing attention in the registration and employment procedures; If you are not sure, you can end with "the interview results will be announced and notified in X ways before X, X, please pay attention"; If you can't pass, you need to refuse immediately, and you should also pay attention to euphemism. You can't judge a person too absolutely.

3 interview analysis and summary

Interview analysis and summary is an indispensable part of the interview. The process of analyzing and summarizing typical cases is a good way to improve recruitment skills. In the era of increasingly fierce competition in human resources, recruitment interview, as the first step of human resources management, plays an important role. Enterprises should attach importance to the selection and cultivation of human resources. All kinds of typical cases in the interview process are valuable first-hand information, which should be analyzed and summarized to make it a good way to improve the recruitment effect.