人力资源甄选报告.doc

Individual Report1. Introduction of the Selection or Interview Process in your practicePreparation stage ( a ) interviewFirst is interview preparation phase1. Before the interview to understand the background of some types of insurance and related information.2. Find the relevant insurance companys financial position and job requirements for this job responsibilities detailed content.3. Understand the process and insurance operational processes within the company are responsible for the work.4. Contact recruiters, realize some information will used in interview5. Prepare a resume. Included:Personal information: including personal names, common contact, political affiliation, nationality, date of birth. Job Target: what position you want to ApplyingEducation: education time, graduate institutions, your major. And lists the main part of the school curriculum, in particular, related with candidates positions.Experience: Principal write their own recent experience, including: individual research projects, internship experience, social activity experiences.Professional skill: the candidates themselves and their work-related skills listed.The certificate and AwardsPersonal InterestsSecond, implementation stage interview1. Professional dress, arrive early to the interview location . Ready to interview job profiles and resumes.2. greeting the interviewer, introduce yourself, and submit your resume.3. Interviewer began the interview questions.2. Analyze the selection method used is effective or not. Why? The most effective, valid methods of employee selection will be described below in detail. They include: General Mental Ability, Structured Interviews, Situational Judgment Tests1. GENERAL MENTAL ABILITY GMA (a.k.a., cognitive ability or g) is possibly the single most effective tool for selection. In fact, this approach is effective at predicting future performance in every type of job, at all job levels (from entry-level to CEO) and in every industry. GMA can be assessed in a variety of ways, from 30 minute paper and pencil tests like the Wonderlic, to more expensive online computer adaptive tests. Both computer and paper & pencil tests are equally valid, allowing organizations to select the approach that fits best.2. STRUCTURED INTERVIEWSThese are not your standard interviews that start with “So tell me about yourself” In structured or behaviorally-based interviews, applicants are asked a series of specific, predetermined, job-related questions while their responses are scored using detailed criteria (often presented in a scoring guide that provides detailed descriptions on what constitutes each rating). An “interview panel” approach is often used, where 2-3 trained managers ask the questions and score each response separately. After the interview, their ratings are compared to determine the consistency or reliability. When responses are scored inconsistently, interviewers discuss their rationale and come to consensus.3. SITUATIONAL JUDGMENT TESTSThese tests have been described as the multiple-choice equivalent to structured interviews. In SJTs, applicants are asked to choose how they would respond to a variety of hypothetical situations that are relevant to the target job. Results indicate how that particular applicant will behave when faced with particular situations and decisions. The ability of this method to predict how applicants will respond to complicated decisions makes SJTs one of the best approaches for managerial and technical positions.3. Any Problems or Errors happened in this interview or selection process, please use the theory in HR Selection to analyze. The main problems existing in the interview：Interview general difficulty of the operation is relatively high, often subjective and arbitrary, if the lack of standardized processes and management interviews, the interviewer cannot grasp the interview procedures or lack of experience, skills, then the interview is difficult to achieve the desired effect and purposes.1.Implementation procedures are not standardized：In a job interview in todays business practices, I often see the interview questions leakage, interview questions difficulty level is uneven, too random order arrange interviews, interviews varying lengths of time, such as reception staff with bad attitude interviewer phenomenon. In fact, businesses and talent is equal, but the mentality of the enterprise is often superior. Many companies recruit staff see themselves as corporate recruitment interviews the first hurdle, according to subjective feelings to treat different candidates, this practice reflects virtually the management of the enterprise is still in a job interview relatively low level, while , but also a manifestation of corporate talent is not important. The reason why a similar problem, I think the fundamental reason lies in their own lack of standardized interview process, as well as weak enforcement personnel department, which in this non-standard job interview management, not only will the candidates was not fair, even could damage the business reputation and image.2. Interviewer lack of interview skills:First, the interviewer did not use enough time to adequately assess candidates. Some interviewers have a grasp of the topic to talk about themselves, without the use of a good time for the candidates adequately examine this situation occur frequently in the modern enterprise interview practice. As most of the interview time for enterprises to introduce organizational status and jobs , and these cases are sometimes able to assess whether the candidates qualified for a particular job is not much help, this is tantamount to an increase of the interview business costs, reduce the interview efficiency. Second, the role of the interviewer to pass misleading information to the candidates. During the interview, the interviewers emotional and mental state often caused no small impact on candidates. When the interviewer good state of mind , it is possible to fully communicate with the candidates to make the interviewer feel their candidates have a good impression ; poor mental state when the interviewer will pass information to the contrary candidates, so candidates confident heart lower , affecting the real level of play , but also reduces the efficiency of the interview . Also some candidates worked to convince the interviewer that enterprise , the actual situation and development prospects of individual companies often be exaggerated , when candidates found discrepancies between reality and the interviewer said , most will choose to leave , then it will damage the corporate image , also affect the future of recruitment. Third, the applicants work experience equivalent to the capacity. Some examiners to candidates experience as a basis to examine its ability to work best , that if candidates have work experience in certain areas is equivalent with the ability of the aspects of this misconception so many companies cannot recruit competent staff, not only impede the future work to bring more harm the interests of the enterprise. Four candidates are ignoring the work motivation. Good work motivation is their own development needs and wishes of the needs of the enterprise integration and common development. Candidates in order to get work, sometimes disguised in an interview own values and personality in the negative side, so once they are absorbed by the candidate companies, is likely to show a lack of initiative in their work , and even slack work state , for enterprise management , assessment and other work to bring disorder, is not conducive to long-term development of enterprises. Fifth interview records are not timely, not comprehensive. During the interview, the interviewer is just a lot of records in the table in the interview of the candidates to make a general record , or from memory first , and then the end of the interview , and all in one go , to do so would lead to the end of the interview occurred frequently blurred memories apparently lost fairness and accuracy of the interview , the interview is not conducive to monitor and summarize the results .3. Psychological factors affected by the interviewerInterview examiners often because their mental state caused some problems , because many cases occur in the unconscious , and therefore tend to be more difficult to detect and resolve .First, the first impression effect. The first impression that the interviewer the impression that the effect in just a few minutes before the interview or have on job candidates who are hired to make a judgment. And this impression is hired to make a direct impact on the examiners judgment. If the first impression is good, intentionally or unintentionally, the examiner will prove job candidates who are really good; Instead, the examiner will strive to prove that job candidates who cannot.Second, the Halo effect. The interviewers because of certain characteristics of the candidates or certain aspects of the evaluation results have a clear, strong impression and dilute the impression observe other aspects of the evaluation results and the psychological effects. First, the many advantages of the examiner added the good guys” who will be added to the many shortcomings “bad people who make outstanding job candidates who obviously some aspects may be advantages , it may be shortcomings , cover , cover up quality and characteristics of other areas.Third, Set thinking Effect. Given the potential effect refers to the psychological effects during the interview, the interviewer because of some subjective logic given situation arising. Examiners often because their candidates have similar life experiences, social experiences, personal preferences and values, to contain the examiners attention and observation points to the inherent perception around to collect and analyze information, which tends to create a good impression on the candidates affect the right to judge the examiner.Fourth, the contrast effect. Job seekers will interview sort of impact assessment examiner, examiners often before one or several job seekers to evaluate job candidates being interviewed people. For example: may be due to several consecutive front candidates capabilities are in general, the sudden appearance of an ability of candidates, the examiner may be wrong here, feel particularly good candidates to highlight this .Fifth, stereotype.In the examiners mind, there is a fixed impression of a group of people, which makes fixed impression examiners evaluate candidates often unconsciously by age, gender, profession, etc. When candidates are classified, and according to the mind about this group of people have been fixed impression to determine a candidates personality, resulting in inaccurate judgments.4. In your opinion, what might be the ideal procedure and methods from the prospective of job nature, costs, and the resources available? Build a well-structured interview process specificationI think that the work carried out before the interview, recruiters first thing to do is to build a well-structured interview process specification. Typically, a complete interview process, including preparation, implementation and evaluation of feedback in three stages.1. Preparation stage interview. First, interviewer selection and training. Interview group generally consists of human resource managers, personnel department heads and senior executives or other selection experts. However, no matter what people served by the interviewer, require them to make an objective for every candidate, a fair evaluation. As the interviewers personality, preferences, quality and the ability to work directly affects the quality of the interview, therefore, in the choice of the interviewer, but also have strict requirements.Second is the jobs and candidates for analysis. A detailed, clear job descriptions can greatly improve the quality and efficiency of the interview. Review and analysis of a post in the job description , the interviewer should focus on understanding the job duties of the incumbent in the knowledge , skills , experience , personality, career interest orientation and other requirements , and a variety of relationships at work environmental factors , promotion and development opportunities , pay and benefits and so on. In addition, the interviewer should read carefully the candidates application materials or resume, the basic situation of the candidates understand. When reading the candidates resume , experienced examiner will focus on the content of your resume found not mentioned in the initial screening , while the issues of interest , you can focus considerations.Third, the interview outline and design issues . Currently, many companies in the recruitment of candidates will make their statement of past work experience , which , I believe , a truly pragmatic recruiters are more concerned about the candidates previous work experience and job motivation , and, by stating their work experience not only can make candidates more confident , but also conducive to a more intuitive understanding of the interviewer s own candidate qualities and abilities .Fourth, the development of the interview program . Rather than interview is designed to help companies recruit talent , it is better to treat it as a social enterprise favorable publicity channels . Arrange an interview time and location , select the interview mode , the appropriate number of interviews and interview sequence , as well as the development of the interview score sheet , are able in some way reflect a corporate philosophy, work environment and management level. Determine the first interview time . Examiner interview to advance the time required for completion , and to determine a mutually suitable time to ensure that the interview will not be delayed or interrupted. Select the second interview approach. Interview a variety of ways , including personal interviews , group interviews, quizzes interviews, structured interviews, progressive interviews, six ways composite interview , the employer according to the actual situation of the interview , interview and select the appropriate way . Third place interviews arranged . Enterprises should be arranged according to the way the interview places. Typically , the interview should be comfortable environment , appropriate, help create a relaxed atmosphere. Shaking hands , smiling, humorous prologue , comfortable seating, proper temperature and light, and there is no noise interference , which are conducive to creating a comfortable atmosphere interview , so that they can ease communication and help interview success . Fourth suitable for interviews . In arranging the appropriate number of interviews , you can refer to the industry recognized the golden ratio 1:3. In addition , in order to arrange an interview can not be too casual, you can choose decided by lot , to avoid unfair candidates sense . The fifth design interview score sheet . In order to make more scientific results of the interview , just, the interviewer should design a unified standard interview score sheet material according to the interview . It consists of a number of elements and the examiner record field evaluation of two parts, the examiner timely evaluation in the field and record the performance of the candidates meter .2. Implementation stage interview. In the course of contacts and exchanges with the candidates , the interviewer should pay attention to the interview situation , the use of scientific and flexible questioning and listening skills , in-depth understanding and examine the candidates . Interviewer in addition to good wind blows outside, but also for the proper records from candidates conversation manners. Records are based on the interviewer for the interview after interview to the candidates to judge and compare. Good interview recording, note the following points: First, before the beginning of the interview, the candidate would like to explain to the accuracy of the interview, the examiner needs to keep records. Second, try to use a short answer and then record the candidates response, to avoid missing other content. Third, the fact that only record the interview, less than a conclusion. Fourth, promptly after finishing the interview recorded interview. After the interview, the examiner would like to thank the candidates and the candidates explain the initiative to publish the results of the interview time, so that candidates already arranged their schedules.3. Assessment interview feedback stage. First, the analysis and evaluation of the results of the interview. Through the interview evaluation form in the analysis of information and control requirements of the proposed job description , to each of the candidates to make a conclusive assessment , after discussion by the examiner , reached the same assessment results to determine the final employment eligibility , when the examiner whether the hiring of a candidate when there are differences , you can arrange a second interview. Second, the results of the interview feedback. Personnel hired by the Ministry of Personnel goalkeeper superior results back to the organization and personnel departments , and then one by one , I will notify the applicant interview results, the candidates have not been hired , said politely refuse organizations.Improve the professional quality of the interviewer and interview techniquesFirst, the question of skills to master . Skillful questions , the interviewer can make a better understanding of the candidates past behavior and predict their future behavior accordingly state enterprises through the interview which is conceivable . Therefore , the interviewer must be accurately grasp the interview techniques , inform