专家教你如何帮助企业招聘人才与面试技巧（Experts teach you how to help companies recruit talent and interview skills）

1、专家教你如何帮助企业招聘人才与面试技巧（Experts teach you how to help companies recruit talent and interview skills）Efficient recruitment and interview skillsPart 1 attitude determines everything - - building the right philosophy for recruitmentIs your recruitment system scientific and effective?Why do you want to do a

2、 good job?The cost of hiring failureVideo discussion: see how companies recruit people?Ten core concepts of personnel recruitmentThe best is not always the best- stick to the directorThat does not mean the degree ability, experience to experience;- emphasizing the sense of identity in corporate cult

3、ure- interactive marketing between enterprises and applicants- 3, please God send it easy- be careful not to mention the invalid encounter MianBa;- recruitment is a matter of all departments;- recruitment is both scientific and artistic- - recruitment is only the beginning, not the endSuccessful rec

4、ruitment, the concept of pre - - excellent interviewers professional mentalityQualities and qualifications required by an excellent interviewerGive the candidate a good impression: the interviewers interview etiquetteMaintain the self-esteem of job seekersSummary: preparations fail, and you are prep

5、ared to failThe second part, what kind of people should the enterprise ask for?Case study: Toyota Corporations overall recruitment systemOperation thinking of manpower planning and demand forecastingCase: how to develop manpower planning?A hiring plan for a fast moving consumer goods companyHow to r

6、ecruit job requirements analysis - combat skills: Diamond model- basic rigid requirements of the positionShould know that professional knowledge should be obtainedEssential skills for work- professional attitude- special bonus itemsHow to construct the diamond model - seven step into the poem job 1,

7、 job analysis, the preparation of job descriptions;2. Work skills and expertise required for reasoning about responsibilities;3, interviews with the position of direct superior, lower and level, understand the required work skills and professional knowledge;4, interviews with outstanding staff sampl

8、es, poor performance of staff samples, comparative analysis, extraction of common characteristics;5, the recessive professional attitude and personality quality requirements of planning post;6, according to historical experience, as the quality of personnel requirements of extra points.7. Synthesize

9、 the list of all requirements analysis, remove repeated items, sum up the necessary items and sort themJob requirement analysis case study:The regional sales manager of a large electrical equipment company - the diamond modelThe third part, where to find more - recruitment channels using skillsSpeci

10、al discussion: recruitment difficulties will evolve into a normalStudent exchange: how to understand the present situation of recruitment difficulties and how to alleviate the recruitment problem to the greatest extent?Main methods and analysis of internal recruitment- promotion, competition, job mo

11、bility, job rotationInternal recruitment case discussion: Xiao Lis confusionHow to choose recruitment channels according to recruitment?- talent search, headhunting, on-site recruitment;- internal recommendation, campus recruitment, online recruitment, newspaper advertisingSeminar: campus recruitmen

12、t skillsThe form of campus recruitment should be innovative in the tradition- information release:- preaching, preparation:- theme preaching;- communication;- follow up feedback.Recruitment channels, development trends and emerging channelsTopic: resume screening, collection of job informationThree

13、procedures of robust pick candidatesThree principles of efficient resume selectionThe information that is read from the resume, the text, and the content itselfHow to improve the speed of resume screeningThe resume information that the interviewer wants to focus onTool: recruitment channel analysis

14、and evaluation form- effective resume rate (number of interviews / resumes)- interview admission rate (number of Admissions / interviews)- comprehensive success rate (effective resume rate * admission success rate)- actual case: comparison and analysis of recruitment channels data of an enterprise i

15、n 2010The fourth part, whether the candidate is really competent - interview theory and PracticeWritten examinationThe characteristics of a written test for a written testCase study: a written examination of the Executive Personnel Supervisor in an enterpriseUnstructured interviews and structured in

16、terviewsFeatures of structured interviewsInterview questions are variedInterview elements are structured- scoring standards structured- examiner structured- interview procedures and timing structure;How to operate structured interviews: six steps- determine the interview and weight- write detailed d

17、efinitions of each element- prepare specific scoring forms- designing structured interview questions bank- training of relevant examiners, knowledge transfer- site implementation of structured interviews, timely scoringVideo discussion: how does the interviewer evaluate the interview skills?Scene si

18、mulation method- actual interview sharing: scenario simulation cases- the key points of using the scenario simulation methodStress interview- interview sharing: a stress interview simulation case- the key points of using the stress interview methodBehavior interview methodTypical examples of -STAR b

19、ehavioral interviews- the main points of behavior interviewDiscussion: how about the interviewers behavior interview?- no leading group discussion- no implementation steps for leading group discussionsWhat does the interviewer see without a group discussion?- note the pitfalls of leading group discu

20、ssionsTalent assessment technologyAn upgraded interview question techniqueActual combat sharing: how do companies investigate common issues that recruiters are usually concerned about?1, job motivation and desire;2, ethics;3, personality traits;4 、 logical thinking ability;5 、 communication ability;

21、6, learning ability;7, executive ability;8 、 team work ability;The fifth part should not cop-out - interview after the details of the work carried outConduct background checks on more critical positionsHow to avoid potential risks of entry examinationLabor contract law stipulates: - recruitment must

22、 be marked priceCase study: training risks during the probation period?Can the new employee be dismissed at will during the probation period?Video discussion: how to meet new peopleLet new employees feel the corporate culturePerformance indicators that measure the quality of the recruitment processS

23、tage summary of recruitmentCase sharing: special interviewThe sixth part is about the common confusion and Countermeasures of recruitment interviewConfused 1: using recruitment interview techniques, but also to trust my intuition?Puzzle 2: recruitment grassroots jobs (such as general), large number

24、of needs, how to get more resume?Puzzle 3: how to deal with job seekers miss events often encountered during the interview?Confused 4: how to effectively carry out the initiative of high-end talent search - recruitment of headhunters?Confused 5: how to discuss salary in an interview?Confused 6: how

25、to make employees commitment to submit data authenticity?Puzzle 7: how do you break the routine interview? Improving the accuracy of a single interview?Confused 8: how to improve the communication skills in the interview?Confused 9: how to control the interview time by meeting different job seekers?

26、Confused 10: interview many people, how to do a good job interview record?17-18 May 2012, ShanghaiOn May 2012 24-25 in Shenzhen.Solemn promise: the 2 day Huasheng training course content source of practical work experience, to the wonderful teaching instructor for many years, each course satisfactio

27、n was 100%, quality first is our consistent principle, we make a solemn promise: where are not satisfied with the quality of this course, at the beginning of the course within two hours we were put forward unconditional refund, such as to further improve the quality of curriculum put forward valuabl

28、e suggestions and accepted by us, both reward!* Lord. Do. Single. A Huasheng training?*. Class. Right. Like ginseng? Chairman and general manager, corporate executives, corporate human resources supervisor / manager and department Senior Supervisor / manager and related to the relevant personnel rec

29、ruitment and interview etc.*. fee.? 2600 yuan / person (including training, training materials, lunch and refreshments etc.)*? king back?:Is there a no one or no right person? How can we have insight? Recruitment and interview, as the first step of human resource competition, play an important role

30、in the long-term development of enterprises. Mastering the skills of recruitment and interview and selecting excellent talents for the enterprise is the essential quality of modern managers and HR directors.In todays world, an indisputable fact is: which companies have first-class talent, it will ha

31、ve first-class products, will be able to compete in an invincible position in the market. How to recruit people consistent with the requirements of enterprise development is always one of the important tasks of human resource management. But how to recruit first-class and qualified personnel, but al

32、so related to whether there is the correct recruitment methods and interview skills.This course is designed to help recruiters improve their recruitment and interview knowledge and skills, improve recruitment success rates, and ensure recruitment of qualified personnel in line with corporate culture

33、 and job requirements.This training has been carefully designed from the following three aspects;Philosophy: make trainees aware of the importance and system of recruitment;Tools: tools such as flow charts, requirements analysis, and psychological assessments enable students to master rigid tools th

34、at can be implemented;Tip: how to use tools properly so that students can use tools immediately;*? by the charge?:1. clarify the importance of recruitment;2. understand the recruitment and selection and avoid misunderstanding;3. familiar with each interview process and process notes;FourIdentify the

35、 truth and lies in an interview;5. set up interview plan according to goals and dimensions;6. master the methods and skills of structured interview.Introduction by Ding Jian supervisor:Ding Jian (Kevin, Ding), senior human resources management expert, group control expert, enterprise change manageme

36、nt expert. DBA, Ph. D. in business administration, Beijing Normal University, master of business administration, Nanjing University, MBA.Mr. Ding Jian served as senior managers in large state-owned enterprises and foreign manufacturing industry, in the aspect of human resource management, strategic

37、planning, group management model design, business process reengineering, enterprise restructuring and government research and presided over dozens of consulting projects. Mr. Ding Jian was very understanding of domestic enterprise management in the competitive environment, strategy and practice of t

38、he use of cutting-edge technology to solve practical problems of enterprise management, different industries, different enterprises, organization and human resource system, group risk management system construction and enterprises in different development period, to carry out organizational change a

39、nd human resource management difficulties and bottlenecks a systematic study and experience.Mr. Ding Jian has been ten years of human resources management and consulting experience; six years experience occupation lecturer, counseling training, consulting and project management of hundreds of large

40、enterprise groups. On behalf of customers are mainly on behalf of clients are mainly China petroleum and Natural Gas Corporation, Haier group, China Mobile Chinese, China Telecom, China Pharmaceutical Group, Beijing Zhuzong group, China Guangsha group, China CSR and 3C Technology (group China), DELL

41、 DELL (China), VAG (China), Linde (China), Sany, Foton, JAC group, CHINT group, Tianma Group, Guangdong WITHUB group, Shanghai Power Supply Bureau, Shanghai boill group, port Shanghai, Suhl, Shanghai Shou information industry group, Shanghai, Shanghai nine Yum software long real estate, Shanghai lon

42、yer, Shandong Ping An insurance, SGS (China) SGS-CSTC, Zhejiang Baoyi group, Singapore super food group, Chinese Aerospace Science and technology group, China Eastern Airlines, Jiangsu Kaiyuan Group, Jiangsu shepherd group, Zhejiang The days to the group, Shanghai Waterway Engineering Design Institu

43、te, Shanghai Dongjie power group, Nanjing Metro Company, Jiangsu Baer floor, Jiangsu Aibei garment, Zhejiang ZOJE group, SAIC, Anji logistics, Sichuan cotton group, Wuhan petrochemical, shepherd group, Hynix STMicroelectronics (Chinese), Tianjin Kangshifu group and other large enterprises unit.Ding

44、Jian teachers believe that every enterprise is respected VIP customers, to the spirit of professional, innovative wisdom dedicated to customers, and customers grow together, is his greatest wish.* message witnessTeacher Ding Jians training is full of passion. Under his guidance, we learned a lot of

45、effective human resource management skills through role reversal, situational simulation, and team games. Mr. Chen, human resources department, China Pharmaceutical Group CorporationThrough the wonderful teaching of Ding teacher, let us more deeply grasp the essence of group management and control,

46、and have been impressed by the professionalism of Dings teacher. Cover director, capital operations department, CNPCWe are very impressed with Mr. Ding Jians highly motivated consulting change capability, which has a strong reference value for improving our human resources management. Ms. Zhang, Hai

47、er university training center, China Haier groupIn my opinion, Mr. Ding Jian is very professional, trustworthy and innovative, and I am very willing to recommend him to his business friends around him. Mr. Yuan, deputy general manager of Beijing living groupWe thank you for your excellent and effective training speech. I am impressed by your style, approach, content and skills. Mr. Li, human resources department, Chin