HR面试指导ppt课件

1、Interview Preparation 面试预备任务 - The review of JD 审核职位描画- The review and screening of resumes / CVs 挑选简历- Appraisal and application forms 恳求/评价表- Arrange the interview 组织面试.JD Review 审核职位描画 - Title 职位称号- Functional area 功能区域 - Reporting line 汇报关系- Location 任务地点- Responsibilities 职责- Education 教育背景- Ex

2、periences 阅历- Personal attributes/Competencies 个人质量/才干.CV Screening 挑选简历 -Criteria for a professional CV - Clean, Clear, Concise, Consistent (reflective of personal traits) 专业化简历的规范4个C 整洁、明晰、简约、前后一致 个人特点的表达 - Personal information 个人信息 - Education/Training 教育/培训 - Experiences 阅历 - Responsibilities/Ac

3、hievements 职责/业绩 - Professional affiliations 专业协会会籍 - References 引荐人.Interview Process & Skills 面试过程和技巧 - Telephone screening 挑选说话 - Candidate reading 解读候选人 - Opening building rapport 开场-建立良好气氛 Gathering 搜集信息 Questioning 提问- Introducing the job 引见职位- Closing 终了 .Tele Interview 挑选 Read the candidate

4、via voice 经过声音解读候选人Can the candidate present himself /herself well 候选人能否很好地自我表述- Confident level 自信程度- People skill 人际技艺- Experience 阅历- Thinking process logic 思想方式-逻辑性- Motivation 鼓励要素- Salary expectation 期望薪资.Candidate Reading I解读候选人 Pay attention to candidates following features:留意候选人的以下特征：- Hair

5、 Style 发型- Face 脸部 Eye contact, facial expression 目光交流，脸部表情- Dressing 穿着 Color, style 颜色，款式- Footwear & Walking Style 鞋具 & 行走风格- Body Languages 肢体言语- Appropriate Vs exaggerating 恰如其分Vs 举止夸张 . Pay attention to candidates motivation fit 留意候选人的动力适宜度 Job Fit: satisfaction with job activities and respons

6、ibility 任务适宜度 : 任务性质本身能否让员工满足 Organization Fit: satisfaction with the organizations values and method of operation 机构适宜度： 机构的运作方式及价值观能否让员工称心 Location Fit: satisfaction with the geographic location of the job 地理位置的适宜度： 任务或机构的地理位置和它的特点能否让员工感到称心或配合个 人需求Candidate Reading II解读候选人. Opening - Building Rapp

7、ort 开 场 - 建立良好气氛 Try to create an harmonious and casual environment by talking about: 尽量发明一个调和轻松的气氛，可以议论： Relationships 关系 Experience 阅历 Common interest 共同兴趣 Business 业务 Whether 天气 Talk about what you are going to discuss today 简单提及他们要议论的方面 Introduction to company 引见公司.Building Rapport建立良好气氛 Two Key

8、 Skills 两大原那么 Maintain or enhance self-esteem 维护自尊，加强自信give the candidate sincere and specific compliments 给予应聘者真诚而详细的称誉minimize negative information 尽量减少负面资料的影响 Listen and respond with empathy 仔细倾听，好心回应when a candidate express strong negative feelings 当应聘者表现出不佳的心情时can empathize with positive feelin

9、gs too 也可对应聘者正面的感受作好心回应.For basic fact-finding, you can ask the candidate to talk about了解根本情况，他可以让候选人议论： Qualification 资历 Exposure 阅历 Achievements 业绩 Training 培训 His interest level in the current job 对现有任务的兴趣Information Gathering 信息搜集. For personality fact-finding, you can ask the candidate to talk

10、about 了解个人情况，他可以让候选人议论：People skills 人际技艺Management style 管理风格Motivation/Ambition 动力/雄心Perception of money 金钱观Self-evaluation 自我评价Hobby 兴趣Family 家庭Old days 过去Information Gathering 信息搜集.Sales 销售Selling experience 销售阅历Attitude about customer 有关客户的态度 Functional skills 专业技艺Finance 财务Number 对数字的觉得Perspec

11、tive on business 对运营业务的看法Functional skills 专业技艺Marketing/Business Development 市场/业务拓展Sense of big picture 全局目光Drive 动力Functional skills 专业技艺Information Gathering 信息搜集 - 不同职位.HR/Admin 人事/行政Understanding about company business 对公司业务的了解People skills 人际技艺Functional skills 专业技艺Operations 运营Sense of syste

12、m 对系统的觉得Attention to details 对细节的注重Logic 逻辑性Functional skills 专业技艺Information Gathering 信息搜集 - 不同职位.In Search of Behavior行为事例搜索Interests/desires兴趣/期望Specific Experiences特别阅历Work/EducationCertifications/Skills任务/教育背景/专业证书/技艺BBehavior 行为事例Decision Making判别才干Building Customer Loyalty客户效力导向Initiating Ac

13、tion自动性Job fit任务动力Technical/Professional Knowledge/skills技术性/专业性知识/技艺Planning & Organizing谋划与组织才干Communication沟通才干Tenacity坚持的韧力Types of candidate InformationTarget competencies.S/TARSituation/Task = Why 应聘者面临的情形/义务Action = What done and how done 应聘者采取的行动Result = Effect of Actions 应聘者的行动所带来的结果.Data a

14、nd STARS 资料与行为事例 False STARs 假的行为事例 Vague statements 模糊的表达 ( 时常，普通来说，我们，担任 ) Opinions客观意见 ( 以为， 置信 ) Theoretical or future-oriented statements 实际性或不真实践的表达 ( 方案，下次，假设 ). Three Types of Questions 三类问题 Behavioral: asks the candidate to provide specific information, describe “an experience youve had, “a

15、 time when, “a situation in which 行为事例的问题：要求应聘者提供详细资料。应聘者要描画一次曾有过的阅历“、一段时间“、一个情况“。 Theoretical: asks candidates for theories, opinions, or general actions. 实际性的问题：讯问应聘者的实际和意见，对一情况的看法或者他们怎样做。X Leading: prompt candidates to give the answer they think you want to hear. X 引导性问题：提示应聘者提供他以为他所期望的答案。 Only b

16、ehavioral question can help you get complete STARs 只需行为事例的问题可助他获得所需资料：完好的行为事例 Questioning提 问.Let the candidate to ask fact-finding questions 请候选人提了解情况的问题：If the candidate does not ask question - Question Mark 假设候选人没有提问题 留有疑问Introduce the job to the candidate 向候选人引见职位Responsibilities 职责Reporting line

17、 汇报关系Attractiveness 吸引人之处Be careful: dont over sell the job 留意: 别过度渲染职位卖点Introducing The Job引见职位. Closing Words 终了语Level of interest 兴趣程度Availability 等待时间Current package 目前的薪资Expectation 期望收入Introduce the candidate to the next interviewer, or talk about how to follow up 引见下一位面试官，或如何跟进Appreciation 赞赏

18、Closing终了.Hiring Decision Making & Finalization 聘用决策与终了招聘过程 - Candidate evaluation 全面评价 - Finalization 终了招聘过程 .Candidate Evaluation候选人评价Evaluation contains two phases：评价分两步： - Data Evaluation - your independent analysis and evaluation of the data you collected 分析资料 - 由面谈者独立进展，分析及评价所搜集的资料 - Data Integration - a process in which you discuss your data evaluation with other interviewers, reach consensus on the candidates performance in each competency and