招聘面试_面试准备工作

1,InterviewPreparation面试准备工作,-ThereviewofJD审核职位描述-Thereviewandscreeningofresumes/CVs筛选简历-Appraisalandapplicationforms申请/评估表-Arrangetheinterview组织面试,2,JDReview审核职位描述,-Title职位名称-Functionalarea功能区域-Reportingline汇报关系-Location工作地点-Responsibilities职责-Education教育背景-Experiences经历-Personalattributes/Competencies个人品质/能力,3,CVScreening筛选简历,-CriteriaforaprofessionalCV-Clean,Clear,Concise,Consistent(reflectiveofpersonaltraits)专业化简历的标准4个C整洁、清晰、简洁、前后一致（个人特点的体现）-Personalinformation个人信息-Education/Training教育/培训-Experiences经验-Responsibilities/Achievements职责/业绩-Professionalaffiliations专业协会会籍-References推荐人,4,InterviewProcess&Skills面试过程和技巧,-Telephonescreening电话筛选谈话-Candidatereading解读候选人-Openingbuildingrapport开场-建立良好气氛Gathering收集信息Questioning提问-Introducingthejob介绍职位-Closing结束,5,TeleInterview电话筛选,Readthecandidateviavoice通过声音解读候选人Canthecandidatepresenthimself/herselfwell候选人能否很好地自我表述-Confidentlevel自信程度-Peopleskill人际技能-Experience经验-Thinkingprocesslogic思维方式-逻辑性-Motivation激励因素-Salaryexpectation期望薪资,6,CandidateReadingI解读候选人,Payattentiontocandidatesfollowingfeatures:注意候选人的以下特征：-HairStyle发型-Face脸部Eyecontact,facialexpression目光交流，脸部表情-Dressing穿着Color,style颜色，款式-Footwear&WalkingStyle鞋具&行走风格-BodyLanguages肢体语言-AppropriateVsexaggerating恰如其分Vs举止夸张,7,Payattentiontocandidatesmotivationfit注意候选人的动力适合度JobFit:satisfactionwithjobactivitiesandresponsibility工作适合度:工作性质本身是否让员工满足OrganizationFit:satisfactionwiththeorganizationsvaluesandmethodofoperation机构适合度：机构的运作模式及价值观是否让员工满意LocationFit:satisfactionwiththegeographiclocationofthejob地理位置的适合度：工作或机构的地理位置和它的特点是否让员工感到满意或配合个人需要,CandidateReadingII解读候选人,8,Opening-BuildingRapport开场-建立良好气氛,Trytocreateanharmoniousandcasualenvironmentbytalkingabout:尽量创造一个和谐轻松的气氛，可以谈论：Relationships关系Experience经历Commoninterest共同兴趣Business业务Whether天气Talkaboutwhatyouaregoingtodiscusstoday简单提及你们要谈论的方面Introductiontocompany介绍公司,9,BuildingRapport建立良好气氛,TwoKeySkills两大原则Maintainorenhanceself-esteem维护自尊，增强自信givethecandidatesincereandspecificcompliments给予应聘者真诚而具体的称赞minimizenegativeinformation尽量减少负面资料的影响Listenandrespondwithempathy仔细聆听，善意回应whenacandidateexpressstrongnegativefeelings当应聘者表现出不佳的情绪时canempathizewithpositivefeelingstoo也可对应聘者正面的感受作善意回应,Forbasicfact-finding,youcanaskthecandidatetotalkabout了解基本情况，你可以让候选人谈论：Qualification资格Exposure经历Achievements业绩Training培训Hisinterestlevelinthecurrentjob对现有工作的兴趣,InformationGathering信息收集,Forpersonalityfact-finding,youcanaskthecandidatetotalkabout了解个人情况，你可以让候选人谈论：Peopleskills人际技能Managementstyle管理风格Motivation/Ambition动力/雄心Perceptionofmoney金钱观Self-evaluation自我评估Hobby兴趣Family家庭Olddays过去,InformationGathering信息收集,Sales销售Sellingexperience销售经验Attitudeaboutcustomer有关客户的态度Functionalskills专业技能Finance财务Number对数字的感觉Perspectiveonbusiness对经营业务的看法Functionalskills专业技能Marketing/BusinessDevelopment市场/业务拓展Senseofbigpicture全局眼光Drive动力Functionalskills专业技能,InformationGathering信息收集-不同职位,HR/Admin人事/行政Understandingaboutcompanybusiness对公司业务的理解Peopleskills人际技能Functionalskills专业技能,Operations运营,Senseofsystem对系统的感觉Attentiontodetails对细节的注重Logic逻辑性Functionalskills专业技能,InformationGathering信息收集-不同职位,14,InSearchofBehavior行为事例搜索,Interests/desires兴趣/期望,SpecificExperiences特别经验,Work/EducationCertifications/Skills工作/教育背景/专业证书/技能,B,Behavior行为事例,DecisionMaking判断能力,BuildingCustomerLoyalty客户服务导向,InitiatingAction主动性,Jobfit工作动力,Technical/ProfessionalKnowledge/skills技术性/专业性知识/技能,Planning&Organizing策划与组织能力,Communication沟通能力,Tenacity坚持的韧力,TypesofcandidateInformation,Targetcompetencies,15,Situation/Task=Why应聘者面临的情形/任务Action=Whatdoneandhowdone应聘者采取的行动Result=EffectofActions应聘者的行动所带来的结果,16,DataandSTARS资料与行为事例,FalseSTARs假的行为事例Vaguestatements含糊的叙述(时常，一般来说，我们，负责)Opinions主观意见(认为，相信)Theoreticalorfuture-orientedstatements理论性或不切实际的叙述(计划，下次，如果),17,ThreeTypesofQuestions三类问题Behavioral:asksthecandidatetoprovidespecificinformation,describe“anexperienceyouvehad,”“atimewhen”,“asituationinwhich”行为事例的问题：要求应聘者提供具体资料。应聘者要描述”一次曾有过的经验“、”一段时间“、”一个情况“。Theoretical:askscandidatesfortheories,opinions,orgeneralactions.理论性的问题：询问应聘者的理论和意见，对一情况的看法或者他们怎么做。XLeading:promptcandidatestogivetheanswertheythinkyouwanttohear.X引导性问题：提示应聘者提供他认为你所期望的答案。OnlybehavioralquestioncanhelpyougetcompleteSTARs只有行为事例的问题可助你获得所需资料：完整的行为事例,Questioning提问,Letthecandidatetoaskfact-findingquestions请候选人提了解情况的问题：Ifthecandidatedoesnotaskquestion-QuestionMark如果候选人没有提问题留有疑问Introducethejobtothecandidate向候选人介绍职位Responsibilities职责Reportingline汇报关系Attractiveness吸引人之处Becareful:dontoversellthejob注意:别过度渲染职位卖点,IntroducingTheJob介绍职位,ClosingWords结束语Levelofinterest兴趣程度Availability等待时间Currentpackage目前的薪资Expectation期望收入Introducethecandidatetothenextinterviewer,ortalkabouthowtofollowup介绍下一位面试官，或如何跟进Appreciation感谢,Closing结束,20,HiringDecisionMaking&Finalization聘用决策与结束招聘过程,-Candidateevaluation全面评估-Finalization结束招聘过程,21,CandidateEvaluation候选人评估,Evaluationcontainstwophases：评估分两步：-DataEvaluation-yourindependentanalysisandevaluationofthedatayoucollected分析资料-由面谈者独立进行，分析及评估所收集的资料-DataIntegration-aprocessinwhichyoudiscussyourdataevaluationwithotherinterviewers,reachconsensusonthecandidatesperformanceineachcompetencyandmakeahiringdecision综合资料/选拔决定-与其他面谈者讨论，作出一致评分，共同作出选拔决定,22,HiringDecision聘用决定,Threesteps聘用决定的三步骤：-Posttheircompetencyratings在评分表上写下你对应聘者作出的评分-Reachconsensusratings协议达成一致评分-Makeahiringdecisionbasedontheconsensusratings作出聘用决定,23,Conclusion结束语,-Tips重要提示-Q&A问题与解答,Readthec