Interview Preparation-面试官技巧

1、Interview Preparation 面试准备工作面试准备工作 - The review of JD 审核职位描述- The review and screening of resumes / CVs 筛选简历- Appraisal and application forms 申请/评估表- Arrange the interview 组织面试JD Review 审核职位描述审核职位描述 - Title 职位名称- Functional area 功能区域 - Reporting line 汇报关系- Location 工作地点- Responsibilities 职责- Educati

2、on 教育背景- Experiences 经历- Personal attributes/Competencies 个人品质/能力CV Screening 筛选简历筛选简历 -Criteria for a professional CV - Clean, Clear, Concise, Consistent (reflective of personal traits) 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） - Personal information 个人信息 - Education/Training 教育/培训 - Experiences 经验 - Res

3、ponsibilities/Achievements 职责/业绩 - Professional affiliations 专业协会会籍 - References 推荐人Interview Process & Skills 面试过程和技巧面试过程和技巧 - Telephone screening 电话筛选谈话 - Candidate reading 解读候选人 - Opening building rapport 开场-建立良好气氛 - Gathering 收集信息 - Questioning 提问- Introducing the job 介绍职位- Closing 结束 Tele I

4、nterview 电话筛选电话筛选 Read the candidate via voice 通过声音解读候选人通过声音解读候选人- 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 人际技能- Experience 经验- Thinking process logic 思维方式-逻辑性- Motivation 激励因素- Salary expectation 期望薪资Candidate Reading I解读候选人解读候选人 Pay attentio

5、n to candidates following features:注意候选人的以下特征：注意候选人的以下特征：- Hair 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 肢体语言- Appropriate Vs exaggerating 恰如其分Vs 举止夸张 Pay attention to candidates motivation

6、fit 注意候选人的注意候选人的动力适合度动力适合度 Job Fit: satisfaction with job activities and responsibility 工作适合度 : 工作性质本身是否让员工满足 Organization Fit: satisfaction with the organizations values and method of operation 机构适合度： 机构的运作模式及价值观是否让员工满意 Location Fit: satisfaction with the geographic location of the job 地理位置的适合度： 工作

7、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Candidate Reading II解读候选人解读候选人 Opening - Building Rapport 开开 场场 - 建立良好气氛建立良好气氛- Try to create an harmonious and casual environment by talking about: 尽量创造一个和谐轻松的气氛，可以谈论： Relationships 关系 Experience 经历 Common interest 共同兴趣 Business 业务 Whether 天气- Talk about what you are g

8、oing to discuss today 简单提及你们要谈论的方面- Introduction to company 介绍公司Building Rapport建立良好气氛建立良好气氛 Two Key Skills 两大原则两大原则 Maintain or enhance self-esteem 维护自尊，增强自信give the candidate sincere and specific compliments 给予应聘者真诚而具体的称赞minimize negative information 尽量减少负面资料的影响 Listen and respond with empathy 仔细聆

9、听，善意回应when a candidate express strong negative feelings 当应聘者表现出不佳的情绪时can empathize with positive feelings too 也可对应聘者正面的感受作善意回应For basic fact-finding, you can ask the candidate to talk about了解基本情况，你可以让候选人谈论：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 His interest level

10、in the current job 对现有工作的兴趣Information Gathering 信息收集信息收集 For personality fact-finding, you can ask the candidate to talk about 了解个人情况，你可以让候选人谈论：了解个人情况，你可以让候选人谈论：People skills 人际技能Management style 管理风格Motivation/Ambition 动力/雄心Perception of money 金钱观Self-evaluation 自我评估Hobby 兴趣Family 家庭Old days 过去Inf

11、ormation Gathering 信息收集信息收集Sales 销售 Selling experience 销售经验 Attitude about customer 有关客户的态度 Functional skills 专业技能Finance 财务 Number 对数字的感觉 Perspective on business 对经营业务的看法 Functional skills 专业技能Marketing/Business Development 市场/业务拓展 Sense of big picture 全局眼光 Drive 动力 Functional skills 专业技能Informatio

12、n Gathering 信息收集信息收集 - 不同职位不同职位HR/Admin 人事/行政Understanding about company business 对公司业务的理解People skills 人际技能Functional skills 专业技能Operations 运营Sense of system 对系统的感觉Attention to details 对细节的注重Logic 逻辑性Functional skills 专业技能Information Gathering 信息收集信息收集 - 不同职位不同职位In Search of Behavior行为事例搜索行为事例搜索Int

13、erests/desires兴趣/期望Specific Experiences特别经验Work/EducationCertifications/Skills工作/教育背景/专业证书/技能BBehavior 行为行为事例事例Decision Making判断能力Building Customer Loyalty客户服务导向Initiating Action主动性Job fit工作动力Technical/Professional Knowledge/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

14、坚持的韧力Types of candidate InformationTarget competenciesS/TARSituation/Task = Why 应聘者面临的情形应聘者面临的情形/任务任务Action = What done and how done 应聘者采取的行动应聘者采取的行动Result = Effect of Actions 应聘者的行动所带来的结果应聘者的行动所带来的结果Data and STARS 资料与行为事例资料与行为事例 False STARs 假假的行为事例的行为事例 Vague statements 含糊的叙述 ( 时常，一般来说，我们，负责 ) Opin

15、ions主观意见 ( 认为， 相信 ) Theoretical or future-oriented statements 理论性或不切实际的叙述 ( 计划，下次，如果 ) Three Types of Questions 三类问题三类问题 Behavioral: asks the candidate to provide specific information, describe “an experience youve had,” “a time when”, “a situation in which” 行为行为事例的问题事例的问题：要求应聘者提供具体资料。应聘者要描述”一次曾有过的经

16、验“、”一段时间“、”一个情况“。 Theoretical: asks candidates for theories, opinions, or general actions. 理论性理论性的问题的问题：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。X Leading: prompt candidates to give the answer they think you want to hear. X 引导引导性问题性问题：提示应聘者提供他认为你所期望的答案。 Only behavioral question can help you get complete STARs 只有行

17、为事例的问题可助你获得所需资料：完整的行为事例 Questioning提提 问问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 如果候选人没有提问题 留有疑问Introduce the job to the candidate 向候选人介绍职位 Responsibilities 职责 Reporting line 汇报关系 Attractiveness 吸引人之处 Be careful: dont over s

18、ell the job 注意: 别过度渲染职位卖点Introducing The Job介绍职位介绍职位 Closing Words 结束语结束语 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 介绍下一位面试官，或如何跟进 Appreciation 感谢Closing结束结束Hiring Decision Making &a

19、mp; Finalization 聘用决策与结束招聘过程聘用决策与结束招聘过程 - Candidate evaluation 全面评估 - Finalization 结束招聘过程 Candidate Evaluation候选人评估候选人评估Evaluation contains two phases：评估评估分两步：分两步： - Data Evaluation - your independent analysis and evaluation of the data you collected 分析资料 - 由面谈者独立进行，分析及评估所收集的资料 - Data Integration - a process in which you discuss your data evaluation with other interviewers, reach consensus on the candidates performance in each co