有效率的面谈技巧

EffectiveInterviewingSkills

有效率的面談技巧

1Whatispersonalselection

人員篩選是什么?PersonalSelectionisanexerciseinthreedimension&time人員篩選是一個有關3個時間段的動作●PresentBymanagingtheinterviewwell現在把面談做得既好又有效●

PastYoulearnenoughaboutthejobapplicant’seducationandexperience

過去了解應聘者的過去經驗及學歷背景●

FutureTopredictthechancesfortheapplicant’ssuccess未來預估應聘者未來的成功2AnoverviewoftheHiringProcess

招募的流程System(系統)

Activities(行動)

developingtherecruitingrequirement

幵展招募的需求

Decidingtheresourceofrecruitment

決定招募的資源

RejectiontestassessmentsandShortlist(拒絕、測試、評估及決定淘汰者)

Interviewingselectingplacementofsuccessfulincumbent(面談、篩選、適合的人選)ManpowerPlanning人力計划Recruitment-InternalExternal招募：內徵/外徵ApplicantEvaluating評估應徵者Employmentplacement雇用適合的人選3Whatisthemainobjectiveofinterview?面談的宗旨●

Togetsufficientinformationfromtheapplicanttobeabletoaccuratelypredictfuturejobperformance從應聘者身上得到足夠的資源來預測他未來的工作表現.●Givingeachapplicantarealisticpictureofthejobforwhichshe/heisapplying提供應聘者有關應徵職位的實際狀況.●Leavingeachapplicantwiththefeelingthatshe/hehasbeengivinganequalopportunitytopresentherself/himself讓應聘者留下一個公平競爭的印象.●creatingamongapplicantsagoodimageoftheorganizationandastrongdesiretotakehisjob保持應聘者對公司的良好形象，使他有欲望進入我們公司.4Whataretheadvantagesofanemployment/selectioninterview？

篩選、面談的好處是什么？●●

●5Limitation

局限性●●●●●6Planingandpreparingfortheinterview

計划及准備面談(I).Beforetheinterview面談前

(II).Openingtheinterview開始面談(III).Duringtheinterview面談中(IV).Closingtheinterview面談結束7Beforetheinterview(面談前)JobDescription(職務說明)Makesureyouronepageincludes確定在一頁里有以下內容;●

Basicnecessaryskillsincluding“soft”skillslikeabilitytocommunicateclearly基本技能包括溝通能力●

Clearpictureofdeadlines,reportsrequired,hoursworkedetc清楚的描述工作時間,所准備的報表,完成日期及其他.●

Nametitles&personal(aboveandbelow)thejobholderwillinteractwith...

上屬与下屬的名字及職位，應徵者需溝通的對象.●

Salaryandbenefit薪資及福利.8CreatingAJobproaJobdescriptionJob-profile:QualityControlSupervisor

工作簡介品管課長PositionJobDescriptionProfile

職位職務說明概況●●●●9Wheretofindgood

candidates(哪里找到適合的人選)●●●●●10

Resumes-readingBetweentheLines

(履歷表)

1.AResumeistheJobcandidate’sadvertisement履歷表是應徵者個人廣告.2.Don’tassumearesumeisfactual別指望履歷表是完全符合事實.3.Expecttwokindsofresumes:chronological&functional兩种理想的履歷表:按時間順序&按工作种類4.Lookforcandidatewhois:應徵者具備以下:●Interested廣泛的興趣

●Organized組織能力●Comfortableincommunicating溝通技巧●TeamPlayer團隊精神

●Ambitious事業心●Ethical&Loyal誠實

●Detail-Oriented細心●Serious認真

●Knowledgeableaboutjobpursue工作能力(Youwon’tfindcandidateshavingalltheaboveattributes,butithelpstokeepscore)你不能尋找完全具備上述特征的人,只供參考11

Resumes-readingBetweentheLines

(履歷表)

5.Alsolookfor(同時參考)

●Tangibleaccomplishmentsinpreviousemployment

以往工作成果

●Tangibleaccomplishmentsthatcanhelpyourcompanygroworbecomemoreprofitable

以往工作成果對你的公司之用處6.NoteThefollowingWhenEvaluatingResumes評估履歷時注意以下

●

Resumesemphasizingeducation(appropriateforrecentgraduates)強調學歷適合應屆畢業生12

Resumes-readingBetweentheLines

(履歷表)

●

looklistsofmemberships(sometimesacover-up)●

Lookforstraightandpositivecareerpath

正面向上的職業途徑●Longongeneralitiesandshortonspecifics(bewary)

長處和不足●

Startattheend

有始有終●

Separateactualworkexperiencefrom

superfluousinformation從眾多的信息中識別實際的工作經驗●

Ask:wastheresumewrittenwithcare?Proof-readcarefully?Anyvaguelanguage?自問:這份履歷是認真寫的嗎?仔細校對過嗎?有含糊的語言嗎?13EvaluatingResumes

(評估履歷表)Bealerttothefollowingredflags:警惕以下:●Leftpreviousjobwithoutadequatenotice

沒有依照前任公司的离職時間提出離職

●Can’tIsolatespecificworkachievements

不能很明確的提供工作績效●Failstobecourteoustoyourofficestaff

沒有禮貌●Lateformorethanoneinterview

經常遲到●Didn’tlearnmuchaboutpreviousemployer’s

business不熟悉前任公司的經營●Noverifiablereferences14

EvaluatingResumes

(評估履歷表)

●Independentlywealthily,unlessupfortopjob

注重薪水的高低●Revealsconfidentialinformationaboutformeremployer泄露前任公司的机密●Lacksenthusiasm對工作缺乏的熱忱●Angryaboutprioremployment對前公司有報怨●Didn’tfindoutmuchaboutyourcompany

對你的公司不感興趣15Theinterviewprocess

(面談過程)A.Openingtheinterview(開始面談)

Firstmakesureyouidentifyyourselfbynameandtitle.介紹自己的名字、職位及面談原因.(a).Buildrapport建立親和力(b).Conveyopenness開放式傳達(c).Importanceoffirstimpression

第一印象的重要性16Theinterviewprocess

(面談過程)(d).Startbydiscussingtopicsfamiliartotheapplicant

開始講述應徵者最熟悉的問題(e).Explanationofnotestaking

解釋做筆記的作用(f).physicalsetting

座位的擺置17Theinterviewprocess

(面談過程)B.Duringtheinterview(面談中)Findoutthefollowing(尋找以下信息)1.workexperience工作經驗2.Academicbackground學歷背景3.Careergoals事業目標4.Job-relevantoutsideinterestsandactivities工作以外的興趣及活動5.Assets長處6.Developmentalneeds未來發展18Theinterviewprocess

(面談過程)C.EncouragedIntervieweetotalk

鼓勵應徵者多講●Thetenseapplicant緊張的應徵者●Theovertalkativeapplicant喋喋不休●Interviewershouldonlyspeak30%ofthetimeorless面談者在面談過程中只需講30%或更少的話●Avoiddisapprovinglywithapplicant

盡量避免与應徵者有不同的看法●Sincerecompliments真誠的贊美19Theinterviewprocess

(面談過程)(D).Askingmeaningforquestion

詢問有意義的話題

(E).Preparingpreliminaryquestions

准備面試的問題●Directivequestions--yesorno

直接問題●In-directivequestions

間接問題20MorespecificQuestiontechniques(較特殊的技朮問題)Compare/contrastquestion(比較/相對問題)Purpose(目的):

Toassistyouinevaluatingtheapplicant‘sabilitytoassesspreviewexperience,interestsetc。

協助評估應徵者的能力、以往工作經驗及興趣等。

Approach(方法):

Selecttwotopicswhichcanbemeaningfullycomparedandaskapplicanttocompareandcontrastthem。選擇有意義的兩個主題來作比較或相對應。

Example(舉例):HowwouldyoucompareyourjobasafinancialofficeratDELLwithyourjobasAccountantwithCOMPAQ。在DELL做會計主管和在COMPAQ做會計師作比較有哪些不同。21Hypotheticalproblem-solvingquestion(假設解決問題)Purpose(目的):Infindingouthowapersonwouldactinacertainsetofcircumstance.了解應徵者在某個狀態下怎樣做出反應.Approach(方法):Describeacommonsituationtothejobandasktheapplicanttodescribehowhewouldhandleit.設定一個狀況讓應徵者來執行.Example(例子):Whatwouldyoudoifyouremployeesstartedtakingafewextraminutesforluncheachday.當你的下屬在超過吃午飯時間上班時,你怎樣處理?22SelfAssessmentQuestion

(自我評估問題)●Thesetypeofquestionareusefulforevaluatingtheapplicant’sselfinsightandselfconceptaswellasthedepthofhisthinking。這種問問題的方式適合于評估應徵的觀念、思考模式及价值觀。●

Example:Iseefromyourscholasticrecordsthatyouhaveaccomplishedagreatdealduringyourschoolyear.Whatqualitieshasthiscultivatedinyouthatwouldrelatetosuccessonthejob。我從你學校成績了解到你有良好的表現，那怎樣在你的工作中用什么方法來達到你的成功呢?23SelfAssessmentQuestion

(自我評估問題)Youcancreateanenvironmentwherethecandidateismorewillingtodiscussweaknessesifyoumakeitapointtorecognizetheirpositive

traitsandcredittheir

self-insight如果你稱贊應徵者或正面的確認他,也可以設定一個狀況讓應徵者很願意敘述他的缺點.Example:Weallhaveareasofstrengthaswellasareaswherewewouldliketoimprove.Nowthatwehavegoneoversomeofyourstrengthpoints.Iwonderifyouwoulddescribesomeareas

whereyou

wouldliketodevelopfurther我們都有強的一面也有改善的空間,到目前為止我們已了解你的優點,那你能不能敘述一下在哪些方面還需加強改進24SelfAssessmentQuestion

(自我評估問題)Example:IfIweretoaskyourpresentsupervisortoappraiseyourjobperformance.whatkindofthingswouldhetellme.如果我向你的現任主管詢問你的工作表現,他會告訴我什么呢?25Closingtheinterviewinapositivemanner有禮貌的面談總結

●

Oncealltheinterviewobjectiveshavebeenmet.Itistheinterview’sresponsibilitytofitthingsupandconcludetheinterviewinapositivemanner當面談的目的已達到時,面談者需要做出一個很有禮貌的總結.●

Summaryremarksbyinterview與面談者做出一個簡單的總結●

Example:NowthatIhavehadthechancetohearaboutyourbackground,previousexperienceandqualificationforthejob.YoumayhavesomequestionsaboutthejoborthecompanythatIcouldanswerforyou.方法有如:我已經了解你的背景、學歷、以往工作經驗,你有沒有關于我們公司的問題需要了解.26Closingtheinterviewinapositivemanner有禮貌的面談總結●Theapplicantshouldalsobegivenachancetomakeafewfinalcomments

也給應徵者机會作一些評估●Informationregardingthereminderoftheselectionprocess

讓應微者知道什么時候會接到通知●Don’tgetpinneddownbytheapplicantregardingyourrecommendation,Maintaintheneutrality保持中立不要告訴應徵者我一定會聘請你27SummarychartonSelectionInterviewProcess

OPENINTERVIEWSELECTAREATOEXPLORECLOSEINTERVIEWDEFLNEAREABROADLYFORASSESSMENT“QUESTIONSASKRELATED“SELFASSESSMENT”QUESTIONSASKTESTEDQUESTIONASKANYNECESSARYCLOSEDQUESTIONSareasNomore28

Pinpointinghighpotentialcandidates

Whenevaluatingapplicants,youshoulddistinguishbetweencandidateswithlimitedexperienceandshort-termpotentialandthosewhomightmakemajorcontributionsandgrowintomanagementroles.Hereare10keybehaviouralcharacteristicsthatareexhibitedbytheapplicantswhohavethepotentialtobecomehighperformingemployees,andsuggestionsforhowtoidentifythem.Asyoureadthroughthem,developyourownideasonhowtotailorthemtoyoursituation29Pinpointinghighpotentialcandidates1.Abilitytoacceptchange有效強的應變能力2.Teamplayercharacteristics

團結力量3.Abilitytoutiliseinformation分析資訊的能力4.Timemanagementability:管理時間的能力5.Interpersonalskills:人際關系6.Marketingskills:銷售技巧7.Initiative主動8.Computerliteracy電腦知識9.Personalaccountability:對自己的所作所為負起責任10.Involvement全力以赴30InterpersonalPerceptionBias個人偏見1.Firstimpression第一印象2.HaloEffect3.PersonalPrejudice個人偏見4.Projection投射5.SelectiveForgetting31CommonInterviewingPitfallstoavoid●Wordingquestionsunclearly●Speakinginaudiblyormumbling●Interruptingwhiletheintervieweeisdoinghispreparatorythinkingbeforeanswering●Askingforinformationalreadyobtainedfromtheapplicationfrom(showsyoudidn’tprepare)●Cuttingoffresponsestheintervieweethinksareimportant●Failingtodealwithuncomfortableinformation.Failuretoprobe●Listeninginadequately●Monopolisingtheconversation●Machine-gunstylequestioning;notgivinghimtimetoanswerproperly32CommonInterviewingPitfallstoavoid●Beinginterviewedbytheinterviewee,Losingcontroloftheinterview.●Beingtolerantofsilence.●Takinginadequatenotes.●Permittingtheintervieweetowanderoffthesubject.●Askingtrickyquestions.●Askingleadingquestions.●Askingquestionsthatcanbeansweredbya“yes”or“no”.●Makingannoyinggesturesornon-verballycommunicatinglackofinterestnoeyecontact,checkingwatch.●Failingtogiveintervieweeachancetoaskquestions.●Leavingtheintervieweewithabadimpressionofyourcompany,poorpublicrelations33ListeningProblem(聆听問題)●Criticisingthespeaker’sdelivery,insteadofhis

message

批評應徵者的鏒方式而不是內容●Gettingemotionallyinvolvedorlettingemotionally

過分情緒化●ListeningonlyfortheFACTS只听實際的●Preparingtoansweraquestionbeforefullunderstandingit

在沒有真正弄明白問題時就問答●Allowingyourintentiontobediverted--daydreaming

做白日夢●Listeningonlytowhatiseasytounderstand

只了解哪些容易明白的東西●Permittingpersonalprejudicestoimpaircomprehension

先發制人,思想固執34SuggestionsforEffectiveListening

有效的聆听●Bementallyand