有效率的面談技巧課件

EffectiveInterviewingSkills

有效率的面談技巧

1

EffectiveInterviewingSkillsWhatispersonalselection

人員篩選是什么?PersonalSelectionisanexerciseinthreedimension&time人員篩選是一個有關(guān)3個時間段的動作●PresentBymanagingtheinterviewwell現(xiàn)在把面談做得既好又有效●PastYoulearnenoughaboutthejobapplicant’seducationandexperience

過去了解應(yīng)聘者的過去經(jīng)驗及學(xué)歷背景●FutureTopredictthechancesfortheapplicant’ssuccess未來預(yù)估應(yīng)聘者未來的成功2Whatispersonalselection

人員篩AnoverviewoftheHiringProcess

招募的流程System(系統(tǒng))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人力計劃Recruitment-InternalExternal招募：內(nèi)徵/外徵ApplicantEvaluating評估應(yīng)徵者Employmentplacement雇用適合的人選3AnoverviewoftheHiringProcWhatisthemainobjectiveofinterview?面談的宗旨●

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

篩選、面談的好處是什么？●●

●5WhataretheadvantagesofanLimitation

局限性●●●●●6Limitation

局限性●6Planingandpreparingfortheinterview

計劃及準(zhǔn)備面談(I).Beforetheinterview面談前

(II).Openingtheinterview開始面談(III).Duringtheinterview面談中(IV).Closingtheinterview面談結(jié)束7PlaningandpreparingfortheBeforetheinterview(面談前)JobDescription(職務(wù)說明)Makesureyouronepageincludes確定在一頁里有以下內(nèi)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,所準(zhǔn)備的報表,完成日期及其他.●Nametitles&personal(aboveandbelow)thejobholderwillinteractwith...上屬與下屬的名字及職位，應(yīng)徵者需溝通的對象.●

Salaryandbenefit薪資及福利.8Beforetheinterview(面談前)JobDCreatingAJobprofileFromaJobdescriptionJob-profile:QualityControlSupervisor

工作簡介品管課長PositionJobDescriptionProfile職位職務(wù)說明概況●●●●9CreatingAJobprofileFromaWheretofindgood

candidates(哪里找到適合的人選)●●●●●10Wheretofindgood

candidates

Resumes-readingBetweentheLines

(履歷表)

1.AResumeistheJobcandidate’sadvertisement履歷表是應(yīng)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兩種理想的履歷表:按時間順序&按工作種類4.Lookforcandidatewhois:應(yīng)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(yè)心●Ethical&Loyal誠實

●Detail-Oriented細(xì)心●Serious認(rèn)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-readingBetweentheL

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(diào)學(xué)歷適合應(yīng)屆畢業(yè)生12

Resumes-readingBetweentheL

Resumes-readingBetweentheLines

(履歷表)

●

looklistsofmemberships(sometimesacover-up)●

Lookforstraightandpositivecareerpath

正面向上的職業(yè)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(jīng)驗●

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

Resumes-readingBetweentheLEvaluatingResumes

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

沒有依照前任公司的離職時間提出離職●Can’tIsolatespecificworkachievements

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

沒有禮貌●Lateformorethanoneinterview

經(jīng)常遲到●Didn’tlearnmuchaboutpreviousemployer’s

business不熟悉前任公司的經(jīng)營●Noverifiablereferences14EvaluatingResumes

(評估履歷表)Bea

EvaluatingResumes

(評估履歷表)

●Independentlywealthily,unlessupfortopjob

注重薪水的高低●Revealsconfidentialinformationaboutformeremployer泄露前任公司的機密●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15

EvaluatingResumes

(評估履歷表)

1Theinterviewprocess

(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(dá)(c).Importanceoffirstimpression

第一印象的重要性16Theinterviewprocess

(面談過程)A.Theinterviewprocess

(面談過程)(d).Startbydiscussingtopicsfamiliartotheapplicant

開始講述應(yīng)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)(dTheinterviewprocess

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

(面談過程)B.Theinterviewprocess

(面談過程)C.EncouragedIntervieweetotalk

鼓勵應(yīng)徵者多講●Thetenseapplicant緊張的應(yīng)徵者●Theovertalkativeapplicant喋喋不休●Interviewershouldonlyspeak30%ofthetimeorless面談?wù)咴诿嬲勥^程中只需講30%或更少的話●Avoiddisapprovinglywithapplicant

盡量避免與應(yīng)徵者有不同的看法●Sincerecompliments真誠的贊美19Theinterviewprocess

(面談過程)C.Theinterviewprocess

(面談過程)(D).Askingmeaningforquestion

詢問有意義的話題(E).Preparingpreliminaryquestions

準(zhǔn)備面試的問題●Directivequestions--yesorno

直接問題●In-directivequestions間接問題20Theinterviewprocess

(面談過程)(DMorespecificQuestiontechniques(較特殊的技朮問題)Compare/contrastquestion(比較/相對問題)Purpose(目的):

Toassistyouinevaluatingtheapplicant‘sabilitytoassesspreviewexperience,interestsetc。

協(xié)助評估應(yīng)徵者的能力、以往工作經(jīng)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(yīng)。

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。21MorespecificQuestiontechniqHypotheticalproblem-solvingquestion(假設(shè)解決問題)Purpose(目的):Infindingouthowapersonwouldactinacertainsetofcircumstance.了解應(yīng)徵者在某個狀態(tài)下怎樣做出反應(yīng).Approach(方法):Describeacommonsituationtothejobandasktheapplicanttodescribehowhewouldhandleit.設(shè)定一個狀況讓應(yīng)徵者來執(zhí)行.Example(例子):Whatwouldyoudoifyouremployeesstartedtakingafewextraminutesforluncheachday.當(dāng)你的下屬在超過吃午飯時間上班時,你怎樣處理?22Hypotheticalproblem-solvingqSelfAssessmentQuestion

(自我評估問題)●Thesetypeofquestionareusefulforevaluatingtheapplicant’sselfinsightandselfconceptaswellasthedepthofhisthinking。這種問問題的方式適合于評估應(yīng)徵的觀念、思考模式及價值觀。●Example:Iseefromyourscholasticrecordsthatyouhaveaccomplishedagreatdealduringyourschoolyear.Whatqualitieshasthiscultivatedinyouthatwouldrelatetosuccessonthejob。我從你學(xué)校成績了解到你有良好的表現(xiàn)，那怎樣在你的工作中用什么方法來達(dá)到你的成功呢?23SelfAssessmentQuestion

(自我評估SelfAssessmentQuestion

(自我評估問題)Youcancreateanenvironmentwherethecandidateismorewillingtodiscussweaknessesifyoumakeitapointtorecognizetheirpositive

traitsandcredittheir

self-insight如果你稱贊應(yīng)徵者或正面的確認(rèn)他,也可以設(shè)定一個狀況讓應(yīng)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(yōu)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SelfAssessmentQuestion

(自我評估問題)Example:IfIweretoaskyourpresentsupervisortoappraiseyourjobperformance.whatkindofthingswouldhetellme.如果我向你的現(xiàn)任主管詢問你的工作表現(xiàn),他會告訴我什么呢?25SelfAssessmentQuestion

(自我評估Closingtheinterviewinapositivemanner有禮貌的面談總結(jié)

●

Oncealltheinterviewobjectiveshavebeenmet.Itistheinterview’sresponsibilitytofitthingsupandconcludetheinterviewinapositivemanner當(dāng)面談的目的已達(dá)到時,面談?wù)咝枰龀鲆粋€很有禮貌的總結(jié).●

Summaryremarksbyinterview與面談?wù)咦龀鲆粋€簡單的總結(jié)●

Example:NowthatIhavehadthechancetohearaboutyourbackground,previousexperienceandqualificationforthejob.YoumayhavesomequestionsaboutthejoborthecompanythatIcouldanswerforyou.方法有如:我已經(jīng)了解你的背景、學(xué)歷、以往工作經(jīng)驗,你有沒有關(guān)于我們公司的問題需要了解.26ClosingtheinterviewinaposClosingtheinterviewinapositivemanner有禮貌的面談總結(jié)●Theapplicantshouldalsobegivenachancetomakeafewfinalcomments

也給應(yīng)徵者機會作一些評估●Informationregardingthereminderoftheselectionprocess

讓應(yīng)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(yīng)徵者我一定會聘請你27ClosingtheinterviewinaposSummarychartonSelectionInterviewProcess

OPENINTERVIEWSELECTAREATOEXPLORECLOSEINTERVIEWDEFLNEAREABROADLYFORASSESSMENT“QUESTIONSASKRELATED“SELFASSESSMENT”QUESTIONSASKTESTEDQUESTIONASKANYNECESSARYCLOSEDQUESTIONSareasNomore28SummarychartonSelectionInt

Pinpointinghighpotentialcandidates

Whenevaluatingapplicants,youshoulddistinguishbetweencandidateswithlimitedexperienceandshort-termpotentialandthosewhomightmakemajorcontributionsandgrowintomanagementroles.Hereare10keybehaviouralcharacteristicsthatareexhibitedbytheapplicantswhohavethepotentialtobecomehighperformingemployees,andsuggestionsforhowtoidentifythem.Asyoureadthroughthem,developyourownideasonhowtotailorthemtoyoursituation29

PinpointinghighpotentialcaPinpointinghighpotentialcandidates1.Abilitytoacceptchange有效強的應(yīng)變能力2.Teamplayercharacteristics團結(jié)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(guān)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(fù)起責(zé)任10.Involvement全力以赴30PinpointinghighpotentialcanInterpersonalPerceptionBias個人偏見1.Firstimpression第一印象2.HaloEffect3.PersonalPrejudice個人偏見4.Projection投射5.SelectiveForgetting31InterpersonalPerceptionBias個CommonInterviewingPitfallstoavoid●Wordingquestionsunclearly●Speakinginaudiblyormumbling●Interruptingwhiletheintervieweeisdoinghispreparatorythinkingbeforeanswering●Askingforinformationalreadyobtainedfromtheapplicationfrom(showsyoudidn’tprepare)●Cuttingoffresponsestheintervieweethinksareimportant●Failingtodealwithuncomfortableinformation.Failuretoprobe●Listeninginadequately●Monopolisingtheconversation●Machine-gunstylequestioning;notgivinghimtimetoanswerproperly32CommonInterviewingPitfallstCommonInterviewingPitfallstoavoid●Beinginterviewedbytheinterviewee,Losingcontroloftheinterview.●Beingtolerantofsilence.●Takinginadequatenotes.●Permittingtheintervieweetowanderoffthesubject.●Askingtrickyquestions.●Askingleadingquestions.●Askingquestionsthatcanbeansweredbya“yes”or“no”.●Makingannoyinggesturesornon-verballycommunicatinglackofinterestnoeyecontact,checkingwatch.●Failingtogiveintervieweeachancetoaskquestions.●Leavingtheintervieweewithabadimpressionofyourcompany,poorpublicrelations33CommonInterviewingPitfallstListeningProblem(聆聽問題)●Criticisingthespeaker’sdelivery,insteadofhis

message

批評應(yīng)徵者的鏒方式而不是內(nèi)容●Gettingemotionallyinvolvedorlettingemotionally過分情緒化●ListeningonlyfortheFACTS只聽實際的●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(fā)制人,思想固執(zhí)34ListeningProblem(聆聽問題)●CriticSuggestionsforEffectiveListening

有效的聆聽●Bementallyandphysicallyreadytolisten

在聆聽時應(yīng)有充沛的精力和好的姿態(tài)●ThinkaboutthetopicbeforehandPre-Planningwillputyouinthemoodtolistentothemessage.先準(zhǔn)備好面談的試題.●Listenforthemainpoints,Bepatientandaskforclarificationifnecessary.

聆聽他的主要觀點,對不明白的地方要有耐心確認(rèn).●Rememberthatyoucan’tlistenandtalkatthesametime.切記,聽和說不能同時進行.35SuggestionsforEffectiveListWelcomeToTARGETEDSELECTION目標(biāo)篩選1WelcomeTo11.目標(biāo)選擇概述2.工作要求、資料、STAR's3.動機適合4.面談技巧5.資料評價6.作業(yè)7.資料收集、評價與練習(xí)8.面談技巧研習(xí)9.資料合并21.目標(biāo)選擇概述2一個有效的篩選系統(tǒng)必須使用一個程式,它能達(dá)到三種結(jié)果:a.為某項工作雇到合適人選,提供準(zhǔn)確的方法(Accuracy)b.為公平地對待有候選人,提供平等的方法(Equity)c.使面談?wù)吆秃蜻x人都能相信篩選系統(tǒng)的價值(Buy-In)3一個有效的篩選系統(tǒng)必須使用一個程式,它能達(dá)到三種結(jié)果:31.廣告(廣告數(shù)量__X價格/廣告)______2.人員篩選的行政費用(__小時X1小時費用)______3.面談?wù)呒皯?yīng)徵者交通、住宿、膳食費用______4.教育訓(xùn)練費用/崗位訓(xùn)練(每月__,每年__)______5.隱藏費用/失去機會的費用______6.賠償費用______總費用:______4篩選錯誤的成本1.廣告(廣告數(shù)量__X價格/廣告)人員篩選的一般問題●●●●●●●5人員篩選的一般問題5有效的人員篩選●●●●●●●6有效的人員篩選61.工作要求(也就是說應(yīng)徵者需要知道些什么、做些什么,并且有在工作上和組織中獲得成功的願望):

●知識/行為/動機2.篩選系統(tǒng)3.資料收集與挑選:

●工作/教育/歷史/學(xué)歷/技能

●具體要求

●願望4.動機5.資料評價6.DimrnsionRatingGrid7目標(biāo)篩選要件1.工作要求(也就是說應(yīng)徵者需要知道些什么、做些7目標(biāo)篩選

EffectiveInterviewingSkills

有效率的面談技巧

1

EffectiveInterviewingSkillsWhatispersonalselection

人員篩選是什么?PersonalSelectionisanexerciseinthreedimension&time人員篩選是一個有關(guān)3個時間段的動作●PresentBymanagingtheinterviewwell現(xiàn)在把面談做得既好又有效●PastYoulearnenoughaboutthejobapplicant’seducationandexperience

過去了解應(yīng)聘者的過去經(jīng)驗及學(xué)歷背景●FutureTopredictthechancesfortheapplicant’ssuccess未來預(yù)估應(yīng)聘者未來的成功2Whatispersonalselection

人員篩AnoverviewoftheHiringProcess

招募的流程System(系統(tǒng))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人力計劃Recruitment-InternalExternal招募：內(nèi)徵/外徵ApplicantEvaluating評估應(yīng)徵者Employmentplacement雇用適合的人選3AnoverviewoftheHiringProcWhatisthemainobjectiveofinterview?面談的宗旨●

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

篩選、面談的好處是什么？●●

●5WhataretheadvantagesofanLimitation

局限性●●●●●6Limitation

局限性●6Planingandpreparingfortheinterview

計劃及準(zhǔn)備面談(I).Beforetheinterview面談前

(II).Openingtheinterview開始面談(III).Duringtheinterview面談中(IV).Closingtheinterview面談結(jié)束7PlaningandpreparingfortheBeforetheinterview(面談前)JobDescription(職務(wù)說明)Makesureyouronepageincludes確定在一頁里有以下內(nèi)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,所準(zhǔn)備的報表,完成日期及其他.●Nametitles&personal(aboveandbelow)thejobholderwillinteractwith...上屬與下屬的名字及職位，應(yīng)徵者需溝通的對象.●

Salaryandbenefit薪資及福利.8Beforetheinterview(面談前)JobDCreatingAJobprofileFromaJobdescriptionJob-profile:QualityControlSupervisor

工作簡介品管課長PositionJobDescriptionProfile職位職務(wù)說明概況●●●●9CreatingAJobprofileFromaWheretofindgood

candidates(哪里找到適合的人選)●●●●●10Wheretofindgood

candidates

Resumes-readingBetweentheLines

(履歷表)

1.AResumeistheJobcandidate’sadvertisement履歷表是應(yīng)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兩種理想的履歷表:按時間順序&按工作種類4.Lookforcandidatewhois:應(yīng)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(yè)心●Ethical&Loyal誠實

●Detail-Oriented細(xì)心●Serious認(rèn)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-readingBetweentheL

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(diào)學(xué)歷適合應(yīng)屆畢業(yè)生12

Resumes-readingBetweentheL

Resumes-readingBetweentheLines

(履歷表)

●

looklistsofmemberships(sometimesacover-up)●

Lookforstraightandpositivecareerpath

正面向上的職業(yè)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(jīng)驗●

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

Resumes-readingBetweentheLEvaluatingResumes

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

沒有依照前任公司的離職時間提出離職●Can’tIsolatespecificworkachievements

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

沒有禮貌●Lateformorethanoneinterview

經(jīng)常遲到●Didn’tlearnmuchaboutpreviousemployer’s

business不熟悉前任公司的經(jīng)營●Noverifiablereferences14EvaluatingResumes

(評估履歷表)Bea

EvaluatingResumes

(評估履歷表)

●Independentlywealthily,unlessupfortopjob

注重薪水的高低●Revealsconfidentialinformationaboutformeremployer泄露前任公司的機密●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15

EvaluatingResumes

(評估履歷表)

1Theinterviewprocess

(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(dá)(c).Importanceoffirstimpression

第一印象的重要性16Theinterviewprocess

(面談過程)A.Theinterviewprocess

(面談過程)(d).Startbydiscussingtopicsfamiliartotheapplicant

開始講述應(yīng)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)(dTheinterviewprocess

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

(面談過程)B.Theinterviewprocess

(面談過程)C.EncouragedIntervieweetotalk

鼓勵應(yīng)徵者多講●Thetenseapplicant緊張的應(yīng)徵者●Theovertalkativeapplicant喋喋不休●Interviewershouldonlyspeak30%ofthetimeorless面談?wù)咴诿嬲勥^程中只需講30%或更少的話●Avoiddisapprovinglywithapplicant

盡量避免與應(yīng)徵者有不同的看法●Sincerecompliments真誠的贊美19Theinterviewprocess

(面談過程)C.Theinterviewprocess

(面談過程)(D).Askingmeaningforquestion

詢問有意義的話題(E).Preparingpreliminaryquestions

準(zhǔn)備面試的問題●Directivequestions--yesorno

直接問題●In-directivequestions間接問題20Theinterviewprocess

(面談過程)(DMorespecificQuestiontechniques(較特殊的技朮問題)Compare/contrastquestion(比較/相對問題)Purpose(目的):

Toassistyouinevaluatingtheapplicant‘sabilitytoassesspreviewexperience,interestsetc。

協(xié)助評估應(yīng)徵者的能力、以往工作經(jīng)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(yīng)。

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。21MorespecificQuestiontechniqHypotheticalproblem-solvingquestion(假設(shè)解決問題)Purpose(目的):Infindingouthowapersonwouldactinacertainsetofcircumstance.了解應(yīng)徵者在某個狀態(tài)下怎樣做出反應(yīng).Approach(方法):Describeacommonsituationtothejobandasktheapplicanttodescribehowhewouldhandleit.設(shè)定一個狀況讓應(yīng)徵者來執(zhí)行.Example(例子):Whatwouldyoudoifyouremployeesstartedtakingafewextraminutesforluncheachday.當(dāng)你的下屬在超過吃午飯時間上班時,你怎樣處理?22Hypotheticalproblem-solvingqSelfAssessmentQuestion

(自我評估問題)●Thesetypeofquestionareusefulforevaluatingtheapplicant’sselfinsightandselfconceptaswellasthedepthofhisthinking。這種問問題的方式適合于評估應(yīng)徵的觀念、思考模式及價值觀?！馝xample:Iseefromyourscholasticrecordsthatyouhaveaccomplishedagreatdealduringyourschoolyear.Whatqualitieshasthiscultivatedinyouthatwouldrelatetosuccessonthejob。我從你學(xué)校成績了解到你有良好的表現(xiàn)，那怎樣在你的工作中用什么方法來達(dá)到你的成功呢?23SelfAssessmentQuestion

(自我評估SelfAssessmentQuestion

(自我評估問題)Youcancreateanenvironmentwherethecandidateismorewillingtodiscussweaknessesifyoumakeitapointtorecognizetheirpositive

traitsandcredittheir

self-insight如果你稱贊應(yīng)徵者或正面的確認(rèn)他,也可以設(shè)定一個狀況讓應(yīng)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(yōu)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SelfAssessmentQuestion

(自我評估問題)Example:IfIweretoaskyourpresentsupervisortoappraiseyourjobperformance.whatkindofthingswouldhetellme.如果我向你的現(xiàn)任主管詢問你的工作表現(xiàn),他會告訴我什么呢?25SelfAssessmentQuestion

(自我評估Closingtheinterviewinapositivemanner有禮貌的面談總結(jié)

●

Oncealltheinterviewobjectiveshavebeenmet.Itistheinterview’sresponsibilitytofitthingsupandconcludetheinterviewinapositivemanner當(dāng)面談的目的已達(dá)到時,面談?wù)咝枰龀鲆粋€很有禮貌的總結(jié).●

Summaryremarksbyinterview與面談?wù)咦龀鲆粋€簡單的總結(jié)●

Example:NowthatIhavehadthechancetohearaboutyourbackground,previousexperienceandqualificationforthejob.YoumayhavesomequestionsaboutthejoborthecompanythatIcouldanswerforyou.方法有如:我已經(jīng)了解你的背景、學(xué)歷、以往工作經(jīng)驗,你有沒有關(guān)于我們公司的問題需要了解.26ClosingtheinterviewinaposClosingtheinterviewinapositivemanner有禮貌的面談總結(jié)●Theapplicantshouldalsobegivenachancetomakeafewfinalcomments

也給應(yīng)徵者機會作一些評估●Informationregardingthereminderoftheselectionprocess

讓應(yīng)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(yīng)徵者我一定會聘請你27ClosingtheinterviewinaposSummarychartonSelectionInterviewProcess

OPENINTERVIEWSELECTAREATOEXPLORECLOSEINTERVIEWDEFLNEAREABROADLYFORASSESSMENT“QUESTIONSASKRELATED“SELFASSESSMENT”QUESTIONSASKTESTEDQUESTIONASKANYNECESSARYCLOSEDQUESTIONSareasNomore28SummarychartonSelectionInt

Pinpointinghighpotentialcandidates

Whenevaluatingapplicants,youshoulddistinguishbetweencandidateswithlimitedexperienceandshort-termpotentialandthosewhomightmakemajorcontributionsandgrowintomanagementroles.Hereare10keybehaviouralcharacteristicsthatareexhibitedbytheapplicantswhohavethepotentialtobecomehighperformingemployees,andsuggestionsforhowtoidentifythem.Asyoureadthroughthem,developyourownideasonhowtotailorthemtoyoursituation29

PinpointinghighpotentialcaPinpointinghighpotentialcandidates1.Abilitytoacceptchange有效強的應(yīng)變能力2.Teamplayercharacteristics團結(jié)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(guān)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(fù)起責(zé)任10.Involvement全力以赴30PinpointinghighpotentialcanInterpersonalPerceptionBias個人偏見1.Firstimpression第一印象2.HaloEffect3.PersonalPrejudice個人偏見4.Projection投射5.SelectiveForgetting31InterpersonalPerceptionBias個CommonInterviewingPitfallstoavoid●Wordingquestionsunclearly●Speakinginaudiblyormumbling●Interruptingwhiletheintervieweeisdoinghispreparatorythinkingbeforeanswering●Askingforinformationalreadyobtainedfromtheapplicationfrom(showsyoudidn’tprep