The Waiting Place Should Bother To Interview And Ask Questions.

Who is willing to wait? No one wants to wait, but in recruitment practice, waiting is inevitable, so that recruiters need to spend a lot of time in waiting places.

One is the choice of waiting places.

Some enterprises may arrange in the front desk, some enterprises may arrange in the department meeting room, some enterprises may arrange in the training room, no matter where to choose as a waiting place, the enterprise must always grasp two principles: first, the waiting place should not be arranged in the more frequent places where personnel come and go, such as the front desk is not a suitable place; secondly, it is necessary to demonstrate the atmosphere of "respecting talents" by enterprises. The choice of location directly reflects the concept of employing the enterprise. If the enterprise wants to create an atmosphere of "respecting talents", it needs to choose carefully in the place.

The two is the setting of waiting places.

In fact, any person may be the "service object" of the enterprise. The reasonable setting of the waiting place is not only conducive to improving the service image of the enterprise, but also enhancing the attraction of the talents of the enterprise, and of course, it can also effectively relieve the anxious feelings of the interviewees.

Regarding this

You can try to put some culture brochures, enterprise development history, external publicity and evaluation on the waiting place, so as to enhance the attractiveness of talents while building good corporate image and easing waiting mood.

Greeting, this basic etiquette, perhaps many people prefer, especially when the first meeting, sincere greetings not only help to alleviate each other's "strange" psychological environment, but also can create a relaxed communication atmosphere.

So applying this viewpoint to the recruitment practice of enterprises requires that the business side should also pave the way for questioning before the interview, and reduce the psychological distance between them through sincere greetings.

I have witnessed an interview like this before: I just sat on my seat to prepare for the "interrogation" on the floor, but it turned out to be "what kind of car is coming? No change?" a class of topics, a friend's opening speech soon drew the psychological distance between us, and the whole interview was spent in a pleasant, relaxed and honest atmosphere.

Therefore, if the enterprise really wants to get a large amount of potential information from the applicant in the interview, it is necessary to ask "greetings" at the point of question, such as the weather, the recent hot topics and so on. On the one hand, through the implementation of the greetings to highlight the enterprise to the applicant.

And attach importance to, create a relaxed atmosphere of communication, on the other hand, it is also conducive to the realization of the pformation from the "chess community" to the "cooperative community" between enterprises and candidates, so as to achieve the communication level of openness and understanding.

As mentioned before, the main problem and core problem to be solved in the interview is to maximize the potential information of the candidate, so as to ensure the accuracy of subsequent hiring decisions.

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How can we maximize the potential information of the candidate? The answer is to concentrate on two main aspects: one is to observe words, the other is to see two colors.

Generally speaking, in most enterprises' interviews, enterprises will adopt the "STAR" rule and interview with candidates. In fact, this is the so-called "inspection". Enterprises expect to know their abilities through narration of past events, but one thing to note is that in the "inspection", enterprises should grasp two aspects.

First, we should pay attention to the way of narration.

Some candidates may talk about their work experience backwards, some candidates may also follow the work experience, no matter what way to tell, enterprises need to pay attention to is the consistency of the way of speaking, whether specific and core. If the applicant is talking about it for a while, and then tells the story, giving people a very free and vague feeling, then the enterprise should focus on it.

Second, pay attention to the tone of the applicant.

The mood is actually a reflection of psychological activity. In paying attention to the tone of the applicant, an enterprise needs to pay attention to the speaking speed of the applicant, such as whether there is a prioritization, whether there is a stutter, whether it gives people a sense of confidence and strong sense.