2010高效招聘与面试技巧.pptVIP

追问 跟踪信息的过程很简单： 积极聆听应聘者对于问题的答案 利用应聘者的回答来组织您的下一个问题 公司、岗位的介绍 回答应聘者的问题 告诉应聘者下一步将做什么，以及通知其是否录取之方式与日期 衷心地向应聘者表达对其参加本次面谈的谢意 不要以假的信息错误地引导应聘者 第四步 结束面试：提供信息 四、行为面试后续工作 1.评估的5大步骤: ■找出面谈所得的完整行为事例 ■将所有的行为事例适当地归纳在有关能力之下 ■分析行为事例的有效性 ■衡量行为事例的权重 ■对每项能力评分 2.背景调查 第五部分　如何成为面试专家 面试者的胜任特征 面试专家的成长过程 面试者的胜任特征 善意、亲和、对人的关注 理性、情绪稳定，没有强烈好恶感 情绪互动能力强 熟悉招聘职位的工作流程 对胜任特征的充分理解 非语言沟通能力 人才测评及岗位测评技能 组织行为学知识 面试专家的成长过程 学习人力资源管理 学习心理学 学习领导学 自己设计甄选方案 自己设计面试问题 比较甄选结果和绩效结果 坚持，相同的问题、相同的测试手段 把面试变成体力劳动 Q A * * * * * * * * * * * SHOW - Above overhead. INTRODUCE - After you have asked your questions and recorded the information gathered, you are approaching the end of the interview. You are now ready to Tell, Sell and Close the interview. EXPLAIN Remember, the goal of the interview is to gather enough information so that effective hiring decisions can be made. This applies to the candidate as well as the organization. One way to do this is to provide a realistic job preview. In a realistic job preview, you are providing the candidate with accurate information about the job. For example, what can an incumbent expect as part of his/her roles and responsibilities. Be as specific as possible. This is the opportunity to tell the candidate about potential travel, busy cycles and what a typical day may look like. Give him/her information about the advantages and challenges of the job. Accurately and honestly communicate the difficulties the candidate may face if hired for the job. Do not mislead the candidate with false information. Do not state there is high personal and career growth potential in the role if there is none. ASK 揃ased on the position you are interviewing for (Franchise Director), what would you tell the candidate about the job? 高效招聘与面试技巧 ----经验分享与交流 潘仕权 2010年6月 个人成长经历分享 兴趣 挫折 一切皆有可能 良师益友 人脉积累 持续学习 思路决定出路 让我们振奋起来:从改变我们的想法态度开始 詹姆士?艾伦说：「人如果改变对事与人的看法，事与人就对他发生改变……如果一个人的想法有激烈的改变，他会惊讶的发现生活中的