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人力計劃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

計劃及準備面談(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,所準備的報表,完成日期及其他.●Nametitles&personal(aboveandbelow)thejobholderwillinteractwith...上屬與下屬的名字及職位，應徵者需溝通的對象.●

Salaryandbenefit薪資及福利.8CreatingAJobprofileFromaJobdescriptionJob-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)●●●●●10Resumes-readingBetweentheLines(履歷歷表表)1.AResumeistheJobcandidate’’sadvertisement履歷歷表表是是應應徵徵者者個個人人廣廣告告.2.Don’’tassumearesumeisfactual別指指望望履履歷歷表表是是完完全全符符合合事事實實.3.Expecttwokindsofresumes:chronological&functional兩種種理理想想的的履履歷歷表表:按按時時間間順順序序&按按工工作作種種類類4.Lookforcandidatewhois:應徵徵者者具具備備以以下下:●Interested廣泛泛的的興興趣趣●Organized組織織能能力力●Comfortableincommunicating溝通通技技巧巧●TeamPlayer團隊隊精精神神●Ambitious事業(yè)業(yè)心心●Ethical&Loyal誠實實●Detail-Oriented細心心●Serious認真●Knowledgeableaboutjobpursue工工作能力力(Youwon’tfindcandidateshavingalltheaboveattributes,butithelpstokeepscore)你不能尋尋找完全全具備上上述特征征的人,只供參參考11Resumes-readingBetweentheLines(履歷表)5.Alsolookfor(同時參參考)●Tangibleaccomplishmentsinpreviousemployment以往工作作成果●Tangibleaccomplishmentsthatcanhelpyourcompanygroworbecomemoreprofitable以往工作作成果對對你的公公司之用用處6.NoteThefollowingWhenEvaluatingResumes評估履歷歷時注意意以下●Resumesemphasizingeducation(appropriateforrecentgraduates)強調學學歷適適合應應屆畢畢業(yè)生生12Resumes-readingBetweentheLines(履歷表表)●looklistsofmemberships(sometimesacover-up)●Lookforstraightandpositivecareerpath正面向上的的職業(yè)途徑徑●Longongeneralitiesandshortonspecifics(bewary)長處和不足足●Startattheend有始有終●Separateactualworkexperiencefromsuperfluousinformation從眾多的信信息中識別別實際的工工作經驗●Ask:wastheresumewrittenwithcare?Proof-readcarefully?Anyvaguelanguage?自問:這份份履歷是認認真寫的嗎嗎?仔細校校對過嗎?有含糊的的語言嗎?13EvaluatingResumes(評估履歷歷表)Bealerttothefollowingredflags:警惕以下:●Leftpreviousjobwithoutadequatenotice沒有依照前前任公司的的離職時間間提出離職職●Can’tIsolatespecificworkachievements不能很明確確的提供工工作績效●Failstobecourteoustoyourofficestaff沒有禮貌●Lateformorethanoneinterview經常常遲遲到到●Didn’’tlearnmuchaboutpreviousemployer’’sbusiness不熟熟悉悉前前任任公公司司的的經經營營●Noverifiablereferences14EvaluatingResumes(評評估估履履歷歷表表)●Independentlywealthily,unlessupfortopjob注重重薪薪水水的的高高低低●Revealsconfidentialinformationaboutformeremployer泄露前任公司司的機密●Lacksenthusiasm對工作缺乏的的熱忱●Angryaboutprioremployment對前公司有報報怨●Didn’tfindoutmuchaboutyourcompany對你的公司不不感興趣15Theinterviewprocess(面談過程)A.Openingtheinterview

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開始講述應徵徵者最熟悉的的問題(e).Explanationofnotestaking解釋做筆記的的作用(f).physicalsetting座位的擺置17Theinterviewprocess(面談過程)B.Duringtheinterview(面談中)Findoutthefollowing(尋找以下信信息)1.workexperience工作經驗2.Academicbackground學歷背景3.Careergoals事業(yè)目標4.Job-relevantoutsideinterestsandactivities工作以外的興興趣及活動5.Assets長處6.Developmentalneeds未來發(fā)展18Theinterviewprocess(面談過程)C.EncouragedIntervieweetotalk鼓勵應徵者多多講●Thetenseapplicant緊張的應徵者者●Theovertalkativeapplicant喋喋不休●Interviewershouldonlyspeak30%ofthetimeorless面談者在面談談過程中只需需講30%或更少的話●Avoiddisapprovinglywithapplicant盡量避免與應應徵者有不同同的看法●Sincerecompliments真誠的贊美19Theinterviewprocess(面談過程)(D).Askingmeaningforquestion詢問有意義的的話題(E).Preparingpreliminaryquestions準備面試的問問題●Directivequestions--yesorno直接問題●In-directivequestions間接問題20MorespecificQuestiontechniques(較特殊的技朮朮問題)Compare/contrastquestion(比較/相對對問題)Purpose(目的):Toassistyouinevaluatingtheapplicant‘sabilitytoassesspreviewexperience,interestsetc。協助評估應徵徵者的能力、、以往工作經經驗及興趣等等。Approach(方法):Selecttwotopicswhichcanbemeaningfullycomparedandaskapplicanttocompareandcontrastthem。選擇有意義的的兩個主題來來作比較或相相對應。Example(舉例):HowwouldyoucompareyourjobasafinancialofficeratDELLwithyourjobasAccountantwithCOMPAQ。在DELL做會計主管和和在COMPAQ做會計師作比比較有哪些不不同。21Hypotheticalproblem-solvingquestion(假設解決問題題)Purpose(目的):Infindingouthowapersonwouldactinacertainsetofcircumstance.了解應徵者在在某個狀態(tài)下下怎樣做出反反應.Approach(方法):Describeacommonsituationtothejobandasktheapplicanttodescribehowhewouldhandleit.設定一個狀況況讓應徵者來來執(zhí)行.Example(例子):Whatwouldyoudoifyouremployeesstartedtakingafewextraminutesforluncheachday.當你的下屬屬在超過吃吃午飯時間間上班時,你怎樣處理理?22SelfAssessmentQuestion(自我評估問問題)●Thesetypeofquestionareusefulforevaluatingtheapplicant’sselfinsightandselfconceptaswellasthedepthofhisthinking。這種問問題題的方式適適合于評估估應徵的觀觀念、思考考模式及價價值觀?！馝xample:Iseefromyourscholasticrecordsthatyouhaveaccomplishedagreatdealduringyourschoolyear.Whatqualitieshasthiscultivatedinyouthatwouldrelatetosuccessonthejob。我從你學學校成績績了解到到你有良良好的表表現，那那怎樣在在你的工工作中用用什么方方法來達達到你的的成功呢呢?23SelfAssessmentQuestion(自我評估估問題)Youcancreateanenvironmentwherethecandidateismorewillingtodiscussweaknessesifyoumakeitapointtorecognizetheirpositivetraitsandcredittheirself-insight如果你稱稱贊應徵徵者或正正面的確確認他,也可以以設定一一個狀況況讓應徵徵者很願願意敘述述他的缺缺點.Example:Weallhaveareasofstrengthaswellasareaswherewewouldliketoimprove.Nowthatwehavegoneoversomeofyourstrengthpoints.Iwonderifyouwoulddescribesomeareaswhereyouwouldliketodevelopfurther我們都有強強的一面也也有改善的的空間,到到目前為止止我們已了了解你的優(yōu)優(yōu)點,那你你能不能敘敘述一下在在哪些方面面還需加強強改進24SelfAssessmentQuestion(自我評估問問題)Example:IfIweretoaskyourpresentsupervisortoappraiseyourjobperformance.whatkindofthingswouldhetellme.如果我向你你的現任主主管詢問你你的工作表表現,他會會告訴我什什么呢?25Closingtheinterviewinapositivemanner有禮貌的面面談總結●Oncealltheinterviewobjectiveshavebeenmet.Itistheinterview’sresponsibilitytofitthingsupandconcludetheinterviewinapositivemanner當面談的目目的已達到到時,面談談者需要做做出一個很很有禮貌的的總結.●Summaryremarksbyinterview與面談者做做出一個簡簡單的總結結●Example:NowthatIhavehadthechancetohearaboutyourbackground,previousexperienceandqualificationforthejob.YoumayhavesomequestionsaboutthejoborthecompanythatIcouldanswerforyou.方法有如:我已經了了解你的背背景、學歷歷、以往工工作經驗,你有沒有有關于我們們公司的問問題需要了了解.26Closingtheinterviewinapositivemanner有禮貌的面面談總結●Theapplicantshouldalsobegivenachancetomakeafewfinalcomments也給給應應徵徵者者機機會會作作一一些些評評估估●Informationregardingthereminderoftheselectionprocess讓應應微微者者知知道道什什么么時時候候會會接接到到通通知知●Don’’tgetpinneddownbytheapplicantregardingyourrecommendation,Maintaintheneutrality保持持中中立立不不要要告告訴訴應應徵徵者者我我一一定定會會聘聘請請你你27SummarychartonSelectionInterviewProcessOPENINTERVIEWSELECTAREATOEXPLORECLOSEINTERVIEWDEFLNEAREABROADLYFORASSESSMENT““QUESTIONSASKRELATED““SELFASSESSMENT””QUESTIONSASKTESTEDQUESTIONASKANYNECESSARYCLOSEDQUESTIONSareasNomore28PinpointinghighpotentialcandidatesWhenevaluatingapplicants,youshoulddistinguishbetweencandidateswithlimitedexperienceandshort-termpotentialandthosewhomightmakemajorcontributionsandgrowintomanagementroles.Hereare10keybehaviouralcharacteristicsthatareexhibitedbytheapplicantswhohavethepotentialtobecomehighperformingemployees,andsuggestionsforhowtoidentifythem.Asyoureadthroughthem,developyourownideasonhowtotailorthemtoyoursituation29Pinpointinghighpotentialcandidates1.Abilitytoacceptchange有效強強的應應變能能力2.Teamplayercharacteristics團結力力量3.Abilitytoutiliseinformation分析資資訊的的能力力4.Timemanagementability:管理時時間的的能力力5.Interpersonalskills:人際關關系6.Marketingskills:銷售技巧巧7.Initiative主動8.Computerliteracy電腦知識識9.Personalaccountability:對自己的的所作所所為負起起責任10.Involvement全力以赴赴30InterpersonalPerceptionBias個人偏見1.Firstimpression第一印象象2.HaloEffect3.PersonalPrejudice個人偏見見4.Projection投投射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(聆聽問題)●Criticisingthespeaker’sdelivery,insteadofhismessage批評應徵者的的鏒方式而不不是內容●Gettingemotionallyinvolvedorlettingemotionally過分情緒化化●ListeningonlyfortheFACTS只聽實際的的●Preparingtoansweraquestionbeforefullunderstandingit在沒有真正正弄明白問問題時就問問答●Allowingyourintentiontobediverted--daydreaming做白日夢●Listeningonlytowhatiseasytounderstand只了解哪些些容易明白白的東西●Permittingpersonalprejudicestoimpaircomprehension先發(fā)制人,思想固執(zhí)執(zhí)3