Frequently Asked Questions in Human Resources Job Interviews
Frequently Asked Questions in Human Resources Job Interviews. The human resources position is a very popular position, and many job seekers want to apply for the human resources position. So below I’d like to share with you the relevant content about frequently asked questions in interviews for human resources positions. Frequently Asked Questions for Human Resources Job Interviews 1
1. Please briefly introduce yourself and your family background?
Answer: I am Li Jin, from Guangzhou, Guangdong. I graduated from ** College with a bachelor's degree in human resources. I am a fresh graduate and have experience working in a calligraphy club in school.
2. Describe your previous work experience and work achievements in the most concise language?
Answer: I served as the vice president of the calligraphy club during college, assisting the president with club recruitment, school calligraphy and painting exhibitions, and daily management of the club. Our president recruited 100 club members, held 3 school calligraphy and painting exhibitions, and personally won the second prize in calligraphy and painting. The university’s community work has also been unanimously recognized by school leaders. These achievements only represent the past. If I can work for your company in the future, I will work harder. (The language must be concise and accurate, must be quantitative, not vague)
3. What qualities do you think this job should have?
Answer: The position of human resources administrative assistant requires good service awareness, familiarity with professional knowledge, clear work ideas, and high emotional intelligence. These qualities were developed during my time as vice president in college.
4. Please talk about your understanding of the major you are studying?
Answer: Human resources management mainly involves six modules: human resource planning, recruitment and allocation, training and development, performance management, salary and benefit management, and labor relations management. People are the foundation of enterprise development. Without people, it means the end. Only by doing a good job in human resource management can we maximize the value of people and promote better development of the enterprise.
5. Why do you apply for a job in our company?
Answer: I learned from the Internet that your company's corporate culture, development prospects, and management model are quite good. These all meet my requirements, so I came to your company for an interview.
6. What do you think is your competitive advantage in this position?
Answer: First of all, my professional performance is relatively good (transcripts can be provided). I have a strong sense of service and participated in many volunteer activities during my school years. I have good writing skills and have published 5 articles in the school magazine ( Briefings can be provided); strong learning ability, obtained the Level 4 Certificate in Human Resources Management; loves reading, and won the third prize in the school recitation competition. These are some of my strengths.
7. Do you usually work alone or in a team?
Answer: My work habits are that when organizing large-scale activities such as holding calligraphy and painting exhibitions, I need to coordinate all aspects of personnel, internal and external related affairs, which requires teamwork and can improve work efficiency; in my When writing a report summary and coming up with an activity plan, I will calm down and think alone.
8. What form of communication do you like to use at work?
Answer: I prefer to communicate on an equal footing. Communicating in a harmonious atmosphere is the most effective. Some people are arrogant and will be ostracized by the team, and some people who have low self-esteem (unconfidence) will also be looked down upon.
9. How do you keep yourself informed of the latest developments in your business?
Answer: I usually like to search professional human resources websites online. There is a large amount of the latest information on the Internet. I also participate in human resources forums and professional training, where I can get the latest information at once.
10. What do you think when you are criticized by your leader?
Answer: I will first accept criticism and then analyze the reasons for the matter. If it is my fault, I will keep it in mind and learn from it; if it is not my fault, I will explain the process of the matter to the leader and get his understanding.
11. What are your views on overtime?
Answer: I will work overtime if work requires it, but at the same time I will also improve work efficiency and reduce unnecessary overtime.
12. Please list your three major advantages and three major disadvantages?
Answer: Advantages: honesty, diligence, and caring
Disadvantages: not knowing how to refuse, not being rational enough, and liking to be more truthful
13. What kind of treatment do you expect? How many?
Answer: The company should have salary standards. I believe the company sets wages based on ability.
14. What benefits do you require the company to provide?
Answer: Provide food and accommodation, five insurances, and training opportunities.
15. What are your goals in the next three years?
Answer: I like human resources and administrative work. First, do my job well, start from the grassroots level, and obey the company's arrangements; then continue to learn professional knowledge in depth, and have training opportunities to improve management capabilities; and then meet the conditions Under certain circumstances, there will be opportunities for promotion and the position of HR director will be achieved.
HR people, compare your own interview experience to see if these questions are answered correctly? Frequently Asked Questions for Human Resources Job Interviews 2
1. Knowledge and understanding of human resources management, including what each module does, and why are you interested in this job?
The most basic thing is to understand the six major sectors of human resources and talk about your views on human resources work.
2. Among these sections, which section do you think you are best at, and talk about your understanding of this section.
Haha, just read the book in detail about this. One thing that needs to be reminded is that, for example, if you say that you are good at recruiting, then he may ask you about some professional knowledge in recruiting, and ask you what do you think is your advantage over others in this aspect (actually, this is more tricky. , you can say that you have excellent professional knowledge, have done this type of training, and have done this type of internship).
3. Currently, what is the main task of your last job?
Let’s talk specifically about the main achievements in your last job and let the data speak for itself.
4. Understand the recruitment channels, know what types of recruitment channels, and what types of recruitment channels are helpful for recruiting what types of personnel.
Summarize the advantages and disadvantages of the channels used by the previous company.
5. Then you may be asked about some specific professional knowledge, such as talking about the company’s recruitment channels and performance appraisal methods that you are familiar with.
This also requires reading, there are no other skills.
6. What do you think is your greatest advantage and what is your biggest disadvantage?
It is not advisable to talk about the advantages in too specific terms. Generally, as an interviewer, he will focus on your specific achievements. He has already read your resume, and the advantages he actually wants to see are not yours. He may be impatient or even disgusted if you mention too specific advantages. I usually talk about the advantages of strong learning ability, strong plasticity, and quick start, and combine it with some specific examples from the past (in fact, companies value your learning ability, especially campus recruitment). As for shortcomings, it is not appropriate to talk about shortcomings that affect your job position, nor to talk about your obvious advantages as shortcomings.
7. If you apply for a job in a company and the company does not hire you in the end, what do you think is the biggest reason?
It can be said that you did not perform well on the spot and did not use your own advantages. Show it to the interviewer and stuff like that.
8. What is your career development goal?
Speaking of this, be sure not to be too ambitious. I say this: use three to five years to grow into a professional Department head or person in charge.
3 Frequently Asked Questions in Human Resources Job Interviews
9 Major Mistakes in Human Resources Recruitment Interviews
1. Stereotypes
Stereotypes refer to the type of person a person is based on Which type of social group or class, the behavior of this person is judged based on the typical behavior of people in this social group or class. For example, "Northerners are generous, while southerners are delicate", "Sales staff are talkative, and R&D staff are dull", "Men are rough-hearted, women are careful" and so on. If these statements become the inherent concepts of corporate human resources recruitment, he/she will put on a pair of colored glasses to look at southerners and northerners, sales staff and R&D staff, men and women, and apply those solidified behavioral patterns to everyone. A type of individual. Stereotypes reflect individuality and are helpful for quickly grasping a person's general profile. However, stereotypes also have the disadvantage of being very rigid and inflexible. They obliterate people's individuality and do not apply to everyone in the same category. They are human resources. Big taboos in resource recruitment.
2. Similar person bias
As the name suggests, when the applicant has certain affinity/similarity with the human resources recruitment, the human resources recruitment will naturally show a negative attitude towards the recruitment. Applicants have a certain degree of preference. The more similarities/similarities, the deeper and more obvious the preference will be, and it will be easier for applicants to occupy a favorable position in the fierce competition for talents. There may be the same/similar situations in terms of place of origin, school of graduation, hobbies, specialties, religious beliefs, personality traits, social class, etc. Therefore, it can be said that the influence of homogeneous bias is almost everywhere.
In fact, every person in charge of recruitment should realize that their responsibility is to check the company's employment and find the best suitable candidate for the vacant position, rather than to choose friends for individuals and find people with whom they are related. People with similar interests come to work for the company. Especially when the company recruits a wide variety of positions and the characteristics required for the positions are diverse, it is even more inappropriate to recruit candidates similar to yourself to fill different vacancies.
3. The primacy effect
That is, the first impression. Everyone knows that a good first impression has a significant impact on candidates. All candidates hope to leave a positive impression on the examiner, and do their best to present themselves while trying to hide their shortcomings and deficiencies. Human resources recruitment thldl, org, and cn need to be aware of this behavioral tendency of applicants and try not to be blinded by superficial phenomena. To put it more directly, this is actually an interactive process of influence and counter-influence, control and counter-control. Human resources recruitment needs to pay attention to the negative impact that candidates may have on their own judgments and work hard to eliminate this negative impact.
Recency effect: If the time interval between two meetings is too long, the earliest impression will gradually fade and be replaced by the latest impression, forming a recency effect. The two impressions may be objectively completely different, but because the earliest impression has disappeared, judgment can only be made based on the latest impression. The proximate cause effect and the primacy effect are essentially the same. They both try to make comprehensive judgments based on limited information and clues that are temporarily available. In order to try to avoid the adverse effects of these two effects, qualified companies should establish interview files for all interviewees and keep them for inquiry. In addition, if conditions permit, it is best for companies to adopt multiple rounds of interviews and multiple interviews to make a comprehensive judgment on the candidates.
4. Moon Halo Effect
When we get to know a person, we may be attracted by some of his outstanding characteristics, so that we ignore them. Other characteristics or qualities. This phenomenon is called the halo effect. For example, people often pay special attention to a person's appearance, appearance, diploma, and communication skills, and are shielded by these characteristics and cannot see other characteristics, thus making one-sided judgments. When the recruitment department selects employees, it is very likely that the appearance and appearance of the applicant will dominate the entire judgment. Beautiful ladies and handsome guys will win high impression points, while other qualities are often overlooked.
The halo effect can also easily distort performance evaluations.
One of the basic conditions for working in a foreign-funded enterprise is to be able to use English proficiently. Therefore, the human resources department also attaches great importance to the examination of language ability when recruiting and promoting personnel. Applicants whose language skills are outstanding during the interview process are often more likely to impress human resources recruiters and pass the test smoothly; while those applicants whose language skills are not outstanding or have mediocre language skills during the interview process are often not recruited by human resources recruiters. recognition. However, it often causes many organizations to pay too much attention to the language skills of applicants and miss out on many outstanding talents. In fact, language is just a communication tool. It has no direct relationship with people's quality and ability. After training and practice, language ability can be gradually improved.
5. Projection
Projection refers to assuming that others are the same as oneself and thinking that others have the same traits that one has. For example, if you like challenging work, you may implicitly regard others as liking challenging work as much as you do. It can be seen that this is also a simplistic way of perceiving others. During the interview process, if such mistakes are made, many items that need to be verified and inspected during the interview process will be covered by the assumptions of human resources recruitment (assumed to be qualified or unqualified). This is very dangerous and should be brought to the attention of the interviewer.
6. Comparison effect
When we say whether a person is tall or short, there must be a frame of reference, that is, the object of comparison. Compared to most people, Jordan is definitely a tall man, but in Yao Ming's eyes, he is a short man. This principle can be extended to corporate recruitment interviews. When human resources recruitment thinks about which candidate is the best candidate we need, he needs a reference object. The appropriate approach is of course to compare it with the company's job description for the position, and use the image that conforms to the job description as the frame of reference.
However, the impact of the comparison effect on many human resources recruitment is often that their hiring decisions are completely based on the comparison of existing candidates, and they arrive at a judgment of which one is better and which one is worse. Finalize the final candidate for the position. If the frame of reference for human resources recruitment is not chosen correctly, it is easy to lose the standard and make mistakes.
7. Concentration/Leniency/Strict Trend
When human resources recruitment makes a judgment on a group of applicants, it is likely to give a convergent conclusion to all applicants. For example, if a hundred-point system is used to score applicants to measure differences in their ability to perform a certain job, some human resources recruitment may tend to give all applicants a score of 60; some human resources recruitment may tend to Give all applicants a score of 90; some recruitment may tend to give all applicants a score of 40. This is the mentality of the centralized/lenient/strict trend in human resources recruitment, which prevents us from making objective and fair judgments on candidates.
8. Superstar Effect
Stars are not perfect. The reason why stars become stars is largely because they maximize their strengths and advantages and put themselves into practice. The deficiencies and shortcomings are hidden. In the recruitment process, we often encounter this phenomenon: a candidate's past career experience is so successful that people think they have met an indispensable talent. At this time, human resources recruitment needs to keep a clear head and think about what reasons have made the candidate successful in the past career? Can these factors allow him/her to accept the challenges of the current position? Past success and acceptance of the current position The challenges are sometimes unrelated, so there is no guarantee that he/she will still be successful in the new position.
9. Relationship influence
The decision-making of the human resources department is more or less subject to pressure or influence from the company's management and surrounding colleagues, thus compromising the fairness of recruitment. Sometimes, the company's major customers recommend candidates. Due to pressure from the company's management, the recruitment sometimes has to lower the recruitment standards and hire them against their will. However, be sure to record the true situation and your judgment at the time for future needs. , and avoid falling into the blame of others.
Sometimes, applicants do not submit resumes themselves, but are recommended by friends who work for the company. In this case, it is easy for recruiters to think that the conditions of these candidates will be better, and the interview scores they will give will be higher. The human resources department shoulders the important task of recruiting talents and must focus on improving the accuracy of decision-making, indirectly saving costs and creating benefits for the organization, and avoiding the wrong use of talents.