There are three elements we need to look at in the process of recruiting and interviewing a person. It is the first, his past experience, his learning ability and the fit of his cultural values and our team .
A lot of people will ask, how should I operate these three factors in the interview process?
So in this class, I want to give three examples to give you a deeper understanding of how we can identify these three factors in a person. First of all, let's take a look, that is, how do we know whether a person has such experience or ability?
Often when we are interviewing, we tend to ask our interviewees with open-ended questions. For example, if you want to hire a marketing manager, you usually say can you please introduce a marketing activity you have done in the past?
Then I think at this time the interviewer Latest Mailing Database will tell you incessantly what kind of activity he has done and what kind of results he has achieved. Usually, as a recruiter at this time, as an interviewer, I will feel that this person's experience is good and what I need, and I can recruit him.
But in fact, at this time, I would like to ask you to pause for a while, because such a description is not enough to really judge whether this person has sufficient experience.
I suggest to give you two small references in the process of understanding his professional abilities:
First, please ask three more questions, this is the first point;
Second, please ask more specific questions , so that you can judge whether this person really has such ability.
For example, for the marketing manager you interviewed earlier, in addition to asking him what kind of marketing activities he has done, you can also ask whether you have encountered any problems in the process of taking charge of the marketing activities. ? At this time, we can be sure that this person has actually done this marketing activity.
Because those who have done it and those who have not done it, have different concerns. Only those who have done it will definitely pay attention to some problems in the process.
So this is the second layer of questions that you need to dig into. After digging into this problem, you will dig deeper into the third question, and you will continue to ask, saying that facing these problems, I want to know how you solved it, and what is your solution?
Then through these three-level questions, you can deeply grasp whether this person has been a market manager, whether he has been responsible for such market activities, and how is his coping ability in the process? This is easier to grasp. One element is called his professional competence.
At the same time, we also have a lot of reference elements in the actual process. For example, if you want to recruit a technician, you can ask, can you help me write a code on the spot? After you write this code, I will know what your level is. How's it going.
And when we are recruiting some executives, I suggest that you assign him a task , and ask him to make a PPT presentation to all your management after a week to introduce his future planning and development of this work In this way, you can get a good understanding of the professional ability and level of this person.
So this is the first element we mentioned before looking at people, how do I judge the professional ability of this person?
The second aspect is how do we judge a person's learning ability? So I'm trying to give you a suggestion. For example, if you want to hire someone who is in charge of your company's self-media, then at this time, many of our self-media used to write copywriting, using words, then you Will ask him, I wonder if you will do some editing or editing of the video?