Step 1: Continue the analysis (2 minutes)

Have a preliminary judgment and cognition on the level of the following four elements investigated by the applicant, so as to prepare for the second interview.

1, analyze the reserve level of relevant knowledge.

On the depth of candidates' knowledge accumulation from the perspective of academic level

On the accumulation of candidates' work-related knowledge from a professional perspective

On the depth and breadth of candidates' knowledge accumulation from the perspective of career stability

On the accumulation of candidates' work-related knowledge from the perspective of qualification certificate and training content

2. Analyze the adaptability to the enterprise environment.

Looking at the enterprise environment that the applicant likes or adapts to from his long-term work experience

Looking at the enterprise environment that has the greatest influence on candidates from the first work experience

On the unsuitable and annoying enterprise environment of candidates from their short work experience

See if the candidate understands the hidden rules of the enterprise from the similar enterprise work experience

Does the applicant understand the workplace rules from the perspective of education time and working time?

3. Analyze career direction and unstable factors.

On the unstable factors of candidates in unreasonable blank period

On the use risk of candidates from unreasonable career changes

On the development potential and speed of candidates from the perspective of career development trend

On the career direction of candidates from the consistency of education and training

4, business familiarity analysis

Look at the job content of the candidate from whether the scope of duties includes key duties.

On the richness of candidates' relevant work experience from the experience of similar positions

On the richness of candidates' experience in the same industry from their working years in the same industry

Step 2: Assessment of job completion ability (8 minutes)

Through the description of the applicant's past work experience and working environment, judge whether he has the ability to complete the job responsibilities of the position he is applying for.

1. Ask the applicant about the scale, department structure, team structure, division of labor within the team, business process, job responsibilities, etc. of the enterprises that have engaged in the same industry or post in the past; Analyze whether the scope of work that the candidate can complete covers all the key responsibilities of the applied position.

2. Ask the applicant about his past work performance in the same position last year and the year before, and his expected work goal today; Analyze whether the job quality of the candidate can meet the requirements of the applied position.

3. Ask the applicant about the time requirement and completion date of the same position in the past, and analyze whether the work efficiency of the applicant can meet the requirements of the applied position.

4. Ask the applicant about the specific implementation steps and workflow when performing the most critical duties in the same position in the past, and analyze whether the complexity of the applicant's work can meet the requirements of the applied position.

5. Ask the applicant about the resource conditions and existing constraints when performing the most critical duties in the same position in the past, and analyze whether the applicant can complete the tasks of the applied position with the support of the existing resources of the enterprise.

6. Ask the applicant to decompose the most critical responsibilities in the recruitment position, and list the implementation steps and corresponding sequence, the allocation of resources such as personnel and property, the information content to be collected at the initial stage, the recent work arrangement and the key factors affecting success, so as to analyze the familiarity of the applicant with the work to be completed in the recruitment position.

In short, the emphasis of job achievement ability evaluation in different positions is different. For the post that focuses on achieving the goal, the evaluation of work achievement ability focuses on the fifth step (resource conditions and limiting factors); In the problem-solving position, the fourth step is to evaluate the key points (work complexity); In the position of routine work, the focus of evaluation is the sixth step (business familiarity).

Step 3: Work Style Assessment (4 minutes)

Through the analysis of the work style formed by the applicant in the past work experience, judge whether the work style meets the requirements of the applied position.

1. Ask candidates how to determine their past work goals, and analyze whether the work style formed by candidates is independent, belonging or controlling.

2. Ask the applicant about the proportion of time in each job responsibility in the past work, and whether the focus of work tends to be external establishment or internal operation of the enterprise.

3. Ask the candidates how to carry out their work under the established work objectives, and analyze the candidates' planning standardization, action mode and action speed from the perfection of preparation and monitoring.

4. Ask the candidate how to deal with the change of work objectives or working environment, so as to analyze the flexibility of the candidate.

5. Ask the candidates about their problem-solving performance, and analyze whether the candidates' way of thinking is forward-looking and comprehensive from three aspects: systematic, long-term and current timeliness.

Step 4: Evaluation of interpersonal skills (4 minutes)

By analyzing the performance of candidates in the interview and the communication with bosses and colleagues in the past work experience, we can judge their interpersonal skills.

1. By observing the performance of the candidate in the interview, can you get information from the interviewer's words and form your own opinions, and at the same time understand the interviewer's feelings? And in the interview process, fluent oral English, accurate words, rich and vivid language, clear and organized thinking, timely and effective response, and very smooth communication atmosphere. In addition, we should also observe whether the candidates' clothes are neat and fit, whether their eyes are bright, whether their manners are natural and generous, whether their speech speed, tone and volume are moderate, and finally analyze the candidates' communication skills.

2. By asking the applicant in the past work experience, under what circumstances, the frequency, method, content, time and length of communication. , analyze the applicant's teamwork ability and judge the degree of integration between the applicant and the team.

Step 5: Job Type Assessment (2 minutes)

Through the frequency of different job types used by candidates in the interview, we can find out whether the job types that candidates are interested in and like match the job position, and analyze their long-term development potential and stability, which can be ignored by short-term employers for the time being.

1. technical keywords (working in technical fields, such as software development, engineers, QC, accounting, etc. ) including: quality, procedure, system, technology, evaluation, process, analysis, details, testing, learning, inquiry, process, specialty, finding facts, skills, technology and design.

2. Key words of management work (such as project manager, old product manager, etc.). ) including: organization, planning, budgeting, teamwork, optimization, improvement, persuasion, compromise, reality, resources, practice, tactics and methods.

3. Strategy (developing new products, researching and creating markets; Such as R&D personnel, consulting, marketing, etc. ) includes: long-term, ideal, new concept, concept, strategy, creation, intuition, development, consultation, collectivity, research, theory and future.

4. Entrepreneurial (challenging or fast-changing work; Such as sales staff, new product managers, entrepreneurs, etc. ) including: sales, speed, closing, trading, persuasion, temporary preparation, persuasion, energy, development, execution, confusion, argument, multi-task, making it happen, risk and impatience.

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