hr面试心得

hr面试心得（精选10篇）

1.hr面试心得 篇一

HR招聘面试的追问技巧_HR面试时怎样追问

在招聘面试中运用行为事件访谈（BEI）技术，主旨就是收集应聘者在实际工作中的行为表现和心理活动状态，依据这些信息，分析应聘者的能力状况、性格特点，从而判断其对目标岗位的胜任程度。但在现实操作过程中，因面试官运用BEI技术娴熟程度的不同，实际效果仍有较大差异。造成这种差异的原因主要在于，优秀的面试官懂得在恰当的时候进行“追问”，从而对整个行为事件有更为具体、全面的了解，获得应聘者信息在真实度、价值度、丰富程度上远远超过不懂追问的面试官。

为了使人力资源工作者在面试中更清楚地了解“追问”的作用和使用方式，本文将主要从BEI面试常见的几个问题入手来举例说明，并提出一些可供参考的应对策略。

一、被应聘者的虚假信息所蒙蔽

BEI是能有效避免应聘者伪装、夸大自己的技术，但是不可避免地，受到求职动机的影响，不少应聘者在被问到具体的行为事件时，特别是涉及到自己的薄弱点时，会使用模糊信息，或编造故事，或将发生在他人身上的事件移植到自己身上等方式来应付面试官的提问。主要表现在以下几个方面：

1、用“我们”来模糊事件的主体

先来看这样一个例 子。

“在与对方谈判前，我们事先进行了准备，如准备了大量的资料，分析对方目前的形势和他们最有可能的态度，预设了许多对方可能会提出的问题等等。准备充分后，我们就登门拜访。事情和我们料想得差不多。其实他们和我们的合作意向还是比较强的，前面的种种询问和有意刁难只是希望先探探我们的底线。我们咬住了价格不放，但提供了很多优惠的条件，比如缩短供货期，在销售旺季优先供货，降低运输费用，承诺每个季度至少一次的促销支持等等。其实这些条件也是我们在与其他客户合作时经常提供的，只不过提出的时机不同，给客户的感觉也很不一样。在经过数轮的会议后，终于签下了合同。”

据此，面试官是否能评价该应聘者的“谈判能力”呢？当然不能。请注意，应聘者在描述整个事件时用的主语都是“我们”，面试官无法了解到应聘者本人在整个谈判过程中充当的角色、采取的行为、产生的作用，因此也无法对应聘者个人做出判断。

在这个时候，面试官就需要追问：“在这笔业务的谈判过程中，你的角色是什么？你做了哪些工作？提出了哪些有利于谈判成功的建议？”等等，将应聘者个人从谈判小组中“剥离”出来，独立考察。

2、应聘者编造故事，提供虚假证据

有些应聘者为了表现出自己能力超群，会编造出一些根本没有过的经历，或用半真半假的信息来迷惑面试官的眼睛。面试官通过对细节进行追问，就很容易发现信息的真实性。比如，下面这个应聘者在介绍自己大学的社会实践时，这样说道：“在我的提议下，我和另外两位

同学成立了‘大学生就业指导社团’，由我担任组长。这属于学生自发组织的团体。经过一段时间的努力，我们吸收了一些学生会员，又和多家知名企业取得了联系来帮助同学就业。我觉得这项工作是非常有意义的。”

乍一听，有些面试官会感到这位大学生自主性比较强、有想法、独立，甚至还推断出他具有良好的人际交往能力和组织能力。但事实上呢？

面试官进一步追问：“社团目前有多少会员？”，“哪家公司是由你亲自联系的？联系了哪个部门的哪个人？形成了怎样的合作计划”，“协助了哪位同学到哪个单位工作了？”应聘者经不住追问，终于“露馅”。实际上，他和两位同学在找工作的过程中，为了给简历增加点“含金量”，而虚拟地成立了这样一个社团。所谓的“与知名企业取得联系”也不过是和在一家知名公司技术部门工作的师兄做了一次短暂的交谈，请教了一下找工作的经验而已。其实这个社团在运作了很短的时间后，也因为各自忙于找工作而搁置，根本谈不上帮助同学就业。

如果应聘者描述的是亲身经历的真实事件，就会经得起面试官的刨根问底。如果是谎言，应聘者不可能事先将所有细节都设想好，在追问之下就无所遁形，即便应聘者临时编造，在内容的合理性上就容易产生纰漏。

3、应聘者借用他人的外衣包装自己

还有一种比较典型的虚假信息是，应聘者将别人的故事套用在自己身上。比如，阅读过同事的开发方案，参与了开发过程后，将自己形容成开发项目的负责人，推动并成功完成了工作。

因此，面试官不仅要深入挖掘事件本身的细节信息，如项目意图、困难挑战、技术思路、解决方案等等，还应适当地询问一些佐证信息，如哪些人参与了项目、哪位领导做出了怎样的评价、是否能留下相关人员的联络方式以便调查等。在这些问题之下，说谎者一般会立刻进行补救，或者拒绝透露他人的联系方式。在这种情况下，面试官对这个事件的真实性就应打上问号。

除此之外，还能通过观察应聘者非言语行为来辅助判断应聘者信息的真实性。心理学研究表明，人在撒谎时总是伴随者不自然的非言语行为，如面部表情僵硬、脸色苍白、身体动作突然减少、假笑、眼球不必要的快速移动、回避目光正视等等。当有这些“信号”出现，面试官就应引起注意。

二、所获得的信息不能准确反映素质状况

使用BEI面试技术的前提假设是，应聘者过去的行为可以用来预测将来的行为，在类似的情境中行为表现具有一致性。因此面试官应将焦点放在应聘者对自己实际行为表现的描述上，对于应聘者所描述的“看法”、“观点”、“态度”应尽量弱化。“做”和“说”终究是不一样的，这类信息是无法准确反映应聘者的真实水平的。

1、观点性信息不能代替行为信息

当应聘者以“我认为……”、“我想……”、“我觉得……”来陈述时，所获得的就是典型的观点性信息。例如：

“我认为我是能够承受巨大的工作压力的。”

“我觉得作为客户服务人员，就应该为顾客尽心尽力的。”

应聘者为了使自己看起来符合岗位要求，总是能做出迎合面试官的期望的回答。这时，面试官应进一步追问，比如：“请举一个例子详细谈谈你是怎么应对压力的？请具体谈谈你为客户做了

哪些工作？”通过应聘者对具体行为事件的描述，再来判断他的压力承受能力和客户服务意识如何。

2、理论性信息不能代替行为信息

有的应聘者总是能侃侃而谈大道理。例如：

“一个好的经理应该懂得如何授权，不仅要分清楚哪些工作可以授权，哪些不可以，而且在授权后应给予有效的支持和监督，保证授权下去的工作能顺利地得到执行。”

从应聘者的回答上，面试官只能判断应聘者知道“授权”的基本要求和操作要点，但是他在实际工作中是否能真正落实，还要依靠进一步地追问，比如：“请举一个最近发生的你授权给下属的例子？”

3、意愿性信息不能代替行为信息

应聘者在面试中也有不少表明态度的反应。例如：

“工作中我总是积极主动。如果承担更多的任务对我们工作有利，毫无疑问，我会主动去做的。”

“如果涉及到公司的机密信息，我一定会去制止他。这是肯定的，否则后果不堪设想。”

在评价应聘者的性格特点时，面试官最容易被这类的信息糊弄到。面试官应追问应聘者在实际工作中是否碰到过这种情况，并要求应聘者就具体的事件进行详细地描述。当然，即便对于经验丰富的面试官，通过谈话来评价性格也是很有挑战的，因此建议结合使用个性测验量表，在效度上会远远高于单纯做面试。

三、信息量太少，无法准确判断应聘者的素质水平

“当时，我发现在最后期限前可能完不了工，我找了几个骨干一起商量，首先在思想上取得了一致，然后我们一起鼓励整个团队的士气，带领项目组全力投入工作，加班加点，克服

困难，终于按计划完成了任务。”

这是应聘者一个很典型的回答，但是信息量还是不太够，所能做出的判断有限。有些HR朋友抱怨，应聘者总是不能按照希望提供足够的信息来帮助他们做出判断。其实，很多应聘者并不清楚需要详细描述到什么程度，因此面试官应抓住“事件”中的关键点进行追问，比如：“你当时凭借什么认为在最后期间可能完不了工？”，“你采取了什么方法来鼓励团队的士气？”，“在这个过程中，你碰到了什么困难，采取什么方式去克服？”等等。

除了追问外，也需要注意提问引导的技巧，来使应聘者“自觉”地详尽、具体地阐述故事。例如，在提问时要求应聘者尽量详细地描述整个事件，应聘者讲述过程忠进行一些引导，比如 当应聘者提到“找了几个骨干一起商量”，询问他“在商量过程中，你是怎么说的？他们是怎么说的？”，当应聘者提到整个项目组加班加点时，询问他“一共持续了多少天，每天工作几个小时，一般会到晚上几点”等等，将问题落实到事件的细节上，放慢应聘者讲述的速度，提高故事的精细度。

BEI面试技术的核心，在于收集当事人亲身经历的行为事件，用“STAR”原则可以来判断收集到的行为事件是否完整。“S”是情景，是应聘者所处的背景和环境；“T”是任务，是应聘者在情景中所要完成的达到和目标；“A”是行为，是应聘者围绕任务采取的行动，如果应聘者没有采取行动，也是一种行为；“R”是结果，是应聘者行为后所带来的成效。一般说来，每项素质能力有2-3个行为事件支持就足以做出判断了；同一个行为事件也很可能同时支持几个素质能力。

面试官不仅要了解到应聘者已经取得的业绩，更重要的是要了解应聘者是如何取得业绩的，根据应聘者取得业绩时所采用的方法和行为来判断其素质水平，这样就能将其他干扰因素如市场的变化、他人的影响、偶然性因素等进行有效排除

2.HR面试中的“十八般”秘密武器 篇二

1．相由心生，直觉判定

“相由心生”并非无稽之谈，作为常识性感觉，中国古代有 “识人八相”之说，比如“威相”的人威仪刚猛，一般具有决断力与行动力；“厚相”的人厚朴稳重，一般性情温和，心胸宽广；“清相”的人清秀疏朗，气度纯和，一般性情爽朗，思维敏捷，富有创造力……当然，面试不能仅仅以貌取人，要辅以其他测评手段来综合判断。

笔者同时从另外一个角度看待岗位与个性特质的适应度，在实践中发现：同一职业人群的个性特质在总体上有很多相似的地方。在一商业地产公司工作时，笔者曾将前台接待人员、销售人员、人事经理、财务出纳的个性特质做了这样的定位：前台接待人员——“顺眼不惹眼、吸引不勾引”；销售人员——“铜头、铁嘴、飞毛腿”；人事经理——“外圆内方、刚柔并济”；财务出纳——“四平八稳、胆小如鼠”……这些，是职业人群共性特质的一部分，是同一类职业人员因实际工作的需要长期形成的共性特征，具有一定的代表性，可以通过面试感觉而初步定位。当然，这需要在阅人无数、积累了丰富的识人经验后方可判断，而且只是初步判断，是否录用，一定要结合其他测评工具。

2．兵不厌诈，验明正身

各类证件是真是假，工作经历是否属实，不一定通过网络查询、调查取证的方式进行，因为调查有一定的难度，有时费时费力。在把握不准的情况下，可以适当尝试用杜撰对方毕业学校、前工作单位等的领导或同事姓名或其他虚拟场景来试探对方，看对方的反应，如果对方唯唯诺诺，以假乱真，那一定有诈；如果对方立即纠正错误，而且清晰地告诉正确答案，说明情况属实。

3．开门见山，直抵核心

为节约面试时间，要尽量减少寒暄，直接进入面试主题，抓住要害。结合招聘岗位的工作内容、核心素质要求以及应聘者简历的内容，直接进行实质性面试，这可以在最短时间内观察应聘者的反应能力、专业深度等情况。

4．避实击虚，见缝插针

简历中发现的一些疑点或在面试中对方回答问题的漏洞应当引起面试考官的关注，围绕这些问题要及时进行询问与验证，以了解事情真相，避免面试盲点。

5．顺藤摸瓜，步步为营

当我们问到某些问题的时候，对方在回答时可能会反馈出很多信息，我们要随时把握突破口，富有逻辑性地顺藤摸瓜、刨根问底，获取对面试有参考价值的信息。比如面试人事经理，当我们问及薪酬管理方面的问题时，如果对方在回答时涉及到了绩效考核、职位价值、市场调研方面的信息时，等对方把这个问题回答完毕后，我们可以接着问关于绩效管理、岗位评价等方面的问题；如果谈到绩效管理时，对方若涉及到企业文化或执行力的信息时，我们再接着聊关于企业文化或执行力的话题……随着问题的深入，我们会越来越清晰地了解对方的知识、经验、价值观等有效信息。

6．案例讨论，旁观者清

招聘时，笔者有时会用案例讨论的方式进行，让几个备选人共同探讨某一个话题。作为面试考官，只在一旁静静地观察，必要时予以适当的引导。这时候不仅仅看发言人的表现，更重要的是观察其他备选人的反应，如果旁观者聚精会神地聆听或认真地思考，甚至记录或点头微笑，说明他具有团队合作的意识，在关注并分享他人的感受，这当然是我们对人才的基本要求。相反，如果别人发言的时候，有的人漫不经心，甚至表现出不屑一顾，这说明他不尊重别人，情商指数有待提高，他将是我们首先PASS的对象。

7．龙马过招，自有分明

这是在几个候选人基本条件相近、势均力敌、不分上下，让面试考官在短时间内难以选择的情况下采取的非常手段。即让几个备选人互相提问（当然提问的问题与应聘岗位的工作有关），规则是提问者在对方回答完毕后，其本人也要阐述对自己所提问题的看法。通过这种过招方式，看谁能在整个过程中发挥自如、游刃有余，以此来判断谁是比较合适的候选人。

8．真刀真枪，实力作证

在招聘某些专业技能较强的岗位人员时，可以先进入实操性测试，再进行综合测评。例如平面设计人员可先直接上机操作，根据要求现场设计作品；招聘司机，直接在车场设置障碍物，现场测试其驾驶技术；招聘编辑人员，先直接根据要求现场写一篇文章，看其文采与创作思维如何。

9．车轮战术，全面评定

招聘一些需要经常与相关部门协作的岗位人员时，需要各相关部门负责人轮流面试，从不同的角度考察，相当于车轮作战。这样会从多个视角全面把握这个人能否适应公司的文化，当大家都认同他时，录取后他会更快、更好地进入工作角色，与大家愉快合作。

10．排山倒海，压力盖顶

当我们招聘业务类、公关类、管理类等要求心理承受能力较强的岗位人员时，可以采取多个面试考官集中面试，轮番提问，造成压力盖顶之势，来测试其心理素质。抗压能力差的人会经不起考验，很快败下阵来。

11．角色模拟，渐入佳境

招聘业务类人员时，经过初步面试后，复试时可以模拟一个正常的工作情境，让其直接扮演公司业务人员向面试考官进行产品推销，在测试过程中，考官也要进入日常的业务沟通状态，故意设计一些刁蛮的问题，观察其反应能力、沟通能力、推销技巧及心理素质等。

12．历史回顾，返璞归真

与行为面试法接近，通过应聘者对过去特定情境下行为的回忆来了解其过去的表现、业绩、是否真诚等信息。需要注意的是：不仅要认真倾听，观察其表情与肢体语言，还要寻找关键点作为突破口顺势询问，以判断信息的真伪。如：一位应聘考核主管的人回忆在上一个单位制定考核方案的情景时滔滔不绝，说方案全是他一人策划、制定的，但考官顺势一问方案内容中的一些制定依据及目的时他却张口结舌，支支吾吾，显然他不是方案的策划人，只是执行者或者至多是参与者。

13．重复提问，巧设迷阵

对于一些关键问题，为了验证应聘者的回答是否真诚，可以在对方回答完毕后，先询问其他问题，当对方陷入问题的“漩涡”后，过一二十分钟再问刚才的关键问题或类似刚才的问题，通过这种方式来检测对方回答的结果与刚才的回答是否一致。

14．行为细节，考察个性

一个人表情的变化、细节的动作乃至站姿走势都是其深层次特征的信息符号。一次笔者在招聘业务人员时，中午代表公司请候选人吃饭，提前通知食堂准备三个密封的调味小瓶，分别装上酱油、醋、辣椒油，瓶上没有任何提示性标志。我告诉他们，某些菜加上调味品味道会更好。这时，有些人连看都没看就倒了一点调味品，然后才发现是辣椒油——不是他要的醋；有些人谨小慎微，分别打开瓶盖，仔细观察，甚至用鼻子闻闻然后再选择……因此我判断：前者虽然有点粗心，但富有冒险精神，敢于挑战；后者虽然心细如发，但过于谨慎，缺乏挑战精神。而当时公司发展的特定阶段要求业务人员的基本个性特质是“可以不拘小节，但必须具备挑战精神”，显然，前者在个性方面是与公司的要求相吻合的。

15．欲擒故纵，显露胸襟

当招聘某些岗位，需要该岗位从业人员心胸宽广，同时具有较强的抗挫折能力的时候，我们可以在面试结束时故意暗示或直接表明对方不符合公司要求，当接收到这一信号时，应聘者的表现是不一样的：有的惊诧，有的黯然，有的表现不悦，有的甚至没有道别就拂袖走人……当然，我们最希望的状态是保持君子风度，不卑不亢，坦然面对，在理解面试考官的同时不失自信。因为录用与否都有其特定的理由，没有录取并不代表应聘者不优秀，即使无法合作，至少也给应聘者提供了一次了解企业及自己的机会。

16．书面改错，以假乱真

应聘者往往对正面问题回答比较自如，但实际经验、技能水平状况如果通过反面的改错更能反应其真实状态。比如：招聘一名秘书，可以设计一篇错误百出的公文，从格式上、语句上乃至标点符号、盖章位置上制造明显的错误让其纠正；招聘人事经理，结合企业背景设计一套漏洞百出的考核方案或薪酬方案，让其对方案进行诊断与纠正……有些人在探讨理论时夸夸其谈，但改错时无从下手，甚至越改越错，这种情况下实操能力已经无法恭维了。

17．旧主评说，透视人品

在面试过程中涉及到应聘人员对过去单位的看法时可获得应聘者一些基本道德品性的信息。有人将原雇主说得一塌糊涂；有人则客观地评价原单位，不搀杂个人的感情色彩，同时保守原公司的商业机密……事实上，人都应有感恩之心，不管过去单位如何，至少给自己付出了劳动报酬，给自己提供了一次实践的机会；同时，没有问题的企业是不存在的，如果将来离开本公司会不会同样“出卖”企业？毕竟，“曹操之心”，人皆有之，在用人单位眼中，恪守基本的职业准则是人品的直接体现。

18．好事多磨，表现真诚

招聘中高层人员或其他特殊类岗位，需要测试其对公司的认同度，最好不要一次性决定是否录用。可多次邀请对方来公司洽谈（也可以安排在业余时间），一方面增进对方对本公司的了解，一方面看其合作的诚意，如果两次以后对方再也不来公司面谈，企业要果断舍弃，因为适当的放弃也是一种美。试想：如果对方没有真正认同公司的价值观，没有诚意与公司合作，即使录取了，也不会在公司久留，公司可能还要面临重新选择。

3.hr如何面试 篇三

HR如何面试求职者

面试官该如何面试求职者呢?YJBYS求职网HR的经验是：一聊、二讲、三问、四答，

一、聊

为什么面试官要采用聊的形式呢?求职者没有正式录用之前，和面试官没有隶属关系，是相互选择的对等关系，不是谁求谁的关系。聊，不同于讲，聊是两个人或少数几个人之间的非正式交流，聊是在小范围内轻松气氛中进行的，聊显得非常自然，让求职者放松后发挥出正常的水平。如果不采用聊的方式，一本正经地，让求职者感觉特别别扭，不易发挥正常水平。

二、讲

为什么说求职者是讲而不是聊?因为，尽管面试官采用的是聊天的形式，但求职者表述自己看法时一般都是在讲，这是由于求职者和面试官的心理状态不对等以及信息不对称造成的。求职者一般都急于展示自己与应聘岗位相宜的才能与品质，处于表现自己的心理状态，不可能平静地聊，所以只能是讲，甚至是演讲。如果求职者能够和面试官轻松地聊，说明求职者的心理素质特别好，或者心理优势特别明显，这一般是久经职场的高级别职业经理人。

三、问

主要问三方面内容：问面试官应该了解但在简历和笔试以及在三分钟陈述中一直没有叙述出来的问题;问求职者在陈述中自相矛盾的地方或陈述中和简历矛盾的地方;问求职者陈述的事实以及简历中反映出来的内容与应聘职位不相宜的地方。

问话的语气方式也要因人而异，对性格直爽开朗的求职者可以问得节奏快一些、直接一些，对内向的人可以适当委婉一些，但无论如何都不要伤害求职者，或者以教训的口吻对待求职者，时间充裕的话可以以讨论的`形式交流些观点和看法，

但不论怎么问，都要问到点子上，柔中带刚，曲中显直。只有问到矛盾处，才能真正发挥问的效果，通过面试官发问，一是补充需要了解的关键信息，二是就矛盾问题看求职者的应变能力、诚信问题等。

四、答

在招聘过程中，求职者在回答面试官的问题后也会主动反问面试官，而求职者问的一般都是关系到所应聘职位的薪水、待遇、休假方式、作息时间、业务程序，岗位之间的关系、公司背景以及与竞争对手的关系等问题。面对求职者的反问，作为面试官应该实事求是地回答，但回答要有艺术性。

面试官和求职者相互之间的问答，总体时间掌握在四分钟之内。时间长了，就成了谈话和讨论。

面试一位求职者的总计时间是10分钟。时间太少，面试不出效果来，时间太长，不仅加大了面试成本，而且面试效果也会降低。当然，对明显不相宜的求职者，可以在短短五分钟之内结束面试，但要客气礼貌地结束。

HR如何与求职者进行薪资谈判

4.hr面试技巧 篇四

第一阶段：准备阶段。准备阶段主要是以一般性的社交话题进行交谈，例如主考会问类似“从宿舍到这里远不远”、“今天天气很好，是吗？”这样的问题，目的是使应聘人员能比较自然地进入面试情景之中，以便消除毕业生紧张的心情，建立一种和谐、友善的面试气氛。

第二阶段：引入阶段。社交性的话题结束后，毕业生的情绪逐渐稳定下来，开始进入第二阶段，这阶段主要围绕其履历情况提出问题，给应聘者一次真正发言的机会。例如主考会问类似“请用简短的语言介绍一下你自己”、“在大学期间所学的主要课程有哪些”、“谈谈你在学期间最大的收获是什么”等问题。

第三阶段：正题阶段。进入面谈的实质性正题，主要是从广泛的话题来了解应聘人员不同侧面的心理特点、行为特征、能力素质等，因此，提问的范围也较广，主要是为了针对应聘者的特点获取评价信息，提问的方式也各有不同。

第四阶段：结束阶段。主考在该问的问题都问完后，会问类似“我们的问题都问完了，请问你对我们有没有什么问题要问”这样的话题进入结束阶段，这时毕业生可提出一些自己想提问的问题，但不要问类似“请问你们在我们学校要招几个人”这样的问题，大部分单位都会回答你“不一定，要看毕业生的素质情况”，可以就如果被公司录用可能会接受的培训、工作的主要职责等问题进行提问。

根据在咨询中针对人事主管的调查，统计出20个人事主管最常问的问题和最喜欢的答案。问题1：你为什么想离开目前的职务？

A.别的同仁认为我是老板前的红人，所以处处排挤我。

B.调薪的结果令我十分失望，完全与我的付出不成正比。

C.老板不愿授权，工作处处受限，绑手绑脚、很难做事。

D.公司营运状况不佳，大家人心惶惶。解答：超过一半的人事主管选择C，其次为D。选择C的回答，可以显示应征者的企图心、能力强，且希望被赋予更多的职责。选择D，则是因离职原因为个人无法改变的客观外在因素，因此，面谈者也就不会对个人的能力或工作表现，有太多的存疑。

问题2：你对我们公司了解有多少？

A.贵公司在去年里，长达8个月的时间，都高居股王的宝座。

B.贵公司连续3年被XX杂志评选为“求职者最想进入的企业”的第一名。

C.不是很清楚，能否请您做些介绍。

D.贵公司有意改变策略，加强与国外大厂的OEM合作，自有品牌的部分则透过海外经销商。解答：以D居多。道理很简单，他们希望求职者对所申请的工作有真正的了解，而不仅仅是慕名而来。

问题3：你找工作时，最重要的考虑因素为何？

A.公司的远景及产品竞争力。

B.公司对员工生涯规划的重视及人性化的管理。

C.工作的性质是否能让我发挥所长，并不断成长。

D.合理的待遇及主管的管理风格。

解答：以C居多，因为公司要找工作表现好、能够真正有贡献的人，而非纯粹慕名、求利而来的人。

问题4：为什么我们应该录取你？

A.因为我深信我比别人都优秀。

B.因为我有很强烈的企图心，想要与贵公司共同成长。

C.您可以由我过去的工作表现所呈现的客观数据，明显地看出我全力以赴的工作态度。

D.我在这个产业已耕耘了8年，丰富的人脉是我最大的资产。

解答：这题理想的回答是C。你如何让对方看到你的好？单凭口才，是很难令对方信服的，因此，从履历表内容或之前的回答内容中，如果能以客观数字、具体的工作成果，来辅助说明，是最理想的回答。

问题5：请谈谈你个人的最大特色。

A.我人缘极佳，连续3年担任福委会委员。

B.我的坚持度很高，事情没有做到一个令人满意的结果，绝不罢手。

C.我非常守时，工作以来，我从没有迟到过。

D.我的个性很随和，是大家公认的好好先生(小姐)。

解答：这题理想的回答是B。A、C、D虽然都表示出应征者个性上的优点，但只有B的回答，最能和工作结合，能够与工作表现相结合的优点、特质，才是面谈者比较感兴趣的回答。问题6：“请你自我介绍一下”

思路：

1、这是面试的必考题目。

2、介绍内容要与个人简历相一致。

3、表述方式上尽量口语化。

4、要切中要害，不谈无关、无用的内容。

5、条理要清晰，层次要分明。

6、事先最好以文字的形式写好背熟。

问题8：“你有什么业余爱好？”

思路：

1、业余爱好能在一定程度上反映应聘者的性格、观念、心态，这是招聘单位问该问题的主要原因。

2、最好不要说自己没有业余爱好。

3、不要说自己有那些庸俗的、令人感觉不好的爱好。

4、最好不要说自己仅限于读书、听音乐、上网，否则可能令面试官怀疑应聘者性格孤僻。

5、最好能有一些户外的业余爱好来“点缀”你的形象。

问题11：“谈谈你的缺点”

思路：

1、不宜说自己没缺点。

2、不宜把那些明显的优点说成缺点。

3、不宜说出严重影响所应聘工作的缺点。

4、不宜说出令人不放心、不舒服的缺点。

5、可以说出一些对于所应聘工作“无关紧要”的缺点，甚至是一些表面上看是缺点，从工作的角度看却是优点的缺点.“你为什么选择我们公司？”

问题12：“谈一谈你的一次失败经历”

思路：

1、不宜说自己没有失败的经历。

2、不宜把那些明显的成功说成是失败。

3、不宜说出严重影响所应聘工作的失败经历，4、所谈经历的结果应是失败的。

5、宜说明失败之前

自己曾信心白倍、尽心尽力。

6、说明仅仅是由于外在客观原因导致失败。

7、失败后自己很快振作起来，以更加饱满的热情面对以后的工作。

问题13：“你为什么选择我们公司？”

思路：

1、面试官试图从中了解你求职的动机、愿望以及对此项工作的态度。

2、建议从行业、企业和岗位这三个角度来回答。

3、参考答案——“我十分看好贵公司所在的行业，我认为贵公司十分重视人才，而且这项工作很适合我，相信自己一定能做好。”

问题14：“如果我录用你，你将怎样开展工作”

思路：

1、如果应聘者对于应聘的职位缺乏足够的了解，最好不要直接说出自己开展工作的具体办法，2、可以尝试采用迂回战术来回答，如“首先听取领导的指示和要求，然后就有关情况进行了解和熟悉，接下来制定一份近期的工作计划并报领导批准，最后根据计划开展工作。”

问题16：“我们为什么要录用你？”

思路：

1、应聘者最好站在招聘单位的角度来回答。

2、招聘单位一般会录用这样的应聘者：基本符合条件、对这份共组感兴趣、有足够的信心。

3、如“我符合贵公司的招聘条件，凭我目前掌握的技能、高度的责任感和良好的饿适应能力及学习能力，完全能胜任这份工作。我十分希望能为贵公司服务，如果贵公司给我这个机会，我一定能成为贵公司的栋梁！” 问题17：“你能为我们做什么？”

思路：

1、基本原则上“投其所好”。

2、回答这个问题前应聘者最好能“先发制人”，了解招聘单位期待这个职位所能发挥的作用。

3、应聘者可以根据自己的了解，结合自己在专业领域的优势来回答这个问题。

问题19：“你希望与什么样的上级共事？”

思路：

1、通过应聘者对上级的“希望”可以判断出应聘者对自我要求的意识，这既上一个陷阱，又上一次机会。

2、最好回避对上级具体的希望，多谈对自己的要求。

3、如“做为刚步入社会新人，我应该多要求自己尽快熟悉环境、适应环境，而不应该对环境提出什么要求，只要能发挥我的专长就可以了。”

问题20：“您在前一家公司的离职原因是什么？”

思路：

1、最重要的是：应聘者要使找招聘单位相信，应聘者在过往的单位的“离职原因”在此家招聘单位里不存在。

2、避免把“离职原因”说得太详细、太具体。

3、不能掺杂主观的负面感受，如“太幸苦”、“人际关系复杂”、“管理太混乱”、“公司不重视人才”、“公司排斥我们某某的员工”等。

4、但也不能躲闪、回避，如“想换换环境”、“个人原因”等。

5、不能涉及自己负面的人格特征，如不诚实、懒惰、缺乏责任感、不随和等。

6、尽量使解释的理由为应聘者个人形象添彩。

5.HR如何电话面试 篇五

1) 语气、语速。

一个人的语气和语速能够反映一个人的内在素养和阅历，同样一个问题，经验丰富的应聘者和初入职场的新人在回答问题时还是有很大的差别的。

因此，在进行电话面试时，应聘者的语气、语速，甚至语调都要认真听，并由此形成一个对应聘者的大致轮廓。

2) 对基本信息的确认。

电话面试往往作为现场面试的第一关，需要对应聘者的信息做第一步的筛选。由于时间限制，应尽量选取公司最关心的问题进行询问，以及对一些简历信息进行真伪问答，看是否有漏洞。

3) 要听出一些“弦外之音”。

有时候，应聘者为了能够面试成功，往往会对自己进行一些“粉饰、夸张”(当然，有些内容并不一定是假的)。

比如，仅仅做过专员的，却说自己是主管。因此，我们对应聘者的回答不能尽信，要适时验证，以取得最真实有效的信息。

4) 要注意“紧张”还是“说谎”。

这是比较经常遇到的问题，特别是在年轻人求职时。

虽然在紧张和说谎时都会有一定的“结巴”、“口吃”，但紧张的话从头至尾始终存在，而说谎的话则只是在个别时候“卡壳”，所以，用心听还是可以听出来的。

5) 了解应聘者的“求职欲望”。

有些应聘者目前仍在职，只是为了寻找更好的机会而应聘;而有些是在好几家公司应聘，并对比哪家更“好”等等情况。

而只有真正有强烈的“求职欲望”的应聘者才会更加稳定，这也是我们选择应聘者比较看重的因素。

那些在回答问题时比较积极的应聘者，或者主动关心招聘岗位情况的应聘者，往往有着比较强烈的求职欲望。

6) 提问时避免提“是否”类问题。

对于明显的“是否”类问题，往往有很强的引导性，起不到面试的作用。比如：你是否是一个正直的人?你能否客观处理同事间出现的矛盾?这类的问题引导性较强，不能准确考验应聘者的素质。

而改问：你能否举一个说明你正直的例子?如果同事间出现矛盾，你是怎么处理的?这样发问才能更好的发现应聘者的真实信息，为我们提供更有力的参考因素。

电话面试话术

王：您好，我是**公司人力资源部的王小姐，请问是陈先生吗?

陈：您好，是我，有什么事吗?

王：请问您现在接电话方便吗?

陈：可以的。

王：好，谢谢，给您打电话，是因为收到您前几天通过138美容人才网站发来的简历，想应聘销售主管一职，所以，想对您的一些情况进行初步了解，时间大概5分钟左右，可以吗?

陈：好的，请问吧?

王：谢谢!请问您现在是离职还是在职?

陈：离职。

王：谢谢，我们公司是**行业，您了解一些吗?公司在**地方，您愿意来吗?

陈：有点了解，愿意来的。

王：谢谢，能否简单介绍一下您的学习和工作经历?

陈：好的，***。

王：谢谢，您能否简单说下您每天和一个月的主要工作?您销售业绩的主要考核指标是怎样的?

陈：好的，***。

王：谢谢，那您对工资和其他方面有什么要求?

陈：我对工资的要求是**，希望有五险、包吃住***。

王：谢谢您，我会将您的情况向领导反映，如果需要到公司来面试，我会及时通知您的，请保持手机开机，好吗?

陈：好的。

王：谢谢您，再见。

陈：再见。

电话面试注意事项

1、电话面试时应事先审阅求职者简历并列出面试问题;

2、确认对方后向其介绍公司与职位的基本情况，确认其最近两次工作变换的原因，其在职时岗位职责与成就，了解他在团队中的位置及作用，个人强项与需提升的地方等;

3、了解求职者目前薪酬水平及构成，期望与底线等，还有预留时间给求职者提问;

4、电话面试应明确此次电话面试的重点，应更多关注对应聘者的简历的基本情况进行确认，并对其简历中不明白或不清晰部分进行明确，作深一步的了解;

5、在联系求职者时，如果第一次拨打没有接听或挂掉，可以半小时后再拨打，如果仍未接听则可等待其回电，如没有回电则放弃该名求职者，这样也可以从侧面反映出他的一个主动性;

6、电话面试时应选择一个相对安静、不被打扰的空间，方便面试者与求职者进行沟通，沟通过程中要记录好相关的问题;

7、询问求职者的问题时，要注意语言及语气，态度要好，注意礼貌用语，如电话临时有事中断，可与其另外再约定电话面试的时间;

8、作为HR在电话面试时，注意自己的语调、语速及措词，如果是招聘技术类型或某些专业知识较深的岗位时，最好让用人部门来进行电话面试。

1.HR如何进行电话面试

2.作为hr如何面试hr

3.HR如何做好电话面试的工作

4.hr电话通知面试技巧

5.HR电话面试技巧有哪些

6.HR面试HR，如何与同门过招

7.hr如何面试别人

8.作为HR如何面试应聘者

9.hr如何面试技术人员

6.hr面试心得 篇六

前言

转眼间，我毕业工作已接近十年，也在人力资源领域里浸淫许久，偶尔一个机会，让我有了一次HR面对HR的高层对决。HR的经历，让我得以面试了无数人，如今，要去找一个更能发展自己的工作机会，成为被面试的对象，这是一件奇妙的事：你必须要换一个角度和姿态来面对HR同行，犹如灵魂出窍般地审视自己。

这次换位经历，让我发现很多以为已经不再存在的问题，让我重新看待自己以往的做法，获得更多改善工作的思路。

高层岗位面试中，我们忽略了什么?

1、高层岗位目标不清晰

接到猎头的电话，是一家大企业HR总监职位。出于职业习惯，我对高层岗位通常都会在电话里多聊一阵。因为这种空降高层，通常都要先承担企业短期、中期的目标任务。同样是HR总监，不同的企业规模、发展阶段，要做的事情却要大相径庭。

猎头对岗位目标的回应含糊其词，只是一味地给我强调岗位待遇是年薪20万，另加年终奖。当然，目前来说，工资待遇在我的职业生涯选择中仍然占有相当高的权重，但是，我更加追求的是这种工资相对高增长的可持续性。我想在有限的时间，做更多的事，职业生涯，能在不年轻的时候延续，老而弥珍最好。涉及企业机密，猎头一般不能深入了解到客户高层岗位的详细情况，我非常理解。简单交流后，我让猎头安排该企业的HR人员跟我一次电话的沟通。

接到G企业的电话，是招聘经理。对于岗位目标的解释，招聘经理开始给我“掉书包”：把HR6个模块说了个遍。出于礼貌，我没有打断经理的讲话。高层岗位的职位说明书，一定是只说个大概，甚至是说了等于没说。因为越到高层，工作内容越变化莫测，这样才能最好地适应外界的变化。基层岗位，特别是生产一线岗位，岗位职责非常具体，一目了然。我相信这位招聘经理是在给我念HR总监的岗位说明书，而我需要的，却是具体做事的目标!

也许招聘经理职位不高，无法接触到企业高层战略目标的内容。看来，只通过电话是无法达到我的初级目标：G企业HR总监的职位目标到底是什么?

简单交流后，我与招聘经理预约面试。

2、高层岗位面试人员安排不合理

为避免迟到，我提前出发，而路途相当顺，使我比预计时间早到了半个小时。在大堂稍作休息，提前十分钟，乘电梯，直达G公司。

见到了通过电话的招聘经理，握手、寒暄后，让我先在会议室等候，他去请示要面试我的人。我客气地问：“不知一会儿面试我的老总，该怎么称呼?”他的答复让我有些吃惊：“我们有3位老总呢，我去看看谁有时间。”

再等了一阵，我见到了“有空的老总A”。是一位身材高大的中年男士，沉稳谦和，有着一种领导气势。

面试很简单，顺着我的简历，从最近向前捋，先让我介绍在最近公司的工作。其间问了几个问题，都很表面，是对简历上文字的补充。然后，老总向我简单介绍了公司的情况，

眼看就要结束面试了，似乎要遗漏，幸而又想起，“老总A”问我，是否有什么问题?

第一个问题，我问：“我们企业现在的规模有300人，计划1年后增加至1000人，发展非常迅速。这大量增加的人员，基层一线与中层经理的比例如何?

我想从中判断，G公司HR部门在业务迅速发展的未来1年里会遇到哪些关键的难题，从人员结构、组织架构里可以找到答案。

老总A：“G公司的业务是与中国移动合作完成的，我们的人员架构要根据合作形式来调整的，现在说不准。近年来通讯行业发展迅速，我们需要补充大批新人。”

这时，老总看了一下表，我赶紧抓住机会问了第二个问题：“您认为，未来1-3年，我们公司HR的工作重点应该有哪些呢?”

我想从中了解，G公司对HR总监的甄选，除常规要求外，是否有特别的倾向性，来评估自己通过面试的几率。这个问题，从G公司的HR工作短期目标要求最好评估。另外，我也要考虑自己是否适合这样的岗位，这样一段工作经历可能会对今后职业生涯产生什么影响，是不是我所期望的。

老总A：“哦，这个是分管HR的老总负责的，我分管公司的客服工作。”

拜托～～!聊了半天，鸡同鸭讲了。招聘经理说要见3位老总，估计其中有1位是分管HR的。握手，告辞，我估计面试过程不过半个多小时。

我重新留在会议室，等待着另2位老总是否有空。招聘经理进来，满脸歉意：“不好意思，罗先生，我们其他老总临时有事都外出了，要不我们另约时间?”

我一边答应着，一边说没关系。走出G公司的大门，我马上意识到这并不是我想要的职位，我也不会再浪费时间来面试了。

在这次面试中，我对于G公司的安排有几点疑问，也许真实的情况并不是如我所分析的这样，但是，从一个外人眼光看来，的确有不尽如意的地方：

一、面试前是否做了功课?3位老总在事前未准备好对我的面试，怎么连分管应聘岗位的老总都能“临时外出”?从老总A的面试提问中，我想，估计是临时才拿到我的简历阅读了一下，草草了解。估计G公司对高层、中层、基层岗位的面试流程都是一样的。

二、面试没有重点。对岗位未来1-3年短期的工作目标要求是什么，老总们都应该清楚的。高层岗位不是“人有我也要有”的，万一目标不认同、文化不认同，员工职位越高，对企业的伤害会越大。

三、面试不细致。可能是因为时间有限，也可能是对我的情况不甚感兴趣。初试不细致，有两种后果，一是流失人选，二是加大复试工作量。我比较认可，初试要细，复试要深。

四、未能帮助应聘者了解公司及应聘岗位。从与猎头，到招聘经理，到老总A的沟通，自始至终得不到具体的答案。为什么不在面试中与应聘者再探讨一下呢?由企业来了解一下，应聘者个性气质与企业文化是否吻合。

3、老板对高层岗位招聘不重视

7.hr的面试自我介绍 篇七

hr的面试自我介绍(一)

工作积极主动、责任心强，具有很好的团队合作精神及敬业精神，能够承受较强的工作压力。6年人力工作从业经验，结合实际工作系统地学习了人力管理知识，考取了国家人力和社会保障部人力管理师职业资格，熟悉现代企业管理模式，具备现代人力管理理念和扎实的理论基础，对人力管理各职能模块有较深入的认识，并具有实际操作经验;

有较强的文字和数字处理能力，长期负责公司的文件编撰工作，曾作为非技术材料的主要编撰者参与公司高新科技企业申报、创新项目申报工作，以及负责公司首都文明单位、北京市和谐劳动关系单位等申报材料的编撰工作;参与公司销售政策的调整，综合各种因素制定公平合理的销售提成及奖励机制，设计计算公式，并担任计算工作;

任职期间，建立了公司的电子化人才信息库，完善员工信息管理工作;制定招聘计划及招聘流程，通过推行半结构化面试，准确识别人才，引入试用员工考核机制，使公司的员工流失率由34%降低到11%，并使适岗率有大幅提高;了解各部培训需求，制定计划并组织实施，提高员工技能和工作效率;针对中层管理者制订了工作任务书考核办法，提高了企业的执行力及工作效率;XX年合理利用政策(京平政发13号文)为公司争取政府社保资金补贴近40万元，办理招用适龄失业人员就业，共20余人享受政府补贴。

hr的面试自我介绍(二)

我性格沉稳，工作认真，态度积极，有上进心，热爱人力工作，有良好的人际沟通能力，较好的领导力和组织能力。

工作中能够很好的团结同事，尊敬领导，乐于帮助他人，能够很好的发挥团队的力量和优势。不怕辛苦，任劳任怨，自学能力及领悟能力较强。

招聘方面：能够及时满足集团及各子公司各个部门的人员需求，招聘岗位包括：销售总监，融资经理，暖通工程师，财务会计，工程预算人员等，包括公司的各个层级。新入职员工表现均很优秀，得到了领导及同事的好评。同时与部门负责人一起完善了公司的招聘流程，规范了面试的各个程序，提高了面试的信度与效度。

社保方面：进入公司后，对集团及各子公司人员的保险缴纳情况进行梳理，目前各项工作已正常开展。熟悉社会保险相关事务的各项流程!

员工关系方面：主要是梳理员工的劳动合同，完善劳动合同书，按时进行续签工作，尽可能规避劳动风险，避免产生不必要的劳动纠纷。同时进行员工信息的定期更新，入职材料的完善等。

培训方面：负责组织公司人员的培训，包括收集培训需求，整理公司培训计划，选拔培训讲师，安排相关培训及培训后的效果反馈情况等;公司以内部培训为主，外部拓展为辅。提高了员工的专业技能，增强了各部门的团队合作精神及凝聚力。

8.hr如何面试技术人员 篇八

对于设计师级别，我会分成模块设计师、子系统设计师、专业系统设计师和系统设计师四个级别来考量。

对于设计师，在工具使用方面的考量会降低一些，但在对于系统理解方面则会加强考核。

1.模块设计师

对于模块设计师，我认为他需要掌握怎么样设计模块才能让程序员可以按照设计开展，以及如何考察设计的实现。

常问的问题：

1、根据面试者的经历，挑选面试者曾经做过的模块，问他会怎么样去进行设计;

2、怎么样去保证模块按设计的实现(可以问的问题是举例实现人员在实现时出现差错，他会怎么办)。

3、根据公司的需求，来问一些业务方面的理解能力。

2.子系统设计师

对于子系统设计师，我认为他需要掌握如何划分模块的能力以及如何去考评模块设计师的设计的能力。

常问的问题：

1、根据面试者的经历，挑选一个子系统问他怎么样去进行设计;

2、怎么去考评模块设计师的设计;

3、根据公司的需求，来问一些业务方面的理解能力。

3.专业系统设计师

对于专业系统的设计师，主要则需要考评其对于专业系统的理解程度以及知识的掌握面的程度。

常问的问题：

1、根据面试者的经历，如其有流程系统的设计经验，可以问流程系统的相关设计知识点，看其的掌握程度;

2、简单的介绍实现一个专业系统的关键点，同时说下自己对于该种专业系统的发展的想法。

4.系统设计师

对于系统设计师，则要要求更加的全面，考察其对于系统的架构设计的能力以及带领、组织团队的能力。

常问的问题：

1、根据面试者的经历，问其其中一个系统给他设计的话，他会怎么去做，这个主要考评其从需求推导设计的能力;

2、问面试者认为在进行系统设计时需要考虑的因素，或者就是以一个失败的案例，问他认为设计的失误出现在哪。

上面说的主要都是技术方面的考评，在性格方面需要考评团队合作能力、责任心这些等等，这些可以更多的让HR帮忙。

二：面试程序员

对于程序员级别，我会分成初级程序员、程序员和高级程序员三个等级来判断。

1.初级程序员

对于初程，在技术上其实我不会有过多的要求，对于初程我会更加关注他对于技术的兴趣程度(对于技术网站的关注、各种前沿技术信息的关心)，而不仅仅是因为生活所迫;另外就是在技术方面的基本功和对于公司需要采用的产品/开源工具的了解程度。

根据这样的标准，在面试初级程序员时问的问题就集中在这两个方面，常问的就是：

1、经常上什么技术网站，论坛?

2、最近业界的最新技术出现了些什么?

3、根据公司采用的产品/开源工具来问，如公司采用webwork，可以问下面试者是否之前用过，或者是否用过类似的?

2.程序员

对于程序员，在技术上就要有所要求了，也许因为我更看重实战，所以对于程序员，我认为在工具方面上应该是很熟练的人员，其次就是对于工具的快速掌握能力。

根据这个标准，在面试程序员时我会常问的问题：

1、根据公司采用的产品/开源工具和面试者的经历来问，如公司采用webwork，但面试者以前只用struts，那么我会问他开发一个模块时，在采用struts下是一个怎么样的经典开发过程，开发过程中可能会碰到什么问题?

在工具的快速掌握能力上我现在并没有采用具体的考评手段，只会大概的问问面试者，但我觉得最好的方法就是让面试者当场采用一种未曾使用过的技术做hello world之类的东西，这样可以考察面试者学习工具的能力以及承受压力的能力。

3.高级程序员

对于高级程序员，在技术上自然要求就更高了，对于高程，除了需要熟练的使用工具之外，我觉得高程需要具备对于设计思想的深刻理解。

1、根据公司采用的产品/开源工具和面试者的经历来问，如公司采用webwork，但面试者以前只用struts，那么我会问他开发一个模块时，在采用struts下是一个怎么样的经典开发过程，开发过程中可能会碰到什么问题?(面试这样的问题是判断面试者到底有没有具备程序员的能力，具备了才继续往下问)

2、根据面试者的经历问设计模式方面的问题，如面试者采用过webwork、spring IoC、Hibernate这些东西，那么我会问一些MVC、IoC、ORM这样的实战问题，多是问如果让你自己实现一个webwork这样的MVC框架的东西，你会怎么做?

9.hr面试等汇报上级 篇九

我经常遇到的面试过程是这样的：

1、时间通常是1-1.5小时左右;

2、一开始就直接进入主题，让候选人自我介绍，而且不规定时间，想说什么就说什么，想说多久就说多久，中间不太会主动打断;

3、然后，就按工作经历开始问，从第一份工作开始，一直到最近这份。主要了解在这些机构里主要是做什么具体的工作以及大致的流程;

4、多数时候是问工作相关情况，很少会针对性的了解“人”相关的问题;

5、最后就是简单介绍一下公司的基本情况并匆匆结束面试。

可能我这描述过于简单，但大体就是如此。面试下来，有时候我都不知道对方想重点了解和评估什么?

通常我把面试分为前、中、后三个阶段：

1、前期主要是明确用人需求和标准、设计面试大纲、初步电话沟通;

2、中期主要是面试过程，包括开场、评估专业能力/经验(硬件)、人格特质/价值观/领导力(软件)、介绍公司情况并答疑;

3、后期是整理评估意见。

以我面试一个向我直接汇报的中层经理/总监(核心岗位)为例，通常也是一个半小时(明显不太满意的我会很快结束，不浪费时间)。平时大家都能做到的我就不赘述了，重点说说可能不太注意的地方。大致流程如下：

前期

1、明确用人需求和标准

我一般会先明确这个岗位的核心职责(最重要的三个)，以及相应的任职资格，这样在评估候选人时，针对性会更强、效率更高。

任职资格包括经验、专业能力、历史业绩、管理能力/领导力、价值观、人格特质等。很常见的情况是，很多HR的关注点在经验和专业能力(即“事”的层面)，而相对较忽略动机、人格特质等“人”相关的问题，这会极大的影响人才-公司/岗位的适配性。建议大家每项的要求都不超过三条，不要贪多，这个世界没有完美的神仙，有你也请不起。

我们应该在面试前，就把这些问题全部明确下来，想清楚你需要什么样的人。千万不要以为只是大概就可以了，很多失败的招聘就是因为需求不明确造成的。

2、设计面试大纲

为了提升面试效率，我一般会根据任职资格的相关要求简单设计一个面试大纲，把要问的核心问题和考察点，以及每个环节相应的时间明确下来。以防问的问题太随性、太散、有遗漏或时间控制不好。

如果把面试过程分为上下半场(上半场是我了解候选人、下半场是让候选人了解我们)，对于我来说，这个大纲也提到一个提醒作用--上半场是由我来主导，千万别被一些很健谈的候选人谈跑题了。始终紧盯我的目标。这点对于经验不丰富的HR来说，还是比较有用的。

3、HR初步电话沟通

在请候选人到公司来面试之前，我通常会让HR先做一个电话面试。主要是了解候选人是否对我们的这个机会感兴趣(包括行业、职位、地点和职业方向等)，目前的工作状态和职责，期望的待遇等等。这些问题都挺常规的，但可以提升面试效率，基本很多猎头或HR都能做到，我就不赘述了。

中期

1、开场及基本了解

我的开场目标是要营造一个轻松、平等但略有压力的沟通氛围，。

我会安排助理先给候选人倒杯热水，并让对方先喝两口(北方太干燥、沟通时间可能较长，需要润嗓)。我通常会先简单的做自我介绍，包括姓名、职务、负责的内容和在公司的服务时间等，并感谢对方能过来沟通(我从不说面试)。

多数情况我会根据候选人简历中的相关信息找些话题先聊一下，比如他的大学、曾供职过的公司或圈内的朋友等等，让对方放松精神，就像圈内朋友聚会聊天。

简单寒暄后，我会让对方用1分钟时间介绍一下自己。

没错，时间就是1分钟，我会和对方强调这点，超时我会打断对方。我希望了解对方逻辑/归纳/表达能力。同时，这是个开放性问题，我并没有要求一定是职业经历(多数候选人都只介绍这点)。问这个问题的目的，我是希望能通过这个简短的自我介绍了解到候选人与所聘岗位想匹配的最大的特质或亮点，而不是从高中开始流水账一样的介绍一遍个人经历，简历上都有的内容，我一般不重复问。候选人如果在这个环节表现得好，其实可以很快一下子吸引到面试官，因为报流水账的实在太多。

2、评估专业能力和经验

我一般只重点了解候选人最近三年的相关经历。太久以前的时效性不强，我一般不多问。

候选人简历上关于每个公司的工作经历通常都会写很多职责。我见过最夸张的是把一个三年的工作经历列了将近20条职责。

我一般先问这段工作最核心的三项职责是什么。我只关心最核心的三项，我希望了解的是占用了候选人绝大多数(80%)精力的三项职责，琐碎的工作我不关心。

然后候选人针对这三项工作进行重点介绍，通过他的过程描述来判断他的专业程度、工作思路和方法以及相关的行为表现。

介绍过程遵循STAR原则：

1) 背景Situation：那是一个怎么样的情境?什么样的因素导致这样的情境?在这个情境中有谁参与?

2) 任务Task：你面临的主要任务是什么?需要达到什么样的目标?

3) 行动Action:在那样的情境下，你当时心中的想法、感觉是什么?采取了哪些行动?过程中有什么特别重要的步骤?遇到哪些困难和挑战，如何应对?

4) 结果Result：最后的结果是什么?

在过程中特别要注意，候选人不能只说一些泛泛的概念、理论、想法，重点说实际的行为和事实;也不能说“我们”或别人的行为，只能是候选人自己的。网上关于这方面的资料很多，建议大家学习。

3、评估人格特质、价值观和领导力

很多HR并不太在意“人”方面的评估，或者完全借助测评工具。我的做法是，测评工具必须用(得挑靠谱的)，但我也要在面试时进行评估，两者相互验证。

我的主要评估方法就是行为事件访谈法(Behavioral Event Interview，BEI)。大致的方式是，我先让候选人回忆在其最近1年的工作中，亲身经历过的最成功(最有成就感)和最挫败(最遗憾)的两件事，然后详细地介绍当时发生了什么。过程仍要遵循STAR原则，不断深挖。

通过这个方法，我们可以了解到一个人做什么事会有成就感以及如何面对挫折，这个过程能够比较明显的看出候选人的特质和价值观。

我碰到较多的情况是，让谈成功的事，滔滔不绝;谈挫败的事，支支吾吾或说没有。这反映候选人要么不够坦诚开放，要么自以为是。可能存在一定的人格缺陷，需要特别注意。

BEI是个很成熟的技术，看似简单，但是要想掌握很难(现在咨询公司中能做BEI的顶级顾问极少~)，需要经过专业的训练和大量的练习和总结。网上资料很多，建议大家学习。

1) 关于人格特质

这是指一个人在各种情境下都表现出的特点，通常是与生俱来的或年幼时受环境影响所形成的，很难改变。所以我们应该在招聘时就给予重视，而不能指望入职后通过培训来改变。

根据我多年的带团队经验，在招聘时我最看重候选人两个特质：激情和开放。

激情

根据我的长期观察，如果一个人对一份工作(或一件事/一个领域)充满了激情，那么他通常会一直专注在这件事上，积极主动的、持续的投入大量精力和时间，比别人更用心的去做，并不断的去学习相关的知识;当遇到挫折或挑战时会比较有耐心，能不断克服困难、继续坚持，不轻易放弃;始终希望能把这件事做好，并不断去优化完善。

我会通过候选人的言行来观察他是仅仅为了找一份工作、还是真心喜欢这份工作、或者只是把工作当做消遣。我特别喜欢那些对某项工作很有激情的候选人。在我看来，你不喜欢的事，一定做不好;但只要是你喜欢的事，可能短时间内做不好，但只要不懈努力，未来做好的概率就会高很多。

我评估候选人是否喜欢这个工作的方法比较简单，就是在面试中观察他在介绍自己的工作时，是不是很兴奋、是不是会两眼发光(别让我解释，自己体会)。

说到这，有个事我印象特别深。我之前在做一个高管任命评估项目时，对一个待任命的BU的GM进行评估访谈。他在介绍他的业务时，神情语气很激动，不时的站起来，边来回踱步边介绍，滔滔不绝的很有激情，如果我不打断，他可以讲很久。我当时就能断定，他是把这个工作当成事业来做的。后来的事实证明了我的判断，他负责的BU在特别有限的资源支持下，依然保持快速推进，不管业务开展多难、遇到多大的阻碍，这个GM都是义无反顾、排除万难、勇往直前。

10.外企HR面试问题提问 篇十

section 1 启动

1. did you have any trouble finding us?

2. how do you know about this job and organization?

3. what kind of work do you want to do?

4. how would your friends describe you? your professors?

5. what else should i know about you?

6. what are your expectations of your future employer?

7. what two or three things are important to you in your new position?

8. what goals have you set for yourself and how are you planning to achieve them?

9. who has had the greatest influence on the development of your career interests?

10. would your supervisor be surprised to learn that you are seeking new employment?

11. how long have you been looking for a job?

12. why do you want to leave your current position?

13. have you received any offers so far?

14. how far can you advance with your current employer?

15. if you are so happy where you are, why are you looking for another job?

16. do you know much about our company, department, team?

17. why would you like to work for us?

18. how does this job compare with others you’ve applied for?

19. what is the ideal position for you in any company?

20. based on what you know about our industry right now, how does your ideal job stack up against the description of the job you’re applying for?

21. if you could make a wish, what would be you perfect job?

22. what causes you to lose your temper?

23. what two adjectives best describe you?

24. what are your best professional skills?

25. if you were in my position, would you hire you?

section 2 历史

1. in your capacity as a _____ at _____ company, what did you actually do? please provide details.

2. what do you feel are the biggest challenges facing this field? this industry?

3. tell me about your last (or present) job.

4. what do you think it takes for a person to be successful in your particular area?

5. how long have you been looking for a position?

6. how have previous jobs equipped you for greater responsibility?

7. what aspects of your current job would you consider to be crucial to the success of the business? why?

8. what was the least relevant job you have held?

9. how long will it take for you to make a contribution?

10. what did you enjoy most about your last job?

11. what did you enjoy least about your last job?

12. what was the biggest pressure on your last job?

13. have you held other positions like the one you are applying for today? if yes, describe how you expect the positions to be the same.

14. in what ways do you expect them to differ?

15. what is the most important thing you learned from your previous experience that you would bring to this job?

16. if there were two things you could change in your last job, what would they be and how would you change them?

17. why did you leave your last job?

18. why do you think you were successful in your last job?

19. how has you r last job changed since you’ve held it?

20. please describe your last supervisor’s management style.

21. if you could make one constructive suggestion to your last ceo, what would it be?共19页,当前第1页12345678910111213141516171819

22. of all the work you have done, where have you been the most successful?

23. describe to me how your job relates to the overall goals of your department and company.

24. what are the most repetitive tasks in your job?

25. to what extent have you automated your last job?

26. what technical decisions did you have to make?

27. what decisions or judgment calls did you have to make in these areas?

28. what were the most important projects you worked on at your last job?

29. can you give a ratio for the amount of time you worked alone to the amount of time you worked with others?

30. how effectively did your boss handle evaluations?

31. tell me about a method you’ve developed to accomplish a job. what were its strengths and weaknesses?

32. how many hours a week, on the average, do you find it necessary to work to get your job done?

33. can you describe a situation where a crisis occurred and you had to shift priorities and workload quickly?

34. how do you feel about your present workload?

35. how do you feel about your manager contributed to your choosing to leave your present job?

36. how do you think your supervisor will react when you tender your resignation?

37. describe the most significant report or presentation you had to prepare.

38. what idea have you developed and implemented that was particularly creative or innovative?

39. take me through a project where you demonstrated_____ skills.

40. tell me about a team project of which you are particularly proud and your specific contribution.

41. tell me about a difficult decision you had to make.

42. what made it difficult? what did you learn?

43. describe the way your department is currently organized.

44. what was the hardest decision you ever had to make, and how did you handle it?

45. what are the most difficult aspects of your current job, and how do you approach them?

46. what has been your most important work-related innovation or contribution?

47. what caused you the most problems in executing your tasks?

48. how do you organize and plan for major projects? recall for me a major project you worked on. how did you organize and plan for it?

49. what would you say are some of the basic factors that motivate you in your work?

50. you’ve had little experience in _____, how do you intend to learn what you need to know to perform. well in this job?

第三章工作能力

1. please take me through your professional career.

2. why have you chosen this particular field?

3. what aspects of your education do you rate as most critical?

4. what would your greatest business champion say about you?

5. what would your greatest business adversary say about you?

6. what are your long-range goals?

7. if we hired you, what are the top three goals you would like to see this company achieve?

8. what can you do for us that someone else cannot?

9. have you done your best work yet?

10. what do you like most about this job?

11. what aspect of this job is the least appealing?

12. how do you plan your time?

13. what are three reasons for your success?

14. what kind of leader are you? please provide an example.

15. what is the title of the person you report to and what are his or her responsibilities?

16. think back to a time when you trained a new employee. tell me exactly what you did to train that employee and bring the person up to the job’s performance standards.

17. what were the biggest decisions you made in the past six months?

18. how did you go about making them and what alternatives did you consider?

19. can you describe a major project with which you encountered problems?

20. how did you resolve them and what were the results?

21. describe one of the best ideas you have ever sold to a peer or supervisor. what were your approach and result?

22. what kinds of obstacles to completing assignments on time do you most frequently encounter at work?

23. what strategies have you devised to handle such obstacles?

24. how do you know you are doing a good job?

25. how do you prefer to measure performance?

26. can you recall a time when you were less than pleased with your performance?

27. can you describe some projects that were a result of your own initiative?

28. what prompted you to begin such projects? how did they end up?

29. what qualifications do you have to make you successful in this field?

30. do you prefer to speak with someone or send a memo?

31. how do you motivate people?

32. give an example of a situation in which you failed, and how you handled it.

33. what characteristics are the most important in a good manager? how have you displayed these characteristics?

34. what two or three accomplishments have given you the most satisfaction?

35. describe a leadership role of yours and tell me why you committed your time to it.

36. have you been in charge of budgeting, approving expenses, and monitoring departmental progress against financial goals?

37. what suggestions did you make in your last job to cut costs, increase profits, improve morale, increase output, etc.?

38. what results did you get? how do you know? how did you measure results?

39. what would you like to have done more of in your last job?

40. what specifics strengths did you bring to your last job?

41. what would you consider the three most significant accomplishments in your business life?

42. think of something that you consider a failure in your career. what did you learn from it?

43. can you think of an example of a lesson you learned from someone else’s mistake?

44. what risks did you take in your last few jobs? what was the result of those risks?

45. what languages do you speak?

46. what do you think differentiates you from the other applicants for this job? why?

47. why do you think you’d be a good fit for this job?

48. what do you do when you are having trouble solving a problem?

49. what interests you most about this position?

50. have you ever hired anyone?

51. on what basis do you select a new hire?

52. describe the people that you hired on your last job. did they work out(工作进展)? how long did they remain at their jobs?

53. have you ever fired anyone? on what basis did you fire them?

54. how would you describe your management philosophy?

55. what kind of references do you think your previous employer will give you? why?

56. if you have complaints about your present employers, and they think so highly of you, why haven’t you brought your concerns to their attention?

57. the successful candidate for this position will be working with some highly trained individuals who have been with the company for a long time.

58. what is the most difficult situation you have faced? how did you handle it?

59. how did your supervisor get the best performance out of you?

60. how do you use deadlines in your work?

61. how would you do this hob differently from other people?

62. what personality traits do you think are necessary to succeed in this field?

63. have you thought about why you might prefer to work with our firm as opposed to one of the other firms to which you’ve applied?

64. when some managers make a decision, they often feel a need to defend it. can you describe a time when you changed a stated decision or opinion because you were persuaded you were wrong?

65. what would you do differently in your life? your career?

66. if you could eliminate one responsibility from your last job, what would it be?

67. after being with the same company for so long, do you think it will be hard to adapt to a new organization?

68. some people feel that spending so much time at one job demonstrates a lack of initiative. how do you respond to that?

69. what are the advantages of staying at one job a long time/

70. since you were in the same job for such a long time, you’ve probably grown very comfortable in it — maybe even a bit stale. how would you cope with a new job in a company such as ours?

71. you’ve changed jobs quite frequently. how do we know you’ll stick around if we hire you?

72. how do you explain the diversity of jobs you’ve had? the positions don’t seem to be in a logical progression.

73. you’ve been with your current employer for only a short amount of time. is this an indication that you’ll be moving around a lot throughout your career?

74. how long will you stay here at this company?

75. what strategies have you found to be successful in managing unfair criticism?

76. can you describe a time when you pushed too hard for a project to the detriment of the project?

77. give me some examples of different approaches you have used when persuading someone to cooperate with you.

78. how do you cope with the inevitable stresses and pressures of any job?

79. worked effectively under pressure.

80. handled a difficult situation with a coworker.

81. were creative in solving a problem.

82. were unable to complete a project on time.

83. persuaded team members to do things your way.

84. had to take a stand on an unpopular position.

85. wrote a program (or report or strategic plan) that was well received.

86. anticipated potential problems and developed a proactive response.

87. had to make an important decision with limited facts.

88. were forced to make an unpopular decision.

89. had to implement an unpopular decision.

90. were tolerant of an opinion that was radically divergent from your own.

91. were disappointed in your behavior.

92. used your political savvy to push through a program you really believed in.

93. had to deal with an irate customer.

94. delegated a project effectively.

95. surmounted a major obstacle.

96. set your sights too high.

97. set your sights too low.

98. prioritized the elements of a complicated project.

99. lost (or won) an important contract or sale.

100. hired (or fired) the wrong person.

10佳问题

1. tell me about yourself using only one-word adjectives. the first question cuts through the creative writing of the resume and the stage acting of the interview (none of which is bad, merely obfuscating). the order of the adjectives is as much of a window as the adjectives themselves. the candidate will hit a very detectable pause after he or she has offered up the pertinent ones (usually three to six) and them it’s time to move on to a discussion of “why” to each one of those adjectives. follow-up questions might include: have you always been that way? for example (name one of the adjectives), have you always been like that? if not, what caused you to change? what are the highs and lows that each of those adjectives have brought you?

2. what have been the biggest success and biggest mistake of your career?

3. what was the most useful criticism you ever received?

4. describe the best person you ever worked for or who worked for you.

5. if your last boss were able to wave a magic wand over your head, what aspect of your performance would he or she fine-tune?

6. if you had the opportunity to do the last ten years of your career over again, what would you do differently?

7. describe the most difficult decision you ever had to make. reflecting back, was your decision the best possible choice you could have made? why or why not?

8. if i were to speak with your current supervisor, what would he or she say are your current strengths and weaknesses?

9. take as a given that you got this job, and that you have been doing it for three to six months, but things are just not working out. we are sitting here discussing the situation. what do you think you would say about what went wrong?

10. when you’ve had a really good day at work and you go home and kick back and you feel satisfied, what was it about that day that made you feel really good? when you have had a really bad day at work and you go home and feel upset, what was it about that day that made you feel really upset?

第四章 求职动机

1. what motivates you to put forth your greatest effort?

2. describe your “dream” job.

3. what is the most important feature to you in a job?

4. please rank the following from most important to least: job duties, hours, distance from work, pay, work environment.

5. what has been your greatest accomplishment in a work environment and why?

6. how important are external deadlines in motivating you?

7. how do you feel about your present workload?

8. give me an example of a situation where you had to go above and beyond the call of duty to get something done.

9. what do you do when things are slow at work?

10. what have you learned from your mistakes?

11. what two or three accomplishments have given you the most satisfaction? why?

12. how can we best reward you for doing a good job?

13. why do you think you’ll be successful in this job?

14. what makes you proud of your work?

15. tell me about a time when you went “out on a limb” in a job.

16. how do you like to be managed?

17. what kind of supervisor is likely to get the best performance out of you?

18. how important is it for you to learn new skills?

19. what new skills would you like to learn?

20. do you consider yourself successful?

21. what are the most important rewards you expect out of your career?

22. what is more important to you: the salary or the challenge?

23. what do you think determines a person’s success in a firm?

24. tell me about a project that really got you excited.

25. do you generally cleat your desk at the end of each day?

第五章背景

1. what distinguishes a great employee from a good one?

2. do you set performance standards for yourself?

3. how do you cope with stress on the job?

4. how do you know if you’re doing a good job?

5. what do you need from your supervisor?

6. how will you communicate your frustration when those needs go unmet?

7. would you rather formulate a plan or carry it out?

8. what was the last business or management book you read and what did you learn?

9. where or to whom do you turn for help? what resources do you look for in completing a task?

10. what strategies do you use when you have a great deal of work to accomplish and not much time to do it?

11. describe a time when you used your intuition to good result in support of a project.

12. where would you like to go from here in your career, and how do you plan to accomplish your goals?

13. in what ways do you and your supervisor think alike?

14. how did you handle a relationship important to your organization when it was threatened?

15. how do you react when someone criticizes you?

16. what do you do when you have to make an important decision?

17. what does the word “success” mean to you?

18. what does the word “failure” mean to you?

19. how do you of about making important decisions?

20. what have you learned about working well under pressure?

21. do you anticipate problems or react to them?

22. would you describe yourself as a risk taker or someone who plays it safe?

23. what problems do you have getting along with others?

24. rate yourself on a scale of one to ten.

25. what is your greatest strength?

第六章团队工作

1. define cooperation.

2. what kinds of people do you prefer to work with?

3. what kinds of people do you find it difficult to work with?

4. tell me about a time when you said no to someone who asked you to drop everything to help them out.

5. tell me about a time when a team fell apart. why did it happen and what did you learn?

6. tell me about a job or project where you had to gather information from many different sources and then synthesize the information in support of a business challenge.

7. how do you operate as a team player?

8. how do you deal with people with different backgrounds and value systems different from your own?

9. how do you schedule and commit to quiet time?

10. do you prefer working with others or working alone?

11. what good or bad work habits did you pick up from your first job?

12. how do you know when a team has met its objectives?

13. describe your approach to evaluating risk.

14. what is one thing a teammate can say to you that are guaranteed to make you lose confidence in him or her?

15. how do you get along with superiors?

16. how do you get along with coworkers?

17. how do you get along with people you’ve supervised?

18. what are your team-player qualities? please be specific.

19. what have you learned about guarding against “group-think”?

20. have you developed any special techniques for brainstorming?

21. are you able to predict a people’s behavior. based on your reading of them?

22. tell me about a specific accomplishment you have achieved as a participant in a team.

23. tell me about a time when your team made emotional decisions about the project. what happened and how did you handle it?

24. tell me about an occasion when the team objected to your ideas. what did you do to persuade the team of your point of view?

25. as a team leader how much tolerance do you have for mistakes or false steps? in other words, if a team member wanted to do something in a way you were convinced were mistake, how would you weigh the team member’s learning experience against protecting the project?

26. have you ever been in a team where people overrule you or won’t let you get a word in edgewise? how do you handle it?

27. in any team, there will always be a range of aptitudes. not only is the spread of talents obvious, but also team members are in remarkable agreement about the distribution. put any tem people in room and they will sort themselves out from top to bottom in short order. my question is, do you believe it is useful to the organization to formally rank team members?

28. as a member of a team, how do you see your role?

29. as a member of a team, how do you handle a team member who is not pulling his or her weight?

30. tell me about a time when you had to confront a team member.

第七章压力

1. what cherished management belief have you had to five up in order to get where you are?

2. tell me about a time when your employer was not happy with your job performance.

3. who is the toughest employer you ever had and why?

4. have you ever had to work with a manager who was unfair to you, or was just plain hard to work with? please give details.

5. what’s more important to you, truth or comfort?

6. at what time is it better to ask for forgiveness than to ask for permission?

7. have you learned more from your mistakes or your successes?

8. is honesty always the best policy?

9. how has your tolerance for accepting mistakes from your subordinates changed over the years?

10. you want to go swimming in a pool. the water is a little colder than comfortable. are you the type of person who jumps in or do you wade in?

11. where do you think the power comes from in your organization? why?

12. how will you handle the least interesting or least pleasant tasks of this job?

13. what have you heard about the company or department that you don’t like?

14. if you were going to be fired, how would you like your supervisor to handle it?

15. on what occasions are you tempted to lie?

16. how have you been an agent for change in your current (or last) position?

17. your supervisor tells you to do something in a manner you are convinced is dead wrong. what would you do?

18. what would you do if everyone in your department called in sick?

19. say your supervisor left an assignment for you in your in-box, then left town for a week, you can’t reach him and you don’t fully understand the assignment. what do you do?

20. there are two applicants for one job. they have identical qualifications is every respect. how do you decide?

21. what do you want to hear first, the good news or the bad news?

22. what are some of the things your supervisor did that you disliked?

23. if you were on a magazine cover, what would the magazine be and what would the headline say?

24. what kinds of things do you worry about?

25. finish this sentence,” i know i an taking a risk when…”

10大难题

1. what cherished management belief have you had to give up in order to get where you are?

2. what’s more important to you, truth or comfort?

3. have you learned more from your mistakes or your successes?

4. is honesty always the best policy?

5. how has your tolerance for accepting mistakes from your subordinates changed over the years?

6. where do you think the power comes from in your organization? why?

7. on what occasions are you tempted to lie?

8. is the customer always right?

9. if you could organize the world in one of three ways—no scarcity, no problems, or no rules—how would you do it?

10. should all business relationships have fixed terms, that is, expiration dates?

第八章富含思想的问题

1. what was the last product or service you saw that took your breath away?

2. what’s the most significant compliment anyone has ever paid you?

3. how has your perspective of quality evolved over your career?

4. is the customer always right?

5. how would you finish this sentence: “most people are basically…”

6. if you could organize the world in one of three ways —no scarcity, no problems, or no rules—how would you do it?

7. who has been a major influence in your life?

8. how has your tolerance for accepting mistakes from your subordinates changed over the years?

9. have you learned more from your mistakes or your successes?

10. what’s the unwritten contract between you and the people who report to you?

11. how have you benefited from your disappointments?

12. can you suggest three reasons why manhole covers are round?

13. we are sending you on an assignment in santa barbara, california. you have an unlimited expense account. what kind of car are you going to rent?

14. are you the type of person who likes to make lists or strike items off lists?

15. what would you do if your boss gave you a direct order to pursue a policy that you disagreed with?

16. what if the board of directors was reviewing a policy that would make such an activity improper but hadn’t ratified it yet?

17. what would you do if you saw a peer taking office supplies home?

18. describe a situation where your work or an idea was criticized.

19. the business world is full of euphemisms. what’s your current favorite?

20. should all business relationships have fixed terms, that is, expiration dates?

21. is there anything positive to be said about conventional wisdom?

22. what did you accomplish at work the day before yesterday—in detail?

23. what’s the difference between a manager and a leader?

24. what is your philosophy of mentoring?

25. this is a role-play question. you are a consultant hired to assess me and the organization. based on your observations at this interview, describe my operating style. and those of all the other people you have met. finally, tell me how i could improve the organization.

第九章钱的问题

1. can you review your salary history for me?

2. what salary, excluding benefits, are you making now?

3. how can we best reward you?

4. what kind of salary reviews or progress would you expect in this company?

5. in your professional opinion, how much do you think a job like this should pay?

6. what do you think you’re worth?

7. why do you think you’re worth that?

8. how do you think your compensation should be determined?

9. what value can you add to our organization?

10. how much money do you want to be making five years from now?

11. how much did you make on your last job?

12. what sort of salary are you looking for?

13. would you be willing to work for less?

14. what was the last raise you got? were you satisfied?

15. how would you justify a raise to your current supervisor?

16. the salary you’re asking for is near the top of the range for this job, why should we pay this much?

17. how would you feel if a person reporting to you made more money than you?

18. is money the most important aspect of the job for you?

19. what do you think of a process where subordinates have a say in the compensation of their supervisor?

20. what salary do you expect to make in this position? what do you base that figure on?

21. have you ever worked on commission? tell me about it?

22. why aren’t you making more money at this point in your career?

23. on what criteria do you believe you should be evaluated and compensated?

24. how important are stock options or deferred payment plans to you?

25. what noncash aspects of your compensation are important to you?

第十章评估具体技能

1. what extracurricular activities were you involved in? what made you choose those? which of them did you most enjoy, and why?

2. what led you to select your major? your minor?

3. which of your courses did you like the least?

4. was there a course you found particularly challenging?

5. if you were to start college over again tomorrow, what is the course you would take? why?

6. in college, how did you go about influencing someone to accept?

7. based on what you know of the job market, which of your course were the most useful? the least?

8. what advice would you give to a college student intending to go into your field?

9. what are your most memorable experiences from college?

10. why don’t i see internships or work-study experiences on your resume?

11. in what courses did you get your worst grades? why? how do you think that will affect your performance on the job?

12. why did you decide to go to college?

13. how was your college education funded?

14. what percentage of your college did you pay for and what sort of jobs did you have while you were in school?

15. what percentage of your college did you pay for and what sort of jobs did you have while you were in school?

16. tell me a little about some of your extracurricular activities that would assist you in this job.

17. why are you working in a field other than the one in which you have a degree?

18. what have you done to stay current in your field?

19. are you satisfied with the grades you received in school?

20. do you think your grades accurately reflect your ability?

21. have you ever received a grade lower than you expected? if so, what did you do about it?

22. have you ever been put on the spot by a professor or adviser when you felt unsure of yourself? how did you handle it?

23. what competitive activities have you participated in? what did you learn from participation in competitive activities?

24. has competition had any positive or negative impact on your accomplishments? how?

25. what’s one management lesson you learned in college?

26. why do you want to get into this field?

27. i see that you do not have very much organizational work experience. what qualities do you have that especially qualify you for this position?

28. your resume does not list any job experience in the past few years. why not?

29. why would you want to leave an established career at your present employer for an essentially entry-level position?

30. what specifically have you done that shows initiative?

31. what are the reasons for your success?

32. what are some of your pet peeves?

33. which of your skills can stand improvement at this time?

34. who (what) has been a major influence in your life?

35. are you a self-starter? can you give me an example?

36. can you think of a challenge you faced? how did you deal with it?

37. under what conditions have you been most successful?

38. tell me about a time when you had to pull a team together quickly.

39. how, specifically, do you contribute toward an environment of teamwork?

40. what can you do to build teamwork here?

41. what has been the employee turnover in your department over the past two years?

42. how do you define employee morale?

43. what programs have you implemented to build morale among those reporting to you?

44. how do you keep your staff informed of new developments and organizational decisions?

45. describe the relationship you feel should exist between a supervisor and those reporting to him or her.

46. have you ever had to make an unpopular management decision? tell me about one of those decisions and how you handled it?

47. how do you go about assigning and scheduling projects and assignments?

48. describe your leadership style. for me.

49. how do you measure your success as a leader?

50. how do you determine which individual’s need additional training?

51. what training have you offered other people? how do you measure its impact?

52. if you are hired for this job, how will you approach the first thirty days?

53. do you believe in the value of strategic planning?

54. what is the most intellectually challenging thing you are looking for in a job and why?

55. how did you prepare for this interview?

56. what do you do when you know you’re right and others disagree with you?

57. finish this sentence: “successful managers should…”

58. what are the advantages of diversity in the workplace?

59. what does the term “ time compression” mean to you?

60. what does the term “ total quality management ”mean to you?

61. other than money (which is a given), what do you believe motivates people?

62. can you give me three elements of your personal code of ethics for the workplace?

63. what experiences do you have in your background that show you are capable of creative risk taking?

64. what were your most memorable accomplishments in your last job?

65. did you inaugurate any new policies (or systems) in any of the positions you’ve held?

66. what is the most difficult thing you ever tackled? how did you approach the problem?

67. what work is the most monotonous for you?

68. what does the term “global competition” mean to you?

69. tell me what you think would be some good approaches to developing overseas markets during the next three years, especially considering the state of the dollar in today’s international markets.

70. describe the most significant internal control weakness you ever identified and what you did to remedy it. what were the results?

71. describe the most significant accounting operations reengineering project you have led. what were the results?

72. do you perform. employee salary reviews? if you do, what is your approach?

73. tell me how you go about creating an annual budget.

74. what problems do you have in staying within your budget?

75. distinguish between planning for the short, mid, and long term.

76. how do you quantify the results of your activities as a manager?

77. have you ever completed a formal return-on-investment calculation on a strategic investment? please provide details.

78. which spreadsheet programs do you prefer to work with?

79. how do you deal with unanticipated expenses? can you give an example?

80. how do you evaluate the budget in your present position?

81. tell me about a time when you underestimated a budget and had to ask for additional moneys?

82. did you ever have to restructure your budget in the middle of the fiscal period? what approach did you take?

83. how would you create a budget in the position for which you are applying?

84. if we adopt a 401 plan, how often would you perform. discrimination tests?

85. what’s the hardest thing about being a leader?

86. are you a mentor to anyone? who? what is your philosophy of mentoring?

87. what does the word “success” mean to you?

88. what does the word “failure” mean to you?

89. describe a problem that you solved using employee involvement.

90. tell me about the most difficult employee situation you ever had to handle. what did you do and what was the result?

91. tell me about an employee who became more successful as a result of your management.

92. describe your system for controlling errors in your own work and the work of your staff.

93. which management gurus do you find most interesting?

94. what do you want to be doing five years from now?

95. what are your most important long-term goals?

96. describe the people that you hired on your last job. were they successful? how long did they stay with the company?

97. what has been your experience with major expansion or reduction of force?

98. how many immediate subordinates have you selected in the past two years? how did you go about it? any surprises or disappointments?

99. how many immediate subordinates have you removed from their jobs in the last few years?

100. how do you feel your subordinates would describe you as a delegate?

101. some managers keep a very close check on their organizations.

102. what have been the most important surprises you have noticed from things getting out of control?

103. let’s talk about standards of performance. how would you describe your own standards? what would your subordinates say? what would your boss say?

104. sometimes it is necessary to issue an edict to an individual or the entire staff. do you have any examples o recent edicts you have issued?

105. what specific behaviors do you think contribute to your effectiveness as a supervisor?

106. from an opposite viewpoint, what behaviors do you think might interfere with your effectiveness as a supervisor?

107. in what respects do you feel you have improved most as a supervisor during the last few years?

108. some managers are quite deliberate about such things as communications, development, and motivation. do you have examples of how you addressed these areas?

109. how would you characterize your relationships with your last three supervisors? any patterns?

110. some managers are short-fused and impatient in their reactions. how would you describe your own patience?

111. most of us can look back upon a new idea, a new project, or an innovation we feel proud of having introduced. would you describe one or two such innovations you are particularly proud of?

112. what are the legitimate uses for office gossip or the rumor mill?

113. how would you handle a subordinate who deliberately went about a task in a way that contradicted your instructions yet were wildly successful?

114. your boss is going on vacation for a month, and although it isn’t in your job description to do so, she asks you to work for another manager in her absence, what would you say and do?

115. are you prepared to fill in for someone who has different, even lower-level, responsibilities?

116. describe a time when you unfairly got caught up in office politics.

117. can you sell me on our product or service?

118. what strategies do you employ fro finding common ground with your customers?

119. can you give an example of how you are able to be positive about a product even when discussing a negative?

120. have you found it helpful to take motes when talking to a customer? how?

121. if i were a prospect, what clues about me does this office give?

122. what strategies do you use to repeat the customer’s key concepts back to him or her during a sales pitch?

123. how do you turn an occasional buyer into a regular buyer?

124. have you ever taken over an existing territory or desk? what was the volume when you started? what was it when you left?

125. what have you learned about using sales incentives to promote sales?

126. what strategies do you use to plant questions in your customer’s mind?

127. when is it appropriate to ask a prospect, “how much do you want to spend?”

128. tell me about a time you adjusted your approach to a prospect based on their body language.

129. tell me about a time when you followed up with a reluctant prospect and still failed to get the order.

130. talk about a time when you overcame your own mental block or prejudices to make a sale.

131. can you talk about a sales incentive program that motivated you?

132. who are the motivation gurus you find most interesting?

133. when was the last time you sent a thank-you note to a customer?

134. how do you try to show each customer that he or she is important?

135. this job requires a large amount of travel. do you think you have the ability and willingness to keep up?

136. when you cold-call a prospect, what obstacles do you expect the clerical staff to put in your way?

137. when you telephone a prospect, what strategies do you use to get past the secretary or receptionist?

138. where do you find your telephone leads?

139. what do you despise about telephone sales?

140. how do you qualify a prospect?

141. how do you overcome the difficult periods that face everyone in sales?

142. how long does it usually take you from initial contact to sales closing?

143. what is your ratio of initial contacts to actual sales presentations?

144. what percentage of your sales calls result in sales?

145. how would you go about identifying customers in a new market?

146. what do you think about prospecting for customers or developing new markets in cyberspace?

147. tell me about a time when you almost lost a sale and worked hard to get it back.

148. what are the five most common objections you face and how do you deal with them?

149. what was the most surprising objection you have ever received, and how did you handle it?

150. what’s your definition of customer service?

151. can you tell me about a time you took the steps necessary to resolve a problem although it wasn’t technically your responsibility?

152. name one way in which you have provided extraordinarily good service — above the call of duty — to a customer or client.

153. describe a situation where you had to go an extra mile for customers.

154. give me an example of a time when you went out of your way to meet an agreement.

155. in your current job, who are your customers?

156. if you had a customer who was complaining about poor service, how would you handle it?

157. at your last job, how often did you take a survey of customer satisfaction?

158. tell me about your worst customer service dilemma and how you overcame it?

159. what strategies have you learned to encourage customers to pay on time?

160. can you tell me about a difficult collection problem and how you dealt with it?

161. what strategies have you evolved to listen to emotional customers without getting hooked?

162. speak about the customer’s “personal zone” and how you use it.

163. how do you deal with customers who think they are right even when they are wrong?

164. what is the customer service attitude at your present organization?

165. how have you handle customers who take advantage of sales support staff?

166. what is the most significant improvement in customer service that you have achieved in the last year?

167. what’s one thing we at this company could do to make our customers even more satisfied with us?

168. what experience have you had in making oral presentations? how do you rate your skills in this area?

169. at what times do you have trouble communicating with people?

170. how would you compare your oral skills to your written skills?

171. when you are assigned to work with new people, how do you go about getting to know them, how they work, and what their strengths and weaknesses are?

172. tell me about a work situation that required excellent communication skills.

173. can you recall a time when you persuaded someone who initially disagreed with you of the correctness of your position?

174. how often of you communicate with the person who receives the output of your work?

175. what’s one thing that should never be communicated in a memo or e-mail?

176. what are some examples of important types of decisions or recommendations you are called upon to make?

177. would you describe how you went about making these types of decisions or recommendations? with whom did you consult?

178. tell me what you have learned about reducing employee turnover.

179. what organizations do you see as this company’s chief competition? can you compare and contrast the organizations?

180. what do you do to make the people around you fell important, appreciated, and respected?

181. how do you prioritize your time?

182. what decisions are easiest for you to make and which ones are more difficult?

183. most of us can think of an important decision, which we would make quite differently if we made it again. any examples from your own experience?

184. most of us become more astute decision makers as the base of our experience broadens. in what respects do you feel you have improved as a decision maker?

185. describe a situation that required you to use fact-finding skills.

186. tell me about a complex problem you had to deal with.

187. tell me about a time when you failed to reach a goal.

188. how many projects can you handle at a time?

189. think of a crisis situation where things got out of control. why did it happen and what was your role in the chain of events?

190. give me an example of a time when management had to change a plan or approach to which you were committed. how did you feel and how did you explain the change to your team?

191. do you sue an activity chart to track the flow of the activities necessary to reach your goals?

192. what project management methodologies have you found most effective?

193. i’m interested in how you do your planning. what planning processes have you found useful, and how do you do about implementing them?

194. in what ways have you improved in your capacity for planning?

195. tell me about a job or project where you had to gather information from many different sources and then create something with the information.

196. what do you do when there is a decision to be made and no procedure exists?

197. what have you learned about using deadlines to motivate people or teams?

198. tell me about a time when, rather than following instructions, you went about a task in you own way. what happened? would you do it the same way if you had to do the task over again?

199. can you think about a specific situation where you prevented a problem before it occurred?

200. what do you do to welcome and orient new hires into your department or team?

201. if you were hiring someone for the job you are interviewing for, what three qualities would you look for?

202. what questions would you ask, or what techniques would you use, to establish that the person was willing to do the job?

203. how many people have you hired in the past two years?

204. do you have a favorite interviewing question?

205. tell me about how you would budget for recruiting.

206. what has your experience been with retaining recruitment firms?

207. how do you handle personnel evaluations?

208. what’s the first thing you look for no a resume or application?

209. how do you go about checking references?

210. tell me about your biggest hiring success.

211. tell me about your biggest hiring mistake.

212. how could we improve the hiring process we are using to select a person for this position?

213. to what do you attribute turnover?

214. is turnover always detrimental?

215. what programs have you found to be successful in retaining employees?

216. what is your concept of discipline?

217. what are the typical problems and grievances that your staff brings to you?

218. how do you handle them?

219. how do you maintain discipline within your department or team?

220. tell me about a time when you had to discipline a subordinate.

221. what was the most common cause of termination at your last organization?

222. have you thought about violence in the workplace? what strategies have you evolved to address this problem?

223. how do you keep abreast of new developments in information technology?

224. describe a situation in which you were able to enhance the usefulness of information in an existing mainframe. system and increase your employer’s productivity.

225. how has your conception of information systems quality evolved over the years?

226. describe successful strategies for software testing that you have employed.

227. what metrics can be used to measure user satisfaction with it?

228. what strategies do you recommend for organizations facing the year problem?

229. how would you reinvent our business from an it perspective if you had a blank piece of paper and no resource constraints?

230. we know that fourth generation languages have many benefits. which of these benefits do you find most compelling? why?

231. how can you tell a good program from a bad one?

232. info world magazine recently suggested that client/server computing is dead. do you agree, and if so, what killed it?

233. what is the future of the mainframe. in a world of distributed desktops?

234. describe the most significant business process reengineering project you have led. what were the results?

235. distinguish between the internet and the intranet.

236. what is the chief benefit of an object-oriented application development paradigm?

237. describe the central attributes of the object paradigm. how does encapsulation or polymorphism contribute to the technology’s effectiveness?

238. why has computer-assisted software engineering (case), a technology which offered so much promise, generally not met the high expectations set for it?

239. which rapid application development (rad) methodology do you find most interesting or effective?

240. describe a data migration project you led. what were the results?

241. i see that you have listed java, pascal, cobol, and c++ as the programming languages with which you’re familiar. would you take a moment to rank them according to your skill level?

242. what structured programming methodologies have you found most effective?

243. please describe the most difficult task you ever had to perform. using tool x, and describe how you managed to accomplish it.

244. which computer trade shows do you regularly attend and what do you get from them?

245. have you ever presented at an industry trade show or seminar?

246. have you published anything on it?

247. describe your participation on an it steering committee. what was the challenge? what was your role? and what was the outcome?

248. with respect to the it steering committee, what technology did you choose? why? how did it work out?

249. do you have any experience with rapid application development? tell me about an application developed using this approach.

250. have you participated in the design and deployment of a web site?

251. do you have an e-mail address or a personal website?

第十一章结束面试

1. well, based on what we have discussed, how do you feel about this job?

2. do you have any questions?

3. is there anything else i should know about you?

4. i’ve interviewed several very good candidates, and i will admit that you are one of them. what single message would you like me to remember that will convince me that you are the one we should hire?

5. how do you feel you performed during this interview?

6. what have you been able to learn about our firm and our senior management?

7. what implications have you drawn from the information?

8. when can you start?

9. are you willing to travel?

10. are you willing to relocate?

11. may i contact your present employer and references?

12. is there anything you’d like to know about the job that would help you to do it better than anyone else could?

13. if there were one reason why we should select you over the other applicants, what would that be?

14. our time is about up. is there a final point you would like to make?

15. do you want this job? then why, through our entire discussion, have you not asked for it?

第十二章有问题的方面

1. how would you finish this sentence: “most people are basically… ”

2. tell me about a time when your employer was not happy with your job performance.

3. have you ever had to work with a manager who was unfair to you, or was just plain hard to work with?

4. how would you define a difficult manager?

5. have you ever been in a dispute with a supervisor? what was it about and how was it resolved?

6. can we check your references?

7. what kind of references do you think your previous employer will give you? why?

8. how do you deal with coworkers or supervisors who do not show you proper respect?

9. what cause you to lose your temper?

10. how do you dandle rejection?

11. what are some of your pet peeves? (经常抱怨的问题)

12. which of your skills can stand improvement at this time?

13. what problems do you have getting along with others?

14. what are some of the things your supervisor did that you disliked?

15. were you ever dismissed from a job for a reason that seemed unjustified?

16. what kinds of things do you worry about?

17. what are some of the things that bother you?

18. if i were to call your supervisor today, how would he or she describe you?

19. can you identify some weaknesses for which you need to compensate?

20. can you name three new skills, techniques, or methodologies you learned in the past 12 months?

21. what do you do when your boss loads you down with a great deal of work and not enough time to do it in?

22. what do you do when there is a decision to be made and no procedure exists?

23. are you generally lucky or unlucky?

24. what aspect of your performance in your last job were you the most proud of?

25. if you were going to be fired, how would you like your supervisor to handle it?

第十三章求职者的问题

1. by what criteria will you select the person for this job?

2. why is the position open?

3. what happened to the last person holding this position?

4. what duties and responsibilities does this job entail?

5. where does this position fit into the organization?

6. what kind of person are you looking for?

7. when was the last person promoted?

8. what are the ideal experience and skill set for this position?

9. to whom would i report?

10. what problems might i expect to encounter on this job?

11. what is the normal salary range for this job?

12. tell me about promotions and advancement in this company.

13. why are you not filling this position from within?

14. what are your expectations of the person hired for this job?

15. what are the three most significant things that need to be accomplished in this position in the first year and what are the major hurdles?

16. what is the work environment like day to day?

17. how many people will i supervise? what are their backgrounds?

18. who has the final say in this hiring decision?

19. is there anything else i should know about this company?

20. are there any aspects of my background or skills that you would like to hear more about?

21. is there a job description? may i see it?

22. how much freedom would i have to determine my work objectives and deadlines?

23. what kind of support does this position receive in terms of people and resources?

24. how would my performance be measured and how is successful performance usually rewarded?

25. can you describe your organizational culture?

第十四章初级水平的问题

1. based on what you know of the job market, which of your courses are directly transferable to this job?

2. do you feel your grades are an accurate reflection of your work? if not, why not?

3. in college, how did you go about influencing someone to accept your ideas?

4. have you ever been put on the spot by a professor or adviser when you felt unsure of yourself? how did you handle it?

5. what competitive activities have you participated in? what did you learn from participation in competitive activities?

6. what’s one management lesson you learned in college?

7. why do you want to get into this field?

8. what are your career goals and how do you plan to achieve them?

9. i see that you do not have very much organizational work experience. what qualities do you have that especially qualify you for this position?

10. what specifically have you done that shows initiative?

第十五章求职者会问的另外的问题

1. would you mind if i took notes during the interview?

2. what are your plans for company expansion?

3. how many employees would i supervise?

4. can you tell me why this position is available? what became of the person formerly in this position?

5. what management style. is most prevalent here?

6. how many employees have held this position in the last three years?

7. is this a newly created position?

8. what have you liked most about working for this company?

9. how much supervision will i get as a new employee?

10. can you briefly tell me about the people i will be working with most closely?

11. does this company typically have a reactive or proactive strategy for dealing with problems?

12. let’s say that i excel in this position. where would i go from there?

13. what are the company’s plans for the next five years?

14. how would you describe the corporate culture at this location?

15. describe the performance evaluation procedures you use?

16. what tasks will occupy a majority of my time?

17. what challenges do you think i will face in this position?

18. describe for me the staff i will supervise?

19. could you show me a formal job description?

20. does this position involve any travel?

21. what will be my first assignment?

22. does this company typically promote from within?

23. how does this position/department fit into the organizational structure?

24. you said i could expect to make more money down the road. when will i get a review and what exactly will i need to do to be successful?