人事部面试

TargetedSelections目标甄选技巧BUHRDevelopment区域人力资源发展InterviewGuidelines面试指南Introduction概要TargetedProcess-Acomprehensiveandstructuredcompetency-basedtoolthatguidestheintervieweronwhattodobefore,duringandaftertheinterview.目标-全面结构化能力式面试指导，是提供我们面试官如何进行面试前准备、面试中能力式提问、面试后评估的一个实用工具-Before–gothroughpreparationchecklist面试前–仔细检查准备清单-During–Outlinetheinterviewandaskcompetency-basedquestions面试中–拟定面试框架并提出能力式面试问题-After–Analyseandratecompetenciesbasedonanswersfrombehavioralquestions面试后–就其行为表现问题的解答进行分析并打分METRO’scorecompetencies-CompetenciesconsideredbyMETROGroupasimportant.Additionally,KAE&SEsareassessedon“SalesCompetence”.核心能力-麦德龙集团认为重要的七大核心能力；此外，增加了KAE/SEs“销售能力”的面试问题Application-ForpositionsatHDlevelandabove适用–主管及以上职位Whyisitnecessary?为什么这是必需的？Consistent–Interviewprocessisstructured.Samequestionstosamepositioninterviewed.Facilitatescomparisonofcandidates.Howdoyoucompareifcandidatesareaskeddifferentquestions?一致性-结构化的面试过程，针对同一个职位的不同应聘者提出相同的问题，有助于面试官进行比较。如果向应聘者提出不同问题，你将如何作比较？Accurate–Assessandrecruitcandidatesbasedontheiranswerstobehaviouralquestions.BehaviouralanswersreflectonexperienceandpredicthowcandidatewillrespondinasimilarsituationinMETRO.Offersabettermatchbetweenpersonandposition.准确性-根据应聘者对行为表现方面的面试问题的回答进行甄选和评估。应聘者的回答不仅能了解应聘者的相关工作经验，而且能预测将来其在麦德龙遇到类似情形时的反应，使应聘者与聘用职位更加适合。Retention–Accuracyofmatchingpersontojobimprovesretentionofemployee.留任–被录用人员与职位的完全适合度能提高其工作留任123Whyisitnecessary?(Continued)为什么这是必需的？(继续)Quality–Facilitateshiringthebestcandidateforthejob.Qualitycandidateshavehigherchanceofsuccessfuljobperformance.质量–使录用适合职位的最佳人选更容易,即录用质量的候选人意味着成功达成绩效的概率更高。PositiveImpression–TheprofessionalinterviewprocessgivesjobcandidatesapositiveimpressionofMETROasagoodemployer.积极正面印象–专业的面试给应聘者留下“麦德龙是一家好企业”的积极正面印象Objective–SelectiondoneusingCompetenciesvaluedbyMETRO.Thecompetenciesofeachcandidateareassessedandrated.目标性–甄选运用了麦德龙核心能力，对每位应聘者的能力进行评估打分RationalDecision–Decisionsarebasedonstructuredprocessandcarefulanalysisofbehaviouralcompetencies.Facilitatesrationaldecisionmaking.理性决策–基于结构化面试流程及对行为表现能力的认真分析，帮助面试官作出理性决策4567BeforetheInterview面试前Reviewapplicationmaterials评估应聘者申请资料-Focusonthecontentoftheresume-关注简历内容-Anythinginterestingintheapplicationletter?-应聘信上描述的有趣事-Anynewinformationinapplicationforms?-申请表中任何新的信息-Testimonialsmaybebiased-推荐信可能存在的偏差-Decidewhichjobs/experiencesaremostrelevanttothejobbeinginterviewedfor-确定哪些工作经历与提供面试的职位最吻合Backgroundandjobfit应聘者的背景与职位适合度-Noteanyjobs/experiencesinwhichyouareunclearorwouldlikemoreinformation-对于那些工作经历不清楚的或需要进一步了解信息的做好记录-Noteanygapsinemployment-标出与录用条件的差距-Assessjobfitandmotivation-评估其职位适合度及应聘的动机12BeforetheInterview面试前34Reviewtheattachedplannedbehaviouralquestions选定附件中预先设计的行为表现方面的面试问题-Reviewthecompetencydefinitionsandquestions-熟悉能力方面的解释及相关的面试问题-Choose1-3questionsfromeachcompetency-选择1~3个问题准备提问-Modifyquestionstofitcandidate’sexperience-修正问题，使其更加符合应聘者的工作经验背景-Decideiforderofquestionsneedtobechanged-确定提问的顺序是否需要调整-Developadditionalquestions,ifnecessary-如有必要，可以开发或增加问题-ForKAE&SE,begininterviewwith“SalesCompetence”questions.-针对KAE/SSE/SE的职位，面试提问可以从“销售能力”开始EstimateTiming预估面试时间EstimatethetimeneededtocovereachsectionoftheInterviewGuide.Forathoroughinterview,allow60-90minutespercandidate.Terminatetheinterviewafter15-30minutesifthecandidateisnotsuitable.根据面试指南预估完成每一项所需时间，对于一个综合面试，面试每个应聘者大约需要60~90分钟；如果认为应聘者不合适，则面试在15~30分钟以后结束OpeningtheInterview开始面试12Greetings问候Starttheinterviewbyfirstgreetingthecandidateandgivingyournameandposition.问候应聘者，介绍自己的名字和职位ExplainPurpose说明面试的目的-Knowapplicant&interviewer-让应聘者和面试官相互认识-Learnmoreabouttheapplicant’sbackgroundandexperience-了解应聘者背景和工作经历-Helptheapplicantunderstandthepositionandorganization-帮助应聘者了解该职位及组织OpeningtheInterview开始面试3InterviewPlan面试安排-Tellthecandidatethattheinterviewwillbeusedtoreviewandaskquestionstogetspecificinformationaboutjobsandexperiences.-要求应聘者在简述以往的工作经历，通过提问获得以往工作中的特定信息-Provideinformationaboutpositionandorganization.-提供相关职位和组织信息-Allowcandidatetoaskquestions.-允许应聘者提出问题-Pointoutthatyoubothwillgetinformationtomakegooddecisions.-指出双方都可以获得彼此需要的信息，从而做出明智的决定-Indicatethatyouwillbetakingnotes.-表明你将会做记录DuringtheInterview面试中1Education教育-Accomplishmentsduringschool-在校期间所取得的成绩-Importantideasandconceptlearnedinschool-在校期间所学到的重要理念/观念等WorkBackground工作背景-Jobandexperienceandreporting-工作经历和汇报对象-Majorresponsibilitiesandduties-主要工作职责-Jobchangesandpromotions-工作变动和职务晋升Motivation应聘动机-Likesanddislikesaboutcurrent/previousjobs-在现在/过去的工作中最喜欢和最不喜欢的?-Whyplanningtoleave(ifappropriate)-为什么打算离职（只有在适合的情况下提问）-Frustrationsatwork,why?-工作中受挫情况，为什么？23DuringtheInterview面试中4BehaviouralQuestions行为表现问题-ForKAE&SEpositions,startthebehaviouralinterviewwith“SalesCompetence”questions-针对KAE&SE应聘者，面试提问可从“销售能力”方面开始-Askthebehaviouralquestionsthatyouhaveselectedorprepared-依据你挑选或已准备的行为表现方面的面试问题进行提问-Adaptquestionstofunctionsbeinginterviewed-根据面试的作用调整面试问题-Keepaskingprobingquestions.Donotaccept“readyanswers”immediately-采用探究性提问技巧，不接受表面看起来“理所当然的答案”-Listenandmakesurethatthecandidatetalksmostofthetime-倾听，确保应聘者充分表达-Writedownkeyevidencefromthecandidates’answersforeachcompetency-记录应聘者在回答每一项“能力”问题时搜集到的重要信息-Interviewisnotageneral/