Before the interview, the interviewer should keep in mind 8 points to delete the resume
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Do not consider people who change jobs very frequently, such as 2-3 consecutive jobs in one year, or less than one year. Do a job for at least 2-3 years, otherwise you will not be able to comprehend some of the essence.
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The school you graduate from is very important. The long-term quality of undergraduate and junior colleges is still very different. Although we choose talents eclectically. For most jobs, the school you graduate from is important.
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The industry in which the candidate's work experience is located is very different from the industry in which our company is located. It is not necessary to consider it.
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If the resume of the person you want to recruit is very messy, untidy, and unable to write clearly about his own experience, if you look at the resume and feel very confusing, you can ignore it.
6 things interviewers should keep in mind before interviewing
Find out what kind of person to hire for a job
The core qualities of candidates for different positions are different and cannot be generalized
Recruitment should be very careful, every recruit is a huge investment in the company
The interviewer must take a break between each interview, just like a wine taster drinking water when tasting different wines
No one is 100% suitable. Some people have not done similar work. People who have done similar work may not have passion. Passionate people may not have experience. Experienced people may be expensive.
Generally speaking, people who have worked for 3-5 years, 8-10 years, and people who have worked for more than 15 years can see obvious differences. People aged 3-5 years have strong plasticity. 8-10 years of experience, mainly depends on whether there is enough enthusiasm. The basic stereotype for more than 15 years depends on the aura and management ability.
8 points to observe candidate behavior
Are you able to look at you with both eyes vs left and right, look up and down vs dare not look when you speak? Often it is not 100% truthful
Touching your face, moving your feet, messing with your hair, etc. There are many small actions that often indicate lack of self-confidence
Hands folded in front of chest often means defensiveness
Is the language arrogant, sincere, or plain, passionate and contagious?
Bring your own printed resume on time and bring your own works (such as your own programs, online products, your own paintings, etc.) or procrastinate without bringing anything
Is the handshake strong?
Does the first look give you a sense of energy – feel healthy, honest, confident
Is your voice clear, firm and loud? Does your voice feel enthusiastic, confident, etc.
Several Questions to Observe Candidate Behavior
Asking some non-work-related questions is actually to help us better judge the candidate's values and way of thinking. These questions often help us judge the person's reliability, enthusiasm, and motivation for work.
Whether to invest in stocks, how to distribute family income, and where to play in spare time
Observe the candidate's attitude towards the parents' family
Married or not, attitude towards marriage, influence of girlfriend on me
Observe the candidate's business interests
What books do you usually read? Questions about reading and personal hobbies can help us see if the person likes to dig into.
When the interview just started
Be sure to say "hello and welcome"
Start by giving the candidate 3-5 minutes to introduce themselves. From the candidate's self-introduction, you can see whether the person's description of his work experience and abilities is concise and to the point. This is also an observation of ability, and this is also to verify his ability to express and prepare, and his attitude can be seen.
One of the 5 questions you must ask: Why leave
Asking why a candidate leaves can help us determine why the person leaves and the character traits behind it
for example
Boss or manager doesn't deliver on promises -> analyze exactly what candidates want
The company is too chaotic -> analyze the candidate's requirements for the working environment
I can't learn anything -> I attach great importance to improving my ability
Too little money -> how much money is needed, expectations for salary
Too far from home -> an excuse in general.
My manager engages me, suppresses me -> When encountering such reasons, you must ask more about the specific background, you can analyze the personality of the candidate, whether it is more extreme, or too self-centered. Such people tend to think habitually, and there is definitely someone in a company who treats me as an enemy
The second of the 5 questions that must be asked: please give an example?
Generally, candidates will tell you what he has done and what projects he has done. When encountering a project he introduced that is particularly related to our business, you can ask him to give an example.
For example, it can be fully seen whether a person has actually done this business or project. The interviewer should pretend not to understand, ask a lot of very detailed questions, observe the candidate's reflection, whether there is any impatience, whether to answer positively or not. negative response. Can he express it clearly in a simple way, and can he explain very clearly how he solved a problem at that time and how he participated in a project.
Three of the 5 questions that must be asked: Your role in the project?
要问清楚候选人在一个项目中的角色，可以问你这个项目有那几个角色参与? 多少人参与了？ 你在这些人中间扮演什么角色？ 这个都能够帮助我们看清楚。
很多候选人会把自己参与的某一个大项目说的好像都是他一个人做的一样。
必须问的5个问题之四：假设有xxxx 一个项目或者场景，你来分析一下？Xxxxx我们应该如何去做？
比如我们面试一个产品经理，如果我们期望了解清楚他的逻辑思维能力， 我们可以这么问，“假设我们现在又一个医药的客户，他想做一个给医药销售使用的 APP ” “你现在急于你的经验，你来思考一下，我们的APP 应该设计那些功能” ?
又比如问：你觉得这个项目中你学到了什么？ 你觉得这个项目你觉得最难的地方在哪里？
这样的问题比较开放，能够让应试者充分发挥，从而看出候选人的应变能力和思维逻辑，对我们判断这个人是否能够做这类工作是非常帮助
必须问的5个问题之五：请给我2个你的推荐人好吗?
这个问题可以看出候选人对于自己过去的工作经历的自信程度。
这个问题一定要在不经意的过程中问出来。候选人如果能够很自信的立刻提供，也反映了他的准备。
面试项目经理类岗位的关键问题
项目经理类岗位的职位名称可以是项目经理，项目主管等。
面试项目经理最重要的是搞清楚。
有没有非常实际的(Solid)管理过一个项目，从头到尾，管理几个人的队伍，尤其是可能并不汇报给他的队伍。把一个项目做好。
通过大量的具体的问题，比如你在项目中的角色，团队中有几个人，如何分工，如何控制进度，项目的难点在哪里？客户中间如何反复调整需求？项目遇到的最大的困难是什么？来判断这个的管理风格和能力。
一个出色的项目经理一定需要3-5年的实际历练。软件类的项目经理一定要找曾经做过技术开发(coding)层次的，一定要找那些有过5个以上项目管理经验的。
项目经理最大的挑战是把握需求，管理客户对项目的预期，控制项目进度，确保项目的文档是完备的，交付的时候让客户满意。通过问问题来看这个人是否确实理解了项目管理。
可以看一下他之前的项目文档。项目文档可以判断这个人的经验和对文档的态度。
面试产品经理类岗位的关键问题
产品经理类岗位的职位名称可以是产品经理， 产品管理，需求设计，产品设计等。
面试产品经理最重要的是搞清楚。
优秀的产品经理是非常少的，如果已经很优秀，不一定会出现在你的面前，不要期望完美的产品经理，如果有，一定是假象。
产品经理要有比较丰富的思维，核心是能够设计产品。比如一个客户提出了一个需求，如果一个人能够在分析研究之后，能够设计出一个产品来，能够描绘出来产品的功能，使用方式方法，让客户眼前一亮，已经非常出色。
是否掌握基本的技能，包括对设计工具的使用，能够设计出一些东西来，从事过类似的产品经理的设计工作，是一个基本的判断，可以从这个人过去的精力中了解和问…如果之前没有设计过产品，则基本不用考虑了。
产品经理一定要找特别特别特别重视用户体验的，尤其是在软件（web, mobile) 用户体验的设计和思考，比如可以问你觉得那一个产品用户体验特别好？ 为什么？ 你觉得用户最关心那些地方？ 请举一个例子说说你是如何设计这个产品的交互体验的？ 等等问题来观察候选人。
面试快要结束的时候
如果你想用这个人，可以问他，你对工资的期望？你目前的工资发放结构是什么？* 如何发的，包括什么组成。
如果自己不知道如何回答工资的事情，可以说，我们会进一步和您联系。待遇的问题晚些时候我请我们公司的人事负责人电话和你沟通。
如果候选人说了一个数字，比如一个月1万，但是确说不清楚自己的工资组成和结构，通常他说的工资数字是有很大水分的
你还有什么问题吗？对这个公司？对我们的业务？通过这个问题可以看出候选人是否有诚意加入这个公司, 也可以看出候选人最关心什么事情。
如果候选人对工资，福利问得非常清楚，一般是过去吃过亏的，或者代表她、他对这个非常在乎 所以说清楚是非常重要的。
有的时候候选人会质疑公司的业务方向，面试者的观察应该是两个维度，第一，看看这个人是否很有想法，但是又有积极的建议，另外一个看他是否认可。这些都是判断我们用不用这个人的一个标准。
如果候选人问，你们大概什么时候能给我一个明确的回复，可以说，我们会在1-2周内通知你，我们会很快。
可以问一下“你期望在一个什么样的公司工作？ ”和”你对你的个人领导是一个什么样的期望” 这些问题都能够帮忙我们分辨她，他的个性和动力所在。
面试快要结束的时候
注意问一下候选人现在的家里距离公司的远近，有很多人很在意。特别是程序员。
注意问一下候选人有没有特别的个人爱好，或者习惯，比如有一些人是回民，有一些人有特殊的情况* 比如家里有人生病，或者本人有特殊的病史，在特定时期需要离开公司。这些都要问道。
如果觉得这个候选人还不错，但是自己不确定，可以这么说：我们还有几个其他的候选人，你能否在今天或者明天，我们给你出一个xxxxx 的问题，你给我们写一个你对这个问题的理解，方便我们更多了解你的应变能力。类似的给候选人留作业的方式，可以让我们判断一个候选人的素质，能力，和参与这个公司的意愿是否真的很强烈。
最后一定要和候选人说，谢谢你的时间，希望我们有机会合作。* 这代表了一个公司的素质和修养。
如果时间允许的话，一定要亲自送候选人走到门口，和她、他再次握手，表示对对方的尊重。 * 这也是代表了公司的形象。
面试的6维判断
候选人的经验和能力是否符合我们的某一个具体岗位( skills)
如果岗位是leader的岗位，一定要判断他是否能够有足够管理人员的经验
候选人的工作热情(passion to business)
候选人的动力所在(motivation)
金钱 2。好的学习场所 3 好的领导 4 好的平台 5 体面的工作场所 6 其他
候选人是否有很好的自我学习能力
候选人的综合价值观念和我们的公司理念的符合度
最后的决定 ( Hire or Not Hire)
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