行为面试技巧1.pdf

1、www.ChinaHRD.Net 散发人性道德光辉 沉淀人类管理智慧 分享中人网共建中人网 Behavioural Selection Interview 行为面试技巧行为面试技巧 PDF 文件使用 pdfFactory Pro 试用版本创建 www.ChinaHRD.Net 散发人性道德光辉 沉淀人类管理智慧 分享中人网共建中人网 PDF 文件使用 pdfFactory Pro 试用版本创建 www.ChinaHRD.Net 散发人性道德光辉 沉淀人类管理智慧 分享中人网共建中人网 Workshop Objectives Workshop Objectives 课程目标 Recruiting

2、 a wrong candidate is a costly decision if the selection interview is not done properly.The purpose of this workshop is to provide you with a reliable and systematic approach to interviewing job candidates and making selection decisions to help you find the”right”person for the job.如果面试甄选进行地不适当，招聘错误

3、人选是代价昂贵的。此次课程的目标是提供给您一个可靠的和系统的方法来面试候选人、作出甄选决定，帮助您找到“正确”的人选。At the end of the workshop,you will be able to:课程结束时，您将可以：?Understand the whole recruitment and selection process?了解完整的招聘和甄选过程了解完整的招聘和甄选过程?Identify the different phases and components of effective selection interview?了解面试甄选的不同阶段和组成部分了解面试甄选的不

4、同阶段和组成部分?Prepare and ask behavioural questions to elicit job-related information?准备和询问行为问题来澄清与工作相关的信息准备和询问行为问题来澄清与工作相关的信息 PDF 文件使用 pdfFactory Pro 试用版本创建 www.ChinaHRD.Net 散发人性道德光辉 沉淀人类管理智慧 分享中人网共建中人网?Plan and conduct a behavioural selection interview based on selection criteria with confidence and sk

5、ill?基于甄选标准自信地、技巧地计划和实施行为甄选面试基于甄选标准自信地、技巧地计划和实施行为甄选面试?Apply effective interviewing skills and techniques?应用有效的面试技巧应用有效的面试技巧 Objectives of a Selection System 甄选系统的目标甄选系统的目标 An effective selection system should be able to achieve the following objectives:一个有效的甄选系统能够达到以下目标：一个有效的甄选系统能够达到以下目标：Valid 有效有效 M

6、easure competencies(knowledge,skills and attitudes)which are important for job performance.衡量对工作表现最重要的资质（知识、技巧和态度）Reliable 可靠可靠 Accurate and consistent with same criteria used on all applicants for the same position.对同一职位的不同候选人采取准确和一致的标准 Make more accurate hiring decisions PDF 文件使用 pdfFactory Pro 试用

7、版本创建 www.ChinaHRD.Net 散发人性道德光辉 沉淀人类管理智慧 分享中人网共建中人网 Fair 公平公平 All candidates are treated equally and the interview is seen to be fair.所有的候选人被平等地对待，面试做到公平 Practical 实用实用 Minimize labour and other costs(eg,advertising,interviewing time,training)incurred in the whole recruitment and selection process.减少

8、整个招聘甄选程序的人力和其他成本（如广告、面试时间、培训）ATTRACT,HIRE AND RETAIN THE RIGHT PEOPLE 吸引、雇佣、保留最合适的人才吸引、雇佣、保留最合适的人才PDF 文件使用 pdfFactory Pro 试用版本创建 www.ChinaHRD.Net 散发人性道德光辉 沉淀人类管理智慧 分享中人网共建中人网 Benefits of Good Selection 正确甄选的益处正确甄选的益处 For the Organization 对于公司对于公司 Places the right people in the right jobs which best

9、utilize their skills and abilities 将正确的人才放在正确的位置，最好地应用他们的技巧和能力 Increase productivity 增加生产力 Reduce turnover and absenteeism 减少人才流失率和短缺 Reduce hiring costs 减少招聘成本 Enhance company image 提升公司形象 For the Manager 对于经理对于经理 Improve team morale 提高团队士气 Increase team effectiveness and productivity 增加团队有效性和生产力 T

10、he right employee requires less supervision and training 合适的雇员需要较少的管理和培训 Save time to hire and train the replacement 节省时间雇佣和培训替代者 For the Employee 对于雇员对于雇员 Build self-esteem through ability to perform 通过表现能力建立自尊 Increase job satisfaction and morale 增加工作满意度和士气 PDF 文件使用 pdfFactory Pro 试用版本创建 www.China

11、HRD.Net 散发人性道德光辉 沉淀人类管理智慧 分享中人网共建中人网 Promote teamwork and group interaction 促进团队合作和团队互动 PDF 文件使用 pdfFactory Pro 试用版本创建 www.ChinaHRD.Net 散发人性道德光辉 沉淀人类管理智慧 分享中人网共建中人网 Common Selection Problems 常见的甄选问题常见的甄选问题 Here are some common mistakes made by interviewers and may therefore affect the effectiveness

12、of the interview in selecting the right candidate.以下是面试官通常发生的一些错误，会影响到面试中挑选正确候选人的有效性。1.Comparisons to previous candidates 与以前的候选人进行比较与以前的候选人进行比较 Assessing an candidate in comparison to other candidates instead of comparing each candidate thoroughly with the selection critiera 对比其他候选人来评估一个候选人而不是将每个候选

13、人与选择标准比较。2.First Impression/Hearing what they want to hear 第一印象第一印象/听他们想听的听他们想听的 Decision tends to be made early on in the interview.Research found out that the average“decision time”was made in the first four minutes.After that the decision predisposed the interviewer to perceive and accept informa

14、tion that supported their“decision”.倾向太早做决定，研究发现一般的“决定时间”在头 4 分钟已做出，之后，该决定使面试官在观察和接受那些支持他们决定的信息。3.Lack of Planning/Insufficient Preparation 缺少计划缺少计划/准备不足准备不足 Interviewers do not give sufficient time to plan for the interviewing questions or to review the background of the candidates.面试官没有足够的时间准备问题和回

15、顾候选人的背景。4.Primacy and Recency 最早的和最后的最早的和最后的 The tendency to recall the first few candidates and the last few.Those in the middle become a blurred memory.倾向于对头几位和最后几位记忆清楚，对中间的记忆模糊。PDF 文件使用 pdfFactory Pro 试用版本创建 www.ChinaHRD.Net 散发人性道德光辉 沉淀人类管理智慧 分享中人网共建中人网 5.Similar to Me 与我类似与我类似 Seeking candidates

16、 who display the same qualities and background as the interviewers 寻找与面试官的背景和表现相似的候选人。6.Insufficient knowledge of the job 对工作岗位没有足够的认知对工作岗位没有足够的认知 Some interviewers are not familiar with the requirements of the position and therefore fail to ask the appropriate job-related questions which give specific behavioural examples.一些面试官对职位的要求不熟悉，因此并不懂如何询问与工作想适宜的行为问题，来让候选人给出特定的例子。7.Overweighting negative information 过分看重负面信息过分看重负面信息 A number of studies suggest that interviewers give more weight to unfavo