Beginning last month, with the accumulation of work experience, I began to take up the job of [first-time face officer].
After participating in the company's interviewer training, I still have some fears, for fear that my own questions and judgments are insufficient, which will lead to the failure of excellent talents to display well, or to be confused, wasting the company's resources.
"What kind of self-introduction is a good introduction?" "Is this answer a routine, or is it the candidate's own thinking?" "How long should I ask about past project experience?" "Q&A What can I say and what can't I say?"
I tried to find answers on the Internet and found that there are many face-to-face interviews (all are routines), but there are very few experience posts on how to interview others.
Helpless, I can only interview and summarize, and constantly improve my interview level. (Here I apologize to my first interview candidates (xiao) and (bai) people (shu)~)
So with this article, I want to share Latest Mailing Database my interview review of the past month, for reference to my friends who will be interviewers in the future, and to give my friends who are about to interview another perspective.
The article will be divided into several points:
Purpose of the interview
Reasonable interview structure
Don't ask these questions
These questions work well
The purpose of the interview: to recruit people who are suitable for this position within a limited time
Most interviews fail because you are not good. But not meeting the right person at the right time.
Most interviewers have already drawn up who they are looking for before the interview.
Sometimes even when communicating with JD, they will say that this position needs to recruit a person like Xiao A, and his product design ability is slightly worse than that of Xiao A, and his data analysis ability is similar to his.
To the interviewer:
(1) From the beginning of writing JD, it is necessary to clarify what kind of work will be undertaken after this position comes in, and what characteristics are required.
General characteristics: strong communication skills, high intelligence, good logical thinking
Combining with the specific differences of positions: have a background in related fields, data analysis ability, interaction design ability, user-oriented thinking, can promote research and development, can grab resources, can accept off-site office...
(2) During the interview process, questions and observations and answers should be subdivided into these ability points, and an evaluation of good, medium and poor should be formed to facilitate a comprehensive evaluation of whether it is appropriate.
Apply for a few more positions. In many cases, it is not because of your own lack of ability, but because the positions you are recruiting are very different from your own.
Take a serious look at JD. Although some companies have a general JD to deal with all positions, most companies' JDs will still provide specific descriptions for the positions to be recruited.
Interview Structure & FAQ
Interviewers have routines, and interviewers have routines.
How to find out a person's bright spots in the limited 20-40 minutes (most interview time), but also discover the small problems that he tried to hide.
It relies on the fixed combination of [total-point-total].
Generally speaking, I will set 5-6 questions in advance according to the candidate's resume within 5 minutes before the interview, and the interviewer who is in a hurry or has more experience will prepare the questions after the interview starts.
The approximate structure is shown in the following figure:
Step1: Ask the candidate to introduce himself [simply]
Emphasize [simple], or you'll get caught up in a gushing presentation of candidates and lose control.
(1) Inspection point: communication ability and logic
(2) bad case (with these points, points will be deducted):
Read your resume again - please give the interviewer some new ideas and highlights;
It didn't end within 1 minute - the sister-in-law who has encountered the boss chatting about the boss is on the XX star;
The content of the statement (especially key data) and the resume do not match.
Step 2: Expand to ask questions
It can be roughly divided into three types:
past project experience;
Questions combined with the product to be interviewed;
(1) Past projects
Usually, I will talk about the candidates' past projects first. First, it is smooth with self-introduction. Second, the product can best reflect the PM's ability. If the past projects are not answered well, most of them will be cold. Two types of problems.
Inspection point: product capability and logic
Ask about core data and product schemas;
what's done well and what's not done well;
You have to ask, you have to ask, you have to ask.
badcase (with these points, deduct points):
Can't answer your own data - lightly, it means that you don't care about the business, and it may be a fictitious experience in serious cases;
Not doing well - lack of confidence or lack of review
Can't tell you what's not doing well - no review or no thinking
There are obvious loopholes in the business model, but I didn't mention it myself - at this time, you need to point out directly. If the candidate forgets it accidentally, he will discuss it in depth based on what you said. If the candidate only says "Well, it makes sense" or It's "trying to argue but can't convince you", it's probably not clear/lack of thinking.
If you have deliberately concealed something, you should ask questions - for example, the interview resume wrote "the investment from Jinshajiang has not been received", and then asked "why did Jinshajiang feel that the product data did not meet the standards and did not invest"... Only then will the data concealed by the candidate be found to be fraudulent, and the DAU just said the highest value.