Global online B2B marketplace : http://www.bytrade.com
How do I find the right person? How do I know that this person is really going to do the job that I need them to do? Are they just saying the right thing? How do I know that I am getting the right person for the job? Interviewing is not only a challenger for the candidate but for the potential employer as well.
Education and Credentials
Put the potential HR employee at ease by starting the interview with a review of his educational background and certifications or credentials. If the entry-level applicant has a college education, focus on which classes he took that relate to business and human resources. For a more senior-level applicant, ask how his education has helped him in the field and whether he plans to continue in his education, if he does not have his terminal degree. Ask all levels of applicants whether they have or intend to obtain a human resources certification or participate in HR association meetings and conferences.
Experience and Computer Literacy Questions
Tailor your experience questions to the open position. Ask the entry-level human resources applicant for any relevant work experience, such as managing a small group of employees at a part-time job, working with payroll or accounting procedures or whether she has interned or volunteered in a human resources department. Expect an experienced HR applicant to answer questions about how many employees she is accustomed to serving, reporting relationships, supervisory experience and the areas of human resources she has experience in. Inquire of all applicants their comfort level and experience with human resources information systems, preparing spreadsheets and proficiency in preparing documents for companywide distribution.
Scenario Questions
Keep your interview in line with employment laws by avoiding questions about personal living situations and religious beliefs. Set up scenario questions to each HR applicant based on the job he is interviewing for. Ask a first-level employee questions about handling phone inquiries, computer databases and balancing customer service functions with other job responsibilities. Mid or upper applicants can answer questions specific to your organization, such as how they handle budgeting, worker's compensation claims, renegotiating employee benefits packages or responding to concerns from senior leadership. Ask follow-up questions for each scenario, such as asking the applicant to expand his answer or give you a second example.
Relational Questions
Whether interviewing candidates or dealing with employee customers, a successful human resources employee has effective relational skills. Ask questions of your HR applicant to discern her relational skills. Inquire as to how coworkers or previous supervisors would describe her ability to react calmly under stressful situations. Ask what management style she has and how she handles delivering bad news, such as a layoff or a termination, to an employee. Ask applicants with little experience to relate the questions to organizations or part-time jobs. In the case of seasoned professionals, ask about the management and employee relations skills of each previous job.
没有评论:
发表评论