王弘力《金牌面试官》

王弘力老师介绍

老师介绍 : 人力资源管理实战专家

主讲课程 : 《非人力资源经理的人力资源管理》《金牌面试官》《绩效管理体系》《人才发展、梯队建设、人才盘点类课程》《薪酬体系设计》

助理联系电话：13911448898 谷老师

金牌面试官——面试实施与精准识人

课程背景：

在招聘工作中，都希望能够精准识人，但应聘者为了顺利找到工作，拿到理想企业的“offer”,他们会精心准备，这些经过认真准备的候选人在面试中说着“面试语言”，让面试官看到的表现也是“面试行为”，如果面试考官不能识别这层伪装，加上招聘任务紧急，将会出现选人的失误，给后续的管理造成太多的被动。

挑选出合适人才是所有管理者的一堂必修课。但在实践中，往往存在以下问题：

1. 面试流程不规范、不礼貌，直接被候选人“拉黑”,甚至严重抹黑企业形象；

2. 面试问题集中考察在技能层面，忽视内在素质考察，重短期轻长期；

3. 岗位的招聘标准不够明确，人才考察缺乏“方向”，最后是看“心情”确定面试结果；

4. 不知道如何发问，问题没有“设计感”，甚至没有质量，变面试为聊天

5. 对候选人评价不全面，也不准确，面试评语很笼统，凭主观印象做录用决策

面试活动既是一场识人活动，同时也是一场营销活动。面试活动组织的好与坏，既关系到人才的引进，也关乎企业的市场声誉。

作为部门面试官，往往缺乏这方面的系统认知，因此很有必要进行系统的学习，转变观念，掌握方法。本课程将围绕这些问题，站在部门面试官的视角，结合具体案例和大量实际演练，基于面试的全流程，展开讲解。

课程收益：

● 掌握作为用人部门领导在人才招聘中应配合完成的工作以及如何看待面试官这一角色

● 掌握人才选聘标准如何构建，并且如何让标准有可操作性

● 掌握如何更加全面和准确的评价候选人，如何挖掘求职者的内在素质

● 掌握如何组织进行专业和规范的面试，如何设计面试问题，如何追问，如何辨别真伪；

● 掌握结构化面试和行为面试的基本思路和方法

● 掌握如何打动和吸引求职者，展示企业良好雇主形象

● 掌握如何进行新员工试用期管理，如何开展新员工培养等

课程时间：2天，6小时/天

课程对象：部门管理者、HR等

课程方式：讲授、小组讨论、案例研讨、现场互动等（课程中有大量演练和老师点评环节，并且有招聘相关模板分享）

课程大纲

第一讲：招聘概述与面试官角色认知

话题讨论：招聘工作有哪些工作需要考虑---招聘工作的系统化认识——招聘四问

互动：人力资源部和用人部门在招聘工作中的职责分工

一、面试官角色认知

1. 面试官的双重角色——考官角色与形象代言人角色

老师观点：招聘活动既是一场识人活动也是一场营销活动，要特别重视展示企业良好的雇主形象

2. 面试礼仪——面试中“居高临下“的四种表现

分析：关于面试官的着装与语言要求

思考：面试官如何开场与如何结束面试

二、人才识别的思路和方向

案例：我们选谁

思考：人才识别如何更加全面

1. 人才选拔的四个维度（老师自己心得总结，解决人才识别的广度问题）

2. 人才甄选的三个层面（老师自己心得总结，解决人才识别的深度问题）

第二讲：招聘标准构建与人才甄选

一、如何构建人才选拔标准

概念解读：任职资格、胜任素质、人才画像

案例：销售岗位（或企业提供的其他岗位）招聘标准构建整套思路

案例：比亚迪人才观

二、如何进行面试评价

现状：比较模糊和笼统，如何更加全面和精准？

模板：可实现评价更全面

三、关于人才甄选

1. 人才甄选的方式

2. 明确简历的硬性筛选标准

互动：找出给定简历中存在的问题

3. 如何考察应聘者的专业知识技能与性格特点

1）专业知识测试案例：某大型企业的专业知识测试题

2）逻辑能力测试案例：逻辑测试题实例

3）经典的性格测评问卷分享：16PF、MBTI、DISC测试等

思考：性格测评结果如何分析

分享：富士康大学生性格测评报告

解读：DISC测评

第三讲：人才识别与面试组织实施

一、当下面试中存在的问题

1. 不专业与不重视面试礼仪

2. 人才选拔误区

3. 考官的主观误区

分享：面试考官必备的六大资料

二、面试的四种经典场景布置及其利弊

三、面试的实施流程

四、面试问题的设计

互动演练：进取心、团队精神、抗压力三项素质面试问题设计现场演练+老师点评

1. 设计面试问题的基本要求

——问题聚焦、动机隐藏、问题结构化

2. 结构化面试的两种形式

3. 结构化面试的注意事项

4. 七大通用结构化面试提纲分享

分享：员工稳定性预期六大考察方向

五、行为面试法的实施技巧

案例：简历中的工作业绩如何追问？

1. 行为面试法介绍

2. 行为描述面试四要素

——情景、任务、行动、结果

3. 行为面试法的使用要点

——问过去，追问细节

思考：只说不做的员工如何识别？

老师分享：STAR面试的PULS版本（7大连贯问题，在传统四大问题的基础上丰富了三个问题）

六、压力面试法的实施技巧

讨论：如何看待情景面试与行为面试？

七、面试中的其他要点

1. 察言观色，细心倾听

2. 树立良好的职业心态

3. 给对方反问的机会

讨论：面试中应该做的和不应该做的

思考：如何验证求职者所述真伪？（老师心得总结）

八、、无领导小组讨论在面试中的应用

练习：无领导小组讨论的实操

九、如何进行薪资谈判与吸引求职者

1. 薪资谈判需注意问题

2. 企业薪酬策略有哪些

3. 提升招募效果的建议

4. 吸引与打动求职者建议

十、如何结束面试

第四讲：新员工管理

一、如何作出录用决策

1. 明确录用标准

2. 谁做决策？

3. 决策方式

二、新员工培养机制

1. 导师制与老带新机制分享

案例：比亚迪导师制分享

2. 新员工培养的几点建议

三、员工的试用期考核办法怎么制定

案例：关于试用期案例

1. 如何理解试用期---招聘面试的延长期

2. 如何约定试用期录用条件

3. 如何合规处理试用期不称职员工

课程总结与回顾：包括课后测试、课程总结与相关答疑

注：本站文章转载自网络，用于交流学习，如有侵权，请告知，我们将立刻删除。
Email：grlwwf@163.com

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下一篇：王弘力《非人力资源经理的人力资源管理》

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王弘力老师介绍