人力資源招聘與面試英語演講

1、Recruitment and Interview Skill The importance of recruitmentAInterview skillBOther testCcatalogWe do the best thing for the competition is recruit unsuitable personnel. _HR of MicrosoftWhat is Recruitment To get the right people at the right time for the right place . 在合適的時(shí)間為合適的崗位尋找到合適的人選在合適的時(shí)間為合適的

2、崗位尋找到合適的人選。The importance of recruitment Select the right person is more important than cultivating people.If recruiting suitable people at the beginning, that will bring considerable benefits. Statistics shows this beneficiary is 6%-20% more than current productivity.人力資源需求HR Recruitment工作分析Job ana

3、lysis招聘計(jì)劃招聘計(jì)劃Recruitment Planning招募招募Enlistment 發(fā)布信息發(fā)布信息Publish the information 簡歷收集簡歷收集The resume collecting選拔選拔Selection 初步篩選初步篩選Filtrate resume 筆試筆試Written examination 面試面試Interview 其他測試其他測試Other test錄錄 用用Employment 作出決策作出決策Decision 發(fā)出通知發(fā)出通知Notify評(píng)評(píng) 估估Appraisal 程序程序Procedure 技能技能Skill 效率效率Efficio

4、nsy 招聘的程序招聘的程序Recruitment Process人力資源規(guī)劃Human Resource Planning 公司戰(zhàn)略公司戰(zhàn)略Company strategic人力資源需求分人力資源需求分析析HR requirement analysisTypes of Interviews 面試的結(jié)構(gòu)化程度：The extent of structured Interview非結(jié)構(gòu)化面試非結(jié)構(gòu)化面試 Unstructured Interview結(jié)構(gòu)化面試結(jié)構(gòu)化面試 Structured Interview面試的目的：Goal of Interview選擇性面談（壓力式面談）選擇性面談（壓力式

5、面談）Selective Interview(Pressure Interview)評(píng)估性面談評(píng)估性面談 Evaluation Interview離職面談離職面談 Quit Interview面試的內(nèi)容：Content of Interview情景面談情景面談 Situational Interview與工作相關(guān)的面談與工作相關(guān)的面談（Job-related interview）對(duì)面試的控制：Control of Interview一對(duì)一面試（單獨(dú)面試）一對(duì)一面試（單獨(dú)面試）one to one(individually)/多對(duì)一面試多對(duì)一面試many to one（集體面試（集體面試 a g

6、roup interview）連續(xù)性面試連續(xù)性面試consecutive Interview/一次性面試一次性面試 one time interview計(jì)算機(jī)面試計(jì)算機(jī)面試 computer interview/人工面試人工面試 face to face interview Interview QuestionTell me about yourself ?What is your greatest strengths?What is your greatest weaknesses?Why do you want this jobs or why do you want join this

7、company ?What are your career goals for the next five years ?Interview environmental requirements room room temperature seat（place，chairs） company information，job description forms and writing materials time(notification time, interview time) job seekers information questionsFor interviewer First, a

8、lthough in a short time we cannot judge a person by his appearance, the first impression, is always our start. Secondly, good manners are equally important. In the interview is neither too proud, too timid. Just a ceremony. In third, respondents must prove his ability and skills, employment and know

9、ledge related to the work relevant to the field, he must clearly express their confidence. Last , the respondents should be honest with his or her personal and academic background, honesty is the best policy.Talent assessment tools 心理測試（心理測試（Psychological Test) 無領(lǐng)導(dǎo)小組討論（無領(lǐng)導(dǎo)小組討論（Leaderless Group Discussion） 文件筐測驗(yàn)文件筐測驗(yàn)(In-Basket) 結(jié)構(gòu)化面試（結(jié)構(gòu)化面試（Structured Interview） 團(tuán)隊(duì)游戲團(tuán)隊(duì)游戲(Team Game) 角色扮演角色扮演(Role Play) 演講（演講（Presentation) 投射測驗(yàn)（投射測驗(yàn)（Projective Test) 評(píng)價(jià)中心評(píng)價(jià)中心(Assessment centers)Psychological Test Psychological testing is a measurement of some aspect of human behavior. by procedures consisting of