結(jié)構(gòu)化面試技巧

課程目標(biāo)：
作為面試官培養(yǎng)的課程，《面試官培訓(xùn)》幫助學(xué)員正確理解面試官角色，掌握基于行為的結(jié)構(gòu)化面試方法(BBSI)，以及系統(tǒng)的面試流程和技巧，幫助面試官更有效地進(jìn)行面試。
了解面試的重要性和面試官的角色
了解面試官應(yīng)具備的能力和職業(yè)素養(yǎng)
掌握基于行為的結(jié)構(gòu)化面試方法
掌握系統(tǒng)的面試流程及每個環(huán)節(jié)的技巧
Object:
As curriculum for developing interviewers, <Training interviewers> is aimed at help students properly understand interviewers’ role and grasp the structured interview skills that is based on the behaviors (BBSI) and systematic interview routine and skills to help interviewer conduct valid interview.
Learn about the importance of interview and the role of an interviewer.
Learn about the ability and professional quality that is required for an interviewer
Grasp the behavior based structure interview method
Grasp the systematical routine of the interview and skills in each segment.
目標(biāo)學(xué)員：
HR招聘經(jīng)理，招聘專員;公司企業(yè)高層和管理者，企業(yè)一線、二線經(jīng)理，人力資源部門主管，HRBP
Target trainee:
HR recruiting manager, recruiting specialist, senior executive in the company, front-line manager, second-line manager, HR department manager, HRBP
活動綱要/Outline
模塊一：角色認(rèn)知
了解招聘的流程以及招聘與面試的關(guān)系
統(tǒng)一面試的流程與語言，改變傳統(tǒng)面試觀念與行為
關(guān)鍵面試技能認(rèn)知- 知識、技巧與工具
面試官的角色
Module One: Role reorganization
Learn about the recruiting routine and the correlation between recruiting and interviewing
Unify the routine and language of the interview, change the concept and behavior of traditional interview
Key interview skill cognition – knowledge，skills and tools.
Role of the interview.
模塊二：面試官的能力及職業(yè)素養(yǎng)
面試官的自身準(zhǔn)備與職業(yè)素養(yǎng)
Module Two - Competence and professional quality need as an interviewer
Personal preparation and professional quality as an interviewer
模塊三：不同面試方法與適用場景
Module 3 – Different approaches to an interview and their adaptable scenes
模塊四：面試問題的種類，傳統(tǒng)面試問題
假設(shè)/情景面試問題 與行為面試問題； 行為型面試的5個特質(zhì)
Module 4 – Classification of the interviewing questions and the traditional interview questions.
Assumption/Scene interview questions and behavior interview questions: 5 traits in behavior interview
模塊五：結(jié)構(gòu)化，行為型面試的流程和技巧
行為型面試的架構(gòu)，結(jié)構(gòu)和流程
準(zhǔn)備-理解招聘需求、準(zhǔn)備面試問題
開場白-前期通告的重要性
面試提問1-澄清簡歷的提問技巧
面試提問2-行為型面試的詢問引導(dǎo)型問題，挖掘型問題，與跟進(jìn)型問題/ 練習(xí)/(情景錄像）
面試提問3-聽問看寫觀察技巧與非語言信息
面試提問4-提問誤區(qū)/ 練習(xí)/(情景錄像）
探詢和宣傳-合適的候選人的雙向選擇
結(jié)束,給予提問機(jī)會，設(shè)定期望值，填寫評估表/ 練習(xí)
面試過程中常見的問題
Module 5 – Structured behavioral interview’s process and techniques
Structure and process of behavior interview
Preparation-Understand the recruiting requirement and prepare for the interview questions
Opening remarks-Importance of announcement in advance
Interview question 1- Questioning skills of clarifying the resume
Interview question 2- Inquiring and leading questions of behavior interview, discovery-driven questions, follow-up questions/exercises/scene video
Interview question 3-Skills of listen, ask, look, write, observe and non-verbal information
Interview question 4-Erroneous zone of questioning/exercising/ scene video
Inquiry and propaganda-The two-way selection of suitable candidates
The end, give chances to ask questions, set expectation, write assumption form/exercise
Common questions in interviewing process
講師介紹/Lecture
景瑩（Jane Jing）
景瑩曾在IBM擔(dān)任招聘總監(jiān)，SAP任北亞區(qū)高級招聘總監(jiān)。既負(fù)責(zé)過每年3000-4000個職位的海量招聘工作， 也負(fù)責(zé)過跨國和跨區(qū)域的人才合作， 并帶領(lǐng)過多支超過30人的大型招聘團(tuán)隊(duì)。 景瑩有近20年的招聘管理經(jīng)驗(yàn)，是市場上少數(shù)有扎實(shí)的實(shí)踐經(jīng)驗(yàn)，管理大型團(tuán)隊(duì)和有專業(yè)高度的專家。她的經(jīng)歷跨越了IT（Dell，Moto，IBM，SAP），互聯(lián)網(wǎng)（暢游），快消品（DHL）行業(yè)。同時也跨越外企，民營企業(yè)，對這兩類企業(yè)在招聘上的特點(diǎn)多有研究。 
Jane was once the recruiting director in IBM, the senior recruiting director in SAP in the north Asian and recruiting director in Accenture China. She was responsible for the recruiting job of 3000-4000 positions every year and the cross nation and region talent cooperation. She once lead the recruiting team of a more than 30 people scale. Jane has more than 20 years experience of recruiting work, and is the rare expert on the market who has solid practical experience and manages big teams. Her experience cross different industries like IT, Internet, FMCG, consulting and covers foreign companies and private companies which she all have research in.
【相關(guān)經(jīng)驗(yàn)/ Related experience 】
領(lǐng)導(dǎo)力和團(tuán)隊(duì)發(fā)展:
景瑩女士曾經(jīng)在Accenture、IBM和SAP成功地建立了較大的招聘團(tuán)隊(duì)， 覆蓋日常招聘運(yùn)營、雇主品牌、系統(tǒng)建設(shè)以及人才市場動態(tài)分析。并且還有效地建立團(tuán)隊(duì)文化，用方法論來培訓(xùn)與發(fā)展員工， 培養(yǎng)員工實(shí)現(xiàn)職業(yè)生涯的提升。
 Leadership and team development:
Jane once worked in Accenture，IBM and SAP and build up large-scaled recruiting teams which covers daily recruiting operation, employer branding, systematic building and dynamic talent market analysis. To build team culture validly and trained and develop employees with theory, and help the employees achieve improvement in their career.
雇主品牌建設(shè):
由于企業(yè)發(fā)展對人才需求的不斷增長，如何讓人才需求與供給達(dá)到統(tǒng)一，這給招聘工作帶來了巨大的挑戰(zhàn)。景瑩女士領(lǐng)導(dǎo)了多家企業(yè)的雇主品牌建設(shè)，尤其是在SAP與多方合作，針對SAP目標(biāo)人才市場進(jìn)行了一系列的深入宣傳與教育， 為SAP自2011年以來在大中國地區(qū)的組織增長和業(yè)務(wù)發(fā)展做出了突出的貢獻(xiàn)。
 Employer brand building:
As the demand for talent of enterprises is constantly growing, how to make the talent demands and talents supply meets is a challenge in the recruiting work. Jane has the experience of lead many enterprises’ employer brand building, especially in the SAP. Target at SAP’s target talent market, they carried out a series of in-depth publicity and education, which brings prominent contribution for SAP since 2011 in the greater China region in organizational growing and business development.
招聘運(yùn)營:
招聘是個用流程與系統(tǒng)來管理的工作領(lǐng)域，景瑩女士不但將全球的招聘系統(tǒng)因地制宜地應(yīng)用到中國， 還與其他團(tuán)隊(duì)合作完成了招聘寶典、流程和制度框架的搭建， 大大地提高了招聘運(yùn)營效率與質(zhì)量。
Hiring operations:
Recruitment is a work field that need be managed in process and system. JingYing does not only applied the global requirement system into China according to local conditions, and she also cooperate with other teams and accomplished the set up of recruitment bible, process and institution construction, which largely improved the efficiency and quality of requirement operation. 

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