结构化面试技巧

课程目标：
作为面试官培养的课程，《面试官培训》帮助学员正确理解面试官角色，掌握基于行为的结构化面试方法(BBSI)，以及系统的面试流程和技巧，帮助面试官更有效地进行面试。
了解面试的重要性和面试官的角色
了解面试官应具备的能力和职业素养
掌握基于行为的结构化面试方法
掌握系统的面试流程及每个环节的技巧
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.
目标学员：
HR招聘经理，招聘专员;公司企业高层和管理者，企业一线、二线经理，人力资源部门主管，HRBP
Target trainee:
HR recruiting manager, recruiting specialist, senior executive in the company, front-line manager, second-line manager, HR department manager, HRBP
活动纲要/Outline
模块一：角色认知
了解招聘的流程以及招聘与面试的关系
统一面试的流程与语言，改变传统面试观念与行为
关键面试技能认知- 知识、技巧与工具
面试官的角色
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.
模块二：面试官的能力及职业素养
面试官的自身准备与职业素养
Module Two - Competence and professional quality need as an interviewer
Personal preparation and professional quality as an interviewer
模块三：不同面试方法与适用场景
Module 3 – Different approaches to an interview and their adaptable scenes
模块四：面试问题的种类，传统面试问题
假设/情景面试问题 与行为面试问题； 行为型面试的5个特质
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
模块五：结构化，行为型面试的流程和技巧
行为型面试的架构，结构和流程
准备-理解招聘需求、准备面试问题
开场白-前期通告的重要性
面试提问1-澄清简历的提问技巧
面试提问2-行为型面试的询问引导型问题，挖掘型问题，与跟进型问题/ 练习/(情景录像）
面试提问3-听问看写观察技巧与非语言信息
面试提问4-提问误区/ 练习/(情景录像）
探询和宣传-合适的候选人的双向选择
结束,给予提问机会，设定期望值，填写评估表/ 练习
面试过程中常见的问题
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
讲师介绍/Lecture
景莹（Jane Jing）
景莹曾在IBM担任招聘总监，SAP任北亚区高级招聘总监。既负责过每年3000-4000个职位的海量招聘工作， 也负责过跨国和跨区域的人才合作， 并带领过多支超过30人的大型招聘团队。 景莹有近20年的招聘管理经验，是市场上少数有扎实的实践经验，管理大型团队和有专业高度的专家。她的经历跨越了IT（Dell，Moto，IBM，SAP），互联网（畅游），快消品（DHL）行业。同时也跨越外企，民营企业，对这两类企业在招聘上的特点多有研究。 
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.
【相关经验/ Related experience 】
领导力和团队发展:
景莹女士曾经在Accenture、IBM和SAP成功地建立了较大的招聘团队， 覆盖日常招聘运营、雇主品牌、系统建设以及人才市场动态分析。并且还有效地建立团队文化，用方法论来培训与发展员工， 培养员工实现职业生涯的提升。
 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.
雇主品牌建设:
由于企业发展对人才需求的不断增长，如何让人才需求与供给达到统一，这给招聘工作带来了巨大的挑战。景莹女士领导了多家企业的雇主品牌建设，尤其是在SAP与多方合作，针对SAP目标人才市场进行了一系列的深入宣传与教育， 为SAP自2011年以来在大中国地区的组织增长和业务发展做出了突出的贡献。
 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.
招聘运营:
招聘是个用流程与系统来管理的工作领域，景莹女士不但将全球的招聘系统因地制宜地应用到中国， 还与其他团队合作完成了招聘宝典、流程和制度框架的搭建， 大大地提高了招聘运营效率与质量。
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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