For the quality of employees' abilities, our more common method is face-to-face communication.
For the grasp of ability, sometimes we will encounter candidates who answer and perform well during the interview process. However, when we arrived at the post, we found that there was a big gap between its capabilities and what we expected.
How to reduce the occurrence of similar situations, to give you a suggestion: when asking questions to interviewers, we should ask a few more layers, and explore and inquire deeply; To judge whether the person's perception of this matter is superficial, or whether he has actually experienced or engaged in this work.
To give a simple example: For example, if we are recruiting a marketing person, the average interviewer will ask something like, "Tell me about a Latest Mailing Database marketing project that you have operated or worked on." ”
Generally speaking, candidates are certainly not difficult to answer this question, because they can describe it well with careful preparation.
After this question, many interviewers will think that he has indeed done this and that his ability should be good.
However, if the conclusion is reached through this question alone, the interviewer's judgment of the interviewer is not very accurate. On this issue, I suggest that you ask the second level of the question, that is, to be more progressive in the depth of the problem.
A typical example of a second-level question is asking what problems the interviewer encountered in the course of performing this activity. People who have actually done this and people who have not done it must have different statements of the problem.
This is because people who have not done this thing see the results of successful event delivery, and it is difficult for them to grasp or describe the problems they encounter. And those who have been in charge can state more problems.
So the second level of the question can help us grasp whether the person has actually done the work.
Then we can ask deeper questions, such as: "How did you deal with these problems you encountered?" Please tell me how you handled it at the time. ”
If he is a literate or truly capable person, he should be able to clearly state his process of solving these problems and achieve good results through his efforts.
Second, the ability to learn
Candidates' learning ability is often demonstrated after they are hired, which is somewhat difficult to measure. So how should we find out through an interview?