HR Manager: How To Pass An Interview

Personnel management is a whole science, which not every manager can master. That is why more and more organizations are opening the vacancy "HR manager". And despite the fact that the vacancy is called "young", it is quite difficult to achieve this position. It turns out that in order to become a HR manager you only need to pass the interview correctly and confidently. How can this be done? Location: Location:

During the interview, it is important to show interest in the organization's activities, its mission, principles, corporate ethics, symbols and other aspects. Moreover, it should be done a few days or weeks before the interview. The HR manager must have all the information regarding personnel changes, career opportunities, and additional education for employees. In addition, the personnel manager must be familiar with the job descriptions of each employee in the enterprise, and if he shows this awareness at the interview, the manager will understand his competence and education.

Having collected complete information about the organization in which the applicant wants to work, he will be confident in himself. And to the standard question of the employer: "Why do you want to work in our company?" at the interview, such a HR manager will answer: "Because I share the principles of your organization" (further these principles should be described, at least in general terms). For example, the principle of organization may be to take care of employees. This concern is manifested in the provision of travel vouchers for the children of employees or the specialists themselves, in the provision of housing for the invited young specialists, in the support of low-income families working at the enterprise.

The applicant should show a similar interest in relation to the wishes and requirements of the manager, because it is the HR manager who is considered the “right hand” of the director, who deals with all personnel issues at the enterprise.

Answer any professional questions as you see fit. Don't be afraid to make mistakes. There are no clear methods and rules in the field of personnel management. The main thing is the desire to work for the good of the organization and its personnel.

But you should not forget about your own point of view. Tell your manager about your plans to improve the organization's performance. This will characterize the applicant as a competent and qualified specialist. For example, you can suggest introducing a system of rewarding employees who have achieved certain results in the enterprise. Moreover, the encouragement does not have to be expressed in material benefits.

Today there are many “moral” parameters of motivation that will help to interest the employee in quality work. The same notorious honor boards are in great demand today, and many employees proudly tell friends and relatives about the results they have achieved.

In addition, you can offer the manager to create a so-called professional and psychological portrait of an employee, which should be used when hiring job seekers. In this "portrait" it is important to reflect those skills, abilities, personal and business qualities of a specialist that will help him when working at this enterprise and will meet the needs of the organization.

Forget about the so-called "communication roughs". Do not argue with your boss during the interview, do not interrupt him, do not be overly squeezed or, conversely, exposed.

Only a tactful calm reaction to questions, full attention to the manager's speech, a desire to understand and hear him - these are the qualities that any HR manager should have. And of course, you should watch your speech - grammatical, lexical errors, tautology and words - parasites.

Remember that the HR manager is a kind of "face" of the company, because the applicant is the first to meet with him, so the impression about the organization is formed on the basis of this conversation. These are the main points that every HR manager should keep in mind when seeking a good position in a promising and successful organization.