What is the best strategy in interviewing talents?
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- THANH NGUYEN1313380501
I may disagree with Vu Hung a little bit: I think talent is harder to define, because a talent at other company may not be a talent at your company. Therefore interview talent is not only about checking the quality of that person but also to make sure that he fits with the role that you are offering:
FIT mean:
- He has the competency that the job require
- He has the soft skill (management, leadership, com, munication,etc...) that the job require
- Culture fit / attitude fit
- Vice verse, that job also fit with his career plan, so that it trigger the person to contribute and grow withing your organizationSo, to check that, especially senior position, use the RULE OF 3: Interview by at least 3 people (boss, peer & team) at 3 different time at 3 different location, for instant : an office formal interview, a coffee interview, a team lunch, etc.. This enable you to see the true self of interviee as well as all the stake holder have chance to test that person
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Mình chia sẻ một số kinh nghiệm phỏng vấn nhân sự kỹ thuật ở một công ty IT.
Ví trí tuyển là team leader, hoặc project manager quản lý dự án IT.
"Talent" hiểu theo nghĩa: Có khả năng sáng tạo, kinh nghiệm và làm được việc.
Việc xác định một người talent ở vị trí quản lý không quá khó, thậm chí nhận biết ngay lập tức.
Khi đã biết họ là talent rồi, cũng không cần phải hỏi nhiều, skip luôn đến chuyện lương lậu và chế độ.
Tuy nhiên, làm như vậy "talent" chưa phuc. Lúc này phải đưa "talent" quân ta vào hỏi thêm và kỹ thuật, kiểm tra thêm các kỹ năng mới, công nghệ mới và quan hệ xã hội (cũng không kém quan trọng)Talent ở Vn thích làm việc với talent, họ thích nói chuyện và làm việc cùng talent.
Vì thế, nếu xác định "trình" của ứng viên là cao và mình không hiểu domain hẹp của họ, chuyển ngay cho người khác.Tôi nghĩ nhiều HR expert thất bại với người tài vì họ không hiểu kỹ thuật trong domain hẹp của người xin việc dẫn tới không hiểu nguyện vọng chính đáng của họ.
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Thank you. Last time, a senior colleage of mine told me abndout evidence- based interview strategy which relate to STAR (Situation, Timing, Action, & Result). Although I heard it before, it sounded so interesting when I heard from him. At present, I always remind myself about it whenever I join an interview. :-) Hope to hear your sharing.
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You don't interview a talent, you "negotiate".
A talent is a Diva, you know he/she is a talent already because you have head hunted the person.
Just imagine James Cameron wants Angelina Jolie as the perfect fit for his next action movie! Will he use the use the RULE OF 3: Interview by at least 3 people (boss, peer & team) at 3 different time at 3 different location?I doubt, then it is a negotiation for the FIT, will she accept, will the pay be enough, will she let James conduct the film making as he wants, will she stay till the end of filming if there is a problem?
The most important is the boss able to sell his film (company offer and style) to her, it is her 15th action movie, this one has to be seriously attracting, motivating to go for and money is not a criteria, as she gives her to charity already!
NB. She just finished a tiring SALT 2movie and she has 3 offers waiting from Brian de Palma, Steven Spielberg and she has not gone on holidays with Brad Pitt, her husband, for almost 2 years now!
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@Thanh Nguyen: I am talking about talent in IT domain. Are you on the same par?
For more technical oriented jobs and on the techical side, we'd need to search for geeks.
And that if you want to do so, we'd need to know the Geek culture.-
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I have one tip for you: be interviewed by the formulas CAR (Case / Action / Result) and SWAN (Smart / Work hard / Ambition / Nice)
To learn more, you can refer to the book "Bí quyết tuyển dụng và Đãi ngộ người tài" - Brian Tracy-
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just some 2cent thoughts...
First, talk about talent. Who do you want to hire? in terms of experience? skills? attitude? anything else? The more you know about who you want, the better result you can get. So you should pend enough time for that.
Second, strategy. Choose a style: tough or relaxed/comfortable. My experience will people show their true colors in a very comfortable environment. Then ask a lot of questions that help you test all listed items in step 1. Dig deeper into each answer; and never stop until you find out something and happy with that conclusion. Follow up questions will help you peel the layers of the onion.
And yes, use CAR or STAR methods to explore more.Good luck!
HC-
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