What are the commonly used interview methods? Please write in detail

Structured interviews should be regarded as a very frequently used interview method. This method mainly designs interview questions and interview topics based on the results of job analysis.

The process is the same for all candidates, using the same standardized, standardized (almost always predetermined) questions, assessment points, and scoring criteria.

Interview questions mainly rely on test questions prepared in advance by the employing department and regular questions from HR.

In addition to the questions and needs that can be formulated, the layout of the venue, the selection of time, the formulation of content, etc. all need to be considered, such as the arrangement of the interview room and waiting room.

The advantage of structured interviews is that the questions asked are only related to job responsibilities and competency requirements. It is more effective and less costly, and is easier to be accepted by HR.

However, at the same time, we need to face up to the shortcomings of structured interviews: interviewers have inconsistent understanding of the scoring criteria and candidates' answers, and the interview process is stylized and less flexible.

2. Behavioral interview method

The behavioral interview method is a method of understanding the candidate's quality characteristics by asking the candidate to describe the specific circumstances of a certain past work or life experience.

Behavioral interviews are generally conducted in a one-to-one format, or many-to-one, that is, multiple interviewers and one candidate.

The venue setting is relatively simple, it can be a dedicated venue, an office or a small conference room. The basic requirement is to be as quiet as possible and free from interference.

The behavioral interview method can be regarded as an upgrade of the traditional interview method, which eliminates the randomness of the interviewer's questions to the greatest extent.

And the question settings for behavioral interviews are not static. They are mainly based on the doubtful areas, vague areas, and areas where you want to know more about the resume. Some HR will also conduct temporary analysis and addition based on the questions encountered by the candidates during the interview. ask.

3. Scenario simulation interview method

Situational interviews, also called situational simulation interviews or situational interviews, are a type of interview and one of the most popular interview methods currently.

In situational interviews, the interview questions are mainly situational questions, that is, given a situation, see how the applicant reacts in a specific situation.

In an experience interview, questions are mainly asked about the applicant's past work experience.

4. STAR Behavioral Interviewing Method

STAR is the acronym of four English letters: SITUATION (background), TASK (task), ACTION (action) and RESULT (result).

Usually, job seekers write some results in their application materials, describing what they have done and what their achievements are, which is relatively simple and broad.

In this way, through the four steps of asking questions based on STAR interview elements, the applicant's statement will be in-depth step by step, and the potential information of the applicant will be discovered step by step, providing a correct and comprehensive reference for the company to make better decisions.

This is not only responsible for the company (recruiting suitable talents), but also responsible for the applicant (helping him to express himself and promote himself as much as possible), achieving a win-win situation.

5. Leaderless group discussion

Leaderless group discussion is a collective interview for candidates, mostly used for school recruitment.

The interviewer gives a question to a group of candidates (usually no more than 10 people are appropriate) and asks the candidates to discuss it for a certain length of time (usually around 1 hours).

This is used to observe the applicant's organizational and coordination skills, verbal expression skills, persuasive skills, interpersonal skills, non-verbal communication skills (such as facial expressions, body postures, intonation, speaking speed and gestures, etc.) and other aspects of their abilities. Quality, thus comprehensively evaluating the strengths and weaknesses of the candidates.