What are the basic methods of interview?

Question 1: Recruitment interview methods What are the interview methods? 1. Structured interview. There is a set of standardized questions to ask all job seekers during the interview (the practice of most enterprises)

2. Indirect interview. The applicant was further questioned by the questions caused by the previous answer.

3. stress interview. The interview design makes the candidate feel anxious, and observe his reaction.

4. Behavior interview. Ask the applicant to give a concrete example to explain how he completed a job in his past work.

5. Situational interview. The focus of the question is a hypothetical situation, depending on how the applicant does it.

Question 2: What are the interview methods commonly used in the interview process? Question: "Please introduce yourself"

Ideas:

1. This is a required question for the interview.

2. The introduction content should be consistent with the resume.

3. Try to be colloquial in expression.

4. Go straight to the subject and don't say irrelevant and useless content.

5. The organization should be clear and the level should be clear.

6. It is best to recite it in the form of words in advance.

Talk about your shortcomings. "

Ideas:

1, it is not appropriate to say that you have no shortcomings.

It is not appropriate to describe those obvious advantages as shortcomings.

3. It is not appropriate to say that there are shortcomings that seriously affect the job application.

It is not appropriate to say that people are uneasy and uncomfortable.

You can say some shortcomings that are "irrelevant" to the job you are applying for, even some shortcomings that look like shortcomings from the work point of view but are advantages.

Question: "You are a fresh graduate with insufficient experience. How can you be qualified for this job? "

Ideas:

1. If the recruiting unit asks this question to the fresh graduates, it means that the recruiting unit doesn't really care about "experience", and the key depends on how the candidates answer. The answer to this question should best reflect the applicant's sincerity, wit, courage and dedication.

For example, "as a fresh graduate, I really lack work experience, so I have been taking advantage of various opportunities to engage in this industry during my study." I also found that practical work is far richer and more complicated than books. But I have a strong sense of responsibility, adaptability and learning ability, and I am very diligent, so I can successfully complete all the work in * * *, and I have benefited a lot from the experience gained from it. Please rest assured that what I have learned at school and my work experience make me qualified for this position. "

Hope to adopt, thank you.

Question 3: What are the basic ways to master job hunting?

Recognize the current situation of industry supply and demand in this region.

Identify your strengths and weaknesses in job competition.

Understand the situation of the job-seeking company and do targeted homework.

When receiving the interview notice, ask about the time, place, required information and matters needing attention.

Clearly put forward the need to bring your own resume, HR work is not systematic at ordinary times, and you may encounter some strange situations.

Arrive at the job search company about fifteen minutes in advance and observe the company while waiting for the interview.

During the interview, find out the identity of the interviewer as soon as possible, whether it is HR, management or technical level.

Answer flexibly according to your actual ability. For the uncertain content, please explain the uncertainty in advance.

Usually the interviewer asks you what else you need to know about the company, or a node when determining salary and benefits with you. If this node takes less than 15 minutes (excluding the written test), your chances are not high.

If the interviewer voluntarily introduces the job responsibilities (excluding the information introduced at the beginning), it means that he is still interested in you.

If the interview results are just waiting for notice, the chances of success are relatively low.

If there are some words behind the notice, such as we need to consider and report, there may be two sides, and so on. This will be much higher.

If it is a separate interview, the time for the job search company to reply is about half a day to two days, and it will be postponed when it comes to rest days and holidays.

If it's a group interview, many people will die during the basic interview, so the results will basically be available on the same day or the next day when you wait for the notice.

You can ask the interviewer at the end of the interview and ask him to give you a reply if the interview fails.

Question 4: What are the interview methods? (1) Behavior description interview method is developed based on the coherence principle of behavior.

The interviewer can learn two aspects of information through the job seeker's description of his behavior: first, the job seeker's past work experience, judge the reason why he chose to develop this organization, and predict his future behavior pattern in this organization; The second is to understand his behavior pattern according to the specific behavior, and compare and analyze his behavior pattern with the expected behavior pattern of the vacant position. During the interview, the interviewer often asks the job seeker to describe the process of a certain behavior. For example, the interviewer will ask, "Can you talk about your past work experience and the reasons for leaving your job?" Please tell me about your resignation as general manager of your company yesterday.

In the process of asking questions, the questions asked in the behavior description interview are often related to the applicant's past work content and performance, and the way of asking questions is more inductive. For example, for the contradiction or friction with colleagues, "Have you ever had any friction with your colleagues? The question of "give an example" is obviously not as good as "tell me about the colleagues you have the least contact with at work, including how the problem came about and the most tense situation between you", which can arouse the true answer of the candidate.

(2) Competency interview Competency interview is another new interview method. Different from the traditional interview method, which focuses on candidates' past achievements, this method pays more attention to how they achieve their goals. In the competency interview, the interviewer should try to find the specific advantages reflected in the applicant's past achievements.

Applying competency interview in recruitment should grasp four key elements: situation, that is, describing the specific work situation or task experienced by job seekers; Goal, that is, describe the goal that job seekers want to achieve in a specific situation; Action, that is, describing the actions made by job seekers in specific situations; Results, that is, describe the results of actions, including positive and negative results, productive and unproductive results.

(c) stress interview: stress interview refers to deliberately creating a tense atmosphere to understand how job seekers will face work pressure.

By asking blunt and impolite questions, the interviewer deliberately makes the candidate feel uncomfortable, and puts forward a series of questions for a certain question or question, and asks the question in the end until he can't answer it. Its purpose is to determine the ability of job seekers to withstand pressure, cope with pressure and interpersonal skills.

Stress interview is usually used to test job seekers with high psychological pressure. During the test, the interviewer may suddenly ask some rude and aggressive questions, which will make the interviewee feel suddenly and bear more psychological pressure. In this case, the reaction of job seekers with weak psychological endurance may be abnormal or even unbearable. People with strong psychological endurance behave normally and can cope better. In this way, we can judge the psychological endurance of job seekers. For example, when a candidate for the position of customer relationship manager politely mentions that she has had four jobs in the past two years, the interviewer may tell her that frequent job changes reflect irresponsible and immature behavior. If the job seeker gives a reasonable explanation for why he wants to change jobs, he can start other topics. On the contrary, if the job seeker shows anger and distrust, it can be regarded as a sign of weak tolerance in a stressful environment. In addition, this method can also be used to confirm doubts about certain information. Because people's response to some unexpected problems is more real and objective. When preparing personal job information, they will unconsciously beautify themselves to varying degrees, or even falsify them.

As far as stress interview is concerned, on the one hand, it is a good way to define that job seekers are highly sensitive and may overreact to mild criticism (anger and abuse); On the other hand, the interviewer who uses stress interview should make sure that his thick skin and ability to cope with pressure are the needs of his job. The interviewer should also have the skills to control the interview (such as the hysteria of the job seeker). So be careful before using stress interview. On the one hand, we are convinced that pressure is inevitable for future candidates; On the other hand, make sure that the interviewer has the ability to control stress.

It is worth noting that stress interview examines the adaptability and interpersonal skills of job seekers, requiring them to be quick-thinking, emotionally stable and well controlled. Most of these questions are deceptive, so you should explain them clearly to the candidates afterwards to avoid misunderstanding.

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Question 5: What are the forms of the interview? 2) Two or more people face a group interview, usually one applicant faces several examiners, which belongs to the category of "war of words". 2) Select several further rounds. At this stage, you will usually be interviewed by someone with a higher level. The interview time will be longer and the procedure will be more complicated. In some Wall Street investment banks, it takes an average of more than 30 rounds of interviews to recruit an executive, and the interview period can be as long as 3 to 6 months. 3) The last round, which is also the most critical link, must not be taken lightly! I might as well tell you a few more words here. First of all, for candidates, it is sometimes uncertain which round will be the last round. Second, even if I tell you clearly that this is the last round, you may have to meet someone. So sometimes, you are not sure if this is really the last interview, and you can't relax. Of course, it takes great patience and perseverance to break through this heavy hurdle. Remember, don't complain, even if you whisper in your heart, or you will fall short. Because inner fluctuations are inevitable, the expression of dissatisfaction can't escape the interviewer's "critical eye". Be sure to end every interview with a smile. In fact, this is also a good start for future work. Be a popular person and work hard in a relaxed and harmonious environment! You should treat every interview as a business meeting. 3. Classification by type 1) Standard programs are structured, beginning-middle-last 2) Non-standard programs are unstructured, and interviewers can ask themselves where they want, which is extremely arbitrary. This situation is really difficult to deal with. There is no way to prepare before the interview, so you can only improvise. But for people who have considerable working experience in foreign companies, they often feel very familiar. 3) Professional orientation is highly targeted. On the one hand, it examines the professional knowledge of candidates, on the other hand, some recruiters will interview a large number of candidates in the industry to understand the development of peers in the industry. So sometimes the investigation is false and the intelligence gathering is real. Candidates need to observe their words and deeds and be well measured. 4) Situational interview, similar to situational quiz. The applicant company will simulate the working environment of the position you are applying for, and let you directly enter the job role, thus testing your ability. 5) Case interview cases, some companies such as McKinsey, Bain and other large consulting companies often interview candidates one by one through case analysis. Some well-known consulting companies with considerable scale in the United States generally only recruit people from the School of Economics and the School of Management of Peking University and Tsinghua. If you are interested in going to these big consulting companies, you might as well ask your alumni or your brothers and sisters who have already worked in these companies for interview skills. 6) Can a casual interview meal/drink really relax? Don't! The word "easy" is a great word. The first test is your table manners. When dealing with customers in the future, it is inevitable to go to restaurants, and table manners are naturally particularly important. Handsome gestures and decent social etiquette will definitely be appreciated by the boss. Secondly, if you want to recruit high-level personnel, such as the chief representative, he often needs to deal with high-level customers and take his wife to some activities. At this time, the lady's demeanor has naturally become a concern of recruiters. In fact, this interview form is also to establish personal relationships. Cooperation needs running-in, and friends need communication. At work, they are both colleagues and friends. What's wrong with "warming up communication" as soon as possible? On the other hand, it is better to talk while eating. The atmosphere is naturally much more relaxed than in the office. You might as well talk about some casual topics, or ask some personal things, or ask some questions you care about. Of course, it is advisable to be cautious about wages.

Question 6: What are the skills and methods of successful interview? One day: show "height" and show your level in conversation, mainly professional level. Second, choose the right "angle", show your motivation in the conversation, ask clever questions and answer appropriately. Three words: enhance "reliability" and show your sincerity in conversation. First of all, the attitude should be sincere, second, the expression should be accurate, and third, the content should be realistic. Four: Show "grace" and show your temperament in conversation. On the one hand, we should reflect the external beauty, on the other hand, we should show the internal temperament. Five: Keep "enthusiasm" and show your enthusiasm in the conversation. Enthusiasm is an important prerequisite for success. One is to take the initiative to say hello, the other is full of energy, and the third is to listen carefully. 1, the basic etiquette of the candidate (1) arrives at the interview site 5- 10 minutes in advance to show the sincerity of the job seeker and give the other party trust. At the same time, you can adjust your mentality and do some simple equipment preparation to avoid rushing into battle and being in a hurry. In order to do this, we must keep in mind the time and place of the interview, and it is best for qualified students to go in advance. In this way, on the one hand, we can observe the familiar environment, on the other hand, we can easily grasp the round-trip time of the journey and avoid being late because we can't find a place or delay on the way. If you are late, you will definitely leave a bad impression on the recruiter and even lose the opportunity for an interview. (2) Don't be nervous when you enter the interview. If the door is closed, you should knock first and get permission before you go in. Open and close the door gently, calmly and naturally. When you meet, you should take the initiative to greet the recruiter and address it appropriately. Don't sit down when the examiner doesn't ask you to sit down. What should the examiner say when he asks you to sit down? Quot thank you. Keep a good posture after sitting down, don't be careless, look around and care nothing, so as not to cause disgust. When you leave, you should ask \ \ \ Anything else \ \ \? Stand up with a smile after getting permission, thank you and say "goodbye". (3) Answer the examiner's questions one by one. Listen carefully when you are introduced to the opposite direction. To show that you understand and are interested, you can nod your head at the right time or ask and answer questions appropriately. Answer the examiner's questions clearly, with a moderate voice and a concise and complete answer. Under normal circumstances, don't interrupt the examiner's questions or rush to answer questions, otherwise it will give people the impression of impatience, recklessness and impoliteness. After asking questions, you can ask for repetition if you don't understand. When you can't answer a question, you should tell the examiner truthfully. Ambiguity and nonsense will lead to the failure of the interview. Be patient with repeated questions and don't show impatience. (4) In the whole interview process, keep elegant and generous, talk modestly and cautiously, and have a positive and enthusiastic attitude. If there are more than two examiners, whose question should you answer? You should look at them and look around other examiners at the right time to show your respect for them. Pay attention to each other in time when you speak, don't look around, look careless, don't bow your head and look insecure. It is also unwise to argue with the examiner excitedly about a problem, but it is beneficial to keep a calm and supercilious attitude. Some examiners will ask unreasonable questions to test your reaction. What if? Quot is on the verge of explosion, and the effect of the interview is obviously not ideal. 2. Candidates' language skills Your language expression art in the interview field marks your maturity and comprehensive quality. It is undoubtedly very important for job seekers to master the skills of language expression. So, how to use conversation skills properly in the interview? (1) is articulate, fluent in language, elegant and generous. Pay attention to accurate pronunciation and clear articulation when speaking. Also pay attention to control the speed of speech, so as not to stutter and affect the fluency of language. In order to increase the charm of language, we should pay attention to the beauty of rhetoric and avoid using idioms, not to mention uncivilized language. (2) The tone is calm, the intonation is appropriate, and the volume is moderate. Pay attention to the correct use of language, intonation and tone in the interview. Tone refers to the tone of speech; Pitch refers to the configuration of sound level. When greeting people, you should use intonation, emphasis and long voice to attract their attention. When introducing yourself, it is best to use a gentle statement tone, not an exclamation tone or imperative sentence. Loud and boring, low and hard to hear. Volume ... >>

Question 7: There are several interview methods for recruitment, which can be divided into structured interview and unstructured interview according to the structural degree of the interview. Structured interview is to draw up a fixed framework or list of questions before the interview, and the interviewer will ask the candidates corresponding questions according to the designed questions. However, there is no fixed pattern in unstructured interviews. Interviewers talk with candidates at will, allowing candidates to express their opinions freely and give full play to their abilities and potentials.

According to the current recruitment situation, there are the following new interview methods:

(A) behavior description interview method

Behavior description interview method is developed based on the principle of consistency of behavior. The interviewer can learn two aspects of information through the job seeker's description of his behavior: first, the job seeker's past work experience, judge the reason why he chose to develop this organization, and predict his future behavior pattern in this organization; The second is to understand his behavior pattern according to the specific behavior, and compare and analyze his behavior pattern with the expected behavior pattern of the vacant position. During the interview, the interviewer often asks the job seeker to describe the process of a certain behavior. For example, the interviewer will ask, "Can you talk about your past work experience and the reasons for leaving your job?" Please tell me about your resignation as general manager of your company yesterday.

In the process of asking questions, the questions asked in the behavior description interview are often related to the applicant's past work content and performance, and the way of asking questions is more inductive. For example, for the contradiction or friction with colleagues, "Have you ever had any friction with your colleagues? The question of "give an example" is obviously not as good as "tell me about the colleagues you have the least contact with at work, including how the problem came about and the most tense situation between you", which can arouse the true answer of the candidate.

Behavioral description interviews can be conducted from the following aspects:

1, collect past behavior examples and judge behavior reply.

The best way to know whether the candidates can really do what they describe is to collect some examples of past behavior. Some candidates have given examples that are more important than what they tell you: "Do it often, always, can do it, can do it, may do it or should do it". Usually, candidates give non-behavioral (theoretical) answers frequently, and the opinions given are often not necessarily examples that they have really done. The interviewer should combine the actual description with the examples made by the applicant to make a correct judgment.

2. Ask behavior questions.

Usually, behavioral questions are raised in such a tone, such as: "Please talk about what happened to you when you were in ..." "Have you ever been in ...? Please talk about one of them. "

3. Use standardized assessment scale.

When using behavior description interview method, each interviewer may use different behavior standards to evaluate job seekers. In order to ensure the reliability and validity of the evaluation results, a standard evaluation scale must be formulated before the interview.

(2) Ability interview

Competency interview is another new interview method. Different from the traditional interview method, which focuses on candidates' past achievements, this method pays more attention to how they achieve their goals. In the competency interview, the interviewer should try to find the specific advantages reflected in the applicant's past achievements.

Applying competency interview in recruitment should grasp four key elements: situation, that is, describing the specific work situation or task experienced by job seekers; Goal, that is, describe the goal that job seekers want to achieve in a specific situation; Action, that is, describing the actions made by job seekers in specific situations; Results, that is, describe the results of actions, including positive and negative results, productive and unproductive results. The abbreviation of these four elements is "STAR", and conducting a competency interview is to find a star.

Specifically, the competency interview can be conducted from the following aspects:

1, comprehensive capacity analysis.

In order to accurately understand and judge whether the work is excellent or not, a comprehensive ability analysis must be carried out. The result of ability analysis will be used as the basis for judging whether the work is excellent or not. It helps enterprises to recruit competent employees.

The standard of excellent work usually applies to multiple positions at the same level in an organization. For all senior leaders in an enterprise, although their tasks and responsibilities are different, their main abilities and basic qualities are the same. Therefore, the standards for measuring their working ability should be consistent in essence. Competencies required for different levels of positions in the organization ... >>

Question 8: What are the basic forms of structured interviews? First, the basic form of structured interview

Structured interview has strict regulations on the implementation of the whole interview, the way of asking questions, the time, the scoring standard and other process factors. These factors should be completely designed before the interview and should not be changed at will. Structured interview has the characteristics of clear content, strict procedures, uniform grading, lively form and no confusion. There are usually 5-9 examiners. Candidates randomly draw lots to decide the interview order, answer 3-4 fixed questions according to the fixed process, and the examiner scores on the spot.

Second, the evaluation elements of structured interviews

Comprehensive analysis ability: clear thinking and clear organization; Analyze the problem comprehensively, thoroughly and objectively; Grasp the essence of the problem and grasp the main aspects of the problem.

Verbal expression ability: the process of expressing one's thoughts and opinions clearly and clearly in the form of words, and adopting different ways and styles for different audiences to make them accept.

Resilience: under pressure, when thinking and solving problems, you can quickly and skillfully change your perspective, improvise and make correct judgments and treatments.

Ability to plan, organize and coordinate: plan, arrange and allocate resources for the activities of oneself, others and departments, and coordinate the interests of all parties to the conflict according to certain standards.

Awareness and skills of interpersonal communication: establish and maintain relationships with others and groups, which are purposeful and work-related, including communication with others and obedience, cooperation, coordination, guidance and supervision activities in the organization.

Self-emotional control: the ability to keep one's emotional stability and restrain one's behavioral response when being subjected to strong or unfavorable situations (mainly to predict the performance of candidates in daily life according to their responses to certain problems during the interview).

The matching between job-seeking motivation and the proposed position: job-seeking motivation refers to an internal psychological activity that directly promotes individuals to engage in job-seeking activities under certain needs; When the purpose of an individual's job search is consistent with the conditions that the proposed position can provide, the individual is more likely to be competent for the job and engage in the job stably.

Manners: the external dress, words and deeds of candidates.

Third, the basic problems of structured interview

For the examination of various assessment elements, the following types of questions are usually used: self-cognition and job matching, organization and management, interpersonal communication, comprehensive analysis, and other types, mainly including cartoons, famous aphorisms, conjunctions, speeches, etc. These types of questions focus more on examining candidates' on-the-spot reaction ability and language organization ability.

I wish you a smooth sailing!

Question 9: What are the basic types of interviews?

According to the standardization of interviews, they can be divided into structured interviews, unstructured interviews and semi-structured interviews. Structured interview refers to the interview according to the predetermined topics, procedures and grading standards, which requires structured procedures, structured topics and structured grading standards. According to the way of interview implementation, it can be divided into individual interview and group interview.

According to the interview process, it can be divided into one-time interview and staged interview.

According to the content of the interview topic, it can be divided into situational interview and empirical interview.

Question 10: 12 What are the interview questions? 1, a series of questions.

That is, the examiner puts forward a series of related questions to the interviewer and asks the candidates to answer them one by one. This way of asking questions mainly examines the interviewer's ability of reaction, logic and thinking organization.

For example, what major mistakes have you made in your past work? If so, what is it? What lessons have you learned from the incident itself? What will you do if you encounter such a situation in the future?

To answer this question, we should first keep calm, don't be scared by a series of questions, and listen carefully to the questions asked by the examiner, which are generally related. Answering the latter question must be based on the answer to the previous question, which requires candidates to listen carefully to the questions and their order and answer them one by one.

2. Open questions

The so-called open-ended question means that the examinee can't answer the question with simple yes or no, but must give another explanation to answer it satisfactorily. Therefore, if the questions raised by the examiner can guide the interviewer to give a detailed explanation, it meets the requirements of open-ended questions. Interview questions should generally be open-ended questions, so as to draw out candidates' ideas and truly examine their level.

So, what kind of topic is an open topic? Here are some examples:

What social work did you do during your college years?

How many specialized courses have you opened? Do you think these courses are helpful to your work?

What prompted you to change jobs three times in two years? The purpose of such questions is to get a lot of rich information from candidates; And encourage candidates to answer questions and avoid being passive. How ... what ... why ... which ... and so on.

To answer such questions, candidates should broaden their thinking, give satisfactory answers to the questions raised by the examiner as far as possible, and pay attention to clear thinking, strict logic and thorough reasoning, and fully demonstrate their abilities in all aspects. Only in this way can the examiner know himself as much as possible, which is a prerequisite for being hired. If the candidate cannot be understood by the examiner, there is no employment at all.

3. Non-guiding questions

For non-guiding questions, candidates can give full play and try to convince their feelings, opinions, opinions and comments. There is no specific answer to such a question, and there is no specific answer.

For example, the examiner asked: Please talk about your experience as a student cadre. This is an unguided conversation. After the examiner asks a question, he can listen to the other person's narrative quietly without any other expression. Compared with guided dialogue, in unguided dialogue, candidates can talk as much as possible and say whatever they want, so they can provide rich information. Candidates' experience, experience, language expression ability and analytical generalization ability have been fully demonstrated, which is conducive to the examiner's objective evaluation.

4. Closed questions

This is a question that can be answered concretely. This kind of problem is simple, routine and involves a small scope. Closed-ended questions are often asked about the following situations: work experience: including past jobs, achievements, work achievements, personal income, job satisfaction, reasons for changing jobs, etc. Education: including major, academic performance, excellent subjects, most annoying subjects, courses, etc. Early family status: including parents' occupation, family income, family members, etc. Personality and pursuit: including personality, hobbies, wishes, needs, emotions, goal setting and attitude towards life.

For such questions, candidates generally don't need to give full play to them like answering open-ended questions, because such questions generally have specific and clear answers, and candidates only need to answer them according to their own actual situation.

5. Leading questions

In a guided dialogue, one party asks a specific question and the other party can only give a specific answer. Examiners ask questions and candidates answer them. This kind of question is mainly used to ask the interviewer some intentions and needs some affirmative answers.

For example, examiner: during your tenure as workshop director, there were ... >; & gt