How to hold the flexible interview site and interviewer

How to hold the flexible interview site and interviewer

How to hold the flexible interview site and interviewer, in order to truly reflect the candidate's ability, HR will actively change the form of the interview, so candidates should be well-prepared for the interview, to see how to hold the flexible interview site and interviewer.

How to hold the flexible interview site and interviewer 1

1. Traditional personal interview

Interview site, a person to face one or more interviewer's questions, which is the most common form of interview.

Personal interviews, candidates need to focus on grasping a clear interviewer's questions, the second is to be targeted, direct and brief to answer. Do not beat around the bush, can not grasp the key, the answer is not the question, or do not understand the subtext of the question, the answer is too superficial. It is recommended that job seekers answer the question, should be tightly focused on the necessary skills to apply for jobs, job search advantages, a comprehensive display of personal strength.

2. The traditional collective interview

The number of people applying for the same job is high, and the company will use the collective interview in the preliminary interview, which means that more than one candidate will be interviewed at the same time and answer the same questions.

Candidates who can stand out from the collective interview are usually the ones who can make a deep impression, with a strong personality, clear logic, and strong professionalism. Therefore, it is recommended that candidates in the collective interview, should remain calm, to be sure of the positive answer to the question, and to be professional, logical, comprehensive, do not repeat the answers of others, which will cover the personal talent and job search advantages.

3. Whoever is in charge of the group discussion

The group discussion is a form of more flexible collective interview, a group of applicants around a problem to generate discussion, and form the final results reported to the interviewer.

Through the group discussion, the interviewer can clearly see the applicant in the group's personality traits, style and work ability, and can simultaneously produce a number of candidates for the position, such as the most authoritative leader, the coordination of the outstanding middle management, meticulous planning staff and so on. It is recommended that applicants should first be clear about the quality requirements of the job, such as the need to have strong interpersonal communication skills, it is necessary to avoid the group discussion without a word; secondly, we must have good teamwork ability, to explain their own views at the same time and take into account the ideas and feelings of others, to avoid the exclusion of the fight, try to achieve inclusion and unity.

4. Realistic scenario simulation interview

Scenario simulation interviews, the interviewer set up a work in advance of the common problems in the scenario, the applicant simulated the whole process of problem solving through role-playing, which examines the applicant's ability to think logically, the ability to resolve conflicts, interpersonal communication skills and other comprehensive comprehensive ability.

Scenario simulation of the problem scene is usually very easy to work in the thorny issues, the applicant's actual ability to work higher predictability, so the applicant first of all, clear in the scenarios of the ultimate goal of the work, in accordance with the primary and secondary, layer by layer to achieve the ultimate goal of the problem faced by a number of issues, and secondly, to use the flexible, in line with the requirements of the profession to solve the problem. At the same time, candidates are reminded that they should be able to think on their feet, summarize their experiences from time to time, and actively seek optimal solutions to problems in the face of chance events without flinching or complaining, and incorporate them into their personal experience.

5. Unable to resist the psychological assessment

There have been many companies to introduce specialized psychological assessment tools to assist in the examination of candidates and the degree of matching of job positions, such as vocational tendency test, vocational personality assessment, and so on, there are including "please draw a self-portrait", "please draw a self-portrait", and so on. "

These are the first time I've ever seen a test question without a standardized answer.

Whether you are faced with a high degree of credibility and validity of specialized psychological assessment tools, or no standard answer to the projection test, the most real side of the applicant will be presented, in order to obtain the results of the assessment of the satisfaction of the enterprise, the homework needs to be done before the interview, including the need to have a positive mindset of the job search, an objective self-assessment, a reasonable career development planning, vocational interest, vocational personality is never pretended! The first step is to make sure that you have a good understanding of the situation, and that you have a good understanding of what is going on.

Regardless of the form of HR interviews, are set around the necessary qualities of the job, so candidates should be very clear about the specific requirements of the job before the interview, and in this regard to make full preparation for the interview, such as basic knowledge of the profession, the workflow, ethics, etc., in order to respond to the changes, you can easily control the scene, hold the interviewer.

How to hold the flexible interview site and interviewer 2

In fact, the interview is also the supply and demand side of the psychological competition. As a candidate, to understand the psychological characteristics of the other side, to do a "clear understanding of his heart", you can change the passive into active. Therefore, the appropriate study of some psychology, master the basic psychological characteristics of the interview examiner, prepared, targeted to participate in the interview, to improve the success rate of the application is a great benefit.

Initial impression and negative aggravation tendency

Foreign scholars concluded that at least 85% of the `examiner in the interview before the real start, according to the applicant's application information on the initial impression. The initial impression of the interview process and results have a very important role.

According to psychology. If you leave a bad initial impression, it will be difficult to change this impression, which is the role of negative aggravating tendencies. Understanding this psychological characteristic of the examiner, we should carefully prepare our own application materials, as far as possible, so that their shortcomings and deficiencies are covered by the advantages and strengths. Of course, we should not leave a bad impression on the examiner because of our dress and every move at the beginning of the interview.

Employment pressure and cues

Employment pressure, as described here, refers to the pressure on the examiner to fulfill the hiring task. The pressure to hire an examiner is an opportunity for the candidate. Of course, it's harder for a candidate to know about an examiner's hiring pressure, but it's entirely possible that the examiner may unconsciously reveal this emotion during the interview.

Because of the urgency of hiring for a position, examiners may unconsciously show this emotion with hints, or even take the initiative to guide the candidate to answer questions correctly. For example, they may say, "In foreign languages, you should have no problem, right?", "According to your experience, it may not be a problem for a certain technical problem, right?" and so on. In most cases, the hints will not be so naked, but will be a bit subtle, for example, the examiner will smile or nod gently when he thinks your answer is correct. If you don't lose the opportunity to capitalize on the pressure of the examiner's employment, catch the hints in time, and follow the path, you may achieve your goal.

Pleasing to the eye

The pleasing to the eye here refers not only to the candidate's attire, but emphasizes more on the eyes and facial expressions of the candidate when applying for a job. Studies have shown that those who are good with the eyes, facial expressions, and even simple small movements to show their emotions of the applicant's success rate, much higher than those who do not look at the eyes, smile does not show teeth. There was an experiment with 52 human resources professionals who decided who to ask to participate in a second round of interviews by watching videos of previously conducted interviews.

These experts were divided into two groups, one group watched a lot of eye contact, seemingly energetic candidates video, as a result, 23 out of 26 experts to invite this candidate to participate in the interview again; the other group of experts watched a very little eye contact action, the performance of the candidate did not have a lot of vitality video, the results of the 26 experts did not have a person to invite him to participate in the next round of interviews. The result was that not one of the 26 experts asked him to participate in the next round of interviews.