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The HR director suggested that HR learn and use the following six recruitment interview methods:

1, structured interview. The so-called structured interview refers to the use of structured interview guidance form in the interview-for all interviewers, the questions raised in the form are the same, and the questions have standard answers.

2. Unstructured interview. The questions asked by the interviewer are not fixed. You can ask in-depth questions according to your personal concerns and the answers of job seekers. The answer is open, there is no standard answer.

3. Situational interview. Put the interviewer in the actual situation (or simulated situation) of job hunting, observe the interviewer's reaction and performance, analyze their answers to questions, and even ask the interviewer to point out what problems are exposed in the interview situation, as well as the causes and solutions of the problems.

4. A series of interviews. The interview questions are divided into several aspects, which are interviewed by experts in this field. Each job seeker was interviewed by a different interviewer. The main point of this method is that the opinions of experts in all fields should be independent, and they should not ask each other to avoid losing their independence.

5. Group interview. The interview team consists of several people, and each team member tests one aspect; Respondents can be one or more; You can ask one person a question or ask several people to answer the same question.

6. stress interview. Stress interview is usually used to test job seekers with high psychological pressure. During the test, the interviewer may suddenly ask some impolite and aggressive questions, which makes the interviewee feel very sudden and bear great psychological pressure. In this case, the reaction of job seekers with weak psychological endurance may be abnormal, and even some people cannot bear it.