Psychological analysis of interview between examiner and examinee

Psychological analysis of interview between examiner and examinee

Many candidates are nervous during the interview. Let's take a look at this article. How do you feel after reading it?

First, the examiner's psychology and psychological deviation

In the interview process, the examiner has a sense of psychological superiority because he is in an active and dominant position. This sense of superiority is conducive to the initiative and enthusiasm of the examiner, but it is easy to form an extreme tendency if it is not grasped well. Interview practice shows that examiners are prone to the following psychological characteristics and deviations:

1 Willing to be a Bole

The examiner came to the interview with a task. Most of them hope that they can be a fair examiner, that they are a knowledgeable and inexhaustible bole, and that they can choose the talents they need from many candidates. If the task is not completed well, the selected person will not meet the requirements after he officially works in the unit, and his face will inevitably be embarrassed. Therefore, the examiner takes the interview seriously and does his duty.

2 Preference psychology

Examiners interview candidates, although they are different from people choosing goods in shopping malls, but their psychological characteristics are similar. When shopping, everyone wants to choose the cheap one. During the interview, the examiner wants to choose the best candidate from the best. In the face of the examiner's careful examination and careful inquiry, candidates should be fully prepared, realistic, patient and honest to win the examiner's trust.

Pay attention to the first impression

From a psychological point of view, the first impression is very important in the examiner's mind. Because, when you meet a stranger for the first time, your appearance, speech, manners, temperament, reaction and so on. The impression of each other often leaves a preliminary impression. Because it is original, it is fresh, profound, eye-catching and easy to remember. And because it is mainly based on the observation of feeling and image, it is easy to cause people's emotional reaction-like it or not. Dominated by the first impression of liking or not liking, the further understanding of candidates is often unconsciously influenced by the first impression. Although this influence is sometimes wrong, it is not easy to overcome and eliminate it. What kind of first impression should candidates leave in front of the examiner? Inferiority, cowardice, arrogance, autism, suspicion, hypocrisy and snobbery are all undesirable. The image of the candidate should be honest but not hypocritical, confident but not conceited, enthusiastic but not withdrawn, and interview the examiner realistically according to his own conditions. Only by sincerely communicating information and feelings with the examiner can a good first impression naturally appear in the examiner's mind.

4 Advantage psychology

Refers to the condescending psychological tendency of examiners because of their dominant position. It is manifested in the randomness of interview conversation, the subjectivity of analysis and judgment, and the personalized tendency of interview result evaluation.

5 self-display psychology

Refers to the examiner's superior psychological self-expression tendency. Due to the personality differences of examiners, the psychology of showing off skills has different manifestations. In addition, the examinee's self-display is also easy to cause the offensive psychology of the phenotypic examiner, thus hitting the examinee and then quickly.

6 fatigue psychology

Refers to the tendency of the examiner to be lazy and sleepy due to repeated operations during the interview. Interview is a complicated and arduous job. It requires the examiner to complete a large number of repetitive operation activities in a limited time and always maintain a high degree of attention. Therefore, the examiner not only requires high psychological ability, but also requires strong physical strength, energy and willpower. Otherwise, fatigue phenomena such as yawning, prolonged breathing and improper sitting posture will easily occur, thus affecting the interview atmosphere.

7 set psychology

Refers to the tendency of examiners to judge and evaluate candidates with their own thinking inertia. Thinking inertia refers to people's habitual behavior in ideological understanding, way of thinking, hobbies and so on. Stereotype psychology often makes the examiner's judgment personal and reduces the objectivity of evaluation.

8 "a presumptuous guest usurps the host's role" tendency

It means that the examiner's role is chaotic, self-centered, and he talks too much, from "director" to "actor", which takes up most of the interview time. Smart examiners always attract the most candidates with the least words. Because the more a person talks, the more fully his strengths and weaknesses are exposed.

9 specialization trend

Refers to the tendency of examiners to use too many technical terms, jargon or dialect slang. This is a concrete manifestation of the examiner's deviation from the interview requirements and subjectivity. Specialization is easy to confuse candidates.

10 standardization trend

Refers to the examiner's tendency to measure candidates with his own ideal standards. The performance of the main examiner's standard is too strict, willful and picky, and the evaluation tendency of seeking perfection and blame.

Second, candidates' psychology and psychological deviation

During the interview, the candidate is in the role of accepting questions and surveys, and at the same time expressing himself. This kind of role often makes candidates have two extreme tendencies, either too cautious and not performing well, or too ostentatious and pretentious. Both tendencies will affect the interview results. Candidates' psychology and psychological deviation can be summarized as the following aspects:

1 Expectation is too high.

Some candidates are too idealistic about society, unable to correctly evaluate themselves and their surroundings, and often expect too much of themselves. During the interview, such candidates show the attitude of taking credit, arrogance, superciliousness and giving up others. They generally have distinct personalities, or have expertise in some aspects, or have won awards in the past. But expectations are too high and conceited. Candidates often backfire. The way to overcome high expectations is to consciously participate in social life, narrow the distance between oneself and real life, and improve self-evaluation ability and ability to adapt to society.

2. Perfect psychology

On the one hand, candidates hope that the work unit they choose has high salary, good welfare and comfortable work; On the other hand, I hope I can be a professional counterpart, give full play to my special skills, and be reused by leaders. This perfectionism is evident in the fledgling college graduates.

3 Convergence psychology

Refers to the tendency of candidates to blindly cater to and obey examiners. The specific performance is to listen to the examiner, and even keep consistent with the examiner in words and deeds. The root of convergence psychology lies in the lack of proper personality quality. Such as lack of self-confidence, blind imitation, no opinion, etc.

4 Performance Psychology

Refers to the candidate's initiative to show his inclination. Candidates with strong psychological performance may take the initiative to shake hands with the examiner, and may grab everything, confess and talk too much when answering questions. It is normal for candidates to perform moderately, but excessive performance may leave the examiner with the opposite impression. Most of these candidates are extroverted.

5 bearing psychology

Refers to the tendency of candidates to bear too much psychological burden because of their high expectations for the interview. Specific manifestations are psychological stress, impatience, anxiety, inattention, and even halo phenomenon.

6 vigilance psychology

Refers to the psychological sense of distance between candidates and examiners because they are unfamiliar with each other, which shows that candidates are too cautious, alert and distant, and are unwilling to speak their minds.

7 cover up psychology

Refers to the tendency of candidates to try to cover up their own defects. It is manifested in answering questions, prevaricating and answering irrelevant questions; Performance in words and deeds, look uneasy, scratching their heads, avoiding the examiner's sight and so on. Such candidates are either vain or have obvious defects and weaknesses.

8 skepticism

Refers to the tendency of candidates to be too sensitive and thoughtful about interviews. It is manifested as vigilance against the examiner, perfunctory attitude towards the interview process and excessive attention to the interview score. The main reasons are doubts about the fairness of the interview itself, or personality reasons, such as self-distrust, introversion and many concerns.

9 perfect psychology

The boss of a big national company said that he refused to consider an interviewer who was qualified in all aspects because he paid too much attention to the decorative details of appearance.

"I admit, good appearance is necessary," explained the boss, "but this guy's appearance is great. His clothes are perfect, his hair is perfect, his nails are perfect and even his teeth are perfect. His appearance is very simple. I hope not. No one is perfect. "

An absolute perfectionist means an eternal self-negator, because he will never reach any goals he has set for himself; An absolute perfectionist also means that he doesn't know the importance, regardless of priorities, he will force himself to stay in every detail unnecessarily.

The average perfectionist just wants others to see that he is an impeccable person. He thinks that if the boss finds imperfections in his daily work, he will miss the opportunity. Therefore, he usually doesn't talk easily, and sits in the back row during the meeting, trying not to attract attention, for fear that others will find their shortcomings.

Before the interview, what perfectionists want to do most is to create countless imaginary psychological pressures for themselves; In the interview, perfectionists will try their best to cover up their shortcomings, however, they ignore the fundamental purpose of the interview-to show their strengths comprehensively and accurately. Psychological research points out that a person's shortcomings are inevitably getting darker and darker, while a person's advantages are getting brighter and brighter.

10 fear

(1) The manifestations of interview fear are:

First, inexplicable fear. Seeing strangers makes me blush, nervous, speechless and uncomfortable. This is a strange fear. In fact, others are strange in your eyes, and you are also strange in others' eyes. There is no need to be afraid.

Second, group fear. When you apply for a job in the personnel department of a company and there are many people in the office, you will feel nervous and uncomfortable when you find that all eyes are on you. Because the other person is a group of people, and you are a person, there is naturally group fear. At this time, you should think like this: I am here to apply for a job, and my ability level in all aspects is good, so I am their ideal candidate.

Third, fear of heights. When applying for a job in a company, if the host of the interview is a senior leading cadre, he will often be intimidated by their fame, and he will be inexplicably nervous when he meets them. This is the fear of high office. In fact, we should think like this: the other side has high status and great reputation, but they are not gods. Their status and titles are like a person's coat and hat. From the perspective of personality, everyone is balanced. This will increase your courage, establish a new equal relationship with the other party and make the interview go smoothly.

(2) Ways to eliminate fear:

First, the clothes for job interviews are no longer ordinary clothes, but also coats to protect the soul. Wear clothes of corresponding grade to improve self-confidence. Appropriately improve the clothing grade, dress neatly and generously, and establish an equal relationship with each other, so as not to be timid. If you dress too casually and look at each other's suits and ties and feel short, you will lack self-confidence. Standing in front of others, you will be psychologically inferior to others.

Second, publicly express your nervousness and let the other person help you relax. When you feel nervous in front of strangers or strangers, you might as well simply say how you feel. Self-mockery can relieve tension and relax yourself.

Third, make friendly and spiritual eye contact to eliminate tension. When meeting with recruiters, applicants should strive to establish an equal relationship. When he feels psychologically afraid and is likely to be overwhelmed by the other party, it is best to summon up courage, look up at the other party and communicate with the other party with friendly eyes, which will eliminate the tension. (Interview Network www.mian4.net)

Fourth, find each other's weaknesses and reduce psychological pressure. If you feel psychological pressure, you might as well carefully observe the appearance, clothes and conversation of the other party during the interview in order to find out the shortcomings of the other party. At this time, you will feel relaxed, consciously or unconsciously strengthen your courage and establish an equal new relationship with each other, which will be much more comfortable.

Fifth, deep breathing can increase your courage. If you take a few deep breaths seriously before entering the interview door, your mood will definitely be much calmer and your courage will multiply. It is understandable to be timid and nervous when meeting strangers for the first time, especially in the interview that is related to the success or failure of the application. In addition, making a fist to relax and repeat it several times also helps to stabilize the mood.

(3) Let yourself get the best rest scientifically.

Long-term high-intensity or repetitive work often makes the brain overwhelmed. How to make full use of the short lunch break to charge the overloaded brain is very knowledgeable. A series of recent studies show that the best "spiritual fresheners" are flowers and birds in nature and positive psychological hints.

1, natural therapy for mental fatigue

According to Dr. Mark Berman of the Canadian rotman Institute, in a recent memory and attention test, the scores of subjects who chose botanical gardens as walking places increased by 20%; The members of the control group who walked to the city did not show any improvement in cognitive ability. In the follow-up study, subjects were asked to watch the natural scenery indoors for more than 10 minutes, which actually achieved good results.

While enjoying the natural scenery, our brains only call the so-called "unconscious attention". Dr Berman explained that this means that we can be inadvertently attracted by interesting things without interrupting the initial dialogue or thinking process. On the contrary, the "directed attention" needed to cope with work or potential threats often falls into a downturn after a period of time. Therefore, the fragrance of birds and flowers in nature is the best prescription to relieve psychological fatigue. If your office is far away from gardens or green spaces, a quiet alley dotted with natural elements such as potted plants is also a good choice.

2. Beware of the sequelae of coffee

Scientists at the University of Bristol in the UK have found that timing is equally crucial. In a high-pressure environment with tight time, it is better to go all out to make a quick decision than to steal time from work. At this time, psychotherapy in the usual sense often can't relieve fatigue and improve cognitive level.

Another important discovery is that coffee drinks favored by white-collar workers may have the opposite effect and aggravate fatigue symptoms. A follow-up survey of 64 volunteers showed that when caffeine intake exceeded the daily level, male members of the task force felt more tired than before lunch break, but the performance level of female members improved. Lindsay St. Clare, a member of the research team, pointed out that caffeine can strengthen the stimulating factors in a high-pressure working environment. Although it can play a refreshing role, it may not improve work performance. In contrast, moderate exercise or high-protein and low-fat snacks are better choices.

3. The power of thought

No rest, no work-this sentence undoubtedly applies to most people. However, according to a survey recently published by researchers at Stanford University, strong willpower may make up for the lack of attention. Compared with the members of the control group, those who think they have "infinite spiritual strength" can persist in working for a longer time, and their performance level is no less than that of the control group. According to the explanation of Dr. Veronica Job, the author of the research report, the brain can release more cognitive energy to complete the existing tasks after releasing the worries about fatigue. More importantly, this powerful belief is enough to change your life: "People with restrictive mentality will tell themselves after completing a task: It is finally over, it is better to indulge for one night. People with strong willpower will stick to healthy eating, emotional management and other good habits that will benefit them for life, even if they have reached the limit. " The professional person in charge is not equal to the professional interviewer, so the problem is sometimes not as clear as the human resources or relevant decision makers. What should I do as a candidate? Some people feel that they can't question face to face and are embarrassed to ask again, so they answer according to their own understanding. The result is inconsistent with the interviewer's desired answer. They will think that your answer is irrelevant, but it is the applicant who suffers.

Therefore, candidates should not question, be embarrassed, and do not rely on guessing and understanding to answer questions. Instead, turn the question over politely and turn it into a question that is conducive to your own answer. For example, when the person in charge of management engineering technology is an interviewer, sometimes he will ask some questions that are too big to cut in. At this time, the interviewee should say, "If I understand correctly, your question is what are the three key points of doing a good job in engineering technology?" There are many jobs to find in Foshan, and it will take some time to choose the one that suits you from a large number of talents. For the rhetorical question of consultation, the average interviewer will nod and say yes. Then you can naturally answer the questions that you think are mature, and then the interviewer will generally discuss them in depth along the key points you answer, so that you have the initiative completely.

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