How to observe words and deeds in an interview

How to observe words and deeds in an interview

In an interview, it is not only important for the applicant, but also important for the interviewer. Because of the two-way choice of the interview, it is possible that the candidate will not choose your company because of your behavior. Let's share how to observe the interview. Let's have a look.

How to observe words and feelings in an interview 1 1? First of all, it is very important to create a relaxed and natural interview environment, so that candidates can completely relax, remove their disguise and return to their original (sexual) and natural state, so that "observing words and observing colors" can have a correct basis, otherwise they will still "see flowers in the fog" or "skim water".

2. After the applicant comes, you often look at the overall image at first sight, including appearance, makeup, dressing, hairstyle, accessories, clothes cleanliness, leather shoes, shoulder bag and so on. Looking at the image mainly depends on whether it conforms to the positioning of occupation and post, that is, whether the professionalism of appearance fits. For example, people who are untidy are not reliable in sales, and they can do research and development; Or beautiful women in exaggerated clothes are often uncomfortable to apply for finance, and a sales manager who claims to have an annual salary of 500 thousand is carrying an old low-grade bag that is peeling and discoloring (or his salary is lying), which is often not worth it.

3. Look at his mental outlook and eyes. Energetic, fast and powerful, bright eyes, etc. It shows that the applicant has good mental outlook, health, self-confidence, enthusiasm, energy and enthusiasm for work. On the other hand, they are gloomy and negative people, so be careful.

4. When the candidate answers your questions or expresses his opinions, pay attention to his eyes, speech speed and intonation, facial expressions, gestures, etc. If the facial expressions are rich, full of sounds and emotions, and there are many gestures, when it comes to excitement, the eyes light up, which means that most of the works described are true and proud of it. On the other hand, if your eyes are blurred or you dare not look directly at you, your speech speed and tone are weak, your facial expression is unnatural, and your hands and feet are shaking, which means that this person has average working ability or is lying.

5. Listen to the true meaning behind the candidate's speech and the personality characteristics reflected, such as speaking quickly and fluently, indicating that he is quick-thinking and impatient; Speak slowly, indicating maturity and stability; Intermittent speech, many pauses, indicating that its response is slow. 6. After the interview, when the candidate leaves, you can shake hands with him and see his walking posture and expression, and you can also see some clues. For example, if you take the initiative to ask for a handshake, the intensity is moderate, which shows that he understands etiquette and is sincere; The brisk pace of walking shows that he is happy inside and has a good self-evaluation of this interview; Walking in a hurry, disorganized and in a hurry shows that it is cheerful, impatient and lacking in talent. In short, the interview should be done well and the "critical eye" should be practiced. In a word, by listening to his words, observing his actions, observing his colors, paying attention to listening and observing carefully, especially the small details, small gestures, summing up more, comparing more, analyzing more, practicing more and observing more people, you will have profound feelings and gains.

How to observe words and deeds in an interview? 2. How to listen and ask questions in the interview?

Look: look at words and deeds, from the outside to the inside.

Generally speaking, the interviewer has a general understanding of the applicant's information before the interview, especially a written understanding of the applicant's education, specialty and personality. "Hope" is to further verify these understandings and collect more non-verbal information. Everyone will "see" countless people in his life, but it is not easy to "see" a person systematically and purposefully. Let's talk about how to "see" on the three elements of "see" respectively.

The first element of "hope"-clothing. The traditional dress requirement for an interview is formal, such as a suit and skirt. However, in today's job segmentation, there are many jobs that don't necessarily need suits and ties. Therefore, the formality as a traditional interview requirement is gradually weakened and replaced by neatness. In other words, candidates' clothes don't have to be formal, but they must be neat. It is difficult for a disheveled candidate to associate him with a capable image. At the same time, people who don't pay attention to hygiene will increase the risk of illness.

The second element of "hope"-behavior. Walking with your head up or listless represents different personality characteristics. The former often does things aboveboard, while the latter may be just the opposite. Pay attention to closing the door after entering the room and sit down quietly, which shows that this person pays attention to details and is steady. If you are careless and act rashly after entering the door, then this person may be careless and forgetful. Raise your hand and cast your feet, and small actions reflect great character.

The third element of "hope"-look. God is born from the heart, a candidate with a positive and healthy attitude, calm but not angry. During the interview, the interviewer often asks some questions that the candidate is unprepared for. If the appearance changes greatly, he either hides the background or can't do anything about his work. Excellent candidates will calm down quickly after a brief look fluctuation even if they encounter problems that they can't handle for a while; It is difficult for people with poor psychological quality to calm down.

Although "Wang" can judge some personality characteristics of candidates, it can't be judged by "Wang" completely, but by other means. There are two reasons. First, due to the wide spread of candidates' interview skills, most of the current candidates have gone through certain "packaging" and should be carefully screened. The second is to "judge people by their appearances." Some people will say that this is not contradictory to the previous assertion. Don't! In fact, "judge a person by his appearance" is only a special case, that is, in a few cases, "judge a person by his appearance", but in most cases, "judge a person by his appearance" can still be mentioned here to warn us not to jump to conclusions during the interview.

Wen: Gentle attitude, static braking.

Smelling diagnosis includes smelling sound and smelling taste. For example, a patient with phlegm in his throat is asthma, a dry cough without phlegm is lung dryness, and a weak cough is lung deficiency. Most halitosis belongs to stomach heat, the sour taste in the mouth is caused by overnight food, and the fishy smell is cold syndrome. The sense of smell in an interview also includes smelling sounds and smells, but smelling more than smelling. Listening is one of the most effective ways to get information about candidates, and it has always been welcomed by interviewers. Here I mainly talk about listening skills.

The speed of speech can tell a person's character. A calm person has a deep and powerful tone and rarely repeats his expression; Radical people's words are strong and straightforward, and there is no room for manoeuvre in meaning; Cowardly people are hesitant, often hesitant or tempted again and again. The logic of listening and answering can detect the style of doing things. Anyone who is good at doing things knows the priorities of things. Listen to the answer before you decide to stay. Although the interview alone can't completely decide whether to hire or not, it can be analyzed in nine cases out of ten. It is quite complicated and important to grasp this point.

Smelling body odor is not as important as smelling sound, but it should not be underestimated. People with body odor often have diseases, either body odor or physical diseases. For women's perfume, people with too much perfume generally lack self-confidence, while people with strange perfume are more changeable or paranoid. So try to choose people who don't have body odor or have medium body odor as candidates.

In addition, what we should generally grasp is that in the process of smelling, we must "be gentle and use static braking". The specific operation is not to show any emotion to the candidates' answers. That is, whether the candidate's performance makes you think he is the genius you need, or you think he is a mediocre person, don't show it, just wait and see. In a word, personal experience is more colorful about smell. Therefore, the interviewer's feeling is the most critical, and we should trust the feeling on the basis of accumulated experience.

Q: Step by step and sincere words.

There is a popular saying now: As an experienced candidate, "fostering strengths and avoiding weaknesses" is an essential skill in his own situation, and "fooling" the interviewer is an advanced skill. Although the interviewer has certain initiative in the interview, we must remain vigilant and not be carried away by the candidates. But to find a way to "say". As the saying goes, the more candidates talk, the more truth they will reveal.

The first skill of "asking"-step by step. There are two key points to grasp here. First, the basic (background) should be followed by a gradual professional (ability), which requires the interviewer to start asking questions with the usual questions expected by the applicant, such as work experience and education level. Then slowly transition to the topic and ask all kinds of questions related to whether he is competent for the job; Second, grasp the core questions and ask questions step by step. This requires the skills of asking questions, including the reasonable communication between inquiry questions and reflective questions.

The second skill of "asking"-sincere words. Don't show superiority or impatience with the candidates' answers, let alone argue, preach or teach others. On the one hand, sincere words can show the interviewer's good professional quality, and more importantly, they can reveal a good company image in sincere words, laying the foundation for attracting more job seekers. At the same time, sincere words can also help candidates to eliminate tension and better show their true side.

The third skill of "asking"-concrete and appropriate. The purpose of asking questions is to fully understand the qualities and abilities of candidates related to the required positions. Therefore, in the process of asking, ask less about personal basic situation and ask more about work; Ask less about successful experiences and more about failed experiences (the handling of failed experiences can better reflect the wisdom and shortcomings of candidates); Ask more about your previous job and less about your future job. A detailed question can get as much effective information as possible in a limited time.

Cut: Comprehensive judgment, this and that.

Traditional Chinese medicine believes that the blood vessels of the whole body extend in all directions, densely covering the whole body, and circulate the whole body under the action of the heart and lungs. As long as pathological changes occur in any part of the human body, it will affect the changes of qi and blood, which will be manifested from the pulse condition, so we can also understand the situation of qi and blood in the whole body through pulse diagnosis. The understanding of cut is simply how to identify the problem. As far as interview is concerned, the key point is to control the interview process, set some interview obstacles for candidates, restore the ability and quality of candidates by observing their reactions, infer the matching degree between candidates and positions, and thus determine candidates. How to operate specifically?

The first is to grasp the "point". In the interview process, which step is the most important and what kind of questions are useful to judge the job matching, these are "points". For example, interview involves the professional skills of candidates, and we can set a tangent point, which involves professional ethics, and I can also set a tangent point. When it comes to career development, the setting of this tangent point must be closely related to our selection criteria.

The second is to cut the "face". When the "point" is relatively fixed, we should consider the problem of cutting the "surface". The principle of grasping the cut plane is thin but not wide, that is to say, the interview obstacles we set should be as thin as possible, not too wide, just like digging a well, the wellhead does not have to be big, as long as it is deep enough. For example, if we want to know the candidate's professional skills, we don't have to ask him what courses he has studied or where he went to college. We just need to ask him what you did. How did you do that? What problems did you encounter in the process of doing it? How did you solve it? What did you get from it? With such a deep question, the ability of candidates to find, analyze and solve problems is revealed.

Finally, reduction, that is, integrating the information collected in the whole interview, shows the candidate's true ability and quality structure. Recruitment is a gamble. Judging from the overall situation of both job seekers and recruiters, winning or losing is the best choice. We try to restore a real candidate through the information cut out from the interview, so that the positions we provide can meet the career and life development of the candidates, and also enable the candidates to make contributions to the positions and enterprises. Only in this way can we do our best. The key to recovery is the richness and accuracy of information. Only by doing these two things can accurate recovery be achieved.