Recruitment Interview Questioning Tips

1. Serial questions

That is, the examiner asks the interviewer a series of related questions and requires the candidate to answer them one by one. This kind of questioning method mainly tests the interviewer's reaction ability, logical thinking and orderliness.

For example: "What major mistakes have you made in your past work? If so, what were they? What lessons did you learn from the incident itself? If you encounter such a situation in the future, what will you do? How will you deal with it?"

To answer this question, you must first stay calm and don't be intimidated by a series of questions. You must listen clearly to the questions asked by the examiner. These questions are generally related. You must answer the latter one. It must be based on the answer to the previous question, which requires the candidate to listen to the questions and their order clearly and answer them one by one.

2. Open-ended questions

The so-called open-ended questions refer to questions that candidates cannot answer with a simple "yes" or "no", but must provide additional explanations. Only then can you answer satisfactorily. Therefore, if the questions raised by the examiner can trigger detailed explanations from the interviewer, they meet the requirements of "open questions". Interview questions should generally be open-ended in order to elicit the candidate's thinking and truly examine their level.

So, what kind of questions are open-ended questions? Here are a few examples:

What social work did you engage in during college?

How many professional courses have you taken? Do you think these courses will be helpful to your work?

What prompted you to change jobs three times in two years? The purpose of this type of question is to learn from the candidates There is a wealth of information available there; candidates are encouraged to answer questions and avoid being passive. Questions commonly used are "how...", "what...", "why...", "which..." etc.

To answer such questions, candidates should broaden their minds and try to give satisfactory answers to the questions raised by the examiner. At the same time, they should pay attention to being clear, logical, and thorough in reasoning, and fully demonstrating all aspects of the question. ability. Only in this way can the examiner know as much about themselves as possible, which is a prerequisite for being hired. If the candidate cannot be understood by the examiner, there is no chance of being hired.

3. Non-guided questions

For non-guided questions, candidates can give full play to their feelings, opinions, views and comments. There is no "specific" way to answer a question like this, and there is no "specific" answer.

For example, the examiner asked: "Please talk about your experience as a student cadre." This is a "non-guided" conversation. After the examiner asks a question, he or she can quietly listen to the other person's narration without any other expression. Compared with guided interviews, in non-guided interviews, candidates can say as much as they want, so they can provide a wealth of information. The examinee's experience, experience, language expression ability, and analysis and summary ability are fully demonstrated, which is conducive to the examiner's objective evaluation.

4. Closed questions

This is a question that can get a specific answer. This type of problem is relatively simple, routine, and involves a small scope. Closed-ended questions are commonly used about the following situations: Work experience: including past job positions, achievements, work performance, personal income, job satisfaction and reasons for transfer. Educational qualifications: including major, academic performance, outstanding subjects, most disliked subjects, curriculum, etc. Early family status: including parents’ occupation, family income, family members, etc. Personality and pursuits: including personality, hobbies, desires, needs, emotions, goal setting and life attitude, etc.

For this type of questions, candidates generally do not need to have as much room as in answering open-ended questions, because such questions generally have specific and clear answers, and candidates only need to answer questions based on their own actual conditions. Just answer the situation.

5. Guided questions

In a guided conversation, one party asks specific questions, and the other party can only give specific answers. The examiner asks a question and the examinee answers. This type of question is mainly used to inquire about certain intentions of the interviewer and requires some more affirmative answers.

For example, the examiner asked: "When you were the workshop director, how many workers were there in the workshop? What products did you mainly produce?" This is a typical guided question. The examinee only needs to answer a number and name the product. The name is enough without any other explanation.

6. Checklist questions

In this type of question, in addition to asking the question, the examiner also gives several different alternative answers. The purpose is to encourage candidates to look at the problem from multiple perspectives and provide a reference angle for thinking about the problem; for example, "What is the main problem in your company? Turnover, absenteeism, poor product quality, or others?" This provides the examinee with a reference for thinking about the question, makes the question easy to answer, and prevents the examinee from misunderstanding the examiner's intention, and prevents the examinee from going too far off topic in his answer.

7. Hypothetical questions

In this type of questioning, the examiner assumes a situation for the examinee and asks the examinee to react in this situation and answer the questions raised. . Then examine the candidate's adaptability, problem-solving ability, and thinking ability. For example: "If you were the driver who caused the accident, how would you deal with it?" "If you were the office director, how would you deal with this secretary?" To answer these questions, candidates should first put themselves in the position set by the examiner. A specific environment, and then use the identity of the people in this environment to think about the examiner's questions, so this kind of questioning requires the examinee to have a certain amount of imagination.

8. Pressure questions

Generally speaking, the examiner should try his best to create a friendly, relaxed and natural environment for the candidates, so that the candidates can eliminate tension and give full play to their abilities. . But in some cases, the examiner will deliberately create a tense atmosphere to put a certain amount of pressure on the candidates. By observing the candidates' reactions under stressful situations, they can measure their reaction ability, self-control, emotional stability, etc.

For example: "In this civil service examination, many people relied on connections, and I heard that you also took the back door." "Judging from your major, you seem not to be suitable for this job. What do you think?" "If you don't give us a satisfactory answer to this question, the possibility of you being hired is very small." As long as you understand that this is the examiner's deliberate pressure on you, you can quickly adjust your mentality and deal with the examiner calmly. Ask questions. In addition, you must not get angry when the examiner makes things difficult, or even blame the examiner.

9. Repeated questions

Repeated questions are when the examiner returns information to the examinee to check whether it is the other party's true intention; or to check whether the information he received is accurate. For example: "You mean..." "According to my understanding, you mean..." For this type of question, the candidate can give a simple answer of "yes" or "no". If the examiner has misunderstood, the candidate should explain it again.

10. Confirmation questions

Confirmation questions express the examiner's concern and understanding of the information provided by the examinee, and the purpose is to encourage the examinee to continue communicating with him. Like, "I see, this is interesting." Something like that. Candidates do not need to respond directly to such questions and continue talking about the original topic.

11. Projective questions

Projective questions allow candidates to respond to various ambiguous situations under specific conditions. This method can be divided into two types: one is the picture description method, which shows various pictures to the interviewers and then asks the candidates to express their personal reactions. Since the image of these pictures is hazy and the subject is vague, the candidates' feelings, imagination and reactions to the pictures are different. Any description is possible. In this way, the personality characteristics can be analyzed from the descriptions of the candidates. The second is sentence completion.

The perfect form refers to a sentence that is presented to the examinee with only the beginning but no end, allowing the examinee to complete the entire sentence according to his or her own feelings and thinking. For example: We hope... I don't believe... What I can't tolerate the most is... My usual attitude towards strangers is...

Due to the differences in the psychological qualities of the candidates, the completion of The sentences are also different from each other. By analyzing the sentences completed by the candidates, some psychological characteristics of the candidates can be understood.

12. Case analysis questioning

This method of questioning is to provide the candidate with a case, requiring the candidate to analyze and judge the case, and then measure the candidate's thinking and analysis. and problem-solving skills, etc.