The main forms of interviews include

The main interview forms are as follows:

Interview form, group interview, comprehensive interview, individual interview, structured interview, situational interview, questionnaire interview. Interviews are conducted in the form of written, face-to-face or online communication (video, phone) to examine a person's work ability and overall quality. Through interviews, you can initially judge whether the applicant can integrate into your team. It is a recruitment activity carefully planned by the organizer.

Purpose of the interview: Generally speaking, the interview has the following purposes: to assess the motivation and work expectations of the job seeker; to assess the appearance, personality, knowledge, ability, experience and other characteristics of the job seeker; to assess the characteristics that are difficult to obtain in the written examination information.

Interview format: There are many forms of interviews. According to the content and requirements of the interview, they can be roughly divided into the following types:

Question-based, where the recruiter interviews the applicant according to a pre-written outline. If you ask a question, please answer it. The purpose is to observe the performance of job seekers in a special environment, assess their knowledge and business, and judge their ability to solve problems, so as to obtain first-hand information about job seekers.

Special-style job fair organized by the company, in which the company's interviewer representatives conduct auditions for multiple or even a large number of applicants, and select candidates who meet the company's requirements for subsequent interviews. This method is suitable for the preliminary screening of candidates. For example: school recruitment session.

Pressure type, the recruiter consciously exerts pressure on the job seeker, and asks a series of questions about a certain issue or event, in detail and to get to the bottom of the matter, until there is no answer. This method mainly observes the candidate's reaction, thinking agility and adaptability under special pressure.

Casual style, that is, recruiters and job seekers have a broad and unlimited conversation. The atmosphere is relaxed, lively, and unrestrained. Recruiters and job seekers can express their opinions freely. The purpose of this method is to observe the candidate's conversation, behavior, knowledge, ability, temperament and demeanor during casual chat, and conduct a comprehensive comprehensive quality inspection.

Scenario-based, the recruiter sets a scenario in advance, puts forward a problem or a plan, and invites job seekers to complete the role simulation. The purpose is to assess their ability to analyze and solve problems.

Comprehensive, the recruiter examines the comprehensive ability and quality of the job seeker through a variety of methods, such as talking to him or her in a foreign language, asking for instant composition, or impromptu speech, or asking to write a paragraph, or even operate a computer, etc. etc. to examine their foreign language proficiency, writing ability, calligraphy, eloquence and other aspects of ability.