Four interview methods commonly used by HR

One chat, two lectures, three questions and four answers are the usual interview techniques used by HR in interviews, so job seekers should be fully prepared before the interview.

1. Chat

The interviewer will talk about content related to the recruitment position for three minutes.

Why does the interviewer use the form of chatting? Before the applicant is formally hired, he has no subordinate relationship with the interviewer. It is a reciprocal relationship of mutual choice, not a relationship of who wants whom. Chatting is different from talking. Chatting is an informal communication between two people or a few people. Chatting is held in a small area and in a relaxed atmosphere. Chatting seems very natural, allowing candidates to relax and show their normal performance. level. If you don't use the chatting method and speak seriously, the applicant will feel particularly awkward and it will be difficult for him to perform to his normal level.

2. Lecture

The time given to the applicant to speak is also three minutes.

Why do we say that candidates talk rather than chat? Because, although the interviewer uses the form of chat, the candidates usually express their opinions in talks. This is because the applicant and the interview It is caused by the unequal psychological state of officials and information asymmetry. Applicants are usually eager to show off their abilities and qualities that are suitable for the position they are applying for. In a state of expressing themselves, it is impossible to chat quietly, so they can only talk or even give a speech. If the applicant can chat easily with the interviewer, it means that the applicant's psychological quality is particularly good, or his psychological advantages are particularly obvious. This is usually a high-level professional manager who has been in the workplace for a long time.

If there is no relaxed chat with the interviewer in the early stage, the applicant will not know what to say. Only through the initial chat can the applicant actively think about the content of the position he is applying for and get rid of his guard. Psychology, break through the lines prepared in advance, and show your wisdom and talents in all aspects. This speech of the applicant is the most critical part of the application process, because as an interviewer, the interviewer can see the applicant's basic connotation, not only the applicant's professional experience and relevant industry experience and resource background, but more importantly, Understand the applicant's total knowledge and the breadth, speed, depth, and accuracy of thinking, language organization ability, logical ability, comprehensive summary ability, ability to simplify the complex, adaptability, etc., and these are the most important factors in the applicant's It is difficult to show it in a resume, and even difficult to try out in written examinations and tests. Even if the interviewer knows the resume, qualifications and background when reviewing the resume in the early stage, watching him write and listening to him speak are two completely different testing angles. Based on the applicant's three-minute presentation, an experienced interviewer will basically have a clear idea of ??the applicant's relationship with the position and the level of competency for the position he or she is applying for. decisive.

When the applicant gives a three-minute presentation, the interviewer should listen carefully and give encouragement and affirmation with a smile from time to time. Remember not to interrupt the applicant's statement easily. If the interviewer considers interrupting the applicant's statement to observe the applicant's resilience after frustration, it is not impossible, but the interruption effect at this time is not good. First, the theme of the applicant's statement will be lost; second, it will extend The interview time will then affect other people who will be interviewed later, resulting in delay and waste of group interview time.

3. Questions

When the interviewer asks questions, he should ask about the key content and areas of conflict, with a balance of hardness and softness.

Mainly ask three aspects: ask questions that the interviewer should know but have not stated in the resume and written test and in the three-minute statement; ask about the contradictions or contradictions in the applicant's statement. Ask about the contradictions between the statement and the resume; ask the applicant about the facts stated and the content reflected in the resume that is not suitable for the position applied for.

The tone and method of questioning should also vary from person to person. For candidates with a frank and cheerful personality, you can ask questions faster and more indirectly. For introverts, you can be more tactful, but do not ask them in any case. Injure the applicant, or treat the applicant in an educational tone. If you have enough time, you can exchange some opinions and opinions in the form of discussion. But no matter how you ask, you must ask for the point, be soft yet strong, and be straight in the song. Only by asking about contradictions can the effectiveness of questioning be truly exerted. By asking questions from the interviewer, one is to add key information that needs to be understood, and the other is to see the applicant's adaptability and integrity issues regarding contradictions.

IV. Answers

During the recruitment process, candidates will take the initiative to ask questions back to the interviewer after answering the interviewer’s questions, and the candidates’ questions are usually related to the question. Issues such as salary, remuneration, vacation method, work and rest time, business procedures, relationship between positions, company background, relationship with competitors, etc. of the position you are applying for. Faced with the applicant's rhetorical questions, the interviewer should answer truthfully, but the answer should be artistic.

The total time for the Q&A between the interviewer and the applicant is within four minutes. As time went on, it became speeches and discussions.

To sum up, the total time to interview a candidate is 10 minutes. If the time is too short, the interview will be ineffective; if the time is too long, the cost of the interview will not only be increased, but the interview effect will also be reduced. Of course, for candidates who are obviously unsuitable, the interview can be ended in as little as five minutes, but it must be ended politely.