According to the importance of the recruitment position and the actual needs of the candidate's quality evaluation, decide whether to arrange an interview and the form of the interview.

According to the importance of the recruitment position and the actual needs of the quality evaluation of candidates, decide whether to arrange an interview, as well as the form, content and number of interviews.

Interview is to examine a person's working ability and comprehensive quality through written, face-to-face or online communication (video and telephone). Through the interview, you can preliminarily judge whether the candidate can integrate into your team. It is a recruitment activity carefully planned by the organizer.

In a specific situation, the interviewer's conversation and observation of the candidate is the main means to evaluate the knowledge, ability, experience and comprehensive quality of the candidate from the outside to the inside. Interview is an important method for companies to select employees. The interview provides a two-way communication opportunity for the company and the applicant.

It can make the company and the applicant understand each other and make a more accurate decision on whether to hire or not. Leaderless group discussion is the most common method of group interview. When there are too many people, the first interview is a screening interview with the main purpose of understanding personal background and speaking ability, followed by the second interview and three or four interviews, depending on the position.

Group interviews are mainly used to examine candidates' interpersonal skills, insight and grasp of the environment, organizational leadership and so on. In group interviews, candidates are usually asked to discuss in groups, cooperate with each other to solve a problem, or let the candidates take turns as leaders to preside over the meeting and deliver speeches.

Interview form:

1, question type, the recruiter asks the job seeker questions according to the outline drawn up in advance, please answer. Its purpose is to observe the performance of job seekers in special circumstances, evaluate their knowledge and business, and judge their ability to solve problems, so as to obtain first-hand information of job seekers.

2. The company organized a special job fair, and the interviewer representatives of the company auditioned many or even a large number of candidates, and selected a number of candidates who met the company's requirements for follow-up interviews. This method is suitable for the preliminary screening of candidates. For example: special school tricks.

3. Pressure: The recruiter consciously puts pressure on the job seeker and asks a series of questions about a certain question or an event, which are detailed and specific until there is no answer. This method mainly observes the reaction, agility and adaptability of job seekers under special pressure.