How to design good interview questions

In the actual interview process, if we don't master the interview process and basic interview techniques, we will find that the interviewer's interview is one question after another. In the interviewer's course, I will let the students prepare the relevant interview materials, and then practice in the interview. The actual combat time is about half an hour. The real situation is that the interviewer can ask the candidate about 15~3 questions, that is, ask one or two questions in about one minute, which means that you can ask the next one after asking this question. Are you sure? I don't know. Can you tell? I can't tell. So ask an interviewer for the last time, okay? I don't know, it's still a big luck, so I still have to master the skills of daily behavioral interviews.

interview questioning and questioning techniques

In fact, the interview process is a process of question design and clarification.

Designing structured interview questions based on behavior is divided into four steps. Generally speaking, when you ask questions about candidates, you should design questions for candidates' resumes and job descriptions.

There are four steps in designing interview questions. If you hadn't designed targeted questions, you might have asked more than a dozen questions frequently. At the end of the day, you found that all the people were twins after asking, and you couldn't tell whether it was ok or not. So how are these four steps done?

the first step is to determine the job responsibilities, objectives, tasks and job requirements of the recruitment position.

This part is to update the job description. When recruiting for a new position, hr had better ask the department manager to update the job description. In fact, it is also the purpose to do job analysis at the end of each year and the beginning of each year. When you want to recruit a position, you should optimize the job description first, because the technology changes too fast. In the past few years, the business was still on the PC side, and in the past two years, it was on the mobile side. If the job description is not updated for five years, you may not be able to recruit suitable candidates in the talent market.

the second step is to sort out the simplified behavior standards, which is divided into two steps.

l simplify the standards of conduct for post qualifications;

l refine the behavior standards that need to be evaluated in the interview.

There are some important or main job responsibilities in the job description. You should turn them into behavioral standards, such as recruiting commissioners or assistants. Most of the work is to screen resumes, and one of the behavioral standards is to screen qualified resumes, so you should extract them.

the third step is to design structured interview questions. Design structured interview questions, including three aspects:

l Combine the resume information of each applicant and simplify the behavior standard;

l design structured interview questions for a single candidate;

l take the candidate's key experience as the main clue and the key behavior standards as the design for each expansion point.

The first step is basically to optimize the job description, design the behavior standard, then look at the resume based on the behavior standard, and match the resume with the behavior standard to screen out the key behaviors, and then screen out the key problems for the key behaviors, and design the problems for the key behaviors, so as to find out the so-called key events and ask questions thoroughly.

the fourth step is to determine the employment criteria.

l combine the logic, design and employment evaluation criteria of qualification evaluation;

l infer the candidate's capacity for behavior through his statement.

can the candidate do this ability? Under normal circumstances, if a perfect score is ten, eight points pass, if five points, four points pass. Of course, at the beginning, the grading standard may not be very accurate. This kind of problem has occurred in an enterprise I serve: the company recruits a financial manager, and the chief financial officer has a hard time writing a test. Generally, those with a total score of 1 points or over 5 points are experts. Therefore, the grading standard should be appropriate, so the design of structured interview questions based on behavior is basically based on two materials, one is the job description of the position to be recruited, and the other is the resume of the candidate.

These two materials can be combined to design an interview question for this candidate. It is disrespectful to the candidate to design the interview question before going to the interview, and not to face it directly with your resume. Many interviewers just walked to the conference room with their resumes in five minutes before the interview. When they arrived, they said that you should introduce yourself. After the candidate's introduction, the interviewer hasn't finished reading his resume, which is a great disrespect to the candidate. Designing questions before the interview is the most basic accomplishment of the interviewer.