What is interview management?

What is interview management?

What is an interview?

An interview is a purposeful meeting between the interviewer and the job seeker to exchange information. It enables both the employer and the applicant to obtain sufficient information. , in order to make the right decision, it is a process of mutual consideration and understanding between both parties.

Structured interviews

There are unified and clear specifications for interview questions, interview implementation procedures, interview evaluations, and examiner composition

Unstructured interviews

Some factors have unified requirements, such as unified procedures and evaluation standards, but interview questions can be changed at will according to the interviewees.

Semi-structured interview

An interview that does not impose any restrictions on factors related to the interview, that is, usually

a casual interview without any specifications

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Experiential: Mainly ask questions related to the applicant’s past work experience

Situational: The interview questions are mainly situational questions, that is, given a situation, see how the applicant performs How to react in a specific situation.

Situational interview

The interviewer will tell some information about the company, and at the same time raise a problem or dilemma faced by the company. Scenarios can be expressed verbally or in written form. Companies and events may be real or fictitious. The interviewer gives some answers or suggestions based on this situational question.

Principles of Interviews

Since ancient times, it has been difficult to know people. Zhuge Liang still wants to "kill the horse with tears", not to mention you and me mortals, let alone make a judgment after just one or two interviews? Therefore, interviewing is a technical job. If we fail to master interview skills, we are likely to make the following misunderstandings.

1. We must fully respect job seekers. Respecting job seekers is the minimum professional ethics. Disrespect for others is unprofessional!

2. Start on time, make adequate preparations for standardized operations, know yourself (job responsibilities and qualifications) and "applicant's business history".

3. Create a harmonious atmosphere. Create a "natural and integrated" interview environment to help job seekers relax, let job seekers let go of their burdens, present themselves objectively and easily, and perform to their best ability. .

4. Do not leave the interview topic

Do not leave the interview topic. Interview topics can easily get out of hand, especially when the candidate is experienced, so the interviewer should firmly but tactfully bring back the off-topic topic.

5. Be attentive during the interview

Applicants will be sensitive to any sign of your absence, and try to make the applicant feel that he is being treated with sincerity.

6. Don’t talk about salary too early

You must wait until you have a decisive choice before you talk about it.

7. Pay attention to the exploration of values ??

Company recruiters focus on what candidates can "do" and what they will do, rather than what candidates are "willing to do".

8. Thank you and encourage you at the end

At the end of the interview, you should sincerely thank and encourage the job seeker. Make an interview evaluation immediately after the interview and keep interview records. Interview notes can actually effectively avoid many misunderstandings. Therefore, the closer you are to the interview, the more clearly you should remember the key job notes.

What is quality?

Quality, also known as "ability", "ability", "talent", etc., is a collection of various personality characteristics that drive employees to produce excellent work performance, and is an outstanding achiever. The set of deep-level characteristics that distinguish people with average performance reflects knowledge, skills, personality, and internal drive that can be expressed in different ways.

What is competency? What is a competency model< /p>

Applicants must have knowledge, skills, abilities and personality requirements, which are often expressed in terms of academic qualifications, majors, work experience, work skills, abilities, etc. required to be qualified for the position, also known as competency. Before recruiting, the recruiter already has an outline of the person and has defined his various qualities and abilities in detail. This outline is the competency model

Interview question test (1)

< p>The purpose of the interview is to recognize and understand whether the applicant's quality, ability and experience match the requirements of the position, as well as the applicant's attitude towards the job.

What the interviewer does is to identify the applicant's true performance from the various statements and behaviors of the applicant.

Interview question test (2)

The design of interview questions is very important. Different companies prepare different questions for candidates for different positions. Different questions represent the different employment needs and logic of different companies, and also represent different standards for different positions.

Six classic interview questions

Where do interview questions come from? First, you can talk about the applicant's career development, secondly, you can ask questions based on the applicant's performance points, and thirdly, you can Ask questions from the doubtful points on the resume;

Motivational questions: What is the purpose of understanding why the applicant wants to change jobs, what they value at work, as well as the applicant’s values ??and career development plans.

Behavioral questions: Pursue and explore the candidates’ actual work examples to understand their behavioral characteristics, ability level and quality.

Situational questions: immersively present specific work problems that are bound to or very likely to occur in the actual work of the recruitment position, and ask candidates to propose solutions.

Introductory questions: Get better and ask some familiar and simple questions to the candidates, so that the interviewer and the candidates can get into the interview topic and obtain basic information.

Contingency questions: Hidden secrets allow candidates to answer and analyze through some difficult, even dilemma or difficult questions.

Pressure questions: extract real gold by asking some questions that make candidates feel psychological pressure or difficult to answer, or ask a series of questions about a certain matter or issue, and ask until the end until they can no longer answer. .

Interview process skills

Interviewing is a science with many principles and methods that need to be mastered and applied freely. Otherwise, you may not get the information you want, or your judgment may be obscured by certain appearances of the applicant.

1. Before the interview

Be familiar with the required design questions

Read the resume to understand the information

Interview Tips 1

The key points at the beginning of the interview are: break the ice and establish a harmonious atmosphere, help the applicant ease his emotions, and get the applicant into the mood as soon as possible.

2. During the interview

Ask few but precise questions during the interview

Drill down into the key questions

Do not make any assumptions about the interviewer< /p>

Interview Tip 2

Pay attention to the aspects that the other party tries to avoid talking about. These aspects may be the key to the problem.

3. After the interview

An effective interview = adequate preparation + careful questioning + careful listening + accurate records + scientific evaluation.

Interview tips three

After the interview, you should quickly evaluate the candidates and make decisions based on the interview evaluation form. If it is a multi-person interview, all interviewers must discuss and synthesize the results together and make a decision.

Thoughts on questions

Will you interview candidates?

How do you judge the candidate’s competency model?

You usually ask What questions are asked to test candidates?