Interviewer's Listening Skills

Interviewer's listening skills

Only by listening skillfully can we find out the problems, find out the problems and find out the qualified candidates. Next, I collected the interviewer's listening skills for your reference only, hoping to help you.

Interviewer's listening skills

1. Listen carefully and seriously, with a natural expression, and you can't look down, squint or stare at the other person unnaturally; To prevent too much psychological pressure on the candidates, so that they can not play normally.

2. Be careful with some tendentious body language, such as nodding or shaking your head, so as not to mislead the candidates.

3. Pay attention to distinguish the internal quality level of candidates from their intonation, pitch and words. For example, people who often use intermittent words such as "hmm" and "ah" often feel good about themselves and ask others to pay attention to his status; Those with rough voice and loud volume are mostly extroverted; Speech is fast and straight, mostly because of impatience and lack of patience; Most people who love to use popular and fashionable words have strong vanity.

4. Listen objectively and avoid exaggerating, underestimating, adding, omitting, preempting, lagging behind, analyzing and repeating mistakes.

expansion: interviewer's questioning skills

in the interview, the recruiter should obtain different information about the candidate, such as psychological characteristics, behavioral characteristics, ability and quality. Because the contents to be evaluated are various, this requires the examiner to adopt corresponding interview questioning methods according to the different evaluation contents. There are several questioning techniques commonly used in recruitment interviews:

1. Serial questioning

That is, the examiner asks the interviewer a series of related questions and asks the candidates to answer them one by one. This way of asking questions mainly examines the interviewer's reaction ability, logic and organization of thinking.

For example, "What major mistakes have you made in your past work? If so, what is it? What lessons have you learned from this incident itself? If you encounter such a situation in the future, what will you do? "

To answer this question, we should first keep calm, don't be frightened by a series of questions, and listen carefully to the questions asked by the examiner, which are generally related. To answer the latter question, we must be based on the answer of the previous question, which requires the candidates to listen carefully to the questions and their order and answer them one by one.

2. Open-ended questions

The so-called open-ended questions mean that the candidates can't use simple "yes" or "no" to answer the questions, but they must give another explanation to answer them satisfactorily. Therefore, if the questions put forward by the examiner can lead the interviewer to give detailed explanations, they meet the requirements of "open questions" Interview questions should generally be open-ended questions, so as to draw out the candidates' ideas and truly examine their level.

So, what kind of topics are open-ended topics? Here are some examples:

What social work did you do during your college years?

how many specialized courses have you opened? Do you think these classes will help your work?

what prompted you to change jobs three times in two years? The purpose of such questions is to get a lot of rich information from the candidates; And encourage candidates to answer questions and avoid being passive. The way to ask questions is often "How?" "What?" "Why?" "Which one?" Wait.

To answer such questions, candidates should broaden their thinking, give satisfactory answers to the questions raised by the examiner as far as possible, and at the same time pay attention to being clear-cut, logical and thorough in reasoning, and fully demonstrate their abilities in all aspects. Only in this way can the examiner know himself as much as possible, which is a prerequisite for being hired. If the candidate can't be understood by the examiner, there is no employment at all.

3. Non-guided questions

For non-guided questions, candidates can give full play and try to convince their feelings, opinions, opinions and comments. There is no "specific" answer to this question, and there is no "specific" answer.

For example, the examiner asked, "Please talk about your experience as a student cadre." This is "unguided" conversation. After the examiner asks questions, he can listen to the other person's narrative quietly, without any other expression. Compared with guided conversation, in unguided conversation, candidates can say as much as possible and say whatever they should, so they can provide rich information. The candidate's experience, experience, language expression ability and analytical generalization ability have been fully demonstrated, which is conducive to the examiner's objective evaluation.

4. Closed question

This is a question that can be answered concretely. This kind of problem is simple, routine and involves a small scope. Closed-ended questions are often asked about the following situations: work experience: including past job positions, achievements, work achievements, personal income, job satisfaction and reasons for transfer. Education: including major, academic performance, outstanding subjects, most annoying subjects, curriculum, etc. Early family status: including parents' occupation, family income, family members, etc. Personality and pursuit: including personality, hobbies, wishes, needs, emotions, goal setting and attitude towards life.

Generally speaking, candidates don't need to give full play to such questions as answering open-ended questions, because such questions usually have specific and clear answers, and candidates only need to answer them according to their own actual situation.

5. Guided questions

In a guided conversation, one party asks a specific question and the other party can only give a specific answer. The examiner asks a question and the examinee

answers a question. This kind of question is mainly used to ask the interviewer some intentions and needs some affirmative answers.

For example, the examiner: "How many workers were there in the workshop when you were the workshop director? What products are mainly produced? " This is a typical leading question. The examinee only needs to answer a number and name the product, without giving any other explanation.

6. List questions

In this kind of questions, the examiner not only asks questions, but also gives several alternative answers. The purpose is to encourage candidates to look at this problem from various angles and put forward a reference angle for thinking about the problem; For example, "What is the most important problem in your company? Turnover, absenteeism, poor product quality or something else? " In this way, it provides a reference for the examinee to think about the question, makes the question easy to answer, and prevents the examinee from misinterpreting the examiner's intention and answering Wan Li, which is beside the point.

7. Hypothetical questioning

In this kind of questioning, the examiner assumes a situation for the examinee, so that the examinee can respond in this situation and answer the questions raised. Then we can examine the candidates' adaptability, problem-solving ability and thinking ability. If you were the driver who caused the accident, what would you do? "If you were the director of the office, what would you do with this secretary?" To answer these questions, the examinee should first put himself in a specific environment set by the examiner, and then think about the examiner's questions as a person in this environment, so this kind of question requires the examinee to have certain imagination.

8. Oppressive questioning

Generally speaking, the examiner should try his best to create a friendly, relaxed and natural environment for the candidates, so that the candidates can eliminate their nervousness and give full play. However, in some cases, the examiner will deliberately create a tense atmosphere, put some pressure on the candidates, and measure their reaction ability, self-control, emotional stability and so on by observing the responses of the candidates under pressure.

For example, "Many people have made connections in this civil service exam. I heard that you also entered through the back door." "From your major, it seems that you are not suitable for this job. What do you think?" "You haven't given us a satisfactory answer to this question, and your chances of being hired are slim." As long as you understand that this is the examiner's deliberate pressure on you, you can quickly adjust your mentality and calmly deal with the examiner's questions. In addition, don't be angry in the face of the examiner's "difficulties", or even accuse the examiner.

9. Repetitive questioning

Repetitive questioning means that the examiner returns information to the examinee to test whether it is the real intention of the other party; Or check whether the information you get is accurate. For example: "You mean?" "According to my understanding, what do you mean?" For such questions, candidates can give a simple answer "yes" or "no". If the examiner has a misunderstanding, the candidate should explain it again.

1. Confirmatory questioning

Confirmatory questioning expresses the examiner's concern and understanding of the information provided by the examinee, aiming at encouraging the examinee to continue to communicate with it. For example, "I see, this is interesting." Something like that. For this kind of question, the examinee can continue to talk according to the original topic without directly responding.

11. Projective questioning

Projective questioning allows candidates to respond to various vague situations under certain conditions. This method can be divided into two types: one is picture description, which shows all kinds of pictures to the interviewer, and then lets the candidates tell their personal reactions. Because these pictures are hazy in image and fuzzy in subject, candidates have different feelings, imaginations and reactions to the pictures, and any description is possible, so that personality characteristics can be analyzed from the descriptions of candidates. The second is the perfect sentence. Perfect construction refers to a sentence with only the beginning of a sentence and no end, so that the examinee can complete the whole sentence according to his own feelings and thinking. For example, we hope? I don't believe it? What's the hardest thing for me to tolerate? What is my usual attitude towards strangers?

Because the psychological qualities of the candidates are different, the sentences completed are also different from each other. By analyzing the sentences completed by the candidates, we can understand some psychological characteristics of the candidates. ;