The main procedures of the interview

The main procedures of the interview are as follows:

1, interview preparation. Confirm the job description, consult the background information, list the question outline, design the question way, mark the key questions or doubts, foresee the problems, make the evaluation form, and prepare the interview materials and environment.

2. Start the interview. Introduce yourself first, and then start talking about general social topics.

3. Formal interview. First easy, then difficult, ask questions extensively and deeply; Observe words and deeds, pay close attention to the behavior and reaction of candidates; Pay attention to the questions asked, the conversion between questions, the opportunity to ask questions and the other party's answer; Give candidates the opportunity to ask and answer questions.

4. End the interview. It means that the interview is coming to an end, ask if there are any questions to ask, and give the candidate a chance to make supplementary explanations or correct mistakes; Then make a short summary, indicating that the interview is over.

5. Interview evaluation. According to the interview records, the interview score table is used to evaluate the candidates by combining the evaluation of comments with the evaluation of scores.

Interview form:

1, question type. Recruiters will ask questions to job seekers according to the outline drawn up in advance. Please answer them. 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. Special performance. The company organizes a special job fair, and the interviewer's representative selects a group or even a large number of candidates, from which a number of candidates who meet the company's requirements are selected for follow-up interviews. This method is suitable for the preliminary screening of candidates. For example: special school tricks.

3. Pressure type. Recruiters consciously put pressure on job seekers and put forward a series of questions for 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.