How should the interviewer ask questions?

How should the interviewer ask questions?

"Being able to ask questions" is one of the key factors to measure the interviewer's skill mastery, which will affect the interview effect. So how should the interviewer ask questions? Ask what? Interviewers can learn and use the following skills.

First of all, when preparing interview questions, we should pay attention to three points:

First, first of all, we should make an in-depth analysis of the target position and find out the core competence of the position;

Second, ask questions closely around the core competence;

Third, the key to this kind of question is to let the candidates tell examples of behavior.

As an interviewer, I will ask questions in the following sections:

First, introduce yourself.

Generally speaking, an open-ended question will be asked in an enterprise interview to give job seekers a chance to introduce themselves freely. For example, "Why do you apply for this job", "Please introduce yourself", "What are your hobbies", "What do you think are the advantages and disadvantages of applying for this job", "How will you do this job well" and so on.

Second, doubt (challenging question).

Enterprises often examine the emotional intelligence of candidates by asking questions suddenly: "We think you are too young/too old for this job, what do you think"; Tell me about your shortcomings, okay? "What do you think you lack when applying for this job"; "Your major is not right. Why should we hire you?" And so on.

Third, the trap problem.

Trap questions sometimes put job seekers in a specific background: "Through your resume, we found that you have a solid professional foundation and rich experience. Here is a case, please express your opinions. " The trap problem also has an obvious sign-"hope". As long as the word is used in a question, it is often a trap question. For example, "What kind of leader do you want", "What kind of environment do you want to work in" and "How much salary do you want".

Fourth, the reasons for job-hopping and career change.

The reasons for job-hopping and career change are often asked in interviews. The purpose of enterprises is to judge the stability of candidates. The high turnover rate of employees will affect organizational stability, reduce organizational efficiency and increase expenses (recruitment and training). Therefore, impulsive and hasty job seekers are unpopular.

Finally, some interviewer's questioning skills and common interview questions are summarized:

1) "s tar" questioning skills

Usually, the applicant's job application materials are written with some results, describing what he has done and what he has achieved, which is relatively simple and broad. And our interviewer needs to know how the candidates achieved such results, what methods they used to achieve such results, what means they used, and what the final result was. Through these processes, we can fully understand the knowledge, experience and skills of the candidate, as well as his behavior style, personality characteristics and other work-related aspects. Therefore, "S T A R" questioning skills can help us solve the above problems:

The first question of the situation: ask the background of the matter and what caused the demand at that time.

Task: Task Question 2: Ask about the work task. What kind of work task did you receive in the context of the incident?

Action: Action Question 3: Ask about actions and methods, and specific action plans and methods for carrying out tasks.

Result: the result of the fourth question: ask the result of the matter, the final result of the matter and the feedback summary.

2) Common interview question types

(1) Open-ended questions (such questions usually have no fixed answers, so that candidates can talk about themselves in depth)

Can you tell me your opinion on the terrorist attack in Nice, France?

How much do you know about network economy?

Who has the greatest influence on your growth?

What are your hobbies in your spare time?

(2) Closed questions (restrictive questions, just answer with "Yes" or "No").

Do you have an accounting qualification certificate?

Do you prefer to travel alone or with friends?

Are you an introvert?

(3) hypothetical questions (biased to guide, the answer is not right or wrong, candidates can talk about their own views and personal views)

If you have the opportunity to be promoted to the middle manager of the company, do you prefer decentralized management or coach management?

Two of your subordinates got a raise. Do you prefer to treat salary increases differently or as a whole?

④ Stress-type questions (test candidates' psychological quality, stress tolerance, resilience before stress, interpersonal skills, etc. )

After today's interview, I think your salary is not proportional to your actual ability. what do you think?

How can you be qualified for this job because you lack practical industry experience?

What should you do when you disagree with your superiors?

What will you do if your actual performance during the probation period is not up to standard?

⑤ Behavioral events (mainly in the form of "S T A R") to understand the past behavioral events of candidates and predict the future performance trend.

Please tell me about a customer complaint you recently encountered. How did you solve it?

Talk about the shortening of delivery time caused by your temporary change of direction at work. How did you handle it?

⑥ Theoretical questions (mainly around the knowledge and skills required for the job application)

What recruitment channels do you usually use to find middle and senior talents?

How do you manage your daily working hours by adopting the 20/80 principle?

3) Structured interview questioning reference (general)

1. Please make a personal statement in 2 minutes (introducing personal basic information, family situation, education, work experience, advantages and disadvantages, hobbies, etc. ); (communication and understanding ability, learning ability, initiative, growth environment)

Please recall your career and talk about how it developed; (planning, personality traits)

Please evaluate your parents objectively. What is the way they educate you? (Growing environment and personality)

4. Tell me about the most fulfilling/frustrating/regretful/sad thing you have experienced; (Pressure resistance, sense of accomplishment)

5. Talk about your understanding of the position you are applying for and the main work content; Your career plan for the next 1-3 years; (planning ability, goal)

6. What do you usually do in your spare time? (The potential manifestation of one's personality)

7. What social events have you paid attention to recently? (personal potential desires and interests)

Please rate your communication skills with superiors, colleagues and customers? (Emotional intelligence, empathy)

9. Who do you think is difficult to get along with? (interpersonal skills)

10. After today's interview, we think that your salary requirement is not proportional to your ability. what do you think? (Compressive capacity, strain capacity)

1 1. How to treat overtime and how to balance work and life? (overtime is crazy? )

12. At the same time, two companies (including Stella) made an offer to you. What do you choose? (Real job hunting motivation, stability)

13. What should I do if I encounter setbacks in important tasks and my superiors can't help you? (Active communication, resource integration ability)

14. What skills do you think are lacking? (insight, study plan, insight)

15. Compared with other candidates, why should we hire you? (Advantage display, influence persuasion)

4) Interrupting conversation skills

When the candidate tells too many details and answers questions that are beside the point:

I'm sorry to interrupt you, but your conversation is interesting, but I'm afraid we have to hurry.

Can you answer my question briefly so that we can discuss the next important topic?

I'm sorry to interrupt you, but you just mentioned ways to improve XX. I want to know more about this. Please describe it with examples.

When the interviewer communicated, he found that the applicant's ability and work background obviously did not meet the job requirements:

First of all, we should respect the candidates in the interview, and don't be negligent or impatient in tone and body language. Speak for at least 15 to 20 minutes, and the questions can be transferred to other investigation elements, so that each question will collect more information for the interviewer's decision-making reference and take care of the candidate's mood.

-After about 15-20 minutes of communication, the interviewer thinks that the candidate is not suitable. He can sincerely tell the candidate what his strengths and weaknesses are, and give professional advice for the candidate's reference if the candidate allows, and say that there are other candidates to compare after seeing them. Thank you for coming to the interview. The interviewer will escort the candidate to the door.

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