Briefly describe the basic methods of interviewing.

Answer: The basic methods of interview include:

① Preliminary interview; the preliminary interview is used to enhance the mutual understanding between the employer and the applicant. During this process, the applicant will review his written materials Make supplements (such as explaining skills, experience, etc.), the organization understands their job motivation, introduces the organization to the applicant, and explains the reasons and requirements for job recruitment. The preliminary interview is similar to an in-person interview in that it is simple and casual. Typically, the initial interview is conducted by the person responsible for recruiting in the human resources department; candidates who are not a good fit or have no interest in the organization are weeded out.

② Diagnostic interview; the diagnostic interview is a test of the actual abilities and potential of candidates who have passed the preliminary interview screening. This kind of interview is the responsibility of the employing department and involves the human resources department. It is more like a formal examination. For senior management recruitment, the top leaders of the organization will also participate. This kind of interview is crucial to the organization's hiring decision and the candidate's decision to join the organization.

③Structured interview: A structured interview has a fixed framework or list of questions before the interview. The interviewer controls the entire interview according to the framework and asks questions one by one according to the designed questions and relevant details. , strictly follow this framework and ask each candidate the same questions. The advantage of interviews is that they are conducted according to the same standards for all applicants, can provide information with the same structure and form, facilitate analysis and comparison, reduce subjectivity, and at the same time help improve the efficiency of interviews and place fewer requirements on interviewers. The disadvantage is that the conversation method is too stylized and difficult to adapt to changes, and the scope of information collected is limited.

④Unstructured interview. There is no fixed pattern for unstructured interviews, and there is no need to make too much preparation in advance. The interviewer only needs to understand the basic situation of the organization and position. Since the true intention of the questions asked by the interviewer is relatively hidden, candidates are required to have good understanding and adaptability. Its advantage is that it is flexible and free, the questions can be different from person to person, it can be explained in simple terms, and more in-depth information can be obtained; its disadvantage is that this method lacks unified standards, is prone to bias, and has higher requirements for interviewers.