Those simple but extremely effective interview skills

Those simple but extremely effective interview skills

Those simple but extremely effective interview skills, no matter whether the economic situation is good or bad, whenever someone is looking for a job and whenever the company needs labor, make the interview process more normal and stylized. Look at those simple but extremely effective interview techniques.

Those simple but extremely effective interview skills 1 1 How did you find this job?

2. What did you like about this job before you started it?

3. Why did you leave?

Yang said: "What's really amazing is that after a few minutes, you can always learn something about the candidate-whether positive or negative-which you can't learn by other methods."

How did you find this job?

Job boards, general posts, online job websites and job fairs-most people find their first job in this way, so it's certainly not dangerous.

However, if a candidate continues to look for the next job opportunity from an ordinary position, he or she may not know what he or she wants to do-and where he or she wants to work. He or she is just looking for a job; Usually, any job will do. This may mean that he or she is not particularly eager to work for you. He or she just wants to find a job. Unless something else happens, the job you offer will not be useful.

"Besides, when you get the third, fourth or fifth job in your career, if you are not persuaded to work for someone you used to work for, it is a red flag," Young said. This shows that you haven't established relationships, cultivated trust, and demonstrated the ability of letting others bring you into their company without hesitation. "

On the other hand, being persuaded to join another company is like a good recommendation letter-a recommendation letter without a recommendation letter.

What did you like about this job before you started it?

Job seekers who attend the interview need to describe the more specific reasons for accepting a specific job in time, rather than "great opportunity", "opportunity to learn this industry" or "the next step in my career".

Excellent employees don't work hard because of high titles or high salaries. They work hard because they like their working environment and what they do. Title and salary are like the skin on a cake. )

This means that they know the environment in which they can grow up healthily, they know the type of work that can inspire and challenge them-and they can not only describe it, but also actively look for it.

Why did you leave?

Sometimes people will leave because of better job opportunities, and sometimes people will leave because of more pay.

However, they often leave because their employers are too harsh. Or because employees and bosses don't get along well. Or because employees don't get along well with colleagues.

When such a thing happens, don't rush to make a judgment. Resist the temptation to ask for more details. Stick to follow up. Stick to the rhythm of asking these three questions. This will naturally make candidates more open and honest.

In this process, many candidates will describe some problems that are different from the manager or other employees or need to take responsibility-things that will not be shared anyway.

Then continue to follow the pattern you care about.

Yang said: "This is a way to quickly understand the team consciousness and sense of responsibility of candidates. Some people are never willing to take responsibility, and always regard the problem as someone else's problem. And some candidates always have problems with their boss-which means they will have problems with you. "

Questions about bonuses:

How many people did you hire and where did you find them?

For example, you are interviewing a candidate for a leadership position. Do you want to know what their direct reports think of them?

Don't just look for candidates introduced by others, but also look for candidates who bring employees into their own organizations.

Yang said: "Excellent employees will spare no effort to work with excellent leaders. If you are strict but fair, and you are kind to others, they will spare no effort to work with you. The fact that employees quit just to give you a job is of great significance to your leadership and interpersonal skills. "

Those simple but extremely effective interview skills 2 interview skills

What does the personality test measure?

In the market where supply exceeds demand, enterprises naturally become more picky in employing people, and the job-hunting steps become complicated, such as written test, several rounds of interviews, scenario simulation, logic test, personality test and so on. However, job seekers have to go through formalities, which is full of dangers.

The reporter learned from many companies that the evaluation tools of personality test introduced by enterprises include MBTI· Macmillan model personality type test, Holland career orientation test, and test scales summarized by some evaluation companies according to different industries and positions. After the company inputs the test results of job seekers into the computer, it can judge whether their personality meets the job requirements.

Some companies believe in the influence of personal personality on job matching, and even make personality test the first step in screening job seekers. The application process of a well-known logistics company is to send a personality test questionnaire to all candidates. The pass rate of the questionnaire is extremely low, generally only about 10%, and those who pass can get the opportunity of resume review and interview.

Job seekers have no choice but to respond.

Job seekers told reporters that more and more enterprises have set the threshold of personality test, especially some well-known companies. The personality test questions are varied, which makes job seekers puzzled.

Some questions are true or false, such as "Are you an adventurous person?" "Are you looking for a goal and hope to achieve it as soon as possible?" Some are AB multiple-choice questions, such as "If you are a teacher, would you like to teach: A, courses focusing on practice, and B, courses focusing on theoretical research": "You want to be regarded as A, doer, and B, genius inventor": "Which word do you prefer or prefer? A, persuade, b, impress "; Wait a minute. Many topics are divided into positive and negative choices, and some are neutral words. According to the experience of successful people, not all positive words can pass smoothly, but some negative words can pass the exam.

Other failed job seekers said that when they took the personality test for the first time, they often answered questions truthfully. When they meet for the second time after failure, they often think they are smart enough to "put themselves in the other's shoes" and put themselves in the perspective of "personality needed for job application", but they often end in failure. "With experience and professional knowledge, I am competent. Don't just shut me out with a little test? If the test is accurate, should I give up what I have studied for more than ten years and give up this major? " Help-seekers generally have similar helpless and skeptical feedback.

Four tricks to teach you to deal with it calmly

The enemy will block you, and the water can cover you. Resumes can be revised by professional organizations, interview questions can be perfectly prepared in advance, logic tests can be bought to preview questions in advance, and situational dialogues can be simulated in groups ... so what can be done to deal with personality tests?

The reporter learned that in addition to personality test, there are many kinds of tests related to "job matching", such as interest and occupation matching test, personal values and occupation matching test, ability (including cognitive ability, operational ability and social ability) and occupation matching test, temperament and occupation matching test, 16PF personality test, etc. These tests are developed and used by professional talent evaluation companies, some of which are only unilateral personality or temperament type tests that match occupations, while others are comprehensive tests that integrate temperament, personality, ability and values. At present, some recruitment companies simply introduce a set of test questions, and some companies send job seekers to the evaluation center of professional talent evaluation companies for comprehensive "diagnosis". Because of the variety of exams and different grades and answers in different positions, job seekers are basically unprepared.

First of all, the real answer

The purpose of the exam is to get correct results, so most of the questions have cross-examination questions. If the job seeker is smart enough to choose the personality options that the position may require, which is likely to lead to inconsistent before and after the test, then the recruitment company can easily find that you are a dishonest person and screen you out first.

Second, answer questions without interference.

Job seekers should ask for a quiet and undisturbed environment, then relax, look at the questions and answer them, so as to get the answers that suit them.

Third, the answer should not be extreme.

Although different positions need different personality test requirements, enterprises prefer people with similar scores in each corresponding group. For example, MBTI test will get four sets of data results: extroversion/introversion, feeling/intuition, thinking/emotion, judgment/perception. If the test shows extroversion (15)/ introversion (35), and the difference between the two data is too large, then most of them will be eliminated. Therefore, job seekers should not be extreme in doing questions and raise a related score too high.

Fourth, actively strive for interview opportunities.