Types of English interviews

The methods of English interview are flexible and varied, and the types listed in this paper are only the most common ones. The purpose is to let everyone have a preliminary understanding of the interview and be mentally prepared. The following is a summary of the experience accumulated by restylane Cai Career Planning Consulting after 7 years of interview counseling training.

English interview is different from the hard test of written test, which mainly examines the adaptability of candidates. Some people have poor psychological quality. When they see a new interview environment, especially when the room decoration and style are completely different from the last interview, they will be nervous. Before the interview, their hands and feet were so cold that they couldn't even speak neatly. In this case, if you know a little about the type of interview, it will help to relieve unnecessary tension.

The interview types listed are all in English. Because some foreign managers will suddenly say to you, "Let's have a one-on-one interview today" or something else. If you are stunned by a strange English, you will be embarrassed. So please also download these English words that may be useful for your memory. one-to-one

One-on-one "trick" between recruiters and applicants. As the most common interview method, I will emphasize in the article that I will not do too much analysis here.

Many-to-one (group interview)

It is also common for two or more hiring managers to interview the same candidate. This interview method is mostly to save time. Employers can complete multiple interviews in a short time, and several interviewers can conduct on-site comprehensive evaluation of interviewers in one round. In this case, you should pay attention to who is the most important interviewer. This is easy to see in Chinese-funded institutions, and can be guessed by observing words and feelings in foreign companies. Interviewers should pay attention to the main interviewer, but they can't ignore others. It seems that they favor one over the other.

Group games (playing games)

The interviewer examines a group of people at the same time, and the number of recruits is uncertain. This usually has three purposes: first, you can compare interviewers horizontally, take a global view, and get a general understanding of each person's characteristics; Second, the team spirit of team members; The third is to save time, because the recruitment time is tight and it is often too late to interview one by one. Based on the first two reasons, this interview will be accompanied by a programmed design, which often requires everyone to analyze the case or ask everyone to participate in a small game.

Mr. Liu, Manager of Human Resources Department of Ruilancai Career Planning Consulting Company, commented:

Some students feel very stiff about this kind of group game interview and don't know how to deal with it. There is nothing particularly difficult about such a group interview. We should pay attention to a "degree", that is to say, when dealing with this kind of interview, we should pay attention to how to behave appropriately in the group, be proactive, and not steal the limelight, causing pressure or threat to others. Put yourself in a proper position, which makes people feel that you are a member of the group, easy to get along with and can contribute to the company. Screening: "Flowers are getting better and better, and shallow grass can be without horseshoes."

The first round of interview is called screening. More directly, it is to screen out unsuitable people first. There are many interviewees, and each person has limited time, generally ranging from 10 to 30 minutes. This kind of interview is the beginning of multiple rounds of selection, which is possible for both schools and employers. Generally, there are only two rounds of interviews for students at school. It is very likely that you will meet more than one interviewer in the first round of interview. However, the level of interviewers will not be very high, because the purpose of screening is to screen out most candidates and leave only those who meet the requirements. Before putting you on the "approved" list and letting you enter the next round of interview, they only care about completing one basic task: ensuring that you meet the requirements.

Next round: "But you only need to go up a flight of stairs to broaden your horizons for 300 miles."

The so-called further round can be the second round, the third round or even more.

After the first round of screening, many candidates will receive the notice of early selection and start the most critical interview stage. This is no longer a large number of screening people, but a selective process. Usually, interviews are hosted by higher-ranking people, and the interview time will be longer and the procedures will be more complicated. It often takes more than two examiners to evaluate before a few candidates stand out.

Some people think that their qualifications are very good, and they are high flyers of famous schools. They are optimistic that they will be a shoo-in in this low-level interview, so they can't help but take it lightly. Blind self-confidence will inadvertently bring out an aggressive momentum. Once you give the interviewer this impression, even if your hardware is excellent, he won't let you pass, because the interviewer will think that your ability to get along with people is poor and you are arrogant.

The last round: "once you climb to the top of the mountain, you will see that all the other mountains look short under the sky."

In the end, only a few outstanding people entered the last round of interviews, which is the last round. Sometimes the last round of interview is to meet with the top management of the company, or even just to chat a few words, but it is a very crucial round! The higher the rank of some bosses, the more amiable they are. At this time, some students will gradually relax, and some students will show a free and easy attitude. Although the boss will say the most beautiful words, he will make the coldest judgment on complacent people. Another problem that can't be ignored is the elimination of the "differential election" in the final round. Standard procedure (structured)

Standard procedures are usually used in the first few rounds of screening interviews. Generally, look at the resume first, then ask some business knowledge and opinions on some issues, and finally let the applicant ask a few questions.

Non-standard program (unstructured)

The interviewer can ask whatever he wants, which is very casual. Some high-level and experienced interviewers like this method. Sometimes the interviewer is very tired after a day's interview and wants to change some light topics to relieve fatigue. When chatting, they may talk about personal interests, but more often, they will deliberately discover your potential in idle conversations in a way that no one is ready for.

Professional test (targeted)

The interviewer examines the applicant's understanding of the industry through professional tests. The quality of the answers mainly depends on the applicant's professional knowledge, so there are more pragmatic elements. Sometimes, they will ask you what you think of your peers in the industry by the way. Here, don't comment on the competitors of the company you are applying for. Too many comments make people feel that you are not tight-lipped, and when you go out, you will leak the information of their company to each other, which is very unreliable. Situation interview (situation)

Sometimes the interviewer will ask some questions similar to the scene question and answer, so that you can imagine yourself in a certain position and make a virtual working environment to test your adaptability. For example, he described two customers to you, both of which are very important, but the customers themselves are different. What would you do if you were asked to prepare a material in half an hour and time only allowed you to prepare one? There is no standard answer to this test. It doesn't matter which customer you choose. What matters is what factors you consider in the process of answering and what purpose you want to achieve.

Case interview: "mock trial"

Some large consulting companies, such as McKinsey and Bain, often interview candidates through case analysis. This is not to ask you to give an accurate standard answer. Usually, these experienced recruiters will intentionally provide missing information, and they hope to test your logical thinking ability by asking questions and asking for further information. For example, how to calculate the weight of the plane, you may ask if you can call the relevant personnel to ask. When told that you can't, you may continue to ask a series of questions, such as what material is the plane, how big it is, how many empty boxes are full, how many people are on board, and so on. From these questions, the interviewer will judge your thinking angle and thoroughness, as well as your planning level of the solution.

Casual interview (eating/drinking): See you at the Hongmen banquet.

Sometimes the company will arrange some casual interviews, such as eating a meal or having a cup of coffee. Table manners are very important in practical work. When dealing with customers, it is inevitable to go to the restaurant, and the chic behavior will definitely be appreciated by the boss. In China, students are not usually inspected in this respect, but such interviews frequently occur in famous American business schools. Recruiters will invite a group of more than a dozen people to a restaurant for dinner and praise the interviewer. For example, "you are all talented students" and "we are eager for talents" and so on. The unique mouth of the personnel manager will make the candidates be elated and relaxed, showing their usual conduct and habits.

In fact, under this so-called relaxation, personal etiquette and self-cultivation can not be observed in all directions in a formal interview, and will be reflected. Recruiters will not directly "shoot" a person because his performance at the dinner table is not in place, but will find talents through the dinner table.

For people with some work experience, he will communicate or talk about conditions by eating. Veterans know that this atmosphere of "everything is easy to discuss and everyone is friends" is very favorable when talking about conditions, and it is not easy to cause an embarrassing deadlock.

Sometimes employers will invite your spouse when they invite you to dinner. In this way, the recruiter examines whether you will make a good impression on customers when you meet them as a family. And whether the spouse can also integrate into the corporate culture is also a very important issue. Even if she/he won't be your wife's help or solid backing, at least it won't be a stumbling block to your development.