How to read interview English?

The pronunciation of interview English is: English [? nt？ vju？ ], beauty [? nt？ rvju？ ]。

Interview, an English word, is mainly used as a noun and a verb. When used as a noun, it means "interview, interview; Interview ",when used as a verb, means" interview; Interview; Have an interview with; Interview a person. " Interview is basically "interview, interview, interview with ...", which can be extended to "interview".

Interview can be used as both transitive and intransitive verbs. When used as a transitive verb, nouns and pronouns are followed by objects. Can be used for passive structures. When used as a noun, interview means "interview, interview, interview". Often refers to a formal interview. Interview can be used as both countable and uncountable nouns.

Interview is to examine a person's working ability and comprehensive quality through written, face-to-face or online communication (video and telephone). Through the interview, you can preliminarily judge whether the candidate can integrate into your team. It is a recruitment activity carefully planned by the organizer. Interview is an important method for companies to select employees.

In a specific situation, the interviewer's conversation and observation of the candidate is the main means to evaluate the knowledge, ability, experience and comprehensive quality of the candidate from the outside to the inside. The interview provides a two-way communication opportunity for the company and the applicant, so that the company and the applicant can get to know each other and make a more accurate decision on whether to hire or not.

Interview form

1, question type, the recruiter asks the job seeker questions according to the outline drawn up in advance, please answer. 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. The company organized a special job fair, and the interviewer representatives of the company auditioned many or even a large number of candidates, and selected a number of candidates who met the company's requirements for follow-up interviews. This method is suitable for the preliminary screening of candidates. For example: special school tricks.

3. Pressure: The recruiter consciously puts pressure on the job seeker and asks a series of questions about 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.