Interview should avoid falling into formal misunderstanding.

Interview should avoid falling into formal misunderstanding.

The interview should avoid falling into a formal misunderstanding. Usually, the first impression of an interview is eye contact, followed by language communication and finally body language. Speaking of misunderstandings in the interview, there are really many, many of which the interviewer will not find. Let's take a look at the interview to avoid falling into a formal misunderstanding.

The interview should avoid falling into a formal misunderstanding. 1 Although it is widely used, more than half of it is formal.

Moderator: Judging from the current situation, the interview form of "leaderless group discussion" has been widely used in both enrollment and employment.

So what exactly is "leaderless group discussion" and what abilities are mainly examined?

Ren: leaderless group discussion is a kind of evaluation technology often used in evaluation center technology. Candidates are interviewed collectively through scenario simulation.

It is just one of many interview methods, which used to be mainly used in the selection of management, and now its application scope and field are gradually expanding.

It mainly examines the candidates' ability of organization and coordination, interpersonal communication, leadership and decision-making, adaptability and self-confidence.

Group discussion does not care about the right or wrong results, but only examines the candidate's reaction ability in the process, whether he can understand the views of other members, whether he can clearly express his own ideas, and whether he can convince others to support his own views.

Moderator: What do you think is the reason why this form is widely used? Can you really achieve the expected effect of the inspection?

Ren: Some companies think that the old evaluation method is relatively weak and inefficient, while leaderless discussion, as a new interview form, is avant-garde and fashionable, so it is widely used.

But I think at least half of the companies are going through the formalities. Because this kind of interview is highly professional and technical, it needs special training to be used accurately.

However, the actual situation now is that several people in the personnel department or the admissions office of the unit sit together, without clear indicators and definitions, and rely on personal subjective judgment. There will be great differences among the judges in the same behavior towards candidates. Therefore, the objectivity and accuracy of its evaluation need to be verified.

You don't need to be an expert, but you should be familiar with various interview processes.

Moderator: What kind of psychological and professional preparation should candidates make?

Ren: discussion and investigation without leading group is a basic quality of people, which can not be cultivated in a short time and has little to do with their professional knowledge.

I think what we can do is to be familiar with the process and know what it is about, so that we won't be confused and at a loss in the examination room. In addition, we should have a correct attitude, have a clear understanding of ourselves and know our own advantages and disadvantages.

Moderator: From a psychological point of view, how should I put my role right in the interview and show my best, richest and most distinctive side?

Ren: First of all, the most important thing is to have good basic skills and high psychological quality. If you are too nervous, you may not perform well.

At present, the employment pressure is generally too high, which leads some candidates to have too high expectations for the position and pay too much attention to the results in the interview, so the pressure is great. This will also affect individual play.

Second, you don't need to be an expert, but you need to have a basic understanding of various application methods. Now some schools give guidance on employment, introduce some new recruitment forms and processes to students, or offer some related courses, so graduates will be much better in job hunting than when they first met.

For example, a 3-minute self-introduction is obviously different between prepared and unprepared; Another example is group discussion. If you have contacted in advance, you will consciously pay attention to some aspects and may not leave so many regrets.

Third, it may be helpful to do more simulation exercises and actually participate in some exercises. Just like CET-4 and CET-6, doing two sets of simulation questions may not improve your English greatly, but at least it can make you familiar with the questions and know what you are doing during the exam.

Whether it is a performance depends on whether the recruiter is professional enough.

Moderator: Some people say that this recruitment form is performance-oriented, meaningless, and has no ability to test. what do you think?

Ren: Whether it is a meaningless performance depends on whether the recruiter is professional enough. If the recruiter has a clear purpose, he really wants to recruit a group of people with management decision-making ability through this form.

If you master this technology, or ask someone to evaluate it, it is not a performance; If you want to recruit, but you don't have professional knowledge and don't grasp it well, you may become a performance; If you just feel fresh and want to try to follow the fashion, it is understandable to be judged as a performance.

Don't use it blindly, otherwise people will mistake themselves for themselves.

Moderator: Do you have any suggestions on the application of leaderless group discussion at present?

Ren: Although this interview form is more efficient, scenario simulation can avoid students, cover up their shortcomings, and the topic is closer to reality.

However, it also has some inevitable shortcomings. For example, it is difficult to make up a suitable topic. There are many possibilities for the topic, so that we can discuss it. If everyone agrees at once, there is no need to discuss it.

At the same time, the requirements for appraisers are very high, and ordinary recruiters may be difficult to be competent after long-term professional training.

Another point to emphasize is that it may cause invisible injustice. Because the division of groups is random, it is easy to produce errors between groups.

Some groups have strong overall strength, and a person is weak in this group, but he may be the strongest in other groups, which will inevitably lead to an unfair result.

Therefore, I suggest that as a recruiter, we should understand that this interview mainly examines some basic abilities, such as interpersonal skills, organization and coordination skills, teamwork skills and so on.

If you want to test other abilities through this form, such as some professional knowledge and other advantages and specialties of candidates, you may not be able to test them.

According to the post, you should know what kind of person you are recruiting and whether this form is appropriate. Do not follow the form, follow the fashion. Otherwise, you will not only fail to recruit the right person, but also ruin your reputation.

The interview should avoid falling into a formal misunderstanding. 2 Five misunderstandings that must be avoided in the interview.

Myth 1: Dress up as a maverick.

For an interview, the first impression is undoubtedly the most important. If the examinee makes the examiner feel sick at first sight, which is inconsistent with the image, even if the answer content is perfect, it will be judged as "cannon fodder" by the examiner.

Therefore, some candidates need to pay special attention to their external image, from clothes to pants to shoes, they need to be dressed appropriately and meet the requirements of the examination room.

Experts suggest that formal dress is appropriate; From hairstyle to makeup to personal hygiene, it needs to be concise and capable, in line with the temperament of quasi-civil servants, and it is forbidden to take the dress of film and television stars as a fashion standard.

Myth 2: the ability is too prominent.

Some candidates with outstanding personal abilities are often too strong in the interview examination room because of their own habits. They regard the interview examination room as a training ground for self-command, and pose as a "leader" to the sitting examiner, which makes the examiner extremely unhappy.

Even if such candidates have strong comprehensive ability, they can't let the examiner evaluate high scores. Therefore, it is recommended that some candidates with outstanding personal ability and usually strong control their emotions in the interview examination room.

Myth 3: The point is irrelevant.

Some candidates don't review enough in the process of preparing for the interview, and they don't know enough about the elements of each question. After entering the examination room, they talked nonsense, answered the comprehensive analysis questions into international situational questions, and made situational contingency questions from organizational management questions.

It will make the examiner feel that the level of candidates is limited and there is no need to listen to the candidates' answers in depth. Therefore, it is suggested that this kind of candidates should never respond to the interview in a "naked test" state, and must strengthen the review of the answering skills of each type of questions, so that they can know fairly well, talk and laugh in Kan Kan, and not be "exposed" without any ideas.

Myth 4: The answer is written too much.

After the baptism of the application examination, many candidates often form written answers to some hot topics.

For example, you suddenly quote the famous aphorism "There is an old saying" instead of "There is an old saying", such as replacing "He" with "Qi". These candidates must understand that the application is a literal interview, the interview is a colloquial application, and the easy-to-understand language is the most relaxed and comfortable speech for the examiner during the interview.

Myth 5: The sound is too weak.

The worst thing about the interview is that the examiner can't hear the candidates clearly, so a low voice will inevitably make the examiner feel sleepy, and a soft voice will inevitably lose its advantage in the interview.

So remind candidates not to think that you can win by selling your hair. The atmosphere of the interview needs to be paved with a loud voice. For candidates with weak voice, "practicing voice" is a necessary process.