Three principles of corporate interviews

Three Principles of Corporate Interviews

? Interviews are a necessary recruitment process for every company, so interviewers need to master some interview principles. Practice has proved that the following principles are effective.

First of all, testing is two-way.

On the one hand, you are evaluating the other party’s level, and on the other hand, the other party is also using the assessment to evaluate the company’s level, development prospects and their own future in the enterprise. In the evaluation, the recruiter's performance is more important than the applicant's performance. The recruiter's performance determines the quality of the personnel you recruit. The recruiter should demonstrate the strength of the recruiter in the evaluation to make the other party feel: This company has a bright future.

For example, in the process of recruiting marketing personnel, the examiner listed more than 20 options and asked the candidates to analyze their advantages and disadvantages. This question is ostensibly to test the applicant's analytical ability, but in fact it is to show the applicant the strength of the examiner. This will definitely make recruiters feel that this company is of high standard and has a lot of talents.

Another example, if the examiner appears late during the recruitment process, the applicant will feel that the company does not respect its employees enough, and the company's image will be greatly compromised in the applicant's mind. like.

In fact, in recruitment interviews, we can divide the assessment into virtual assessment and real assessment. Virtual evaluation refers to content that expresses the company's strength in the form of evaluation, just like the example above. The actual side evaluation is the content that truly examines the quality of the applicant, and most of the questions fall into this type of evaluation.

Secondly, we must follow the principle of surprise.

According to psychological research, the unexpected is always the easiest way to expose the inner world of the applicant. Before applying for a job, interviewers generally read the interview-related guidance books and are fully prepared for some conventional or likely questions. Therefore, they should ask some unexpected questions during the test. To understand the true situation of the candidates.

For example, when asking candidates to describe the thing they are most proud of, you might as well suddenly ask: What is your biggest failure? The huge contrast from being enthusiastic to being unspeakable is not only conducive to testing the applicant's reaction ability, but also truly reflects the applicant's psychological state at that time.

Third, scientific principles should be implemented throughout the testing process.

The so-called scientific principles refer to the principles of strict logical reasoning and probability calculation. In interviews, many active examiners often evaluate and select candidates based on personal preferences and personal intuition. However, in fact, the evaluation criteria of these active examiners are very subjective and not scientific at all. In this way, the personnel hired may not meet the required qualities and skills for the position. In fact, there are scientific tools that can be used in many aspects that need to be evaluated. For example, psychological quality can be tested with corresponding professional software; writing skills and knowledge and training can be tested by designing written test papers. These methods are relatively objective, eliminating personal subjectivity and can accurately measure the level of candidates. ;