What on-site interview skills do interviewers need to master?

What on-site interview skills do interviewers need to master?

What interview skills do interviewers need to master? Interview is a process for us to go to the workplace. Mastering interview skills can make the interview pass rate easier. There are many interview skills. Let's share the interview skills that the interviewer needs to master.

What on-site interview skills do interviewers need to master? 1 Recruitment is the entrance for an enterprise to continuously input fresh blood, so the interview is a sharp needle. Interview is a process in which the interviewer meets the candidate, observes the candidate's reaction to specific conditions, gets to know the candidate deeply and judges whether he is qualified for a certain position.

Strengthen yourself from the attitude and avoid inertia thinking.

Interviewers should not put themselves in the position of experts, stand above others and judge candidates. Interview should be an interactive process, the interviewer constantly adjusts his direction, effectively uses the feedback information of the candidates and avoids inertia thinking. In order to improve their skills, interviewers should always pay attention to reminding themselves whether there is inertia thinking and whether there is time to be guided by candidates.

Attach importance to nonverbal behavior

Although the rambling method is based on "speaking", the interviewer can't "just listen and watch" during the interview. During the interview, the candidates' answers are often well thought out and even rehearsed. In order to truly understand the candidates, the interviewer also needs to carefully observe their nonverbal behaviors, including expressions, movements and intonation.

Accurate and detailed recording, recording the interview by video or special person in strict accordance with established standards, is the key link to ensure the truthfulness and effectiveness of the interview, and is also closely related to the scoring link after the interview. If the records are not detailed and accurate, then the objective scoring procedure cannot be carried out. If the interviewer can only make a vague evaluation of the applicant based on the overall impression, it is difficult to be completely fair and objective no matter how experienced the interviewer is.

Rational treatment of cognitive bias

When analyzing various cognitive biases in the interview, we emphasize that the interviewer should try to avoid these biases, but in fact, it is impossible to avoid them completely. The interviewer is not a machine, and may be emotional contagion. In addition, one of the important reasons why we admire the sloppy method is precisely because the interviewer can communicate with the applicant through emotional channels, which is beyond the reach of any other standardized operation method.

How to tide over the crisis, talent is the key for enterprises to tide over the crisis, and how to effectively manage and recruit talents depends on the improvement of enterprise human resources system.

What on-site interview skills do interviewers need to master? 2 "I interviewed several securities companies, and I did well in the professional written test, but I failed in every personality test, and I didn't even have a chance to interview. I tried different answers, and the results did not meet the personality requirements of the employer. After several setbacks, now seeing the personality test paper is like having a psychological barrier, and I don't know what to do. What should I do? "

The above is a post that a reporter saw on the BBS of a university, and the response rate is very high. The reporter found that this kind of job-hunting confusion caused by the failure of "personality test" is not only common among recent graduates, but also encountered by many job seekers. The failure rate of a personality test is very high. Job seekers who have been defeated repeatedly are distressed.

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.

Dale Hong, a career planner in Xiangyang, believes that in the face of the test, job seekers should do the following:

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.