How to get the most comprehensive evaluation of job seekers in the interview

Personal performance such as emotional intelligence of candidates is also very important. For enterprises that pay more and more attention to teamwork, it is often a huge disaster for the company if it recruits a job seeker with high ability but low emotional intelligence. Therefore, how to comprehensively evaluate candidates is almost the most important link in the interview. Otherwise, if you only value work ability or IQ, you might as well take all written tests. The main purpose of the interview is to have a comprehensive evaluation of the candidate's personality and various abilities. To do this, you should not only use the information in the candidate's resume to explore the potential of the candidate, but also record your impression of the candidate during the interview. Tip: Excellent candidates may perform poorly in the interview. Tip: Don't distract job seekers by dressing. Tip: When interviewing, be as natural as possible. Before the first impression interview officially begins, you already have an impression on the candidate. Be wary of any prejudice that may affect your impression of them. For example, you are disgusted with the candidate's long hair, special accent and dress. At the same time, before the interview officially begins, candidates will also have an impression of the company you represent. Once a bad impression is formed, it is difficult to change it, so you should try your best to make the candidate leave a good impression on you and your company. If possible, the interview begins with a friendly conversation, so that both the interviewer and the applicant will feel relaxed. The topic can be the weather, the geographical location of your office, recent news events, or any topic where you and the applicant have the same language. Tip: Is the applicant capable and willing to do this job? In addition to forming a general impression on the applicant, it is also necessary to verify the contents of the resume. Ask them in detail about their educational background, work experience and job-related skills. Such questions will often bring you valuable discoveries. For example, the applicant's parents were born abroad, so he or she can speak another language. The skills mastered by candidates are not important to them, but you may find them useful. People who don't look at others are considered trustworthy. On the one hand, your desk can show your identity, on the other hand, it is also an obstacle between you and the applicant. L career development should be clearly stated in the applicant's resume. The questions asked in the interview should be related to the candidate's resume. If your resume is unclear, please explain it during the interview. Pay attention to the career development of candidates. During the interview, in order to estimate whether candidates apply for this job for career development or other reasons, they should be asked about their views on careers. If your company is a big company, many aspiring young people often regard this company as a favorable springboard, and they need to ensure that their personal goals are related to the company's goals during the interview. Even if some employees leave the company after only working for a short time, their extraordinary talents benefit the company, so it is worthwhile to hire them. Tip: Avoid asking personal questions that have nothing to do with work. Pay attention to the gap in work experience. If there is a gap in the applicant's experience, you need to understand the reasons behind it. Not all blank time means that the applicant can't find a job. It may be because the applicant has been ill for a long time, or it may be because he is on maternity leave, or on a business trip, or taking care of his sick parents. Even if the applicant has lost his job, it doesn't necessarily mean that he is not a good employee. In view of this blank time, candidates should be asked open questions and asked to explain the reasons. You will find that some of them leave because their work in the original unit has become redundant, while others leave for other legitimate reasons. Ask candidates to explain how they use this blank time. Pay attention to details, pay attention to the career development of candidates or the length of continuous work in a certain industry; Does the applicant's interest meet the requirements of the vacant position? Tip: Record the candidate's job-related abilities. Evaluate the candidate's ability. Some jobs can win the resort as long as the applicant has relevant educational background or received relevant training. But for most jobs, relevant work experience is more important, because work experience shows that candidates have mastered relevant skills and abilities. The interviewer's duty is to comprehensively evaluate the professional skills and practical application ability of the candidate by using all the information. Methods of evaluating candidates' skills and skills; Organizational ability; Does the candidate show the ability to do things in an orderly way? Ask candidates if they like neatness, and learn how they use the document management system and how to start organizing projects. Analytical ability: how does the candidate analyze the business situation? Can you find out the best countermeasure at once? Please give an example of your ability to solve problems. Describe a difficult situation to them and ask them to point out the key links and propose solutions. Decision-making ability What is the candidate's decision-making ability in the face of difficult events? How fast is the decision? Ask the candidate about his previous work experience. What decisions did they make under difficult circumstances? How is the decision implemented? How to deal with the repercussions caused by this decision? What is the relationship between communication ability candidates and superiors, colleagues and subordinates? Ask the candidate about his team work experience. Do candidates prefer to work independently or as a team? Ask them to describe how to deal with problems with colleagues. Is the candidate's communication ability clearly expressed? Do you have confidence? You can look at the oral expression ability of the candidates through the interview, and then ask them how their writing ability is. Have you ever written a long report? Can you have a look? Tip: Pay attention to the fact that candidates are more excited when they are on time, so that you can understand why they are excited. Evaluating the personality of candidates The personality of candidates determines their attitude towards colleagues and the working environment, and also affects their relationship with colleagues and the working atmosphere of the company. Judge whether the candidate can adapt to the atmosphere of your company and check the working atmosphere of the company where he worked before. Candidates who have worked in companies with fierce internal competition are not suitable for companies that encourage teamwork. If the candidates have been working in a small company, and everyone knows the company like the back of his hand, and your company is large, they no longer understand the specific contents of the company's business and decision-making, then how do they face this new situation? In addition, if the existing employees are grouped, such as introverts, we can consider recruiting some new extroverted employees, such as extroverts, and we can recruit some introverts, so as to achieve a balance of personality composition.