How do interviewers ask good questions during interviews?

How does the interviewer ask good questions during the interview?

How does the interviewer ask good questions during the interview? The workplace is full of competition. Improper sizing is the most taboo in the workplace. There are many things worth learning. In the workplace, you cannot help but learn from others and how interviewers ask good questions during interviews. How does the interviewer ask good questions during the interview 1

A successful interview is not only a test for the applicant, but also an assessment of the examiner's ability. Not long ago, I was invited by Manager Wang of a large domestic enterprise to give them I was doing an assessment for an important job recruitment interview. The position I was going to recruit was a senior marketing manager. Unfortunately, my flight was delayed and I didn’t have time to communicate with Manager Wang before the interview, so I had to rush to the scene. Fortunately, the interview had just started. .

The interviewer asked this question

Question 1: This position requires leading a team of more than a dozen people. What do you think your abilities are?

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Question 2: How do you perform in team work? Because this position requires communication and communication everywhere, do you think your team is good?

Question 3: This position is newly created, is extremely stressful, and requires frequent business trips. Do you think you can adapt to this high-stress working situation?

When the candidate finished answering, I immediately called a timeout because I realized that the question raised by Manager Wang was inappropriate. I spent five minutes asking the candidate, and then I put the candidate’s The answer and his true thoughts were told to Manager Wang.

This is how the candidate answered three questions

Answer 1: My ability to manage people is very strong. In fact, Manager Wang doesn’t know whether it’s good or not.

Answer 2: My team is very good. Applicants can only answer YES because Manager Wang has given too obvious hints.

Answer 3: I can adapt and like to travel very much. In fact, if we rank working conditions, what this applicant hates most is business trips and taking up his own off-duty time. But the boss's questioning method gave him a direct hint that he had to say "yes".

In fact, Manager Wang asked three questions that should have been designed to be open-ended. The first question was whether he had the ability to be a boss, the second question was whether he had a team, and the third question was Can you withstand huge work pressure? However, Manager Wang made the mistake of using a closed-ended approach to ask questions, and the candidate could easily know the answer he wanted to hear from the questions asked by Manager Wang. In fact, this is the biggest taboo in the interview, and it is definitely Can't get the right answer.

Next I spent 10 minutes redesigning the following questions for Manager Wang from three aspects

In terms of management ability:

Question 1: When you were working in your original company, how many people reported to you? Who do you report to?

Question 2: How do you deal with conflicts and disputes among subordinate members? Can you give me an example?

In terms of teamwork ability:

Question 1: Marketing managers often have conflicts with other departments, especially the human resources department. Have you ever encountered such disputes and how did you deal with them at the time? ? (situational questions).

Question 2: As a senior marketing manager, what efforts have you made to improve communication within the company.

Can you travel frequently?

Question 1: How often did you work in the previous company? Do you often have to work overtime? How often do you travel for business?

Question 2: Has this frequency of business trips affected your life? What do you think of this frequency of travel?

Reasking the above questions, Manager Wang gained a more comprehensive and in-depth understanding of the two candidates, and finally determined the candidate he needed.

Here I would like to give some suggestions to the company’s superiors when conducting recruitment interviews. Interviews are generally divided into five stages: relationship establishment stage, introduction stage, core stage, confirmation stage, and closing stage. In addition to closed-ended questions during the relationship-building stage, open-ended questions should be used as much as possible at other stages.

Candidates cannot simply answer in one or two sentences, but need, extend, and give examples. Through this series of answers, enough information can be obtained. For example: When you want to know about the applicant's teamwork and communication skills. Never ask directly: "Do you think your team is good? Is your boss good?" This is a closed question and can only be answered with YES or N0. Applicants should try to let the candidates speak with facts. to increase the credibility of the answer. At the same time, you can also design some situational and behavioral questions, such as: "Tell me what the most challenging customer is like?" "Who do you admire the most? Why?" to collect information about the candidates' core competencies. Information on abilities (job competency characteristics, quality models).

The most important thing about a good interview is to be able to ask open-ended exploratory questions. Change the way all questions are asked to open-ended, and you can ask them in one go. Candidates’ true thoughts. Some candidates will answer exploratory questions in a quantitative manner, while others are very analytical, judgmental, logical, or inclined to linear thinking, from which recruiters can better understand Whether the applicant has had similar work experience in the past to determine whether he or she can adapt to this kind of work. This kind of question is an effective interview question. How does the interviewer ask good questions during the interview 2

The interviewer should start from the following

1. Bring more resumes to the interview. There is nothing more than when you are asked to have one more resume and you But nothing better demonstrates your lack of preparation.

Bring more resumes, as more than one person may interview you. Anticipating this in advance and being prepared will make it appear that you are formal and meticulous in your work.

2. Pay attention to your own body language, and try to appear alert, energetic, and paying full attention to the examiner. By making eye contact, you will show interest in the other person without saying anything.

3. Initial impression and final impression. The first and last five minutes are the most critical in the interview. During this time, it determines the first and last impression you leave on others and whether the examiner appreciates you. Be proactive in communicating within the first five minutes, and when you leave, make sure you have been remembered.

4. Complete the company's form - even if you already have a resume. Even if you bring your resume, many companies will ask you to fill out a form. Your willingness to fill out this form consistently and consistently will convey the message that you are doing things properly and that you are doing things well from beginning to end.

5. Remember that the purpose of every interview is to get hired. You must demonstrate character and professional ability to be hired. At the end of the interview, make sure you know what to do next and when the employer will make a decision.

6. Understand the employer’s needs, demonstrate your value to the company, and demonstrate your ability to adapt to the environment.

7. Make people feel good and be enthusiastic. People like to hire people who are easy to work with and who take pride in their company. Be formal and steady, but also show your energy and interest.

8. Make sure you have the appropriate skills and know your strengths. How do you compare your education, experience, training and salary with others? Talking about something you know how to do extremely well will be key to your next job.

9. Show your ability to work hard and pursue group goals. Most examiners hope to find someone who is creative, has a good personality, and can integrate into the group. You have to convince the other person that you are the best of both worlds by emphasizing the benefits you bring to them.

10. Sell all your advantages to the camp