What are the interview steps?

What are the interview steps?

What are the interview steps? You must pay attention to these in the workplace. The law also has clear regulations on this issue. Knowing these rules can help you improve workplace relationships. You can reduce contact with colleagues who are difficult to get along with. What are the interview procedures? Have you learned them?

What are the interview steps 1

1. Knock on the door

Knock gently twice. Open the door after hearing "Come in." When there is no response, knock again. When there is still no response, say "Excuse me" and open the door.

2. Apologize for interrupting

Open the door a little, look into the interviewer’s eyes and say loudly: “Excuse me.” (If there are multiple interviewers present, please look into the eyes of the person in the middle.)

3. Open the door

Use one hand to open the door. (Most people hold bags during interviews, so it is impossible to open the door with two hands.)

Try to face the front as much as possible. Use your right hand to open the door to the right, and use your left hand to open the door to the left. From the interviewer's perspective, the door opens to the right, so open the door with your right hand and your body naturally faces forward.

4. Close the door

Try not to turn your back to the interviewer and close the door sideways. Be careful not to make any noise when closing the door.

5. Salute

Salute to the interviewer. You can also say "Please take care of me!" and then salute.

6. Walk to the chair

Keep your walking posture normal. (You don’t need to continue to look the interviewer in the eye.) Be careful not to be pointed out that you are hunched over. Since you are unable to master the correct posture yourself, seek advice from friends and others.

7. Stand next to the chair

Stand next to the chair (the side closest to the door). Men should keep their arms straight at their sides, and women should fold their hands in front of them (please put your right hand on top of your left hand).

After being asked to "state your university and name", look the interviewer in the eyes and say "I am XXX from XX department of XX university. Please take care of me today." Then salute again. (Do not introduce yourself and salute at the same time)

8. Seating

When you hear "please sit down", be careful not to sit too close to the inside. (About half of the chair is ideal.) The man's hands should be lightly clenched and placed on his knees. A woman’s hands should be placed overlapping in the middle of her knees. What are the interview steps 2

Various interview types

The main types of interviews are as follows:

1. Personal interview

Personal interviews are also called individual interviews. It refers to the individual interview between the examiner and the applicant, which is the most common form of interview.

There are two situations in individual interviews. One is that there is only one examiner responsible for the entire interview process. This type of interview is mostly used in smaller units when hiring people for lower positions. Second, multiple examiners participate in the entire interview process, but only talk to one candidate at a time. The advantage of a personal interview is that it can provide a face-to-face opportunity for both parties to communicate in depth. Once passed, you can generally participate in a group interview.

After group interviews and group discussions, candidates can be selected for the final interview. The final interview will again be a personal interview. At this time there may be five or six examiners, and perhaps more examiners sitting in front of you. Any of them may ask various questions to the interviewer for the interviewer to answer, which is a bit like During your graduation defense at school, your situation was like being "targeted by the public". But it is different from the graduation defense. The content of the graduation defense is slightly expanded within the scope of your preparation. During the interview, you don’t know the scope of the questions the interviewer will ask. It is a "roaming" type of question; during the graduation defense interview Most of the people who are right are teachers you are familiar with, but during the interview, they are all examiners you are unfamiliar with. Facing such a scene and such an atmosphere, one must be mentally prepared in advance so that one can remain calm and respond freely.

However, no matter what the occasion, what the personal interview seeks is to discover the true connotation of the applicant as much as possible, and to understand each other through conversation. Remember that your purpose is to make the other party accept you. This is the starting point and root of the candidate's answer to the question.

2. Group interview

Group interview is mainly used to test the candidate’s interpersonal communication skills, ability to perceive and grasp the environment, organizational leadership skills, etc. In group interviews, candidates are usually required to conduct group discussions, collaborate with each other to solve a certain problem, or have candidates take turns as leaders to host meetings, give speeches, etc., to test your organizational and leadership abilities.

Leaderless group discussion is the most common group interview method. The examiners sit at a certain distance from the examinees and do not participate in questions or discussions. They grade the examinees through observation and listening. The examinees freely discuss the discussion topics given by the examiners. This topic is generally taken from the candidates for the proposed position. Job needs, or hot issues in real life, have strong job specificity, scene verisimilitude, typicality and operability.

One-time interview and staged interview

1. One-time interview

One-time interview means that the employer conducts interviews with candidates at one time . In a one-time interview, the lineup of interviewers is generally relatively "strong" and usually consists of the head of the employer's human resources department, the head of the business department, and personnel evaluation experts. In an interview situation, whether the candidate can pass the interview or even whether he is finally hired depends on the interview performance. Faced with this type of interview, candidates must focus on their strengths, prepare carefully, and go all out.

2. Phased interviews

Phased interviews can be divided into two types: "sequential interviews" and "step-by-step interviews".

Sequential interviews are generally divided into three steps: preliminary examination, re-examination and comprehensive evaluation. The preliminary examination is generally conducted by the personnel department of the employer, and those who are obviously unqualified will be eliminated. Those who pass the preliminary examination will enter the re-examination. The re-examination is generally hosted by the head of the employing department and mainly tests the candidate's professional knowledge and business skills to measure whether the candidate is suitable for the proposed position. After the re-examination, the personnel department, together with the employing department, will comprehensively evaluate each candidate's performance and determine the final qualified candidate.

3. Step-by-step interview

Generally, an interview group is formed by the employer’s supervisor and general staff. According to the level of the group members, in order from low to high, the interviews are conducted in sequence. Candidates are interviewed. The content of the interview has different emphasis according to the level. The lower level generally tests professional and business knowledge, the middle level mainly tests ability, and the upper level implements comprehensive examination and final inspection. We implement layer-by-layer elimination and screening, which becomes increasingly stringent. Candidates should be well aware of the requirements for interviews at all levels and strive to leave a good impression at each level. Don’t be dismissive or careless when facing low-level interviews, and don’t be overly nervous when facing high-level interviews.

Regular interview and situational interview

1. Regular interview

It is the interview we see every day where the examiner and the candidate are face to face, and the interview is mainly in the form of question and answer. . The examiner asks questions, and the candidates respond according to the examiner's questions to demonstrate their comprehensive qualities. Under this kind of interview condition, the examiner is in a position to actively ask questions and evaluate the overall quality of the candidate based on the candidate's answers to the questions, the candidate's appearance, body language, and emotional reactions during the interview process; Candidates generally respond passively and are constantly observed, questioned, analyzed, and evaluated by the interviewer.

2. Situational interview

Situational interview is a new trend in the development of interview forms. In the situational interview, it breaks through the conventional interview model of one question and one answer between the examiner and the candidate, and introduces situational simulation methods for personnel selection such as leaderless group discussion, document processing, role play, speech, defense, and case analysis. In this interview format, the specific interview methods are flexible and diverse, the interview is highly simulated and realistic, the candidate's talents can be more fully and comprehensively displayed, and the examiner can also make a more comprehensive and comprehensive assessment of the candidate's qualities. Deeper, more accurate reviews.

In situational interviews, candidates should be elegant, enter the situation naturally and harmoniously, and eliminate uneasiness and anxiety. Only in this way can the best results be achieved.

3. Other interview forms

1. Table interview

A table interview means that the applicant will have a meal with the supervisors of each department of the unit. The candidates chatted while eating.

Table interviews are generally used when evaluating senior or important employees. This kind of interview is easy to create a friendly atmosphere, allowing applicants to reduce psychological pressure, so as to truly reflect the applicant's quality; at the same time, it can also comprehensively examine the applicant's social culture, customs, and table manners in a specific situation. , public relations strategies, on-the-spot adaptability, etc. Note, when ordering at a table interview, never order the cheapest dish or the most expensive dish. Ordering the cheapest dish is likely to make people underestimate your value; ordering the most expensive dish is also likely to make people resent you and make them feel that you are not budgeting for the company. You must not just think that you are ordering food. It's a test.

2. Conference interview

Conference interview is to allow candidates to participate in a meeting, discuss the topics of the meeting, determine the plan, and draw conclusions. The content of this kind of interview usually analyzes and processes a specific case, which can more intuitively, concretely and truly reflect the level and ability of practical application knowledge. Conference interviews mainly test the candidates' ability to analyze and solve problems, which can test their knowledge level, thinking vision, analytical judgment, applied decision-making and other qualities.

Five Steps in Interviews

Step One: Determine Interview Standards

Experienced managers know that one of the best ways to have a group of excellent employees is It is to arrange jobs that match the skills and professional background of the right people, and performance-based interviews can help employers achieve this goal. Generally speaking, before screening applicants, the human resources manager will first determine the interview criteria to help other interviewers confirm which applicants are qualified or unqualified for the recruitment position; secondly, describe the specific responsibilities of the recruitment position and determine The professional background and skills necessary to be qualified for the position.

Step 2: Evaluate and screen candidates

After establishing the conditions and requirements that must be met for the position, the interviewer will quickly browse all resumes and eliminate those that clearly do not meet the requirements. resume, leaving a resume that meets some and appears to meet all necessary requirements. Then conduct detailed analysis and comparison of the second and third types of resumes, such as: work experience, education and training experience, career stability, job promotion, leadership, achievements, etc.

Step Three: Phone Screening

Usually, interviewers will conduct a small phone test before interviewing candidates who meet all or part of the necessary requirements. Videophone screen interviews are becoming increasingly common as companies want to reduce hiring expenses by conducting interviews via a screen, avoiding car trips and often wanting to conduct interviews at the moment they call you. Using videophone interviews, recruiters can quickly eliminate most candidates and decide to interview the best candidates.

Most companies will use phone calls to conduct preliminary screening of candidates. You must not take it lightly. Some people are used to sending their resumes by mail or online, but neglect the corresponding record work, so that when they receive a call for an interview, they still don’t know which company the other party is from, what they do, or what position they are applying for. It is recommended that you prepare a record book for yourself. , specifically record when you submitted which type of resume to which company, and what are the specific positions, job responsibilities and requirements? This will help you to be mentally prepared before the interview.

Step 4: Interview the candidate

The interview is to prove that you indeed meet the requirements for the position and that you are the best candidate. An interview is like answering a verification question. The purpose of the interviewer is to repeatedly verify your consistency with the position through various questions and tests.

The interviewer asks each candidate the same questions in the same order in order to record, weigh and compare. The interviewer will use some closed questions to verify the information in the resume or phone test, and will also use some open-ended or performance-based questions to test your possible reactions to some situations in your future work. The interviewer will often ask : "What would you do if...? Tell me about a work challenge you have faced and how you solved it? Tell me about the most difficult negotiation you have ever experienced and its final result?..."

It is recommended that you use descriptive methods to answer the interviewer's questions about the fit, and these answers will help the interviewer understand your thinking and behavioral patterns.

During the interview process, the experienced interviewer will relax you like an old friend, but he or she will still look at and analyze your every move and word with the sharp eyes of a hunter. A smile. CATHERINE reminds you, don't be fooled by the "kind" appearance of the interviewer. Stay alert from beginning to end. From the moment you step into the company's door, you are already "under surveillance" until you leave the company. Most interviewers believe in "seeing the smallest details" and they will not miss any detail.

Step 5: Make a job offer

Based on interview performance, interviewers usually reserve job opportunities for candidates whose qualities and skills meet specific job requirements.

When the interviewer makes a job offer to you, he or she will know the salary return from your previous job or the salary level you expect from the company. Candidates cannot avoid such problems. If you want to get an ideal salary, you must first have a clear understanding of your own strength, and secondly, understand and evaluate the market conditions. It is best to consult a career counselor before the interview to find out how scarce people with your expertise, skills and work experience are in the current talent market, the salary level of similar positions in the same industry, and whether your advantages are unique, etc.