Elements of an efficient interview

How much do you know about the elements of an effective interview? The road to the fields is never smooth. Competition in the workplace is indispensable. Be confident in the interview and pay attention to some small details in the job search process. Below I will share with you some elements of an efficient interview, and interested friends will learn about it.

Elements of an efficient interview 1 The first element, the idea of recruitment interview-idea determines the result, consciousness determines the behavior!

Managers should establish a correct awareness and concept of talent recruitment and treat the recruitment work correctly; Based on the problem of employee recruitment, this paper uses the research method of action learning to let managers discuss and analyze the factors that affect the recruitment quality, and systematically deduce the key elements to improve the recruitment quality. Recruitment must support enterprise strategy and human resource planning, establish the operation process of recruitment system and choose recruitment channels. Clarify the role of excellent managers in recruitment, clarify the responsibilities and missions that need to be undertaken in recruitment, as well as the main tasks and requirements.

The second element, clear employment standards-the cornerstone of systematically improving recruitment quality.

Based on the criteria of talent selection, the competency characteristics and their application in recruitment interview are deduced. Help managers to clarify the employment standards and related inspection items, thus laying the foundation for accurate identification of talents. The real talent selection standard is based on competence, and the enterprise competence model is built for recruitment and selection. Secondly, determine the post evaluation factors and employment standards, determine the two preconditions and main contents that need to be considered in the post evaluation factors, and clarify the post employment standards and factors.

The third element, the talent selection tool-the "Bole Sword" of managers.

Correct use of scientific selection methods and tools can help managers identify talents efficiently and reduce the risk of employing people; You can use structured interview and behavioral interview to master efficient situational interview methods.

First of all, design and use structured interviews, so that interview procedures and schedules are structured, interview evaluation elements are structured, interview questions are structured, interview scoring standards are structured, interview examiners are structured, and interview examination room preparation and layout are structured. Secondly, design and standardize the content of structured interviews. Determine the interview evaluation elements, write down the detailed definition of each element, design the questions of each element, determine the target value and weight of each element, and prepare the structured interview score table. Third, the implementation steps of structured interview. Meet the requirements of structured interview preparation stage, introduce interview requirements and methods in interview stage, interview requirements and methods in formal interview stage and assessment requirements and skills in interview confirmation stage. Finally, the scoring rules and decisions in structured interviews. By using the method of key behavior interview, we can master the theoretical basis and key points of key behavior interview, distinguish defective stars from fake stars, analyze the quality according to the behavior of candidates, and master the design requirements and questioning skills of behavior case questions. Finally, the scenario simulation interview method is designed and used. Understand the characteristics of the scene simulation interview method, and use the file basket processing method and the leaderless group discussion method to train the key technical activities of the group. Master the standard movements and steps of the group surface technology and design the group activity plan of the group surface technology. Choose and use psychological testing tools when appropriate. Apply psychological test to select talents, and master Cattell 16PF theory and four temperament types.

The fourth element, efficient interview implementation-professional interview skills training.

Observe the words and deeds of the candidates in the interview, listen and feedback better, ask questions appropriately, and find out the real situation of the candidates, thus improving the interview quality of the interviewers. 1. Hope: Learn to observe, understand the contents and key points observed in the interview, and master the skills of identifying lies and decoding the body language of candidates. The second news: be good at listening. Interviewers should be good at listening, master effective listening skills, dig more information about candidates and avoid common misunderstandings in listening.

Third, ask questions and make good use of them. Introductory design and use, behavior design and use, intelligence design and use, motivation design and use, pressure design and use. Four essentials: ask questions in depth. Ensure the validity of information by asking questions, grasp the opportunity and method of asking questions, and analyze the authenticity of information.

The fifth factor is to hunt for talents efficiently-the "Bole Technique" of managers.

Traditional recruitment methods have been difficult to recruit the talents needed by enterprises. Managers can quickly target and hunt target candidates according to the needs of enterprises, and efficient talent hunting technology has become the basic skill of talent management for excellent managers. First, we should learn from headhunters in recruitment, second, we should learn the requirements and characteristics of efficient talent hunting, and third, we should master the four steps of efficient talent hunting.

First of all, clear the demand, lock the target, recruit people, evaluate the source of demand, and use the method of demand collection to clear the source of target candidates. Secondly, manage recruitment channels and establish a talent pool in a multi-pronged manner. Select and make good use of recruitment channels, classify common channels, implement internal recommendation efficiently, and use the methods and tools of fixed-point hunting technology to improve the quality and efficiency of headhunting recruitment.

Thirdly, the implementation of efficient interview-grasping the double standards of quality and efficiency, conducting better resume screening, locking candidates through telephone interview, attracting people through telephone interview, improving interview efficiency, and finally persuading and attracting target candidates to grasp the key to clinch a deal. Ways and schemes to attract candidates, build employer brands, and do a good job in recruitment follow-up and management.

Elements of Efficient Interview 2 Practical Interview Skills

1, the interview entered a relaxed and focused state from the beginning. This state is what an excellent tennis player, basketball player or figure skater has at the beginning of the game. You can get rid of distractions by meditation and meditation before starting the interview, and concentrate on the current interview, so as not to fall into a state of tension, self-blame and self-doubt.

2. Be natural. This nature comes from your full preparation before the interview. Show your true self, show your professionalism and have a frank dialogue with the interviewer. Do several mock interviews with family or friends before the interview, just like imagining possible problems before the final exam.

3. Set goals for the interview. Before concluding the interview, you should introduce your skills, abilities, experiences and achievements to the interviewer as much as possible. If there is any misunderstanding, please be sure to clarify it before you leave. If you feel that the interviewer has not asked you important questions, directly or indirectly guide him to ask these questions and give a satisfactory answer. Be sure to ask yourself questions during the interview and try to get a second interview.

4. Distinguish the problems behind the problems. In fact, all the questions ultimately boil down to one question: "Why should we hire you?" Some questions actually want to know about your personal life and worry about whether your family will interfere with your future work. At this time, you should consciously avoid giving the interviewer this impression.

Send a thank-you letter to the interviewer immediately after the interview. Thank you letter must be carefully written, this is another opportunity for you to sell yourself. In the letter, you can further develop the topics you discussed in the interview and make constructive suggestions to prove that you are a valuable talent of the employer. A well-written thank-you letter will make you stand out among many applicants.

6. Think from the interviewer's standpoint. The interviewer has a great responsibility. She must choose the best candidate among many candidates. "Are you really capable of doing this job?" "Is there anything unique?" "Can you blend into the cultural atmosphere of our company?" These questions often haunt the interviewer's mind. As a candidate, you should not only be just qualified, but also exceed the minimum standards required for the job.

7. Be fully prepared for answers to frequently asked questions. "Please introduce yourself" is a question that every interviewer will be asked. Your answer should revolve around this question: "Why should we hire you?" Prepare the answer to this question in detail before the interview. Be sure to include examples of your past work experience and try to meet the requirements of the job you are applying for. Therefore, it is essential to know as much as possible about the company you are applying for beforehand.

8. Grasp your body language. According to experts' analysis, spoken English only expresses 30%-35% of what we want to communicate, and the rest is conveyed through facial expressions and body movements. Walk into the interviewer with confidence and sit down, lean slightly towards the interviewer to show your interest and enthusiasm, keep eye contact, and speak in a natural and slightly excited tone to show how much you are eager to get the job.

9. Be careful with your salary. Don't ask for your salary too early, so as not to fall into the trap. Too high or too low a salary requirement may prevent you from getting the job. You can ask about the salary range of this job and try to postpone the discussion about salary until you have a full understanding of the responsibilities of this job.

10, avoid saying superfluous words. Don't intentionally expose your inner world and talk about people and things that have nothing to do with the interview. Talk about your past experience with a positive attitude. Even if you have problems with your former boss, try to express your enthusiasm for your past work as much as possible. In an interview, your negative comments on anyone or anything will make you look like a difficult person to get along with.