The interview mode is full of tricks

There are many kinds of interview modes

There are many kinds of interview modes. When applying for a job, hr values personal ability most. Leaving a good impression during the interview is the beginning of success. You must master the discretion when making demands in the workplace. The following interview modes are full of tricks. Have you learned? There are many interview modes. 1

1. Structured interview

Structured interview should be regarded as an interview method with high frequency. This method mainly designs interview questions and interview topics according to the results of job analysis.

the process is the same for all candidates, and the same questions, evaluation points and scoring standards are unified and standardized (almost all determined in advance).

The interview questions mainly depend on the questions prepared by the employing department in advance, and the standard questions of HR.

in addition to the problems and needs, the layout of the venue, the choice of time and the formulation of content all need to be considered, such as the arrangement of interview room and waiting room.

The advantage of structured interview is that the questions asked are only related to the job responsibilities and competency requirements, with higher effectiveness and lower cost, which is more easily accepted by HR..

However, at the same time, we need to face up to the shortcomings of structured interviews: the interviewer's understanding of the grading criteria and the candidates' answers is not uniform, and the interview process is stylized and inflexible.

Examples of questions:

Please introduce yourself.

what is your reason for leaving your job?

can you elaborate on your experience?

2. Behavioral interview method

Behavioral interview method is a method to understand the quality characteristics of candidates by asking them to describe the specific situation of their past work or life experience.

Behavioral interview is generally conducted in the form of one-to-one interview, or one-to-one interview, that is, multiple interviewers and one candidate.

The venue setting is relatively simple, which can be a special venue, an office or a small conference room. Its basic requirement is to be as quiet as possible without interference.

The behavioral interview method can be regarded as an upgrade of the traditional interview method, which greatly eliminates the randomness of the interviewer's questions.

Besides, the question setting of behavioral interview will not be fixed, and questions will be asked mainly according to the doubtful places, vague places and places you want to know more about in your resume. There are also HR who will temporarily analyze and ask questions according to the problems encountered by candidates during the interview.

Example:

There is a gap of two months in your resume. Is there any reason?

You just mentioned that you graduated from a school. Can you tell us something about the school?

You said that sales is a magical position. Why?

3. Scenario interview method

Scenario interview, also called scenario interview or situational interview, is a type of interview and one of the most popular interview methods at present.

In the situational interview, the interview topics are mainly some situational questions, that is, given a situation, see how the candidate reacts in a specific situation.

In the empirical interview, it is mainly to ask some questions related to the applicant's past work experience.

Examples of methods:

document processing, talking with people, leaderless group discussion, role-playing, impromptu speech, system simulation and debate, etc.

4. STAR behavior interview method

STAR is the initial combination of four English letters: SITUATION (background), TASK (task), ACTION (action) and RESULT.

Usually, the' written on the application materials of job seekers are all some results, describing what they have done and what their achievements are, which are relatively simple and broad.

In this way, through the four steps of asking questions about the elements of STAR interview, the statements of job seekers will be deepened step by step, and the potential information of job seekers will be excavated step by step, which will provide correct and comprehensive reference for enterprises to make better decisions.

this is not only responsible for the enterprise (recruiting suitable talents), but also responsible for the applicant (helping him to show himself and sell himself as much as possible), so as to achieve a win-win situation.

Example:

Give an example of how you set a high goal and finally achieved it.

please give an example of how you take the initiative in a team activity and play the role of a leader, and finally get the desired results.

For example, one of your ideas once played a vital role in the success of a project.

give an example of how you acquired a skill and put it into practice.

5. leaderless group discussion

leaderless group discussion is a collective interview of candidates, which is mostly used for school recruitment.

The interviewer gives a group of candidates (generally no more than 1 people are appropriate) a question, which allows the candidates to discuss for a certain length of time (generally about 1 hour).

In this way, we can observe the abilities and qualities of the candidates in terms of organization and coordination, oral expression, persuasion, interpersonal skills, nonverbal communication (such as facial expression, body posture, intonation, speech speed and gestures, etc.), so as to comprehensively evaluate the advantages and disadvantages among the candidates.

observation examples:

are you easily excited or angry or particularly calm during the interview discussion?

do you take the initiative to discuss or wait for the answer in the interview?

is it organized?

6. stress interview's method

Stress interview is to put candidates in an artificial tense atmosphere, so that candidates can accept provocative, critical and difficult stimuli to examine their adaptability, stress tolerance and emotional stability.

stress interview often asks an unfriendly question first, and pours cold water on you from the beginning, so that the candidates can show their true colors in grievances and anger.

Through this "pressure questioning" method, the candidates are forced to fully demonstrate their wit, flexibility, adaptability, thinking and judgment, temperament, personality and self-cultivation in dealing with difficult problems. So as to explore the applicant's true ability and personality.

Example:

You feel good about yourself, but we didn't admit you. What would you think?

you are inexperienced, how can you be competent for the job?

You have worked for five years and achieved nothing. How can I believe that you are an excellent talent?

7. Constellation interview method

This method is different from other methods, and it is not what you think, and talents are screened according to the constellation.

Instead, you can add constellation information appropriately in the interview, communicate with the candidates, and find out the strengths and weaknesses of the candidates.

HR asking (What constellation is the candidate? What are the characteristics of this constellation? ) and (your strengths and weaknesses/please make a self-evaluation).

In fact, in essence, these questions are all aimed at examining the matching degree between the candidate and this position from the description of the candidate.

In this way, we can see whether the candidate has a deep understanding of the position he is applying for and the expectation of this position for TA, and can answer questions around this standard.

If the candidate doesn't demonstrate with examples after each argument when answering questions, HR can "chase after him" at this time to test whether he is lying.

I continued to ask the candidates, "How can I prove it?" Then, from their answers, we can test whether the candidates are really as they say.

and nowadays, candidates will look at the "face-to-face" and make preparations for various HR problems in advance.

compared to "what are your strengths and weaknesses?" This kind of standard questions, it is very "unexpected" to ask the constellation, and it is easy to hear more real answers from the candidate population. There are various interview modes. 2

1. When dealing with all kinds of interviews, preparations should be made:

(1) Positive attitude.

No matter what kind of interview, you will have a voice interaction with the interviewer. I often hear HR or the head of the employment department say that "the candidate's will is not strong" after the telephone interview. Their judgment standard is that the candidate is weak and not active on the phone, and there is no happy or excited performance when he is notified to enter the second interview. I want to say, if you care about this job, why don't you show your concern through your attitude and positive tone? Sometimes the so-called cover-up with talent may be a reduction in points.

(2) Full knowledge and understanding of the company and position applied for.

interviewers always have this question in all kinds of interviews: Why did you apply for this position in this company? Whether your ability matches this position. If you don't know the company and the position you are applying for, these two questions are difficult to answer, or the answers are difficult to satisfy the interviewer. Give two examples of answers: A: I saw that your company was recruiting for this position, and I thought it was suitable for this position, so I submitted my resume and applied for it. B: First of all, what kind of company is your company … at least know the official introduction of the company; Secondly, the job responsibilities and job requirements of this job application are: 1, 2, 3……, and my previous work experience has cultivated my following abilities: 1, 2, 3 …. Is B's answer more sufficient and convincing?

(3) Full self-analysis.

If the interview is compared to a battlefield, we should know ourselves and know ourselves. We have already talked about knowing ourselves, so let's take a look at how to know ourselves. First of all, do a self-analysis, and analyze the five advantages and three disadvantages of being qualified for this job. You can introduce five advantages to the interviewer by introducing yourself. Disadvantages need to think about countermeasures, on the one hand, to deal with the interviewer's questions, on the other hand, as a self-reference for whether to join the job after getting the offer. Secondly, judge your own career planning and needs. When entering the position level and salary negotiation, you need to clear up what you want, so that you can be comfortable with the interview and take the initiative.

2. One-sided, leaderless group discussion and telephone interview, all kinds of interviews have their own assessment characteristics and different coping skills.

(1) telephone interview.

Generally, it is because the applicant and the interviewer are in different places, or because of time, the interviewer makes an initial meeting by phone. Telephone interview, a basic interview method, is generally to understand the current basic situation, job-seeking purpose and basic competence of candidates. It is relatively easy to deal with without too much in-depth consideration, but there are three points that need special attention: First, the answering environment must be quiet and the cell phone signal is good; Second, prepare paper and pens to record the key points and questions in the interview; Third, pay attention to polite words, and the tone is stable and energetic.

(2) no leading group discussion.

The most commonly used interview method for campus recruitment. Many fresh graduates have learned to lead, time, record, summarize and make statements in leaderless group discussions through various mock interviews and job-seeking training seminars. In fact, don't deliberately grab a role unless you are sure to play it well. Because many people scramble for time, as a result, the time is in a mess, and records are made. As a result, the discussion points are not refined. Here, there are three more reminders: first, be honest, sincere, and calm, and don't be in a hurry; Second, assess the situation, control and recognize the progress of the discussion, and lead the discussion progress if you have the ability; Third, pay attention to listening, put forward individual opinions, and summarize and discuss opinions.

(3) one-sided interview (or one-to-many interview).

one-sided, there are 1-to-1 interviews and 1-to-many interviews, usually structured interviews or stress interview interviews. First of all, keep a calm mind, don't be nervous, pay attention to the questions raised by the interviewer, and ask them in time if you don't understand. Secondly, one-sided interview provides more time and space for communication between candidates and interviewers. In addition to more fully expressing themselves, candidates can also take the opportunity to ask questions from interviewers and even score points for themselves by asking questions. For example, ask some professional questions related to work and show your professionalism.