Questions that recruiters will ask in an interview.

That is, the examiner puts forward a series of related questions to the interviewer and asks the candidates to answer them one by one. This way of asking questions mainly examines the interviewer's ability of reaction, logic and thinking organization.

For example, "What major mistakes have you made in your past work? If so, what is it? What lessons have you learned from the incident itself? What will you do if you encounter such a situation in the future? "

To answer this question, we should first keep calm, don't be scared by a series of questions, and listen carefully to the questions asked by the examiner, which are generally related. Answering the latter question must be based on the answer to the previous question, which requires candidates to listen carefully to the questions and their order and answer them one by one.

2. Open questions

The so-called open-ended question means that the examinee can't answer the question with a simple "yes" or "no", but must give another explanation to answer it satisfactorily. Therefore, if the questions asked by the examiner can arouse the interviewer's detailed explanation, it meets the requirements of "open questions". Interview questions should generally be open-ended questions, so as to draw out candidates' ideas and truly examine their level.

So, what kind of topic is an open topic? Here are some examples:

What social work did you do during your college years?

How many specialized courses have you opened? Do you think these courses are helpful to your work?

What prompted you to change jobs three times in two years? The purpose of such questions is to get a lot of rich information from candidates; And encourage candidates to answer questions and avoid being passive. Questions are often asked "How …" "What …" "Why …" "Which …" and so on.

To answer such questions, candidates should broaden their thinking, give satisfactory answers to the questions raised by the examiner as far as possible, and pay attention to clear thinking, strict logic and thorough reasoning, and fully demonstrate their abilities in all aspects. Only in this way can the examiner know himself as much as possible, which is a prerequisite for being hired. If the candidate cannot be understood by the examiner, there is no employment at all.

3. Non-guiding questions

For non-guiding questions, candidates can give full play and try to convince their feelings, opinions, opinions and comments. There is no "specific" answer or "specific" answer to such a question.

For example, the examiner asked, "Please talk about your experience as a student cadre." This is an "unguided" conversation. After the examiner asks a question, he can listen to the other person's narrative quietly without any other expression. Compared with guided dialogue, in unguided dialogue, candidates can talk as much as possible and say whatever they want, so they can provide rich information. Candidates' experience, experience, language expression ability and analytical generalization ability have been fully demonstrated, which is conducive to the examiner's objective evaluation.

This is a question that can be answered concretely. This kind of problem is simple, routine and involves a small scope. Closed-ended questions are often asked about the following situations: work experience: including past jobs, achievements, work achievements, personal income, job satisfaction, reasons for changing jobs, etc. Education: including major, academic performance, excellent subjects, most annoying subjects, courses, etc. Early family status: including parents' occupation, family income, family members, etc. Personality and pursuit: including personality, hobbies, wishes, needs, emotions, goal setting and attitude towards life.

5. Leading questions

In a guided dialogue, one party asks a specific question and the other party can only give a specific answer. Examiners ask questions and candidates answer them. This kind of question is mainly used to ask the interviewer some intentions and needs some affirmative answers. For example, the examiner: "When you were the workshop director, how many workers were there in the workshop? What products are mainly produced? " This is a typical leading question. Candidates only need to answer a number and name the product, without giving any other explanation.

Step 6 list the questions

In this kind of questions, the examiner will not only ask questions, but also give several alternative answers. The purpose is to encourage candidates to look at this problem from multiple angles and put forward a reference angle for thinking about the problem; For example, "What is the most important problem in your company? Personnel turnover, absenteeism, poor product quality or something else? " In this way, it provides a reference for candidates to think about the question, makes the question easy to answer, and prevents candidates from misinterpreting the examiner's intention, answering profitably and digressing.

Step 7 ask hypothetical questions

In this type of question, the examiner assumes a situation for the examinee, so that the examinee can respond and answer the questions raised in this situation. Then you can examine the candidates' adaptability, problem-solving ability and thinking ability. What would you do if you were the driver who caused the accident? "If you were the director of the office, what would you do with this secretary?" To answer these questions, candidates should first put themselves in a specific environment set by the examiner, and then think about the examiner's questions as a person in this environment, so such questions require candidates to have a certain imagination.

8. Oppressive questions

Generally speaking, examiners should try their best to create a friendly, relaxed and natural environment for candidates to eliminate their nervousness and give full play to them. However, in some cases, the examiner will deliberately create a tense atmosphere, put some pressure on the candidates, and measure their reaction ability, self-control and emotional stability by observing their reactions under pressure.

For example, "many people have entrusted civil servants to take the exam. I heard that you also went through the back door." "Judging from your major, it seems that you are not suitable for this job. What do you think? " "You haven't given us a satisfactory answer to this question, and your chances of being hired are slim." As long as you understand that this is the examiner's deliberate pressure on you, you can quickly adjust your mentality and calmly respond to the examiner's questions. In addition, in the face of the examiner's "difficulties", don't get angry or even blame the examiner.

A plot of a recent TV series is a wonderful oppressive problem: the heroine mistakenly took the hero's mobile phone, and the hero was very angry. The heroine rushed to an important interview before she could explain. The interview went well, and the foreign language level of the heroine quickly convinced all the examiners on the spot. At this time, the hero pushed through the door, and he happened to be the immediate supervisor of the position that the heroine wanted to recruit, and he was also one of the examiners. The heroine panicked and was tongue-tied, but soon calmed down. She tried to explain to the hero, but the hero was livid. Stopped her rudely with her hand (began to exert emotional pressure) and said, "This question needs no explanation. Let's start the interview and ask questions. If you answer, you will get the position, otherwise you will find another job. Listen carefully: What was the name of the first wife of the German composer Bach? " (The oppressive question is handy and skillfully integrated into the scene) The heroine replies: "I don't know, but does this have anything to do with the position I applied for?" The hero said, "Needless to say, you are not suitable for this job." In fact, the hero likes the heroine very much. As soon as the voice just fell, the heroine couldn't hold back any longer. She sternly accused the hero of publishing personal grievances and slammed the door angrily ... The former lady image disappeared.

9. Repeated questions

Repeated questioning refers to the examiner's feedback to the examinee to test whether it is the true intention of the other party; Or check whether the information you get is accurate. For example, "You mean …" "According to my understanding, you mean …" For such questions, candidates can simply answer "yes" or "no". If the examiner has a misunderstanding, the examinee should explain it again.

10, confirm the problem.

Confirmatory questions express the examiner's concern and understanding of the information provided by the examiner, with the aim of encouraging the examiner to continue to communicate with him. For example, "I see, this is interesting." Something like that For such questions, candidates can continue to talk according to the original topic without directly responding.

1 1, projective question

Projective questioning allows candidates to respond to various vague situations under certain conditions. This method can be divided into two types: one is picture description, which shows the interviewer all kinds of pictures, and then lets the candidates tell their personal reactions. Because these pictures are hazy and fuzzy, candidates have different feelings, imaginations and reactions to the pictures, and any description is possible, so that personality characteristics can be separated from the candidates' descriptions. The second is the perfect sentence. Perfect construction means that a sentence has only a beginning and no end, so that candidates can complete the whole sentence according to their own feelings and thoughts. For example, we hope ... I don't believe ... what I can't stand most is ... my usual attitude towards strangers is ...

Due to the different psychological qualities of candidates, the sentences completed are also different. By analyzing the sentences completed by candidates, we can understand some psychological characteristics of candidates.

12, case analysis problem

This way of asking questions is to provide candidates with a case, ask candidates to analyze and judge the case, and then measure the ability of candidates to think, analyze and solve problems. Here's an example:

Young Guinness is very proud. He finally got his wish and was appointed as the acting general manager of the company, making up for the vacancy of the general manager position due to overseas inspection. Although the word "agent" was added in front, after all, the board of directors provided me with a promotion opportunity, and I was lucky in this talented company. However, within a few days of becoming the acting general manager, Guinness had a headache.

Things have to start from the beginning. In order to encourage sales staff to increase sales, the company decided to adopt a high reward system, in which it is stipulated that anyone who sells more than 3 million yuan a year will receive an excess prize, and the prize amount is 7% of the excess part. This rule has never been broken. But this time, Tom completed the sales task of 3.2 million yuan. In this regard, the general manager has some regrets and decided not to cash the bonus for the time being, and proposed that it can only be cashed if Tom overfulfils the task next year. Tom was very angry when he learned about it. His mood deeply affected other employees and the company became demoralized. To Gineys's embarrassment, if he cashes Tom's bonus, the general manager will come back after a while, and he can't explain it clearly. If you don't cash in, it will be difficult for you to manage this company well. Finally, Gineys came up with a solution, decided to hold a commendation meeting, awarded a medal for Tom's achievements, and set up an assistant position of sales manager for Tom. Ginny is very proud. He thinks that employees' desire for promotion will exceed their desire for bonuses, so Tom will be satisfied. Unexpectedly, after the commendation meeting, Tom rushed to the general manager's office and shouted to Gineys, "Don't do this. I don't like that nominal assistant to the sales manager. I want you to act according to the system and cash my 14000 yuan. "