? Understand the types of interviews so as to control the interviews.

summary of this chapter

? Distinguish between various interview forms. The winning trick of each interview form affects all kinds of interview results. Today, the world is changing with each passing day, and the interview art forms are diverse.

this chapter focuses on the most popular interview types, and provides some tips for you to win a great victory.

for convenience, it is divided according to the purpose of the interview, the type of interviewer, the interview method and the interview place.

Knowing the types of interviews and mastering the interviews

Interviews include: screening interview, selection interview, comprehensive interview, promotion interview, recruiter approval interview, recruiter preliminary screening interview, recruiter survey interview and second interview.

Screening interviews for large enterprises and organizations includes two processes, and each process consists of many steps.

these two processes are screening and selection.

screening interviews

? Candidates are usually screened in recruitment units, employment agencies, college students' employment service departments and job fairs.

interviewers usually use telephone, computer and other devices to screen candidates (see the fourth part).

Recruiters try to find out the qualifications and availability of candidates, so telephones are very popular with them.

the purpose of screening or preliminary examination is to eliminate unqualified candidates.

The screening officer is usually a human resources expert or a third-party recruiter. He asks the applicants one by one, and then gives the qualified candidates to the person who has the right to recruit, usually the department manager or the boss who is informed of the list of winning candidates.

Screening officers are usually more experienced than selection officers. They interpret interviews, study interviews and regard interviews as an art form.

They collect information and eliminate unqualified and qualified candidates with poor work experience.

screening according to professional standards means that the screening officer (not the receptionist or office assistant) finds out the reasons for eliminating a candidate.

the screening officer examines whether the candidate has the most basic conditions for applying for the position, but does not judge whether he is the best candidate.

classic questions for screening interviews include

? Work experience

past salary level and standard

ability to adapt to the new environment-ability to do this job

Why is there a gap in personal work experience on your resume

Test whether there is any false content in your resume

What kind of person are you-honest, reliable, trustworthy and team-oriented

Screening officers usually don't pay attention to evaluating candidates' personality or thinking process, and their fundamentals.

Screening officers are like doormen. If unqualified candidates are mixed in, they will be criticized, so they ask candidates to report their personal information truthfully.

Tip: Answer questions straight to the point, and then appear in BLACKPINK during the selection interview.

if it turns out that you are qualified, then you will have the opportunity to participate in the selection interview.

as long as you don't voluntarily give up, but want to advance to the selection interview, the interviewer will think that you are qualified, otherwise it is impossible to participate in this interview.

what if the candidate and the screening officer don't get along? It doesn't matter-you won't work together in the future unless the applicant is engaged in human resource management.

The screening officer has no right to hire you, but has the right to let you continue performing.

The selection interview assumes that you are hired, but you have failed to live up to expectations. Is the screening officer responsible? No, that's the responsibility of the selector.

selection interview

? (also called choice interview), the applicant meets with the supervisor, department head or someone who has the right to recruit.

This interviewer will usually be the boss of the applicant, so the applicant should express some personal opinions.

(Sometimes it is a group of interviewers, and the "Group Interview" section will discuss related issues.

) The interviewers who choose the interview are not professional interview experts either. They just conduct the interview by intuition, hoping to finish the task as soon as possible, and then go into their jobs.

Tip: The selection interview may be tortuous, so prepare a few emergency questions to put the interview on the right track and explain directly how you are qualified for this position.

Even if the interviewer is in tune with you, it's useless. He has to decide who is the best candidate, because the wrong choice will cost the company thousands of dollars in training, correcting mistakes, firing and re-hiring.

The recruitment criteria for the selection interview are: publicizing personality-how to get along well with colleagues, enthusiasm and motivation for work, qualifications and skills-how to prove that you are the best and detailed work experience and education background-to prove that you have not only done similar work or received relevant training, but also put yourself into a new job with a brand-new attitude, and how to deal with specific work plans-the senior further embodiment assumes that the person who organizes the interview is your future boss or colleague, so you must be alert and alert when selecting the interview.

It's time to flaunt your perfect personality (don't be so reserved as you were in the screening interview) and decide what kind of relationship you will have with your future boss.

If your intuition tells you that this is an incompatible relationship between water and oil, you should carefully consider whether to accept this job.

Although all the conditions are attractive, you will have a bright future only if you are like-minded with your future boss (or in the words of baby boomers).

In the film "The Burning Saddle" (a parody of life in the west), Harvey? Coleman plays a bandit leader and recruits gangsters to destroy a small town.

Coleman asked Clivone? Whether Little was a bandit or not, his answer worried Coleman that they "had different ambitions and different ways".

When Little said that he had spared cattle, Coleman almost drove him away. He thought that it would not be a big climate for cattle herders to do their job.

Little smiled slyly and said, "What if we herd cattle in the Vatican?" Absolutely! "Despicable enough, abnormal enough!" So Coleman was convinced that Little and himself were birds of a feather, and immediately asked him to join in.

comprehensive interview

small companies usually combine screening interviews with selection interviews.

Although such an interview will make people feel endless and exhausted, it can not only test whether you are qualified for the job, but also test your perseverance and work motivation.

Tip: Sell your best talents from beginning to end.

promotion interview

although inside information and a good resume are helpful for personal promotion, overconfidence will make you unprepared.

don't assume that the company will promote you or favor you over other candidates.

how to treat the promotion interview? Just like you are applying for a job in a new company, only by careful investigation and study can you discuss the development trend of the industry and other important issues.

You are the only insider who is competing for this position. You can use your knowledge of the company's policies, plans and culture to point out that you can create miracles and make the company's career flourish, but newcomers can't.

Then list some problems existing in the company at present, and put forward your solutions.

If you used to be a non-supervisor or an ordinary employee, and now you want to be promoted to a supervisor, please refer to "A Dai Series", "What is Management?" (Bob? Nelson and Peter? Konomi, willy publishing house) such as management guide.

trick up your sleeve: emphasize your hard work and loyalty over the past 2 years, and show off your brilliant achievements, especially when the company's leadership is younger and younger, which will make your future bleak.

Young and energetic managers only care about your future work performance, but don't care about your past. As the saying goes, heroes don't mention their courage in the past, and the past has become history.

if you want to show your achievements in the past ten years, you should be detailed and appropriate, and stress that you are qualified for the new job.

Give an example to illustrate my strong adaptability. I can accept and complete new tasks and challenges with the times. I am a plastic and hopeful candidate.

Recruiters recognize interviews

Full-time recruiters are paid whether they recruit employees or not, and they have their own tricks to avoid uninvited job seekers (time is money).

However, you may know a client or friend of a full-time recruiter, so you can only attend the recruiter's approval interview.

mainly provide information related to future research, unless you are very suitable for the position the interviewer is looking for (which is unlikely, however).

Follow the following rules:

Submit a recent resume

Get to the point, and the interview should not last more than 2 minutes. Thank the recruiter for the energy and time he has spent on you.

The trick is to be generous, mature and confident.

full-time recruiters are helping you.

if you don't need the job, don't attend the accreditation interview.

concise and effective communication skills are very important; Check that your resume is concise.

Preliminary screening interview for recruiters

Temporary recruiters are paid only when they recruit staff, which is different from full-time recruiters.

for them, the more applicants, the better, so that there will be more choices.

It is easier to attend an interview organized by a temporary recruiter or an employment consultant than an interview organized by a full-time recruiter.

it doesn't mean that you can waste the time of temporary recruiters.

Submit your resume, show your rich work experience, impress temporary recruiters, and facilitate the employment opportunities they will provide you in the future.

trick up your sleeve: you must get high marks in the following abilities: personality/hobby, good communication, enthusiasm and enthusiasm for work, leadership ability and innovation ability, knowledge and skill experience (part of work experience)

? Interviews with recruiters

The recruiter may ask you to do a special task, and then tell you who the customer is.

fortunately, you are doing the same or similar job, so you are familiar with the basic knowledge of the industry, which is why recruiters use you instead of others.

if you have been committed to your job and don't know much about the development trend of the industry, this is a good remedial learning opportunity.

Third-party recruiters and full-time recruiters have no right to hire you, but there is hope after passing them.

In the survey interview, leave a good impression on the recruiter: the career goal is clear and consistent with the position. Ask questions about the company and the position with depth and weight, thus proving that you are fully prepared. Tip: Check the recruitment unit in your industry or field online.

second interview

if the second interview is the same interviewer as the first interview, its purpose is to confirm whether your performance is as outstanding as the last one.

know that your talents have been appreciated, so don't keep selling yourself.

Answer the questions concisely, and argue the questions that are unfavorable to you.

Tip: Although the second interview indicates that your job is in the bag, you should still be calm and confident, supplement your achievements and ask in-depth questions about your job, that is, you should spend time looking up in the library, searching online or communicating with people with internal information of the company.

If a new interviewer changes during the second interview, that person is usually the boss of the previous interviewer or your future colleague.

they will look at you more comprehensively, and mainly want to know how you are qualified for this job now and in the future.

please them, ask about the company's development direction, and emphasize that you can help the company to increase efficiency, realize the plan and promote the company's development.

you might be surprised if the company asks you to go again.

it's not surprising that you have to attend at least two interviews to apply for a job now, and there are even five or ten interviews.

In fact, repeated interviews are not uncommon, and it is also named "Interview Death".

why is this happening? It may be due to a series of factors, such as indecision, objection to staff arrangement, or fear of wrong choice.

in addition to various tests (see chapter 6), managers can only refer to resumes, background checks and interviews.

Therefore, only through interview, interview and re-interview can we dispel doubts and make a final decision.