What does online interview mean?

Online interview is a recruitment interview behavior in which employers and job seekers use computers connected to the Internet to communicate in real time through cameras and headphones.

Characteristics of online interview:

First of all, the interview uses conversation and observation as the main tools:

1. Conversation is a major tool in the interview process. During the interview, as an examiner, I mainly ask various questions to the candidates. As a candidate, I mainly answer questions raised by examiners. In the interview process, it is very important for the examiner to correctly grasp the questioning skills. He can not only directly understand the situation or quality of candidates, but also have an important influence on controlling the interview process, purifying the interview theme and creating a good interview psychological atmosphere.

Observation is another major tool in the interview process. Interviewers are required to be good at using their senses, especially their vision and hearing.

3. Using vision is mainly to observe the nonverbal behavior of candidates, which not only requires the examiner to be good at observing the nonverbal behavior of candidates in the interview, but also can indicate the behavior types of candidates, and then infer their deep psychology with the help of people's appearance. There are two main aspects to observe the nonverbal behavior of candidates: one is the observation of facial expressions, and the other is the observation of body language.

Second, the interview is a two-way communication process:

Interview is a two-way communication process between examiners and candidates. During the interview, the candidate is not completely passive. Examiners can evaluate candidates through observation and conversation, and candidates can also judge the examiner's value judgment standard, attitude preference and satisfaction with their interview performance through the examiner's behavior, so as to adjust their behavior in the interview. At the same time, candidates can also take this opportunity to know the company and position they are applying for, so as to decide whether they can accept the job. Therefore, the interview is not only an examination of the examiners, but also a communication, emotional exchange and ability contest between the subject and the object. Examiners should get as much valuable information as possible from candidates through interviews. Candidates should also seize the interview opportunity to get information about applicants and positions, as well as their concerns.

Third, the flexibility of interview content:

Due to the different personal experiences and backgrounds of the candidates, the interview content cannot be fixed:

For example, two candidates apply for archives management positions at the same time, one has many years of experience in archives work and the other is a fresh graduate majoring in archives management. Then, in the interview, the former should focus on asking about his many years of practical experience in file management and the relevant situation in his work, while the latter should focus on his mastery of professional basic knowledge and the relevant situation during his study at school.

2. The interview content cannot be fixed due to different jobs:

Different jobs have different job contents, responsibilities and qualifications, such as the relevant technical supervision posts of the State Bureau of Technical Supervision and the relevant examination posts of the Ministry of Personnel, and there are great differences in the nature of the work, the object of work and the qualifications. Therefore, the content and form of the interview cannot be unified, and the topic and angle of the interview should be focused.

3. Due to the different interview performances of candidates during the interview, the interview content cannot be fixed:

The topic of the interview should generally be drawn up in advance for reference when asking questions. But this does not mean that you have to ask questions one by one according to the predetermined questions, and there is no change in the end, but that you have to decide what to ask the next question according to the candidate's answer to a certain question. How to ask? If the questions answered by the candidates are different from the proposed questions, the examiner can also follow the crowd and not stick to the predetermined questions.