Why should there be more than one interviewer in the interview?

Why should there be more than one interviewer in the interview?

Why are there multiple interviewers in the interview? When you face rows of interviewers during the interview, will you feel a little flustered and affect your true level? Let's share it. Why are there multiple interviewers in the interview? You got it?

Why do you want to set up multiple interviewers 1 as job seekers in the interview? If you want to deal with multiple interviewers calmly, you must first understand why the recruiting unit should set up multiple interviewers for the interview. Under what circumstances will multiple interviewers be used for interviews?

First, make decisions on the spot and improve efficiency. Interviewers are all executives of the company, and they are all very busy. If you interview alone, I am afraid that the interview process will not be completed for several months. Moreover, many rounds of interviews have dragged on for so long that some interviewers don't remember when consulting. Therefore, it is necessary to make an appointment in advance for a one-time centralized interview and make a quick decision on the spot.

Second, openness and fairness. Many interviewers interview collectively, and the performance of the interviewees is obvious to all. Facing the objective presentation of the same situation, the on-site communication and evaluation have the same basis, which is inconvenient, selfish and more objective and fair. For example, after three or four rounds, the interviewer's performance in different rounds will sometimes be different. When the interviewer finally discusses with the merchant, the evaluation will be different, and no one can convince anyone, even causing contradictions between interviewers.

Third, a multi-dimensional survey of the interviewees. Some enterprises adopt a 360-degree interview, that is, in addition to meeting the direct leaders related to his business, future subordinates who have cross-relations with his work will also participate in multi-dimensional inspections to see if this person is suitable for this company and position. Because people in different dimensions feel differently.

Fourth, check whether everyone's gas field matches. Many companies hope that many people in the team can communicate with this person before entering the company, because being a company values the gas field of a team more. Can working together complement each other? Do you really want this person to work in the company? Otherwise, everyone's gas field is not harmonious, and it will be very embarrassing after coming in.

Fifth, interviews with outside experts can be more professional and neutral. Sometimes, some experts will be hired for interviews. These experts are experts in the fields of human resources and technology. These experts are more professional and will look at a person from the perspective of third-party neutrality without emotion.

Sixth, it is related to the company's decision-making process. Different companies have different decision-making characteristics, and some company bosses have the final say, of course, there is no need for too many interviews. Some companies make decisions, and the boss may not know enough about the major. To go to the interview, he needs help to form a team. So he is the decision maker, but he is not the only one who really affects the interview results.

Seventh, it has something to do with the position you are applying for. Grassroots employees generally have at most two interviewers. If the position is comprehensive and involves a wide range, people from different dimensions may be needed to participate in complementarity.

Eighth, a way of stress testing. It is certainly not necessary to recruit a receptionist, but it is very likely that this multi-examiner group interview will be adopted for the position of recruitment director. Multi-examiner group interview will put a lot of pressure on the interviewee. Under pressure, test the interviewer's understanding and cognition of the enterprise and the degree to which he can bear the pressure. Because some positions need to constantly face external pressure, such as: marketing, public relations, sales, executive positions.

Ninth, reduce the load of candidates. It is generally acceptable for an applicant to interview two or three times in a company, but it is not acceptable for an applicant to interview four or five times or more. The centralized interview, whether done or not, everyone is very calm.

Tenth, it is easy to find excellent people. For some comprehensive positions, due to the wide range of responsibilities, many people often need to examine candidates from different angles. The interviewer has a single round of vertical interview, and many excellent people may be killed by one person at some point, because excellent people often have distinct personalities. If the interview is concentrated, although the candidates have shortcomings in consultation, it will not affect their employment, so that the company can find candidates who really meet the position.

How does the interviewer divide the work?

When there are multiple interviewers, the division of labor is generally as follows.

The first one is the examiner. Is the person who organized this interview. This person's role is to organize the arrangement and opening of the interview in the early stage, grasp the interview process, grasp the time schedule, end the interview, organize consultation and so on. Usually the head of the human resources department. If you want to recruit a higher position, the human resources director usually leads the interview.

The second is the key examiner. This is a person who can decide your fate, usually a company leader. If the position you are applying for is director, then your role is president or boss.

The third category is professional examiners. To do a professional examination, there may be several such people, from different professional angles, including external experts.

The fourth category is assistant examiners. This is just like the person mentioned above who has a working relationship with the recruitment position. They usually only express their opinions occasionally.

Why are there multiple interviewers in the interview? 1. Make decisions on the spot to improve efficiency.

Interviewers are all executives of the company, and they are all very busy. If you interview alone, I am afraid that the interview process will not be completed for several months. Moreover, many rounds of interviews have dragged on for so long that some interviewers don't remember when consulting. Therefore, it is necessary to make an appointment in advance for a one-time centralized interview and make a quick decision on the spot.

Second, openness and fairness.

Many interviewers interview collectively, and the performance of the interviewees is obvious to all. Facing the objective presentation of the same situation, the on-site communication and evaluation have the same basis, which is inconvenient, selfish and more objective and fair. For example, after three or four rounds, the interviewer's performance in different rounds will sometimes be different. When the interviewer finally discusses with the merchant, the evaluation will be different, and no one can convince anyone, even causing contradictions between interviewers.

Third, a multi-dimensional survey of the interviewees.

Some enterprises adopt a 360-degree interview, that is, in addition to meeting the direct leaders related to his business, future subordinates who have cross-relations with his work will also participate in multi-dimensional inspections to see if this person is suitable for this company and position. Because people in different dimensions feel differently.

Fourth, check whether everyone's gas field matches.

Many companies hope that many people in the team can communicate with this person before entering the company, because being a company values the gas field of a team more. Can we work together to complement each other? Do you really want this person to work in the company? Otherwise, everyone will be uncomfortable coming in.

5. The interview of external experts can be more professional and neutral.

Sometimes, some experts will be hired for interviews. These experts are experts in the fields of human resources and technology. These experts are more professional and will look at a person from the perspective of tripartite neutrality without emotion.

Sixth, it is related to the company's decision-making process.

Different companies have different decision-making characteristics, and some company bosses have the final say, of course, there is no need for too many interviews. Some companies make decisions, and the boss may not know enough about the major. To go to the interview, he needs help to form a team. So he is the decision maker, but it's not just him who really affects the interview results.

7. Related to the position you are applying for.

Grassroots employees generally have at most two interviewers. If the position is comprehensive and involves a wide range, people from different dimensions may be needed to participate in complementarity.

Eight, a way of stress testing.

It is certainly not necessary to recruit a receptionist, but it is very likely that this multi-examiner group interview will be adopted for the position of recruitment director. Multi-examiner group interview will put a lot of pressure on the interviewee. Under pressure, test the interviewer's understanding and cognition of the enterprise and the degree to which he can bear the pressure. Because some positions need to constantly face external pressure, such as: marketing, public relations, sales, executive positions.

Nine, reduce the load of candidates.

It is generally acceptable for an applicant to interview two or three times in a company, but it is not acceptable for an applicant to interview four or five times or more. The centralized interview, whether done or not, everyone is very calm.

Ten, easy to find excellent people.

For some comprehensive positions, due to the wide range of responsibilities, many people often need to examine candidates from different angles. The interviewer has a round of vertical interviews, and many excellent people may be killed by one person at some point, because excellent people often have distinct personalities. If the interview is concentrated, although the candidates have shortcomings in consultation, it will not affect their employment, so that the company can find candidates who really meet the position.