In the whole application process, the interview is undoubtedly the most decisive link, which is related to success or failure. Nowadays, employers pay more and more attention to the comprehensive qualities of employees, such as self-confidence, cooperative spirit, communication sensitivity, ability to analyze and solve problems, etc. Whether these good qualities can be displayed in the interview process will affect the examiner's impression of job seekers. At the same time, the interview is also the best opportunity for job seekers to fully display their own qualities, abilities and qualities. Excellent interview can make up for some deficiencies in written test or other conditions such as study and major. In several aspects of job hunting, interview is also the most difficult, especially for those fresh graduates who have just entered the workplace. Because of lack of experience, interviews often become a sad hurdle. Many graduates successfully passed the resume pass and the written test pass, but finally failed in the interview.
(1) Basic knowledge of interview
1, interview definition
Interview is the most important assessment method for employers' recruitment, and it is a process of mutual understanding between the supply and demand sides. It is a well-designed evaluation method that takes conversation and observation as the main means to understand the dirty information of the subjects. Because interview is more flexible and comprehensive than written examination, it can not only assess a person's professional level, but also observe the eloquence and adaptability of job seekers face to face, so many employers are more interested in this way. Interview is becoming more and more important in recruitment.
Most college students are often at a loss because of their lack of interview experience. Learning to interview is a new task for college graduates to find jobs. For the interviewer, the most important and difficult thing in the interview is that they need to determine whether the applicant's past performance can also make the company successful.
2. Interview types There are many ways to interview, which can be summarized as follows:
(1) Model interview. The examiner will ask questions one by one according to the questions prepared in advance and related details. Its purpose is to obtain comprehensive and true materials about candidates, observe their appearance, speech and behavior, and exchange opinions.
(2) question interview. Examiners put forward questions or plans to candidates and ask them to solve them. Its purpose is to observe the performance of candidates under special circumstances and judge their ability to solve problems.
(3) No-oriented interview (no-purpose interview). That is, examiners talk with candidates in a wide range of fields, so that candidates can express their opinions freely, try their best to enliven the atmosphere, and observe candidates' ability, knowledge, speech and manner in small talk.
(4) stress interview. Examiners consciously put pressure on candidates and put forward a series of questions for a certain question, which are not only detailed but also thorough enough to be answered. Even consciously stimulate candidates to see if they can respond appropriately under sudden pressure, so as to observe their wit and adaptability.
(5) comprehensive interview. Examiners comprehensively examine candidates' talents in various ways. For example, talk with the examinee in a foreign language to examine his foreign language level, let the examinee copy a paragraph to examine his calligraphy, let the examinee speak a paragraph to examine his oral ability and so on. Candidates may also be required to operate on the spot.
The above interviews are divided according to the interview content. In the actual interview process, the examiner may adopt only one interview method or several interview methods at the same time.
3. Basic interview mode
Interview is an examination method to evaluate the quality characteristics of job seekers. According to the level of candidates, interviews often adopt different modes.
(1) interview methods can be divided into speech interview and simulated operation interview according to candidates' behavioral responses.
-talk interview is an examination method to test the examinee's knowledge level, professional ability and quick thinking through oral communication between the examiner and the examinee, in which the examiner asks questions and the examinee answers them orally.
-Simulated operation interview is a method that allows the subjects to simulate the working situation in the actual post, and the examiner gives the subjects specific tasks to examine their behavioral responses. This method is a simple function simulation test method. For example, when enterprises recruit technical positions, they can use field tests to examine the technical proficiency of candidates. For another example, shorthand, typing, drawing and other personnel can be recruited through field examinations. In addition, when recruiting public relations, sales and other related personnel, simulated operation interviews can also be used. Examiner: (holding a product) This is a new product of our company. Now, as a salesperson, you are trying to sell it to me.
(2) Interview methods can be divided into structured interviews and unstructured interviews according to their operation methods.
-structured interviews refer to interviews conducted according to predetermined procedures and topics. This process has a tight structure, distinct levels and clear evaluation scale. The examiner asked the subjects one by one according to the prepared conversation outline, and the subjects answered the questions. This interview method is what we advocate.
-Unstructured interview means that the questions asked in the interview and the ways used in the conversation are freely decided by the examiner, and the conversation levels are staggered, which is very accidental. At present, most enterprises interview in talent recruitment in this way. This is an effective and simple method for experienced interviewers, but for most interviewers, the structured interview method should be adopted.
(3) Interview methods can be divided into individual interviews, group interviews and group interviews according to the composition of examiners. -Personal interviews are divided into two ways: one-on-one interviews and group interviews for examiners.
One, one-on-one Interview: Scope of application: It is often used in small-scale organizations or when recruiting employees with lower positions, and sometimes it is also used for rough selection of personnel. In addition, it is often used by the general manager of the company when making the final employment decision.
Features: One-on-one interview can make the candidate's mentality more natural, the topic can often be in-depth, and the conversation process is easy to control; However, its disadvantage is that it is limited by the examiner's knowledge, and the content of the investigation is often not comprehensive enough, which is easily influenced by the examiner's personal feelings.
B. Examiner interview: It is an examiner group composed of 2-5 examiners who interview each candidate separately. In this way, the members of the main test group need to be assigned roles and cooperate with each other from different roles. The main test group is generally composed of three people, and the division of labor of the three people mainly focuses on the distribution of evaluation dimensions:
One is the manager of the personnel department: you can focus on the job motivation, salary requirements and interpersonal relationships of the candidates;
A talent recruitment expert hired by a consulting organization: focusing on responsibility, adaptability and leadership;
One is the business department manager: generally responsible for inspecting his relevant professional knowledge and past work achievements. Characteristics: The interview of examiners is easy to cause a kind of psychological pressure to the subjects.
Group interview: when there are many candidates for a position, in order to save time, several candidates will be formed into a group, and several interviewers will take turns to ask questions, focusing on the personality and coordination of the candidates.
-Group interview: The main task is to divide the subjects into arrays, with 5-8 people in each group and several examiners sitting by to observe. Questioners are set up in the main test to ask controversial questions for discussion, so as to examine the communication ability, coordination ability, language expression ability and leadership ability of the subjects. This method is the application of leaderless group discussion in interview practice in modern evaluation technology, and it has its incomparable advantages compared with single interview. This method is often adopted by large foreign-funded or joint ventures. Graduates who decide to work in these companies should understand their interview characteristics, be well prepared, actively answer questions, put forward their own opinions, and show their talents in the interview process.
(4) According to its process, interview methods can be divided into the first interview, the second interview, the third interview and the fifth interview. Generally, three interviews are commonly used, which is called three-level interview method.
-The first interview: usually accepted by the recruiter of the personnel department to verify the basic conditions of the candidate and confirm his education and work performance.
Second interview: This is the most important interview. It is often co-chaired by the personnel department and the business department. If possible, invite special interviewers to attend. It is a comprehensive investigation of the candidate's personality characteristics, ability tendency, desire and motivation, business ability, etc., and a written opinion is submitted to the personnel supervisor.
-Re-examination: The HR supervisor makes an appointment directly, mainly on the basis of re-examination to examine the applicability and adaptability of the candidate. The third interview is often a short interview. Generally speaking, the higher the employee level, the more interviews.
There are also some very large-scale interviews, such as the "interview" before the interview. Some companies deliberately set up some "shows" for the interviewer to "perform" during the interview. If the candidate likes singing, let him sing one live. Set some props (such as a broom that falls to the ground, etc.). ) See if the candidates pay attention and respond at the interview place. By observing to grasp the applicant's first impression or judge whether it meets the employer's employment standards, the interview before the interview sometimes receives miraculous results. (Sichuan Airlines Recruitment Flight Attendant Case)
4, the basic content of the interview
Theoretically, an interview can evaluate any quality of a candidate, but in the practice of personnel selection, it is not an interview that evaluates all the qualities of a person, but a selective interview that evaluates what it can best evaluate.
The main contents of interview evaluation are as follows:
(1) appearance. This refers to the candidate's body shape, appearance, skin color, clothes and manners, mental state, etc. National civil servants, teachers, public relations personnel, business managers and other positions. There are high requirements for appearance and manners. Studies have shown that people with dignified appearance, neat clothes and civilized manners generally do things regularly, pay attention to self-discipline and have a strong sense of responsibility. Participants should pay attention to dress appropriately, behave gracefully and generously, have rich expressions, and answer questions seriously and honestly.
(2) professional knowledge. Understand the depth and breadth of the candidate's professional knowledge, and whether the update of his professional knowledge meets the requirements of the position to be hired. As a supplement to the written examination of professional knowledge, interview is more flexible and in-depth. The questions asked are also closer to the demand for professional knowledge in vacant positions.
(3) Work experience. Generally speaking, we make some related questions based on consulting the resume or work registration form of the candidate, asking about the background and past work of the candidate to supplement and confirm his actual experience. Through the understanding of work experience and practical experience, we can also examine the applicant's sense of responsibility, initiative, thinking ability, oral expression ability and rational situation when something happens.
(4) oral expression ability. Generally observe whether job seekers can convey the content to each other in an orderly, complete and accurate manner; Whether the cited examples and languages are accurate; Whether the pronunciation is accurate and the tone is soft; What's your posture and expression? Whether the candidate can express his thoughts, opinions, opinions or suggestions smoothly in the interview. The specific contents of the survey include: logic, accuracy, appeal, sound quality, timbre, volume, tone and so on. As subjects, we should pay attention to the following points in the interview: whether the conversation is coherent; Whether the theme is prominent; Whether the thought is clear; Whether the speech is convincing.
(5) Comprehensive analysis ability. During the interview, can candidates grasp the essence of the questions raised by the examiner through analysis, so as to be thorough in reasoning, comprehensive in analysis and clear in organization?
(6) Thinking and judging. Generally observe whether the subjects can accurately and quickly judge the situation they are facing and whether they can properly handle emergencies; Can you answer each other's questions quickly, and answer them succinctly and appropriately? As subjects, we should pay attention to the preparation of accuracy, rapidity and decision-making. You should have confidence in your own judgment, and also analyze whether the other person is a logical judgment or a perceptual judgment.
(7) Reaction ability and adaptability. It mainly depends on whether the examinee understands the questions raised by the examiner accurately and answers quickly and accurately. Whether the response to sudden problems is quick, whether the answers are appropriate, and whether the unexpected things are handled properly.
(8) operational ability. The main purpose is to examine whether candidates can do what has been determined; Whether the work rhythm is tense and orderly; Adaptability to group operation; Whether you have the ability of unit leadership.
(9) interpersonal skills. Mainly to observe the reaction of the subjects after encountering embarrassing problems; Whether people are close, attractive to others, etc. In the interview, by asking the candidates which club activities they often participate in, what kind of people they like to deal with and what role they play in various social occasions, we can understand the candidates' interpersonal tendency and skills in getting along with others.
(10) Self-control and emotional stability. Self-control ability is particularly important for national civil servants and many other types of staff (such as managers of enterprises). On the one hand, I can be restrained, tolerant and rational when I encounter criticism from my superiors, work pressure or personal interests, so that my work will not be affected by emotional fluctuations; On the other hand, work should be patient and persevering.
(1 1) Work attitude. First, understand the candidates' attitude towards their past study and work; The second is to understand his attitude towards the position he is applying for. In the past, people who didn't study or work seriously and didn't care what they did, who did well or poorly, could hardly be diligent and responsible in their new jobs.
(12) Virtue. Mainly depends on whether the candidates have a strong sense of responsibility and can complete the work credibly; Consider whether the problem is extreme; Whether the mood is stable; Can you adapt to the demanding business? Respondents should highlight their self-confidence, strong will and strong sense of responsibility. Strong-willed people generally set a career goal and work hard for it. It is manifested in efforts to do the existing work well, not satisfied with the status quo, and there are often innovations in the work. Self-motivated people in consumer goods are generally content with the status quo, doing nothing, not seeking success, but seeking nothing, not being enthusiastic about anything.
(13) Job hunting motivation. Understand why candidates want to work in the company they are applying for, what kind of work they are most interested in and what they pursue in their work, and judge whether the positions or working conditions that the company can provide can meet their job requirements and expectations.
(14) hobbies. What sports do candidates like to play in their spare time, what books they like to read, what TV programs they like to watch, and what hobbies they have. Let them know about a person's hobbies, which is often beneficial to the job arrangement after employment.
(15) Other issues. During the interview, the examiner will also introduce the situation and requirements of the unit and the position to be hired to the candidates, discuss the issues that the candidates care about, such as wages and benefits, and answer other questions that the candidates may ask.
5. Preparation for the interview
In order to get this job, job seekers should be fully prepared for the interview, be fully prepared to leave, show themselves moderately in the interview, be good at showing their knowledge, ability, specialty and personality, leave a satisfactory impression on the recruiter and strive for the final victory.
The preparation before the interview includes the following aspects in addition to the job materials such as the cover letter, resume and report card. It is very important for success to make some necessary preparations before attending an interview.
(1), focusing on the training of language expression ability.
For candidates, a fluent, elegant and humorous speech is a necessary condition for a successful interview. Usually, college students should consciously strengthen the training of language expression ability, gradually develop the habit of talking freely with strangers, participate in more group activities and speak boldly in class discussions, which is also helpful to the training of oral English ability.
(2), fully understand the applicant and position.
The starting point of the examiner's question is often related to the recruiting unit. Therefore, before the interview, you should know as much as possible about some recruiting units, and understand the nature, business scope and development of the units. For large companies and units, you can often find the relevant information of the company from the Internet. In addition, understanding the specific requirements of knowledge and skills for jobs is also conducive to showing their own specialties in a targeted manner.
(3) Be prepared to answer questions about yourself at any time and memorize your resume.
Examiners often ask job seekers about the situation as the starting point of the interview. This problem seems simple, but not everyone can deal with it. Therefore, before the interview, you should concentrate on refining your own situation on the basis of the existing resume with personal characteristics, and then draw up a draft outline, so that you can introduce yourself more completely and smoothly in a short time, focus on it, and avoid being at a loss and expressing your meaning.
(4) Pay attention to simple, generous and dignified appearance.
Clothing, like appearance and conversation, is an important evidence for examiners to understand candidates. To some extent, this is no less than the dialogue language in the interview. We should pay attention to dressing up our appearance, so as to have a good appearance and mental outlook in the interview. Pay attention to some specific details when decorating instruments.
-Fashion design. Clothes should be made of materials that are not easy to wrinkle and cut to fit; The style of clothing is simple, concise, capable and not ugly. Generally, male students should wear suits and female students should wear skirts. Generally tight clothes or jeans are not suitable.
-head shape, face decoration. Hair should be neat, clean and shiny, and don't make it too novel and eye-catching.
-Other incidental modifications. Students must get rid of the bad smell before the interview. It's best not to eat onions and garlic before the interview. It is best to bring a folder or briefcase before the interview, which not only increases professional temperament, but also is very practical. You can put your resume, certificates, stationery and other personal data in. Don't borrow paper and pens from the examiner during the interview, which will show that you have no well-trained work habits.
(5), keep a normal state of mind
Mentality is too important for an interview. A nervous state of mind will inhibit the vitality of thinking, and the things in this article will forget where they are hidden. If you have a relaxed and calm mind, it will stabilize your mind, give play to what you think, and even creatively answer unexpected questions. Beginners, in particular, should keep a relaxed attitude because of their poor psychological foundation. How to keep the psychological relaxation before the interview? First of all, we should correctly analyze ourselves, choose suitable jobs according to our own specialties, maintain a proactive attitude towards job hunting, dare to compete and recommend ourselves, and enhance our psychological endurance. Secondly, we should get enough sleep, keep a clear head, predict possible problems, comprehensively consider the strategies of answering questions, and take the exam calmly with a good attitude.
(6) Conduct mock interview training.
After preparing for the interview, it is best to have a simulation training, which may be more effective. If the school organizes mock interview activities, college students should actively participate, exercise themselves and accumulate experience. College students can also exchange roles and practice with each other to adapt to the interview environment.
(7), etiquette
1) Arrive at the interview site 5- 10 minutes in advance to show the sincerity of the job seeker and give the other party trust. At the same time, you can adjust your mentality and do some simple equipment preparation to avoid rushing into battle and being in a hurry. To do this, we must keep in mind the location of the interview, and students who have the conditions should go ahead of time, so that they can observe the familiar environment, and secondly, they can easily grasp the round-trip time of the journey and avoid being late because they can't find a place or delay on the way. If they are late, they will definitely leave a bad impression on the recruiter and even lose the opportunity for an interview.
2) Don't be nervous when you enter the interview.
-If the door is closed, you should knock first and get permission before you go in. The action of opening and closing the door should be light, and it is best to be calm and natural.
When the examiner asks the name, he answers it in a bright and clear voice. When you enter the office, you should hold your head high, smile and look at the examiner. You shouldn't look forward and backward, nor should you look around. A man's pace should be vigorous, dignified, natural and generous, giving people the impression of being calm, steady, brave and fearless. The pace of women should be light and agile, giving people a feeling of lightness, pleasure and softness.
-Hello. Go to the examiner and say "hello" and "hello teacher" kindly. If the examiner stands up and shakes hands with you, you warmly reach out and shake hands with him.
You can't sit down until the examiner signals you to sit down. Sit down gently, keep your upper body upright, lean forward slightly, look at the examiner's eyes and face to show respect, put your back on the armrest or cross your abdomen, bend your legs together naturally, and put your feet flat on the ground; If it is a soft sofa chair, try to control yourself, don't sink in, sit up straight and concentrate on the examiner. Special reminder, don't bend over, don't scratch your ears and cheeks, don't walk on stilts, and don't shake all parts of your body. You should sit in front of the examiner calmly and accept his all-round examination. When you need to transmit personal data, you should stand up, hold your hands in your hands and show generosity, humility and respect. At the end of the interview, you should say "thank you".
3) Smile and look natural. An interview is a face-to-face emotional exchange. Facial expressions are richer and deeper than words, which can deepen the examiner's attention and affection for you.
When there are more than two examiners, you should keep your eyes on the one who answers the question, and look around at the other examiners when appropriate to show your respect for them. Pay attention to the other person in time when you speak, don't look around, look casual, and don't droop your eyelids, which shows a lack of confidence.
Special reminder: it is unwise to argue with the examiner excitedly about a problem, but it is beneficial to keep a calm and supercilious attitude. Some examiners will ask unreasonable questions to test your reaction. If you are "explosive", the interview effect will obviously not be ideal.
(B), interview skills
1, the interviewer's language ability
Your artistic expression in the interview field marks your maturity and comprehensive quality. For job seekers, it is undoubtedly very important to master the language expression ability.
(1) Listen carefully and answer fluently. When introducing the situation to you, the examiner should concentrate on answering his questions one by one, with clear speech, accurate pronunciation and elegant language. When speaking, we should also pay attention to controlling the speed of speech to avoid stuttering and affecting the fluency of language; Answer should be concise and complete, and try not to use abbreviations, dialects, dialects and spoken languages, so as not to be difficult for the other party to understand. When talking, the other party can nod at the right time or ask and answer questions appropriately. Special note: under normal circumstances, don't interrupt the examiner's questions or rush to answer questions, otherwise it will give people the impression of impatience, recklessness and impoliteness. After asking questions, you can ask for repetition if you don't understand. When you can't answer a question, you should tell the examiner truthfully. Ambiguity and nonsense will lead to the failure of the interview.
(2) The tone is peaceful, the intonation is appropriate, and the volume is moderate. Pay attention to the correct use of language, intonation and tone in the interview. Tone refers to the tone of speech, and intonation refers to the configuration of voice level. When greeting people, use intonation, stress and drawl to attract their attention. When introducing yourself, it is best to use a gentle statement tone, and the volume should depend on the situation at the interview site. On the principle that every examiner can hear your speech clearly.
(3) Pay attention to the listener's response and adjust it in time. Job interview is different from speech, but it is closer to general conversation. In conversation, you should always pay attention to the listener's reaction. For example, if the listener is absent-minded, it may mean that he is not interested in your passage, so you should try to change the subject; Listen attentively, perhaps because your volume is too low, and it is difficult for the other party to hear clearly; Frowning and shaking your head may indicate a problem with your language. You should adjust your language, intonation, tone, volume and rhetoric, including sentences, according to the other person's reaction in time to achieve good interview results.
2. Interviewer's skills in answering questions
(1) Get to the point, be concise, clear and well-founded. Under normal circumstances, a conclusion should be reached before discussion, that is, express your central meaning clearly first, and then describe and demonstrate it, otherwise a long speech will make people irrelevant. The interview time is limited, the nerves are too nervous, there are too many redundant words, and it is easy to digress, but it will dilute or miss the topic.
(2) Explain the whole story and avoid abstraction. Examiners always want to know the specific situation of some candidates when asking questions, and must not simply answer with "yes" or "no" According to the different questions asked, give detailed answers, some need to explain the reasons, and some need to explain the degree. An abstract answer that doesn't tell the whole story often doesn't leave a concrete impression on the examiner.
(3) Confirm the content of the question and avoid answering irrelevant questions. During the interview, if the questions asked by the examiner are temporarily out of touch, so that you don't know where to answer or it is difficult to understand the meaning of the other person's question, you can ask the other person to confirm the content of your understanding of this question first. For unclear questions, we must make it clear, so that we can have a clear goal and not answer irrelevant questions.
(4) Have personal opinions and characteristics. Examiners receive several candidates, ask the same question several times and listen to similar answers several times. So the examiner will feel boring. Only specific, unique and personal opinions and answers with personal characteristics will arouse the interest and attention of the other party.
(5) Knowing means knowing, and not knowing means not knowing. When you encounter problems that you don't understand, don't understand and don't know, don't be evasive, silent, far-fetched and pretend not to understand. This is not desirable. Admitting your own shortcomings sincerely and frankly will win the trust and goodwill of the examiner.
Leave politely
The interview usually ends in 30-50 minutes. The examiner hinted that after the interview, the interviewer should take the initiative to leave politely and shake hands with the examiner to express his gratitude.
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