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Summary of basic forms of interview etiquette interview

1? Personal interview Personal interview is also called a separate interview. Refers to the examiner's separate interview with the candidate, which is the most common form of interview. There are two situations for a separate interview. One is that only one examiner is responsible for the entire interview process. Most of these interviews are used when smaller units hire lower-level staff. Second, a number of examiners participated in the entire interview process, but only talked to one candidate each time. Most civil service selection interviews fall into this form. The advantage of a personal interview is to provide a face-to-face opportunity for the interviewer to communicate more deeply. Once a separate interview is passed, you can usually participate in a group interview. After group interviews and group discussions, you can screen out the candidates who participated in the final interview. In the final interview, there will be a personal interview again. There may be five or six examiners at this time, and there may be more examiners sitting in front of you. Any one of them may ask the interviewer a variety of questions for the interviewer to answer. Your situation Same as "the public". The interviewer is alone, facing such a scene and this atmosphere, the heart may be like hanging in the throat, in advance must be psychologically prepared. However, no matter what kind of occasion, the individual interview should seek to dig out the true meaning of the candidates as much as possible. Through conversation, mutual understanding, we must keep in mind that our purpose is to let the other party accept ourselves. This is the candidate's answer to the question. The starting point and the root cause. 2? Collective interviews Group interviews are mainly used to examine candidates' interpersonal communication skills, ability to understand and grasp the environment, and organizational leadership. In a group interview, the candidates are usually required to conduct group discussions, work together to solve a problem, or allow the candidate to take turns to lead the meeting, give a speech, and so on. No leadership group discussion is the most common type of collective interview. The examiners sit at a certain distance from the examinee, do not participate in questions or discussions, and score the candidates through observation and listening. The examinees are free to discuss the discussion topics given by the examiner. This topic is generally taken from the proposed position. The job needs, or the hot issues in real life, have a strong job specificity, scene fidelity and typicality and operability. 3? One-time interview and staged interview 1) One-time interview One-time interview, that is, the interview of the employer corresponding to the tester is concentrated once. In a one-time interview, the interviewing examiner's lineup is generally "strong", usually composed of the employer's personnel department head, business department head and personnel assessment experts. In an interview situation, whether the candidate can get through the interview, or even whether it is finally accepted, depends on the performance of this interview. In the face of such interviews, candidates must concentrate on their strengths, prepare carefully, and go all out. 2) Staged Interviews The staged interviews can be divided into two types: “sequential interview” and “step-by-step interview”. The sequential interviews are generally divided into three steps: initial test, retest and comprehensive assessment. The initial test is generally conducted by the personnel department of the employer, and those who are obviously unqualified are eliminated. Those who pass the initial test will enter the retest. The retest is generally conducted by the department head of the employer to examine the candidate's professional knowledge and business skills, and to measure whether the candidate is suitable for the proposed position. After the re-examination, the personnel department will jointly assess the scores of each candidate and determine the final qualified candidates. Step-by-step interviews are generally conducted by the supervisors, directors, and general staff of the employer. The interview team is interviewed according to the level of the team members, from low to high. The content of the interview has its own emphasis on the level. The lower level is generally based on the examination of professional and business knowledge. The middle level is mainly based on the examination ability, while the senior level is fully examined and finally checked. The implementation of layer-by-layer elimination screening is becoming more and more strict. Candidates should be mindful of the requirements of each level of interviews, and strive to make a good impression at each level. When you are in a low-level interview, you should not be contemptuous or numb, and you should not be overly nervous when facing a high-level interview. 4? Regular interviews and situational interviews 1) Regular interviews The so-called regular interviews are the interviews in which the main examiners and examinees who are common in our day face-to-face with questions and answers. Under such interview conditions, the examiner is in a proactive position, and the candidate is generally passive. The examiner makes an evaluation based on the respondent's answer to the question and the overall quality of the examinee's instrumental appearance, body language, and emotional response during the interview. The examiner asks questions and the candidate responds according to the questions of the examiner to demonstrate his overall quality. 2) Situational interviews Situational interviews are a new trend in the development of interview forms. In the situational interview, it breaks through the regular interview, that is, the mode of questioning and answering by the examiner and the examinee, and introduces the scenario simulation method of no-team group discussion, document processing, role-playing, speech, defense, case analysis and so on. In this form of interview, the specific methods of the interview are flexible, the interview is simulated and realistic, and the candidate's talent can be more fully and comprehensively displayed. The quality of the examiner can also be more comprehensive. A deeper, more accurate evaluation. In the situational interview, the candidate should be generous and enter the situation naturally and harmoniously to remove the anxiety of anxiety and anxiety. Only in this way can the best effect be achieved. 5? Other forms of interview 1) Table interview table interview, that is, the applicant will dine with the supervisor of each unit of the unit, and everyone will talk with the applicant while eating. Table interviews are generally used when evaluating senior or important staff. This kind of interview is easy to create a kind of friendly atmosphere, so that the applicant can reduce the psychological pressure so that the quality of the applicant can be truly reflected. At the same time, the applicant can fully examine the candidate's social culture, customs, table manners, and public relations in a specific situation. The real situation of strategy, on-the-spot resilience, etc. Be careful not to order the cheapest or the most expensive dish when ordering at a table interview. Point the cheapest dish, it is easy to make people underestimate your value; point the most expensive Lai, it is easy to make people feel resentful, feel that you are not careful for the company, must not only think that it is just ordering, just like ordering, real It is a test. 2) Interview interview The interview is to let the candidates attend the meeting, discuss the topics of the meeting, determine the plan, and draw conclusions. This kind of interview content is usually analyzed and processed in a specific case, which can reflect the level and ability of the actual applied knowledge relatively intuitively, concretely and truly. The interview interview mainly examines the candidate's ability to analyze the problem and solve the problem, from which the quality of knowledge, thinking horizon, analysis and judgment, and decision-making can be examined. 3) Questionnaire interview questionnaire interview is to use the form of questionnaire to enumerate the questions to be examined. The examiner evaluates and quantifies the characteristics of the applicant according to the behavior in the interview. It is a commonly used method in interviews. It has the advantage of combining qualitative assessment with quantitative assessment, with operability and accuracy, and avoids the defects and deficiencies of subjective evaluation based on feeling and ambiguity. 4) Guided interview-led interviews, mainly by the examiner to ask the job seekers for certain opinions, needs or get some more positive answers. Such methods should be used for interviews such as salary, benefits, benefits and work arrangements. Guided interviews are characterized by “special” responses to “specific” questions, primarily through job seekers' ability to answer questions and test their responsiveness, intelligence, and overall quality. 5) Non-guided interviews The opposite of guided interviews is a non-guided interview. In the non-guided interview, the questions raised by the examiner are open-ended, rich in content, and extensive in scope. After the examiner's question, the job seeker can give full play and try to express his opinions or comments. It does not have a "specific" answer and no "specific" answer. Compared with guided interviews, non-guided interviews, job seekers can speak freely, so they can get richer information and help to make more objective evaluations. 6? The strange form of interview Sometimes, the examiner also takes some wonderful and unique forms of interview according to the specific situation and actual needs. 1) Once in the interview for a meal, the main tester held a banquet interview and asked the candidate to eat a dumpling. After eating, the main tester asked how many dumplings the applicant had eaten, some did not count, ignorant, some counted their own dumplings, and some not only counted themselves, Even the number of people who eat next is clear. This is an understanding of the candidate's observation and care from an unintentional activity. This is a more important quality for jobs such as accounting and insurance. It can be seen that taking care everywhere will give you more opportunities. On another occasion, a main tester entertained the applicants with a dry meal that was difficult to swallow. The main testers told them to eat slowly, and then went to the next room. In fact, this is a "meal speed test." The person who finished the meal soon became the winner of the interview. Interestingly, however, the rankings in the interview were directly proportional to the results after entering the company. Eating fast also indicates good health. Indeed, the workers selected through this method have almost never been sick, please take a vacation. It can be seen that sometimes it is necessary to ignore the words and maintain your own personality. 2) The interview with a small and big saying is often said that although the dew is small, it can reflect the sun's rays. A grain of sand sees the world, and a few petals talk about human feelings. A small thing in the application seems to be unusual and unintentional, but it often reflects the inner quality of a person and is captured and appreciated by the main tester. There is an interview case in the United States: After Ford graduated from college, he went to a car company to apply. At the same time, the three or four people who applied for the job were higher than him. After interviewing several people at the moment, Ford felt that he had no hope. But if you come, it will be safe. He knocked on the door into the chairman's office. When he entered the office, he found a piece of paper on the floor. He bent over and found it was a piece of paper, and he threw it into the trash. Then I went to the chairman's desk and said, "I am applying for Ford." The chairman said: "Very good, very good, Mr. Ford, you have been hired by us." Ford said with amazement: " Chairman, I think the first few people are better than me. How did you hire me?” The chairman said: “Mr. Ford, the first three are indeed higher than you, and the instrument is good, but their eyes can only see big things. You can't see small things. Your eyes can see small things. I think people who can see small things can see big things in the future. A person who can only see big things, he will ignore many small things, he will not succeed. So I only hired you." Later, as expected, Ford became the founder of "American Ford." 3) The spy-style interview must not ignore this kind of warning that “at any time, you are interviewing”. When attending an interview, the company's staff members are often in and out of the lounge. Candidates chat in this situation, although it is a conversation between classmates or colleagues, but also pay attention to the content and attitude of the conversation, because a little attention in the chat will reveal the truth that is not willing to speak during the interview. In a interview lounge, a large multinational company in Japan intends to arrange for some staff members to enter and leave the lounge without pretending to understand the intentions of the candidates in the mutual conversation, and to collect materials for deciding whether to hire. Some new staff members will also wear uniforms and do reception work in the lounge. They will also actively talk with candidates according to the company's instructions to listen to and collect the required information to understand the applicant's intention. Smart candidates can take advantage of this “spy” type of interview. When talking in the lounge, if the company’s staff is present, the job seeker can intentionally reveal ideas such as “This company is indeed my first choice”, “I must enter this company no matter how difficult,” The personnel department of the company believes that the candidates who are trying to test the most can reveal their true thoughts in the chat in the lounge. As a result, those who chat in the lounge and meet the psychology of the examiner can be hired. Therefore, in the chat in the lounge, there must also be "interview awareness." Speaking of substantive issues, even in the case of informal interviews in the lounge, be cautious, try to express your own favorable views and increase the success rate of your interview. 4) Early interview interview saying that people are busy early in the morning, and early birds catch insects. Those who catch the interview time early are not only prepared for the preparation, but also leave the examiner with the importance of cherishing the position, diligent and responsible work, and giving the examiner a credible and reliable feeling. The Japanese electric company, through long-term actual examinations and data collection of people who are late for work or late for work, came to the conclusion that when they came to work, they were late, sleepy, and hurried, such people had poor work performance. What kind of work is done; and those who arrive early have plenty of time, leave room for it, and have enough preparations in mind, which may do a good job. One company sent a notice to the applicant to stipulate that the company should go to the company some time on a certain day of the month. On this day, the examiner came to the test site half an hour earlier and sent a notice of “pre-employment” to the applicant who had already arrived. The notice stated: The company only hires people who arrive in advance. Those who come according to the prescribed time, of course, have nothing to gain. Early arrival reflects the degree to which the candidate pays attention to the matter. 5) The interview for wearing a jacket once had a first-class big company, and published advertisements for recruiting staff. The advertisement stated that the candidate must wear a jacket. Many people feel that this article is somewhat inexplicable, but when they receive the notice, they still wear jackets to go to the interview. The person who went to apply was introduced to a special office. There is only one desk and one chair in the office, and the examiner is sitting on the top of the chair. There is nothing else in the office. The examiner said with a polite manner: "Please hang the coat on the coat rack, please sit down!" After he finished his work, it seems that he has a lot of files on the table that are urgently needed to be processed. Applicants have the following situations: The first type of person, standing on the sidelines, waits for the examiner to finish the matter without any movement or patience. The second person, politely said to the examiner: "Sorry, sir, you may have neglected, there is no coat rack and chair." The third person, first answered "OK!", then I looked around for the coat rack and the chair. When I found out that there was no such thing, I stood up in the air and felt uncomfortable. I got some noise from time to time. The fourth person bravely said the words straight out: "The words are like this, but there are no coat racks and chairs." The fifth person, out of the office, looking for it, finally found a a chair. According to the different performances of candidates, this company has chosen four types of people: the first three kinds of people - this kind of person has adaptability, does not make amazing remarks, and has poor leadership ability. It is only suitable for calculation, management and other machinery. Sex work. The second type of person - the form of reaction is different from that of the average person. Although he seriously pointed out the unreasonable position of the other party's request, he also considered the position of the other party's "supervisor" and dealt with the problem very well. He is pioneering. Leadership. The fourth person - suitable for salesman and salesman, he has a positive sales talent, a tough personality, and the courage to challenge the goal. The fifth kind of person - this kind of person's reaction is very special, his words and deeds are at the forefront of the times, suitable for public relations planning work. Because he is good at brainstorming and changing the status quo, but often more than others. Originally, the company asked candidates to wear a jacket to test their interview psychology. 6) An interview must be said that a publishing company is preparing to recruit a group of editors in order to develop its business. Like other companies, their recruitment notice reads: A written test and interview for a qualified person on a certain day of the month. The form of the initial test is to be determined. Soon, many people got a call from the publishing company, and the candidates also understood that this was the first test using the phone. The first-time program is nothing strange, the question is simple and easy to answer, and everyone can handle it. Some applicants are polite and have a desire for work. After the initial test, they always say: "I hope to see you again." Who knows, this sentence has become a standard that can be hired as an editor, that is, said The person who said this sentence will be hired. If he did not say it, he will be eliminated. Source: Sohu

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