Interview skills and precautions for interviewers: Remember to observe, listen, ask questions, and judge 4 points

Interview is a two-way choice between job seekers and job-providing units. It is very important for job seekers because it involves their own career prospects; it is also very important for interviewers because they represent enterprises. So the interviewer also needs to master the skills and be careful to avoid mistakes in order to do a better job.

Interviewers must master the skills of observation, listening, questioning, and judgment. They need to pay attention to avoid unprofessional situations such as rushing into battle, asking blunt questions, acting casually, disrespecting job seekers, anticlimactic, etc., which will adversely affect corporate interviews and job seekers. .

1. Master observation skills =============================

The interviewer should start to use observation skills from the moment the candidate enters the interview site, and carefully observe the candidate from the look, shape, dress, appearance and resume to learn more.

• Observe the applicant's mental outlook and demeanor.

A person's mental appearance and external demeanor can reflect the internal quality and psychological quality. If the applicant enters the interview site, if his eyes are wandering, he always looks at his toes and does not dare to face the examiner, indicating that the person is not confident in himself; if the applicant Face the examiner with a smile, humility, and a firm look, indicating that the person is full of confidence.

In order to attract the attention of the chief examiner, some candidates will wear a famous brand, appearing very rich and gentleman; on the contrary, some candidates are sloppy, dress casually, and appear not formal enough. Can a person with a famous brand be able to bear hardships and stand hard work? Can sloppy people be disciplined? Interviewers can find many problems by observing facial expressions and grooming.

• Scrutinize your resume to find more in-depth content.

The key information in the resume is an important basis for the interviewer to understand the candidate and tap its inherent potential. Observing the resume can help the interviewer make a preliminary judgment on the applicant's family background, work experience, work tenacity, etc., and can also discover the applicant's work attitude, professional integrity and thinking characteristics.

The completeness of the resume content and no intentionally vague information can reflect the professional integrity of the applicant to a certain extent; the appearance design, wording grammar, and writing specifications can reflect the work attitude of the applicant; the hierarchy and logic of resume writing are all It can reflect the thinking characteristics of candidates. As the saying goes, details determine success or failure. Careful observation of resumes can reveal many details.

2. Master listening skills ===========================

Active listening can help the interviewer improve their understanding of the candidate, listen carefully to the candidate's answers during the interview process, focus on questions and valuable content, and use gestures and language such as nodding, smiling, or "ok" and "um". Encourage candidates.

• Listen to more information and comments.

Carefully listen to all kinds of information in the candidate's statement, such as the introduction of their own ability and the statement of proof of ability, and listen to the evaluation of the candidate by teachers, classmates, former leaders and colleagues. Make a more objective judgment on the ability of the applicant through the evaluation of other people stated by the applicant.

• Listen to structure and perspective.

By listening to the applicant's self-introduction and answering the question statement, judge whether the statement structure is meticulous, the logic is clear, the details are in place, the time allocation is reasonable, etc., from which we can see the applicant's logical ability and expression ability. . By listening to the opinions output by the candidates when answering the questions, judge the team spirit and professionalism of the candidates.

3. Master questioning skills =============================

Questions are a way for the interviewer to examine the candidate's competence for the job position. Focusing on the candidate's work experience, thinking and judgment ability, action ability, etc., according to the applicant's past behavior, predict his future behavior status, and judge whether he can Qualified for the job interview.

• Ask questions around key points.

More questions are asked around the core requirements of the recruiting position, and the behavior examples of the candidates are constantly excavated; more questions are asked based on the candidates' past work behaviors, so as to avoid the candidates' vague popular behaviors to replace their actual performance; most of them are carried out through the mapping method Ask questions to infer the thinking mode of the candidates; ask more questions about the loopholes and doubts in the answers of the graduates, and try to verify them in the process of questioning.

• Ask less irrelevant questions.

For college graduate applicants, try to ask less questions about academic performance and club activities. As long as the scores are not too bad, the reference value is not significant; now there are many kinds of activities in the school, and the reference value of club activities is not large. Don't ask about development plans. For many people, development plans may be good wishes based on superficial information, and they will basically change a lot, not enough to provide much reference.

4. Master judgment skills ==========================

All the skills of observing, listening, asking questions, etc., are the basis for judgment. When recruiting to the decision-making stage, the most important thing for the interviewer is to master the skills of judgment. The interviewer needs to make a judgment on the richness of the information on the basis of a comprehensive understanding, and at the same time be psychologically prepared to avoid misunderstandings that affect the judgment.

• Judge the content of the information.

At the end of the interview, the first question faced by the interviewer is "Is the information and materials of the applicant enough for me to make a final decision?" The answer is "no", indicating that the information is not enough, then the interviewer needs to start the next round of interview procedures according to the specific requirements of the company, and cannot make hasty decisions when the amount of information is insufficient.

• Mistakes to avoid.

When judging whether to hire a candidate, the interviewer needs to avoid the primacy effect caused by the first impression, the halo effect caused by being attracted by a bright spot, and especially the comparison effect that is unintentionally identified as the best candidate. The "like me" effect brought about by empathy and mutual sympathy, the attribution effect of overconfidence in one's own intuition, and the effect of the opposite sex caused by attraction to the opposite sex, the high scores are concentrated in the central heating effect of the middle segment.

5. Some things to pay attention to ===================================

• Be prepared and don't rush into battle.

The interviewer needs to do their homework before the interview, and try not to rush into battle without adequate preparation or preparation at all, which will not only affect the efficiency of the interview, but also have a negative impact on the company.

• Do your homework and ask questions as professionally as possible.

The interviewer should do their homework on the recruitment position and the applicant's information, so as to avoid being unprofessional when asking questions, and always ask some flashy and poorly targeted questions, which cannot achieve the real purpose of the investigation.

• Focus on the key points and make good interview records.

In a succinct way, document the performance of the interviewer, as well as the cases cited, stories told, etc., in response to the questions. Try not to hesitate and scribble while recording, and complete the recording before the next interviewer sits across from you.

• Avoid anticlimactic and affect the interview results.

Don't go to the core stage of the interview as soon as you come up, which will cause the candidate to be nervous and difficult to enter the state quickly; at the end of the interview, you will not give the candidate a chance to ask questions and end it hastily. "Anticipate" will greatly affect the candidate's performance and interview. Effect.

• Avoid acting casually and disrespecting the candidate.

Respecting the candidates is the minimum professional ethics of the interviewer, so the interviewer must first put himself in the right position, calm down, don't be arrogant, don't make phone calls, look at your watch, or bite your ears.

6. Epilogue

The interviewer is the leader and examiner of the company's interview work. Mastering the four key points of observation, listening, asking questions and judging can help the company select talents who are conducive to the development of the company with higher efficiency, more accurate judgment and higher quality. .