Throw away the following questions, you can succeed, otherwise, you are a failed interviewer
Whether you are the interviewer or not, I believe that many partners have often participated in interviews in the workplace. Through the interview, you will find a lot of interview content, including the interview process, which will make you feel confused. If such a situation occurs, it shows that the company The interviewer is incompetent and needs to practice. If you are an interviewer of a company, check if you have the following questions. If there are any, please correct them quickly.
[1] The purpose is unclear.
As an interviewer, no matter what level of job applicants you are facing, you must understand what the purpose of your interview is before the interview. What kind of results do you want to achieve through such an interview? In a word, as an interviewer, you need to know what is the focus of this interview? Otherwise, your interview is tantamount to no direction.
[2] The standard is not clear.
In the actual process, the interviewers of many companies are only very clear about their own one-third of an acre, and have no knowledge of the work standards and competencies of other vacant positions, or they know relatively simple, let alone talk about the vacancy. The knowledge, skills, abilities, professional qualities, etc. necessary for the position. As a result, if you don't understand the standards of the vacant position, even if you think that the candidate for the interview is more suitable for the position, it may lead to a mismatch between the person and the position after the job seeker arrives.
[3] There is no process for the interview.
Interviews are a common form of work in companies, so in the face of such a form, if you don’t even have the most basic and complete process, it’s impossible for your interview to accomplish what work you need to accomplish and what information you need to obtain at each step. Your interview process is completely random, as we often say, "East one hammer and the west one hammer", after the interview, even if you want to use this job seeker, if the job seeker is an experienced person in the workplace, there are May not choose your business.
[4] The question is too vague.
Many interviewers often use a trick. They like the interviewee to directly talk about their abilities, characteristics and personality. It is not wrong to do so. This process is a relaxing process for job seekers. However, the questions asked by many interviewers are completely multiple choices. If the job seeker chooses less or learns more, you will think that this is not the standard talent you want, then you may lose your company. Talents, then you can only keep running on the road of talent selection, it seems that you are very busy, but you are busy and useless.
[5] Prejudice is too strong.
In the actual interview process, I also found that many interviewers like to use their personal preferences, beliefs or personal emotions to determine the results of the entire interview. I believe that even if the interview results come out, you will find that it will not take long for you The recruited talents will still be lost, which may be handled improperly, and will seriously affect the labor-management relationship between the two parties.
