Interview, which is an important and necessary process in life; Whether it is admission, employment, public examination, postgraduate entrance examination, etc. In order to obtain the desired result, both parties to the interview need to do their homework in advance, plan and design 5w2h in many aspects, and comprehensively use talents, materials, scenarios and scientific technology.
Before, during, and after the interview, the interviewer and the interviewee need to focus on the interview goal to carry out a "ask, listen, watch, and remember" promotion and implementation, and pursue efficient results in a courteous, well-founded and restrained manner.
Combined with more than 20 years of experience in hosting interviews and summarizing more than 10 years of human resource management teaching, Guo Chaogang shared with you: 101 interview tips to help you grow into a better interviewer!
Prepare for the interview
Tip 1:Know the requirements for all open positions before you interview.
Tip 2:Prefer to look for new people rather than choose from existing ones.
Tip 3:Imagine the ideal candidate for a vacant position.
Tip 4:When open positions arise, review all job descriptions with your team.
Tip 5:Whenever a vacancy arises, it is important to examine whether it is necessary to exist.
Tip 6:Verify that the job requirements have changed.
Tip 7:Offer flexible working hours at the right time.
Tip 8:When writing a job description, don't downplay the difficulties at work.
Tip 9:See salary levels for similar jobs at other companies.
Tip 10:Make job titles motivating so that people come to apply.
Tip 11:Only interview candidates who are truly suitable to avoid wasting time.
Tip 12:If you have the ideal candidate somewhere else, encourage them to apply.
Tip 13:Make sure that the ad content is proofread.
Tip 14:Have the candidate send their letter with their ** so you can remember the person and the name together.
Tip 15:If a relative recommended by a colleague participates in the application, it should be treated objectively.
Tip 16:Record the progress of each recruitment step for future reference.
Tip 17:Set minimum requirements when screening resumes.
Tip 18:Set up a special person to answer the people who have passed the ** application.
Tip 19:To expedite the process, all applicants may be replied to in a uniform format.
Tip 20:Mark out areas of interest in your resume and ask candidates during the interview.
Tip 21:Suppose some of the information in the resume is not credible.
Tip 22:Pay attention to inconsistencies in your resume.
Tip 23Ask yourself: Did you make a good impression of the candidate by reading the resume.
Tip 24:The application form provides an equal playing field for each candidate.
Tip 25:Candidates in between can ask for the opinions of their colleagues.
Tip 26:When sending a letter to a rejected candidate, be courteous.
Tip 27:Engage informally with candidates prior to a formal interview to gauge their suitability.
Tip 28:Consider whether a written exam is needed to weed out unsuitable candidates.
Schedule an interview
Tip 29:Sometimes it is necessary to conduct interviews in your spare time.
Tip 30:To help the candidate relax, prepare some drinks during the interview.
Tip 31:Avoid being interrupted from the interview.
Tip 32:Stay alert so you can keep your mind alert during the interview.
Tip 33:Post a "Do Not Disturb" sign on the door of the interview room.
Tip 34:Explain to the candidate that you want him to sit in **.
Tip 35:Provide clear signage for the interview location.
Tip 36:Before the interview, each member of the interview team must agree with the interview objectives.
Tip 37:Details of the interviewees are provided to all interviewees.
Tip 38:If teamwork is important at work, group exercises can be designed for candidates.
Tip 39:Choose what to interview based on your interview strategy.
Tip 40:To put candidates at ease, it's a good idea to ask simple questions at the beginning of the interview.
Tip 41:Different questions should be asked of different candidates.
Tip 42:Ask open-ended questions, i.e., questions that enable candidates to answer more than just "yes" and "no."
Tip 43:Use closed-ended questions only if you want to get a specific answer from the candidate.
Tip 44:Candidate resumes and comparison tables help with the preparation of interview questions.
Tip 45:You have two ears and a mouth, so you should spend twice as much time listening to people as you do.
Tip 46:Summarize what the candidate said to show that you were listening.
Tip 47:Check with the candidate to make sure they understand everything they heard.
Tip 48:Ask questions as well when answering them.
Tip 49:Make a list of interview items and bring them with you.
Tip 50:If you wish to record the interview, you must obtain the consent of the applicant.
Conduct interviews
Tip 51:Before the interview, you should dress properly and your hair should be neat.
Tip 52:If the candidate arrives early, tell them when the interview will start.
Tip 53:Smile, but don't overdo it, or you'll give the impression of nervousness.
Tip 54:A good candidate may perform mediocre in an interview.
Tip 55:Dress in a way that does not distract the candidate.
Tip 56:When interviewing, try to be as natural as possible.
Tip 57:Whether the candidate is capable and willing to do the job.
Tip 58:Avoid asking personal questions that aren't relevant to work.
Tip 59:Keep a record of the job-related competencies that the candidate possesses.
Tip 60:Pay attention to when a candidate is excited, so you can see why they're excited.
Tip 61:Giving positive feedback on the candidate's conversation can encourage them to go deeper.
Tip 62:Before the interview begins, have a casual conversation with the candidate for a few minutes.
Tip 63:Respect candidates who have the courage to admit that they don't know the answer.
Tip 64:When the interviewee is nervous, you need to be calm.
Tip 65:Use body language to build rapport with candidates.
Tip 66:Train yourself to be able to unconsciously observe the body language of others.
Tip 67:Pay attention to the movements of the candidate's hands, which can convey a lot of useful information.
Tip 68:Pay attention to the candidate's voice: a high-pitched voice indicates nervousness.
Tip 69:Be authoritative in the tests you use.
Tip 70:Tests for regular use are constantly updated.
Tip 71:Look at the test results to grasp the overall situation, not just focus on a certain point.
Tip 72:Psychometric tests should be used as an adjunct to other tests and should not be treated separately.
Tip 73:Ask the candidate to provide a handwritten letter of application and ask the graphographer to study their handwriting to judge their character.
Tip 74:Ask internal candidates why they want to change roles.
Tip 75:If there is a test, the candidate should be notified in advance.
Tip 76:Tell the candidate that you have many other people to interview.
Tip 77:Keep an open mind throughout the interview process.
Tip 78:Give candidates the opportunity to withdraw their application.
Tip 79:Try to maintain the candidate's self-esteem.
Tip 80:If you're skeptical about a candidate's suitability, trust your instincts.
Analyze the results of the interviewTip 81:Eliminate prejudice against any applicant.
Tip 82:Imagine what a candidate would look like outside the interview room.
Tip 83:Applicants should be informed before verifying their background.
Tip 84:Keep your resume with interview records, other people's opinions, and comparison charts.
Tip 85:Create a separate profile for each candidate.
Tip 86:Once all the suitable candidates have been interviewed, the shortlist of candidates will be narrowed down.
Tip 87:Even if you don't have the right candidate, you should never lower your requirements.
Tip 88:When scheduling a second interview, offer to pay for the candidate's travel expenses.
Tip 89:Before scheduling a second interview, ask if the candidate is still interested in the job.
Tip 90:Set up a file management system to store all candidates' resumes for later use.
Tip 91:Members of the group should set their questions before the interview.
Tip 92:References are often highly subjective.
Tip 93:Ask the candidate about the best time to contact the referee.
Tip 94:If there is any discrepancy between the referee's certificate and what the applicant said, please explain it clearly.
Tip 95:Never use a candidate's strengths to offset his serious shortcomings.
Tip 96:The details of the confirmation letter need to be discussed with the candidate.
Tip 97:Wages should be fair and competitive.
Tip 98:To avoid confusion, it is necessary to confirm the job benefits in writing with the applicant.
Tip 99:Indicate the date on which the candidate is required to respond to the written confirmation.
Tip 100:When writing a rejection letter, imagine what you would like to see if you were a candidate.
Quick Tip 101:Take new employees on a tour of the office and introduce them to everyone.
Whether an interview is an important part of your job or an occasional duty, you'll realize that it requires careful consideration and planning, and is complex and time-consuming. Recruitment tips will help you avoid many unnecessary problems during the hiring process and provide practical advice that will give you the confidence to successfully prepare for interviews, interviews, and analyze interview results.
The author of this article is Guo Chaogang, founder of Qizhe Consulting, visiting professor of the Chinese Academy of Management, and senior human resource manager.
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