What are the interview steps? You should pay attention to all these in the workplace. The law also has clear provisions on this issue. Knowing these rules can help you improve your workplace relationship and reduce your contact with difficult colleagues. Have you learned the interview steps?
What are the interview steps 1 1, knocking at the door?
Knock on the door twice. Hear "come in" and open the door. Knock again if there is no response, and open the door after saying "I'm sorry" if there is no response.
2. Sorry to disturb you.
Open the door a little, look the interviewer in the eye and say "I'm sorry" loudly. If there are multiple interviewers present, please look into the eyes of the person in the middle. )
Step 3 open the door
Open the door with one hand. Most people are holding bags during the interview, so it is impossible to open the door with both hands. )
Face straight ahead as far as possible, open the right door with your right hand and the left door with your left hand. From the interviewer's point of view, it is to open the door to the right, so open the door with your right hand and move forward naturally.
Step 4 close the door
Try not to turn your back on the interviewer and close the door sideways. Be careful not to make any noise when closing the door.
5. Gifts
Pay tribute to the interviewer. You can also say, "Please take care!" Salute later.
6. Go to the chair.
Keep a normal walking posture. There is no need to look the interviewer in the eye. ) Be careful not to be pointed out by the other party. Because you can't master the correct posture, you should ask friends and others for advice.
7. The chairman stood by.
Sit in a chair (on the side near the door) by standing by. Men's arms extend to both sides, and women's hands are crossed in front of them (please put your right hand on your left hand).
After asking for "name and university", look the interviewer in the eye and say, "I'm XXX from XX Department of XX University. Please take care today. " Later, he saluted. (Don't introduce yourself and salute at the same time)
8. Sit at a table
When you hear "please sit down", be careful not to lean too far back when you sit down. About half a chair is better. ) A man's hand should be clenched gently on his knee. A lady's hands should be folded in the middle of her knees.
What are the interview steps? There are more than two kinds of interviews.
The types of interviews mainly include the following categories:
I. Personal interview
Personal interview is also called individual interview. It means that the examiner interviews the candidates alone, which is the most common interview form.
There are two separate interviews. First, there is only one examiner in charge of the whole interview process. This kind of interview is mostly used in smaller units to hire people with lower positions. Second, many examiners participated in the whole interview process, but only one candidate was interviewed at a time. The advantage of personal interview is that it can provide an opportunity for both sides to communicate face to face. Once passed, you can generally participate in group interviews.
After group interviews and group discussions, candidates for the final interview can be screened out. Finally, there will be a personal interview. 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 all kinds of questions for the interviewer to answer, which is a bit like graduation defense at school. Your situation is similar to "the target of public criticism". However, it is different from graduation defense. The content of graduation defense is slightly expanded within the scope you prepared, and you don't know which scope the interviewer will ask during the interview, which is a "roaming" question; When defending your graduation, most of you are familiar teachers. When interviewing, you are all unfamiliar examiners. In the face of such a scene and such an atmosphere, we must be psychologically prepared in advance before we can calmly deal with it.
However, no matter what kind of occasion, the personal interview seeks to dig out the true connotation of the candidate as much as possible, get to know each other through conversation, and remember that their purpose is to make the other person accept themselves, which is the starting point and foundation for the candidate to answer questions.
Second, the group interview
Group interviews are mainly used to examine candidates' interpersonal skills, ability to understand and grasp the environment, organization and leadership skills. In group interviews, candidates are usually asked to discuss in groups, cooperate with each other to solve a problem, or let candidates take turns as leaders to preside over meetings and deliver speeches, so as to examine your organization and leadership ability.
Leaderless group discussion is the most common method of group interview. The examiner sits at a certain distance from the examinee, does not participate in questions or discussions, grades the examinee through observation and listening, and the examinee freely discusses the discussion topics given by the examiner. This topic is generally taken from the post demand of the proposed position or a hot issue in real life, which has strong post particularity, realistic scene, typicality and operability.
One-time interview and staged interview
1, one-time interview
One-time interview refers to one-time interview of applicants by employers. In a one-time interview, the interviewer's lineup is generally "strong", usually composed of the head of the personnel department of the employer, the head of the business department and the personnel evaluation experts. In an interview, whether a candidate can pass the interview or even be finally hired depends on the performance of the interview. In the face of this kind of interview, candidates must concentrate on their advantages, prepare carefully and go all out.
Step 2 interview by stages
Staged interviews can be divided into "sequential interviews" and "step-by-step interviews".
Sequential interview is generally divided into three steps: initial test, second test and comprehensive evaluation. The initial test is generally presided over by the personnel department of the employer, and those who fail obviously will be eliminated. Those who pass the initial test enter the second interview. The second interview is generally presided over by the person in charge of the employing department to examine the professional knowledge and business skills of the applicant and measure whether the applicant is suitable for the proposed position. After the second interview, the personnel department will make a comprehensive evaluation of each candidate's performance together with the employing department to determine the final qualified candidate.
Step by step interview
Generally, an interview panel is composed of the competent leader of the employer and the general staff, and the candidates are interviewed from low to high according to the level of the team members. The content of the interview focuses on different levels. Generally, the lower level focuses on the examination of professional and business knowledge, the middle level focuses on the examination of ability, and the upper level conducts comprehensive examination and final examination. Step by step, the screening is getting stricter and stricter. Candidates should be clear about the interview requirements at all levels and strive to leave a good impression at all levels. In a low-level interview, you should not be taken lightly and careless, and you should not be overly nervous in the face of a high-level interview.
Regular interviews and situational interviews
1, regular interview
It is a face-to-face interview between examiners and candidates, mainly in the form of questions and answers. Examiners ask questions, and candidates answer them according to the examiner's questions to show their comprehensive quality. Under this interview condition, the examiner is in the position of asking questions actively, and evaluates the comprehensive quality of the candidates according to their answers, appearance, body language and emotional response in the interview. Candidates are generally passive and are constantly observed, asked, analyzed and evaluated by interviewers.
2. Situational interview
Situational interview is a new trend in the development of interview forms. In the situational interview, we break through the conventional interview mode, that is, the examiner and the examinee ask and answer, and introduce scenario simulation methods in personnel selection, such as leaderless group discussion, document processing, role-playing, speech, defense and case analysis. In this interview form, the specific interview methods are flexible and varied, and the interview simulation is true, so that the candidates' talents can be fully and comprehensively displayed, and the examiner can also make a more comprehensive, in-depth and accurate evaluation of the candidates' quality.
In the situational interview, candidates should enter the situation naturally and harmoniously, and get rid of anxiety and anxiety. Only in this way can we achieve the best results.
3. Other interview forms
1, surface test
Table interview means that the applicant has dinner with the directors of all departments of the unit, and everyone chats with the applicant while eating. Desktop interviews are generally used to evaluate senior or important employees. This kind of interview is easy to create a friendly atmosphere, so that candidates can reduce their psychological pressure, thus truly reflecting the quality of candidates; At the same time, we can also comprehensively examine the applicant's social culture, local customs, table manners, public relations strategies, and the ability to improvise in specific situations. When ordering food at the table interview, be careful not to order the cheapest or the most expensive. Ordering the cheapest food is easy to underestimate your own value; Ordering the most expensive dishes is also easy to make people feel sick. I think you are not careful about the company. You must not just think you are ordering food, but you seem to be taking an exam.
2. Meeting interview
Meeting interview is to let the candidates attend the meeting, discuss the meeting topics, determine the plan and draw conclusions. This kind of interview content usually analyzes and handles a specific case, from which it can more intuitively, concretely and truly reflect the level and ability of its practical application knowledge. The conference interview mainly examines the candidates' ability to analyze and solve problems, from which we can examine the candidates' knowledge level, thinking vision, analysis and judgment, application decision-making and other qualities.
The five steps of an interview
Step 1: Determine the interview criteria.
Experienced managers know that one of the best ways to have a group of excellent employees is to arrange jobs for the right people who match their skills and professional background, and performance-based interviews can help employers achieve this goal. Generally speaking, before screening candidates, human resources managers will first determine the interview criteria to help other interviewers confirm which candidates meet or do not meet the requirements of the recruitment position; The second is to describe the specific responsibilities of the recruitment position and determine the professional background and skills required for the position.
Step 2: Evaluate and screen candidates.
After establishing the necessary conditions and requirements of the position, the interviewer will quickly browse all resumes, eliminate those that obviously do not meet the requirements, and leave resumes that meet some requirements and seem to meet all the necessary requirements. Then the second and third resumes are carefully analyzed and compared, such as work experience, education and training experience, career stability, job promotion, leadership, achievements and so on.
Step 3: phone screening
Usually, the interviewer will conduct a small telephone test before interviewing candidates who meet all or part of the necessary requirements. Video telephone screen interviews are becoming more and more common, because many companies want to interview through the screen, avoid traveling by boat, and thus reduce recruitment costs, and usually want to interview when they call you. Using video telephone interview, recruiters can quickly eliminate most candidates and decide to interview the best candidate.
Most enterprises will make a preliminary screening of candidates by telephone, so don't take it lightly. Some people are used to submitting resumes by email or online, but ignore the corresponding recording work, so that they don't know which company they are from, what job they are doing and what position they are applying for when they receive an interview call. I suggest you prepare a notebook for yourself and write down when and what kind of resume you sent to which company, what position, job responsibilities and requirements are specific? This will help you to have a good psychological preparation before the interview.
Step 4: Interview candidates.
The interview is to prove that you really meet the requirements of the position and that you are the best candidate. An interview is like answering a verification question. The interviewer's purpose is to repeatedly verify your consistency with the position through various questions and tests.
The interviewer asks each candidate the same questions in the same order, and records, weighs and compares them. The interviewer will use some closed-ended questions to verify the information in your resume or telephone probe, and also use some open-ended or performance-oriented questions to test your possible reaction to some situations in your future work. Interviewers often ask, "If you ...? Tell me about the job challenges you face and how you solved them. Tell me about the most difficult negotiation you have ever experienced, and the final result? ……"
I suggest you use descriptive methods to answer the interviewer's questions about matching degree, which will help the interviewer understand your thinking and behavior patterns.
During the interview, an experienced interviewer will relax you by chatting with old friends, but he or she will still examine and analyze your every move, say a word and smile with a hunter's sharp eyes. Catherine reminds you, don't be fooled by the interviewer's "kind" appearance, and be vigilant from beginning to end. From the moment you step into the company gate, you are watched until you leave the company. Most interviewers believe in "looking at details" and they will not let go of any details.
Step 5: Send a job invitation.
According to the performance of the interview, the interviewer usually leaves job opportunities to those candidates whose qualities and skills can meet the specific job requirements.
When the interviewer sends you a job invitation, he or she will know the salary return of your previous job or the salary level you expect from the company. Candidates can't avoid such questions. If you want to get an ideal salary, you must first have a clear understanding of your own strength, and then understand and evaluate the market situation. You'd better consult a career counselor before the interview, such as the scarcity of people with your major, skills and work experience in the talent market, the salary level of similar positions in the same industry, and whether your advantages are unique.