How to ask effective interview questions? Let me look at an example of an interview.
Last month, I was invited by Mr. Wang, the regional manager of Central China, a large domestic pharmaceutical company, to give them an evaluation of an important job interview. The position to be recruited is a senior marketing manager. Unfortunately, the plane was late and I didn't have time to communicate with Mr. Wang before the interview, so I had to rush to the scene. Fortunately, the interview has just begun. Only two candidates were left for the interview because of the screening in advance. Mr. Wang personally served as the examiner. In half an hour, he asked the first candidate three questions:
1. This position will lead a team of more than ten people. What do you think of your leadership?
2. How do you perform in team work? Because this position requires communication everywhere, do you think your team spirit is good?
This position is newly established, which is extremely stressful and requires frequent business trips. Do you think you can adapt to this high-pressure working environment?
When the examinee answered, I immediately called a time-out, because I realized that Mr. Wang's question was inappropriate. I spent five minutes asking the examinee, and then I told Mr. Wang the examinee's answer and his real thoughts.
The applicant answered three questions like this: the first question, my manager is very capable: in fact, Mr. Wang doesn't know whether it is good or not; The second question, my team spirit is very good: I can only answer yes, because Mr. Wang has provided too obvious hints, that is, I hope my team spirit is very good; The third question, I can adapt, I like traveling very much. In fact, if I rank the working conditions, what I hate most is traveling and taking up off-duty time. But the boss's way of asking questions gave me a direct hint, which made me have to say? what's up .
In fact, Mr. Wang asked three questions that should have been open-ended. The first asked him if he had leadership ability, and the second asked him if he had team spirit. The third question is whether you can work under great pressure. But they all use closed-ended questions by mistake. Candidates can easily know what answers they want to hear from the questions asked by Mr. Wang. In fact, this is the biggest taboo in the interview, and you will definitely not get the correct answer.
Next, I spent 10 minutes redesigning the following questions for Miss Wang from three aspects:
1, management ability:
A) When you worked in your previous company, how many people reported to you? Who do you report to?
B) How do you deal with contradictions and disputes among subordinate members? Can you give me an example? (Behavioral problems)
2, teamwork ability:
A) Marketing managers often have conflicts with other departments, especially the human resources department. Have you ever encountered such a dispute, and how was it handled at that time? (Situational question)
B) As a senior marketing manager, what efforts have you made to improve communication within the company?
3. Can you travel frequently?
A) How often did the company work in the past? Do you often have to work overtime? How often do you go on business trips?
B) Will this frequent business trip affect your life? What do you think of the frequency of business trips of this clock?
After asking the above questions again, Mr. Wang got more information from the two candidates and finally chose the talent he needed.
Here I want to give some advice to business leaders when conducting recruitment interviews. Interview is generally divided into five stages: relationship establishment stage, introduction stage, core stage, confirmation stage and ending stage. In addition to the closed questions in the relationship establishment stage, try to use open questions in other stages.
Open-ended questions can make candidates speak freely and get a lot of information from them. For example:? How do you perform in team work? How is your communication ability? These are all unresolved issues. Applicants can't simply answer in one or two sentences, but need to summarize, extend and give examples? Through this series of answers, we can get enough information. For example, when you want to know about a candidate's team spirit and communication skills, don't directly ask:? Do you think your team spirit is good? Do you have good leadership skills? ? This is a closed question, which can only be answered yes orno. Candidates should be allowed to speak with facts as much as possible to improve the credibility of the answer. At the same time, you can also design some situational and behavioral problems, such as? Tell me what the most challenging customers are like. ? Who do you admire most? Why? ? , which is used to collect candidates' core competency information (post competency characteristics and quality model).
In a good interview, the most important thing is to ask some open-ended exploratory questions. Change all the questions into open-ended questions, and you can ask the candidates' real thoughts at once. Some candidates will answer exploratory questions in a quantitative way, while others are very analytical, critical, logical or inclined to linear thinking, from which recruiters can better understand whether candidates have had similar work experience in the past. So as to judge whether it can adapt to this kind of work. This kind of question is an effective interview question.
A successful interview is not only a test of candidates, but also a test of the examiner's ability to design effective interview questions and choose the right person to the right position.
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