How to do an employee interview?

1. Preparation before interview: \ x0d \ x0d \ 1. Determination of interview purpose: investigation, criticism, praise, general communication, disciplinary interview, performance management, resignation \ x0d \ x0d \ 2. Questions to prepare for the interview: List all the questions in Arabic numerals in turn, which is a necessary lesson to avoid the interview. \x0d\\x0d\3。 Collection of evidence and inspection standards: interviews on violation of discipline and performance management are particularly important. Evidence of violation of discipline, company system comparison, performance appraisal results, grading basis, etc. It's all well founded. Don't be stumped by employees because of insufficient preparation. It is best to have quantitative information, such as: "Be late twice in July, leave early 1 time, and be late three times in August". \x0d\\x0d\4。 Object Selection: Select the objects that need to be interviewed regularly or irregularly from the team you manage, such as employees who have performed well recently, employees who have performed poorly, employees who are suddenly depressed, employees who have been complained by other departments, employees who have voluntarily resigned, and employees who want to be promoted. , or when you encounter problems in management and need to investigate and ask employees, you can choose the right interviewee. \x0d\\x0d\5。 Understand the background information: after selecting the interviewee, we should think about and try to understand their hobbies, personality, family background, circle of friends, usual performance, etc. Personnel information can be obtained from the Human Resources Department (for viewing only, and records shall not be copied or kept, limited to the authority specified by the company). The more you know about the interviewer, the better your interview foundation will be. \x0d\\x0d\6。 Choice of environment and opportunity: It is best to choose a quiet and independent conference room for the interview, which will not be disturbed during the interview. Timing is very important. For example, employees have just returned from marriage leave, and it is best to postpone their decision for 2-3 days. An unfortunate incident just happened at the employee's home, and the decision should be delayed. Do not attack, do not add insult to injury, pay attention to people-oriented care. Try not to deal with employee violations before and after the festival. \ x0d \ x0d \ 2。 Master interview skills; \x0d\\x0d\ 1。 Be good at listening: This is the "basic skill" of the interview. A manager who is not good at listening can't do a good job in the employee interview. No matter what happens, let the employee finish, listen carefully to his conversation and make appropriate records. Grasp the key points to be expressed by employees: 5w1h (whnwherewowhathyhow) \ x0d \ x0d \ 2. Observe employees' expressions and body language during the interview. If employees hold hands tightly, it is a gesture of "nervousness" and "caution". If your hands are crossed on your chest, it is a gesture language that means "self-protection", looking around means "indifference", and hanging down your eyelids means "timidity". Only by being familiar with the meaning of these gesture languages can we correctly grasp the psychology of the interviewed employees. \x0d\\x0d\3。 Building relationships: A successful and effective interview needs to build a harmonious working relationship with employees in peacetime. If employees are unwilling to communicate with you during the interview, then managers need to review their usual practices. Good working relationship is the basis of interview, which depends on the usual accumulation. \x0d\\x0d\4。 Language choice: different interview purposes have different language choices, and criticism has a critical tone. If you criticize people with praise, it is difficult to get results. \ x0d \ x0d \ When criticizing, be severe, never smile, be serious, and use questions or rhetorical questions: "Don't you think this is wrong?" "Do you think this is right?" Or emphasize: "You usually do well. I'm really disappointed that such a thing happened! I didn't expect you to be like this. " \ x0d \ x0d \ When praising, be gentle, praise and smile: "We are all proud of your performance!" "You did a good job these days. Keep working hard! " "You have done well recently. I want everyone to learn from you! " \x0d\\x0d\ When asking questions, you should use open-ended questions: "I heard that this matter is XX. What do you think?" "I heard that XX started first. Tell me about the situation at that time! " \x0d\\x0d\ You can repeat the statement when necessary to emphasize your point of view and impress employees; Or ask him to repeat what you said to make sure he understands what you said. \x0d\\x0d\5。 Be calm \ x0d \ x0d \ Interviewing employees who violate discipline or those who are naughty will definitely meet with resistance. You must be calm and don't get angry at this time. Remember: a successful interview is when you make them realize their mistakes and promise to correct them. It is better that he still has the courage to change after the interview, rather than being devastated by your criticism. \x0d\\x0d\6。 Empathy \ x0d \ x0d \ In the whole interview process, you should always think from the perspective of employees. Is it acceptable for him to say so? If it were me, would I accept it? What kind of language is more appropriate? What he said has some truth? Is there anything I don't know? At the same time, you can also let employees consider the problem from your point of view, and let employees think about how to face and deal with the same problem if they are managers, so it is easier for employees to agree with the results. \x0d\\x0d\ III。 Implement the interview and control the interview \ x0d \ x0d \ interview start: it is not appropriate to cut into the topic at the beginning. We should stabilize the employees' mood first. Ask him how he feels recently, whether he is adapted to the working environment and how the food in the park is. Whether it is convenient to commute, etc. Find some "strike up a conversation" words to close the distance between each other, and it is best to care about employees from the perspective of life. It's almost time to get down to business. You can mark the beginning of the topic conversation with the following sentences: "I called you today, yes …" or "I want to know about you today …" \ x0d \ x0d \ interview process: keep advancing the conversation by asking questions, ask questions in turn according to the list of questions, and write down the answers. If you have any questions, please ask them in time and confirm them again. "I know that, right? ...... "If you have got the answer to one question and need to ask a second question because of time, and the employee is still talking, you can interrupt at an appropriate time:" Excuse me, I want to ask you the next question ... "When the employee makes a rude request, he can subtly answer:" I can't answer your question, which is beyond my authority. I'll reflect it to the leader. How about getting back to you another day? Let's move on to the next question. " \ x0d \ x0d \ can also directly refuse according to the actual situation: "Sorry, you know the company's system, I can't promise you. However, if you ... "\ x0d \ x0d \ leave room at any time, and keep the relationship with employees to continue the interview. \x0d\\x0d\ End of interview: iconic language: "This is all I need to know today, thank you very much for your information ..." \ x0d \ x0d \ iv. Interview Record \ x0d \ x0d \ After the interview, organize the Employee Interview Record Form and file it in the Human Resources Department, which can be saved in this department. If the content involves sensitive content, it is recommended to file it only in HR to avoid unnecessary trouble. \x0d\\x0d\ About confidentiality: You must keep the content reflected by employees confidential, otherwise no employees will open their hearts to you in the future. It is the cultivation of managers to find and solve problems, but also to do a good job of confidentiality. "Watch your words and deeds" \ x0d \ x0d \ Note: Don't make promises easily in the interview, especially those beyond your authority. Failure to do so is very detrimental to the prestige of managers. \ x0d \ x0d \ v. Follow up the interview results \ x0d \ x0d \ The end of the interview is not the end of management, but the beginning of another cycle (PDCA). Managers should continue to follow up the interview results, pay attention to the changes of employees after the interview, sum up experience and challenge new problems! \x0d\\x0d\ VI。 Misunderstandings in the interview \ x0d \ x0d \ We are easy to fall into some psychological misunderstandings in our daily work and life. For example, the common "halo effect" refers to the phenomenon that people have a clear perception of a certain quality or trait, and they are deeply impressed and prominent, thus covering up other qualities or traits of this person. This strongly perceived quality or characteristic, like the halo of the moon, spreads around, thus covering up other qualities or characteristics, so it is called halo effect vividly. In layman's terms, the halo effect is to summarize the surface by points. If someone does a good thing, everything is good; If someone does something bad, then everything is bad. Examples of this effect are the well-known "The Suspect Steals the Axe", "Love Me, Love My Dog" and "Hate Monks Wearing Robes". The influence of halo effect is reflected in "generalizing the whole with a partial view" and "one leaf can't see the forest". The direct result of the negative influence of halo effect on our cognition is a quite common social psychological phenomenon-prejudice in interpersonal communication. \ x0d \ x0d \ Managers should treat their employees as objectively as possible, avoid listening to people's opinions, collecting evidence and analyzing things in many ways, and avoid looking at people and things with "colored glasses". In the preparation of the interview and the whole process, always remind yourself: don't fall into the trap of halo effect.