How to interview candidates?

1.QC: quality control, a part of quality management, is committed to meeting quality requirements; Documentary is a salesperson; Finance is financial work; The above three positions do not belong to a responsibility sequence, which means that you can consider the qualifications of these three positions separately. After determining the company's requirements for the above three positions, formulate a structured interview plan. In the general interview, the interviewer mainly considers the potential and ability in the future through the reaction to his overdue behavior and performance. 2. It is suggested to try the following structured interview: conduct a systematic and structured interview with the interviewer by designing the contents, grading standards, grading methods and scores involved in the interview. Its main purpose is to evaluate the work ability of the candidate and whether he can adapt to the job, but also to introduce the work situation in advance and publicize the corporate image.

The evaluation factors of standardized interviews generally include the following three categories:

(1) General ability, including logical thinking ability and language expression ability.

(2) Leadership ability, including planning ability, decision-making ability, organization and coordination ability, interpersonal communication ability, innovation ability, adaptability, special ability required for job selection, etc.

(3) Personality characteristics, including personal temperament, emotional stability and self-awareness.

Every enterprise should determine the specific requirements of the interview according to its own characteristics, such as the purpose of the interview and the specific requirements of the position.

3. Structured interview requirements: 1. Standardization of interview questions.

That is, interview questions should be formulated around the knowledge, skills and abilities required by the position, as well as the work experience and education of the candidate, so that the candidate can express his or her views on a certain issue.

2. Standardization of interview elements

That is, according to the interview requirements, determine the interview elements and assign corresponding weights to each element. At the same time, after each interview topic, the evaluation elements (or test sites) of the topic should be given, and the key points (or reference answers) should be given for the examiner's reference when grading.

3. Standardization of scoring standards

"Scoring standard" is the corresponding relationship between observation point standard and horizontal scale, and it is a quantitative scoring index for different performances of each evaluation element. This standard will be reflected in the interview evaluation form that matches the interview questions.

4. Standardization of interview procedures and schedules.

Standardized interviews should be conducted according to strict procedures, and the time is generally 30 minutes, depending on the number of interview topics. At the same time, each topic should be limited in time, and the question and answer time of each topic is generally about 5 minutes.

5. The examiner chooses standardization.

The number of general examiners is 5-9, which is scientifically distributed according to the needs of the post, specialty, post, age and gender. One of them is the examiner, who is specifically responsible for asking questions to candidates and grasping the interview process as a whole.