Interview: how it can be
- The objectives of the interview
- interview Structure
- Types of interviews
Interviewing for a job is becomingstress for many people. Well what a sadist came up with this stupid test? It is better to let a person to work and evaluate his work in fact - could then manifest itself in all its glory. Unfortunately, employers are not satisfied with such a prospect: they want to advance and cost-effectively identify whether they fit one or another candidate. That is why the personal meeting and the conversation with a potential employee in the modern world - this is normal. How did it happen? What to include? These and many other questions you will find answers in this article.
The objectives of the interview
The interview as a phenomenon exists in our worldfor a long time. Back in ancient China, conducted the event, whose purpose was to assess whether a candidate is suitable for the position or not. official work was very prestigious, and, accordingly, the contenders for her was the sea - that's needed tool to help you find the right person, and to weed out unsuitable.
But this idea was used not only Chinese. Ancient Greece, Rome, Egypt, Russia and later periods - almost at all times, people somehow come up with their own ways of professional selection. Some of them were quite bizarre; for example, Peter the Great took away to his retinue extremely hard drinking boyars.
In today's world, the interview is more or lessstandardized. As a rule, it is a meeting and a conversation with a potential employer (or a recruiter representing his interests) about the open position. His goal - to get to know each other, to assess the compatibility and clarify the details of possible cooperation. During the meeting, the employer asks questions about education, experience, knowledge and skills of the applicant. Often the interviewer interested and personality of the candidate: life goals, values and aspirations, plans and character traits.
It so happens that the interview is not limited toonly one matters: many employers prefer to use tests and case studies for an objective assessment of the applicant opportunities. They can be both professional and psychological. By the way, the Labour Code of the Russian Federation does not regulate the testing procedure: it is not mandatory, but bans it does not exist. So you can opt out of the test, but your chances of being accepted to work significantly reduced.
The structure of a typical interview includes the following steps:
Its setting is important for both sides. recruiter's task is to applicant relaxed and began to "open" it. candidate task - to make a favorable impression on the interviewer specialist. Typically, this step is love and any common phrases.
- Direct interview
Applicants must answer questions relating tohis professionalism and personality, as well as solve a number of industrial jobs. This is the most important stage - often the solution depends on it for employment to a greater extent.
- Company Talk
Within five to twenty minutes, the interviewersays the applicant the main facts about the organization: the work direction, structure, organizational culture, the psychological climate. It also reveals the essence of the job, clarifies responsibilities and details are not mentioned in the ad.
- Questions Jobseekers
Candidates for the post availableopportunity to ask questions. If it was something incomprehensible, or he wants to clarify any of the terms of future work, now is the time to ask. This step is important to secure the views of the parties about each other.
- The final stage
The applicant and the recruiter discussing algorithmfurther cooperation: who to whom and when to call. It happens that, if the applicant has made a very good impression on the employer (especially if he personally conducted the interview), he immediately reported the results. But for the most part, the parties agree to phone after some time and inform each other of the decision regarding the vacancy.
Many large companies prefer to usemulti-stage interview first candidate meets with a recruiter, then with the psychologist, the head of division and CEO. His candidacy also checks the security service - in the modern world without it anywhere.
Types of interviews
Every day, specialists in recruitmentcome up with a way to assess the business and personal qualities of candidates. That is why there are so many different kinds and types of interviews. They differ from each other for different reasons: the format of, the structure and functional component.
The format of the interview can beweight, and individual remote. The mass interview was conducted by the organization with several candidates. Typically, this option is used in the selection of low-skilled staff (including vendors), as there is not much time for contacts with the candidates, and the employer is interested in the mass of the target audience coverage. Individual interviews conducted with only one candidate in the exact designated time (for example, twelve hours) or at some period of time (for example, from twelve to three). Remote interview may be a telephone or videosobesedovaniem. Often this preliminary phase of selection of staff, but it can be only in some cases.
The structure of the interview can be:
This is one of the most common species. It is used for several reasons: either the person conducting the interview, no special skills, or criteria of selection is minimal, and the employer is not a serious need for closer study of the career biography of the applicant (which, again, is often in the selection of staff to low-level positions). This type of interview is very similar to a mere acquaintance of two people, but most of the time itself tells candidate. The employer determines how he wants to work with the applicant, as the vzhivetsya in the team, etc. ... - In general, the use of informal criteria.
In this case the level is comparedprofessional knowledge, abilities and skills of the applicant to the level stated in the requirements for the job. This option is probably the most common, because all these competencies are necessary for a person to be able to carry out their work in the office to which he aspires. We analyze all the information about the candidates: where and by whom he worked, what were his achievements and problems in the previous location, which complicated the situation allowed it, what conclusions he did. In this case, however, use all sorts of tests, questionnaires, surveys, tasks, etc. ... Most often, such interview is conducted by the personnel manager or head of department.
Very unpleasant method, as everyone knowsthe applicant, at least once to experience it in its "skin". To use it in their practice have to be a specialist high level. Candidate for the post falls into the artificially created interviewer stressful situation, so it is estimated behavior in terms of irritation, that is, resistance to stress. And the HR manager should not just have fun looking at the torment the unfortunate competitor, and subtly combined stressors of different levels. Infamous candidates because of misuse by some employers.
Finally, one can identify functionalitysift, qualifying and final interview. These types correspond to the stages of professional selection. The first is to sift the interview, whose main task is indicated in the title - to reject inappropriate and frankly random competitors, frankly not meet the requirements of the employer. This usually involved recruiters and often on the phone.
The second stage - a screening interview. It was at this point estimated basic information about the candidates: education, experience, motivation, expectations, salary, personal and business qualities. The number of meetings may vary depending on the number of candidates that have passed the sieve filter, as well as the number of people employed at this stage. The overall result is usually a selection of several candidates for the position of staff admitted to the final selection stage.
The final interview - this is the finalstage. If the "finalists" were a few, then with the help of this interview takes place a final decision on hiring the right person. But it also happens that to this step fits only one applicant, and in this case, the interview is formal - rather, there is little input received in the employee position, with an explanation of some working moments.
This was the main characteristic of thisevents like a job interview when applying for a job. The information contained in this article may be useful to everyone who is going to work or already engaged in it. Workplace change and HR manager is now a very common type of professional activity. And in order to be prepared to communicate with him, you need to understand what the interview, and "what it eats."</ P>