How to conduct a job interview right?
- What are interviewed?
- Useful tricks
- Do not make mistakes!
- Methods of interviewing
You have worked long and hard to become a ruler andfaced with the problem of the interview. Or you do not hold executive positions, but you are asked to help with recruitment. Or any other reason as a result of which you are puzzled by the question of how to interview properly. Generally, employers are dreaming of a universal answer, and on the solution of this problem beating the best psychological minds. The ability to see at a glance whether a person is suitable for the post, would solve many of the problems, but, unfortunately, a clear option does not exist yet. But, despite this, we have prepared for you a list of the most effective methods of working and modern recruiters.
What are interviewed?
If you want to spend correctly and efficientlyinterview, you need to very clearly understand the purpose of the meeting. Many employers believe that the conversation with the future of the applicant - a kind of test. And look down on the candidates came. But this is the wrong attitude! Interview - it talks of the employer and the applicant, and the positive outcome of their equally interested both parties: the employer wants to find a good employee, a competitor - a good job. Because of the skewed position "I am an employer, and therefore, I'm the king," you can escape from a very good worker, and you do never know.
From interviews goals also depends on the nature of itsconduct. For example, if you just need to close the position adequate employee, it will be enough to talk on the removal frank contraindications to the position, such as laziness, deceit, etc. ... If you want the best worker, or you are interviewing for a very responsible and a large office, the interview should be very detailed and objective. It is recommended to use special psycho diagnostic techniques aimed at measuring business and personal qualities. Naturally, this interview will take more time.
The nature of the interview conducted very dependentby job hiring. For example, if you need to find a good sales person, then a detailed study should be subjected to his skills of communication and self-presentation. And as the interview itself identifies them and demonstrates that any particular "special means" you do not need. Just take a look and listen to the person if he would be able to convince you to take it to work, then he is - a good sales manager.
As we mentioned above, the universal answerthe question of how to interview properly, does not exist. However, there are general guidelines that a person engaged in the selection of candidates for a given position, should know inside out.
First you need to make a list of what youYou want to see in the future employee. It can be certain knowledge, skills, business and personal qualities. Next you need to consider ways of checking them. Of course, a manifestation of the greater part of them you can see in the course of the interview. For example, if you are interested to handle stress, to test it, you need only create a little stress to the applicant by for a chat conversation rugged style or communicating rooms.
In some cases, you may needSpecial psycho diagnostic tools, such as tests. In such a situation it is better to seek help from a professional, because the interpretation of the test results - is a very difficult thing, and it can not be reduced to a simple counting points, it seems to many people. To obtain reliable results with the help of a questionnaire requires a deep and detailed analysis of the responses, and it can carry out only a person who has a degree in psychology and experience in this area. Therefore, no need to download from the Internet tests, print, hold them and focus on the result - it's like playing roulette, where the rate - your open position.
In order to correctly assess the interest youquality, it is necessary to control the conversation. Agree, looks very strange, if it makes the applicant - a sort of long monologue, "that I want, I say." By asking questions, you can always send a job interview in your direction, and find out what you want to know, not what brings the candidate for the post. Do not hesitate to persistently ask clarifying questions - this will help you understand exactly what the applicant has in mind, and, in case of lies, to bring it to clean water. For example, if a candidate says one only generalities, ask him about the details. Inconsistency and a sharp increase in word-parasites, instead of banal recall may indicate dishonesty applicant.
Speaking of lying during the interview. Unfortunately, many job seekers it sin, and there's no getting around it. But to conclude that the candidate for blatantly lying to you, based on just one observation or response, perhaps, not worth it. Anyone can become agitated and confused, and it must understand each and the interviewer. But systematic omissions, inconsistencies and departures from the responses are already regarded as unfair. In any case, the likelihood of successful co-operation with employees may be close to zero.
All this - the general advice and guidance for people,Beginners to interview. However, there are the heavy artillery: tricks of experienced recruiters who help "see through" and a lot of things to learn about almost any candidate. We are introducing them to your attention:
- establish contacts </ P>
Some employers think thatfriendly dialogue with the applicant - is superfluous. Ask questions, get answers - and all, nothing more is needed. However, this opinion is erroneous. You may underestimate the impact of various factors, such as anxiety, introversion, etc. vrabatyvaemosti ... They can distort the results, with the result that you take on a job candidate or bad does not take good. Therefore, it is important to create a competitor for a comfortable psychological atmosphere: greet, smile a little joke. This will demonstrate their best and will be able to objectively evaluate the candidate for the position.
- Use the least typical and "well-worn" the wording </ P>
As you probably know, many job seekerspreparing for the interview, reading various tips on the internet, among which come across patterns of answers to common questions such as "Where do you see yourself in five years?", "what are your strengths and weaknesses", "tell us about your achievements," etc. ... As a result of interviews with different candidates alike as two drops of vody.Smysla answers - zero. How to force the applicant to reveal? Asking questions of non-standard: it destroys the pattern of behavior, increases the veracity of the responses and displays the real business and personal qualities.
- The correct sequence of questions </ P>
Use it to get your desiredresult. If you want the applicant to relax and feel comfortable, you start with a simple biographical facts and gradually move on to more complex matters requiring mental stress. If on the contrary want to have a stress interview, I immediately start with the difficult, and even mischief and some come up.
- Ask the applicant to ask questions </ P>
This change of roles can "shake" it, and showmore than all the passive answers to questions together. You can get an idea of what a person cares most about the future work of which he is the way he thinks and learns. In addition, it is a gesture of courtesy and friendliness in the applicant's address, because he will be able to clarify all the details remain unclear. Pay special attention to the issues that people plan ahead - it shows that he is familiar with your industry, company, and competitors.
Do not make mistakes!
Unfortunately, no one is immune from committingerrors, even the guru of professional selection and diagnostics. However, their number can be reduced to a minimum. As the saying goes, "fool learns from his mistakes, and smart - to others." That is why prior to the interview, we recommend that you familiarize yourself with the list of the most common for beginners interviewers "blunders":
- Do not limit your first impression </ P>
Many people make their opinion about partner atcommunication during the first three to five minutes, and then act in accordance with a predetermined direction, for example, a sympathetic man, or accuse him of something and try to touch. Unfortunately, it does not contribute to an objective assessment of personal and professional qualities of the candidate (which is what we strive for it at the time of the interview). Even if you do not like something or the other way around, try to abstract from this and return to the list of questions prepared in advance - they will help to tune in to a neutral way.
- Sound of negative assessments in the process of interviewing </ P>
Talking with some recruiters sometimesrecalls a conversation with grandmothers at the door: "How did you do that? Well, you and ... ". The habit to make comments and provide instantaneous negative reaction to these or other words and actions of the applicant does not carry any good. It may deter good candidates and confuse, and bad - does not affect. So try to keep your opinions to yourself, even if you want to shout loudly: "What are you an idiot (more)!".
- Slippery questions </ P>
Avoid suspicion of discrimination, orinevitable collision with lawyers, attorneys and law enforcement agencies. Some recruiters like to ask women about the details of his personal life, about the future plans, some features - up to chart the menstrual cycle. Agree about the latest issues can be very negatively perceived by the applicant. Therefore it is better to prepare in advance a list of questions you may have and "to test" on his friends - as if they were on-site candidates responded to your interest. If you get over thirty percent of the disturbances of this question is to give or to reformulate it in a neutral version.
- Do not be carried away by a story about yourself and life stories </ P>
Remember that the interview - is firstall business negotiations, in which each party has its own interests, and it strives to meet them. If instead of discussing job candidate qualities and an hour you'll talk about fishing and signs of the zodiac, the efficiency of this interview will be zero. Of course, to establish human contact, and you can make a joke and say something from my own experience, and encourage the applicant, but do not overdo this.
- Do not hurry </ P>
Some novice recruiters spendinterview in a hurry, with no more than five minutes for each candidate. Of course, it is the first impression during this time. However, as practice shows, often it is not enough for an objective and adequate assessment of the candidate. That is why we recommend that you take the time during the interview: You have to have time to ask the applicant all your questions and provide all the necessary information. On average, the interview in this format without testing and solving cases takes thirty to forty minutes.
Methods of interviewing
You know that there are several schemesthe interview? Typically, in each country HR managers adhere to its strategy of evaluating candidates. And they are quite different from each other. We want to offer you the most interesting and effective strategies.
In the United States, for example, based oninterviews lie all sorts of tests: personality, intelligence, creativity, etc. ... Applicants must pass them on the computer, but other than that recruiters watching them in an informal setting. It can be an invitation for lunch, coffee breaks or even a weekend in the country. The targets for monitoring are the personal shortcomings of the applicant and its potential, which are not always confirm the possibility of his work in the company. And it's all very well detected with this method.
British act differently. Their method is based on the fact that the members of the personnel committee personally talk with each applicant on his biography, family traditions, university, family and acquaintances. One may ask, not whether he studied in Oxford, and the candidate is not served if none of his relatives in the Royal Navy. As strange as it sounds for the Russian people, in the UK on the basis of these replies the decision on the adoption of a person for a job. Still, the centuries-old monarchy has an effect!
The Germans, as usual, are characterized by theirpedantry. Candidates taking the interview in a German company, you will need to collect a large number of documents, which includes the recommendations of well-known experts, leaders, politicians, scientists, various diplomas and certificates of passing the test. The Commission, composed of experts in the industry, control the accuracy of their design and analyze all of these materials. After that, the applicant has to go through at least a strict and regulated procedure of personal interviews.
The Chinese method is distinguished by its commitment toold historical traditions. It is based on the written exam, the essence of which is reduced to writing essays candidates. In most of these works they prove their competence, knowledge of classical literature and history, the ability to reason. Those who successfully pass the exam (and there is usually no more than three to five per cent of the total number of candidates) also write an essay, but this time it concerns the future of work and is the final in a series of written examinations. We passed through it to be another test - a direct interview with the head, and only after that the candidate is taken to work. By the way, the position and status of the service is often dependent on what the candidate has fared in the examination.
The modern "personnel officer" is usually combined alltechniques and methods listed above. In addition, we must not forget the importance of an individual approach: an experienced professional chooses the interview strategy depending on the positions and requirements to the candidate. But then, to learn it takes time. So what are interviewing, learn and exercise - and that day is close when you close the job with one click!</ P>