Interviewer’s Questioning Techniques during Interview

Interviewer’s Questioning Techniques during the Interview

Interviewer’s Questioning Techniques during the Interview. Many newcomers will encounter some problems in the workplace. There are many problems in the workplace. Everything is worth learning. You should also try to relax when you are under too much pressure. The interviewer’s questioning skills during the interview. Interviewer's Questioning Skills during the Interview 1

First of all, let's talk about one of the interview skills: how the interviewer should ask questions, whether using a structured interview, a semi-structured interview, or an unstructured interview, it is indispensable. In the questioning process, the level of questioning skills is related to whether the true level of the applicant can be understood, and it will also affect the interview evaluation. Questioning methods include closed-ended, semi-closed-ended, and open-ended. Open-ended questions can collect more information from candidates, but they are easy to go off topic or make candidates guerrilla. They can be used more at the beginning of structured interviews; semi-open questions Questions can partially state the position while giving room for explanation, and are often used in the information confirmation stage; closed questions obtain less information, but can determine the applicant's position, and are often used in pressure interviews, information confirmation, and the end of the interview.

1. Before starting the interview, the interviewer first informs the applicant: "Due to limited time, in order to better understand both parties, we may interrupt your conversation during the interview. We hope to get Your understanding." This not only shows the interviewer's courtesy, but also sets the stage for effective questions.

2. During the questioning process, you must respect the applicant, do not show contempt or disdain, and do not argue with the applicant.

3. Try to use the behavioral interview method, that is, the STAR interview method, during the questioning process. This is a questioning method that refers to judging the applicant's quality or skills in a certain aspect by examining a specific behavior in the past, in order to achieve the purpose of predicting his or her future work performance. For example: Please describe when was your worst sales performance in the past, what was the situation like at that time, what work did you do, and what was the final sales volume?

4. If the questions raised are not To achieve your goal, you must be good at asking questions. Sometimes the interviewer asks a question that the candidate does not have a good answer to or he deliberately avoids the topic. At this time, the interviewer must use interview skills to know how to pursue the topic. You must also know how to try to put pressure on candidates so that they know how to tell the truth. Interviewer's Questioning Techniques during the Interview 2

4 classic questioning techniques of the interviewer

1. Series of questions

That is, the human resources examiner Ask the interviewer a series of related questions and require the candidate to answer them one by one. This method of questioning mainly tests the interviewer's reaction ability, logic and organization of thinking.

For example: "What major mistakes have you made in your past work? If so, what were they? What lessons did you learn from this incident itself? If you encounter such a situation in the future, what will you do? How will you deal with it? ”

To answer this question, you must first stay calm and don’t be intimidated by the series of questions. You must listen clearly to the questions asked by the examiner. These questions are generally related. You must answer the latter one. It must be based on the answer to the previous question, which requires the candidate to listen to the questions and their order clearly and answer them one by one.

2. Open-ended questions

The so-called open-ended questions refer to questions that candidates cannot use a simple "yes" or "no" to answer, and additional explanations must be provided to answer satisfactorily. Therefore, if the questions raised by the examiner can trigger detailed explanations from the interviewer, they meet the requirements of "open questions". Interview questions should generally be open-ended in order to elicit the candidate's thinking and truly examine their level.

So, what kind of questions are open-ended questions? Here are a few examples:

What social work did you engage in during college?

How many professional courses have you opened? Do you think these classes will be helpful in the workplace?

What prompted you to change jobs three times in two years? The purpose of this type of questioning is to obtain a large amount of rich information from the candidates; and to encourage the candidates to answer the questions and avoid being passive.

Questions commonly used are "how...", "what...", "why...", "which..." etc.

To answer such questions, candidates should broaden their minds and try to give satisfactory answers to the questions raised by the examiner. At the same time, they should pay attention to being clear, logical, and thorough in reasoning, and fully demonstrating all aspects of the answer. ability. Only in this way can the examiner know as much about themselves as possible, which is a prerequisite for being hired. If the candidate cannot be understood by the examiner, there is no chance of being hired.

3. Non-guided questions

For non-guided questions, candidates can give full play to their feelings, opinions, views and comments. There is no "specific" way to answer a question like this, and there is no "specific" answer.

For example, the examiner asked: "Please talk about your experience as a student cadre." This is a "non-guided" conversation. After the examiner asks a question, he or she can quietly listen to the other person's narration without any other expression. Compared with guided interviews, in non-guided interviews, candidates can say as much as they want, so they can provide a wealth of information. The examinee's experience, experience, language expression ability, and analysis and summary ability are fully demonstrated, which is conducive to the examiner's objective evaluation.

4. Closed questions

This is a question that can get a specific answer. This type of problem is relatively simple, routine and involves a small scope. Closed-ended questions are commonly used about the following situations: Work experience: including past job positions, achievements, work performance, personal income, job satisfaction and reasons for transfer. Educational qualifications: including major, academic performance, outstanding subjects, most disliked subjects, curriculum, etc. Early family status: including parents’ occupation, family income, family members, etc. Personality and pursuits: including personality, hobbies, desires, needs, emotions, goal setting and life attitude, etc.

Questions that job seekers should ask examiners during interviews

The most important thing is that if you can ask beautiful questions during the interview, your chances of admission will be greatly increased. So, no matter what, before going to the interview, remember these 10 questions to ask the examiner so that you can ask them when the time comes.

1. What are your company’s expectations for this position? Are there any parts I can work on?

2. Does your company have formal or informal education and training?

3. What are the promotion channels in your company?

4. Your company has diversified operations and has branches at home and abroad. Are there any opportunities for assignment or rotation in the future?

5. What is your company’s biggest niche point that can surpass its peers?

6. In terms of project execution division, are there senior personnel who can lead newcomers and give them opportunities to perform?

7. In the teamwork that your company emphasizes, what are the qualities and characteristics of other members?

8. Does your company encourage on-the-job learning? What are the subsidies for on-the-job training?

9. What are your company’s personnel regulations and practices?

10. Can you introduce your working environment to me, or is there an opportunity to visit your company?