What types of interviews are there?

Interview methods are divided into standardized interview, unstructured interview, situational interview, leaderless group interview, video interview and telephone interview.

1. Standardized interview: Standardized interview is also called structured interview. The contents, forms, procedures, grading standards, results synthesis and analysis of structured interviews are all conducted in accordance with unified standards and requirements.

2. Unstructured interview: Unstructured interview is also called "random interview". The examiner can discuss various topics with the applicant at will, or ask different questions with the interviewee according to+. Unstructured interview is an interview method in which examiners and candidates talk freely around a topic, let them express their opinions freely, and observe candidates' organizational ability, knowledge, speech and manner in "small talk".

3. Situational interview: Situational interview is a kind of structured interview. It contains a series of situational questions related to applying for a position or job, all of which have definite answers in advance. Subjects ask all subjects the same questions, and subjects can also ask work-related questions. Acceptable answers to questions are decided in advance by a group of experts or examiners. This is a very reliable interview method.

4. Leader-less group interview: Leader-less group interview is an interview and investigation method that uses scenario simulation to interview candidates collectively. Examiners can judge whether a candidate meets the job needs by coping with crises, dealing with emergencies and cooperating with others under specific circumstances.

5. Video interview: Video interview is more about showing yourself through voice chat. When introducing yourself, you should be focused and targeted. It broke the monotony and dullness of the original paper resume and left a deep impression on the enterprise with voice, expression and action.

6. Telephone interview: Pay attention to the eloquence of job seekers. Because there is no body language and no paper proof on the phone, the eloquence of job seekers is particularly important. Telephone interview is often HR's first impression of job seekers, which plays a decisive role in whether there will be re-examination and written examination in the future. However, due to the limitations of telephone interview, it is generally only used as a tool to get a general understanding of job seekers.

Extended information interview is to examine a person's work ability in the form of writing or interview. Birds of a feather flock together and people are divided into groups. Through the interview, you can preliminarily judge whether the candidate can integrate into your team. It is a recruitment activity carefully planned by the organizer. In a specific situation, the examiner's face-to-face conversation and observation of candidates is the main means to evaluate candidates' knowledge, ability and experience from the outside to the inside.

Interview is an important method for companies to select employees.

The interview provides a two-way communication opportunity for the company and the applicant, so that the company and the applicant can get to know each other and make a more accurate decision on whether to hire or not.

Interview form:

There are many forms of interviews. According to the content and requirements of the interview, it can be roughly divided into the following categories:

Question type:

Recruiters will ask questions to job seekers according to the outline drawn up in advance. Please answer them. Its purpose is to observe the performance of job seekers in special circumstances, evaluate their knowledge and business, and judge their ability to solve problems, so as to obtain first-hand information of job seekers.

Pressure type

Recruiters consciously put pressure on job seekers and put forward a series of questions for a certain question or an event, which are detailed and specific until there is no answer. This method mainly observes the reaction, agility and adaptability of job seekers under special pressure.

Leisure:

In other words, the conversation between recruiters and job seekers is endless, and the atmosphere is relaxed, positive and unrestrained. Recruiters and job seekers are free to express their views and opinions. The purpose of this method is to observe the examinee's speech, manners, knowledge, ability, temperament and demeanor in small talk, and to conduct an all-round comprehensive quality inspection.

Situation:

The recruiter sets a situation in advance, puts forward a question or a plan, and invites the job seeker to complete the role simulation, with the purpose of assessing his ability to analyze and solve problems.

Comprehensive type:

Recruiters examine the comprehensive ability and quality of job seekers in various ways, such as talking with them in a foreign language, asking for instant composition, or impromptu speech, or asking for writing a paragraph, or even operating a computer, so as to examine their foreign language level, writing ability, calligraphy and eloquence.

The above is roughly divided according to the interview type. In the actual interview process, recruiters may use one or more interview methods at the same time, or they may conduct a broader and deeper investigation on a certain aspect of job seekers in order to select excellent candidates.

Interview skills:

(1) Talk naturally. Don't misunderstand the topic, don't be too stubborn, don't monopolize the topic, don't interrupt, don't flatter, and don't waste your breath.

(2) Pay attention to each other's reaction. It is important to grasp the atmosphere and timing of the conversation, which requires observing the reaction of the other party at any time. If the other person's eyes or expressions show that they have lost interest in the topic you are involved in, you should find a sentence or two to stop the topic as soon as possible.

(3) Have good language habits. Not only is the expression fluent, the words are used properly, but the way of speaking is also very important.

-Articulate clearly. Some people cannot pronounce a single phoneme correctly. If the overall speech quality is affected, the words or words containing this phoneme should be used less or not.

-the tone is appropriate. The proper intonation should be cadence, without exaggeration, and naturally without affectation.

-It sounds natural. The tone is not high or low, and you don't lose yourself. It not only sounds real and natural, but also helps to relieve tension.

-the volume is moderate. The volume should be heard clearly by the audience.

-the speed of speech is appropriate. Adjust the speed and rhythm of speech according to the importance and difficulty of the content and the attention of the other party.

First of all, you should remember your resume. I often meet some people who apply for jobs too frequently, but their resumes are carefully "packaged". Sometimes when it's their turn to interview, they can't even remember how the "work experience" is arranged and combined. As soon as they went into battle, they quickly "exposed the clues" and lost without a fight.

Second, you should prepare "props" that match the position you are applying for. What you wear, what you wear on your hand, and what you wear all over your body can reflect the job seeker's understanding of the position you are applying for. Imagine that if a five-star hotel recruits a public relations manager and the applicant wears high heels for an interview in rainy days, it is likely to be far from the position image he applied for. Therefore, the "props" in the interview should also be selected.

Third, prepare a language that matches your identity. Everyone should have a choice of language and vocabulary. Interviewing is different from chatting. Just open your mouth and come without thinking. Every sentence, every word must be chosen correctly. For example, many inexperienced job seekers keep their mouths shut during the interview, "What happened to your company?" If they listen to it too much, it will definitely arouse others' disgust. You should say "your company" very politely. It's not surprising to be polite to many people!

Fourthly, we should prepare a code of conduct that is consistent with our chosen occupation and identity. Small behaviors in an interview can best explain a person's real situation. Imagine a person whose personal belongings are messy, and Lian Bi can't find them, so it's hard to be favored by the interviewer.

Reference: Baidu Encyclopedia-Interview