面談提問技巧

1、面談提問技巧 91453 ( Interview question skills 91453)Interview questions skills.Txt teacher, you are my devil, were closer to you, is far away from the buddha Junior highschool physical education teacher said: "who dares to wear my skirt in class, just punish her upside down.". The whole article

2、 summarizes the methods and skills of the interview, and it is very specific and practical.- Xiao Yue presided over 2007Interview skills1. ways to ask questions(1) terminationJust answer "yes" or "no"". "Do you understand the position?" "do you like to do XXX?

3、"". The question is lively and concise, but less useful, because such questioning does not encourage candidates to speak.(2) open typeOpen questions force candidates to answer "no". What do you think about OJT (on, the, job, training = workplace education)?" "What do yo

4、u think of the current market situation?"".Open question is the most correct and most frequently used questioning method.(3) guiding typeThe purpose of questioning is to lead the candidate to answer your desired answer. What do you think of the current market situation?Not verywell, right?

5、"This question is usually best avoided unless you know what you think.(4) hypotheticalAdopt "if" questions, such as, "if you negotiate with the customer, what will you do?"". If used properly, it is possible to let you know the candidate's ideas and abilities.(5) ra

6、dio typeQuestioning asks candidates to take advantage of the two evils.If you quit your job, do you think you can't do it? Or do you think you're too conceited?.(6) polynomialSeveral questions are raised at the same time. What did you do in your previous position? What are the characteristic

7、s? What are your strengths in your position? Disadvantages?" This kind of question is hard to get a perfect answer.2. host's "self questioning" preparationBefore the interview, the interviewer will do the following"ask yourself" to prepare himself for the opportunity to

8、succeed:(1) what kind of interpersonal skills and technical skills does the applicant need to be qualified for the job?(2) how long do I need the applicant for the position concerned?(3) how long has the applicant worked in the relevant position before?(4) what kind of promotion opportunities will w

9、e be given? Will the training be arranged?(5) what difficulties will I face if the job performance of the candidates is not satisfactory or the job demandsa re too high?(6) will the applicant cooperate with a colleague like the channel? Do I need them to participate in a great deal of process?(7) in

10、 what form will I cooperate with the applicant?(8) does the applicant have the opportunity to speak on behalf of the company or disseminate information in the field of work?3. how to prepare interview questions outline(1) the interview outline is the outline of the interview process. According to th

11、e interview outline, the interviewer asks the candidates questions, understands the candidates'quality and ability, and controls the interview process.(2) the outline of the interview must be organized around the main content of the interview.(3) the questions should be specific and definite.(4)

12、 the interview outline consists of several interview items, such as "public relations ability", "professional knowledge", "professionalism" and so on. Each interview project should be prepared corresponding questions outline, in order to interview questions targeted, in

13、spected.(5) at the same time, candidates have different situations and experiences, and it is not necessary for each candidate to use the same set of syllabus to ask in the end. As a result, each interview project can provide a group of topics from different perspectives to facilitate interview sele

14、ction.(6) the interview outline can be divided into two parts: general outline and key outline. The general outline involves many questions and is suitable for asking candidates. The key outline is put forward according to the characteristics of the candidates so as to know something representative

15、of the job requirements.Two interview relaxation skillsIn the preparation stage before the interview, the main job of the interviewer is to set himself and the candidates relaxed.1. relax yourselfSomep eople love the main trial recruitment interview to other senior colleagues that he has good interv

16、iew skills, or make the applicant speechless eloquence, they may ask some very difficult questions, to interview atmosphere to the negative direction of development. There are also somep eople think they can hold the main trial reins, holding a sword, which is more arrogant attitude, not willing to

17、use friendly behavior to contact with candidates, virtually for the interview candidates extra pressure, make the negative psychological burden.This behavior will first make the examiners distracted, it is difficult to concentrate for interviews; and experienced applicants will take advantage of a w

18、eak point, while I have the occasion will be ready for long lines, misunderstanding guide examiners into the interview (about the interview about errors, see below) made a mistake the hiring decision. And the more experienced candidates will be more nervous, affect the normal play.The following meth

19、ods can help the interviewer to calm down before the interview:(1) fifteen minutes before the end of the interview, other work, walked out of the meeting, or set aside the documents; to go Restroom, tidy clothes, walked slowly back to the office.(2) remove the candidate information, look at it again

20、, don't force yourself to memory, just remember the name, tosuccessfully open the box.(3) put the original interview questions into the file folder, and then look through the interview evaluation scale to review all the job performance and dimensions that you want to know during the interview.(4

21、) if there is no paper and pen in the interview room, prepare two pens and some paper.(5) prepare a business card and the applicant may claim it.(6) before starting an interview, read in your heart: "I'm ready."." Smile at yourself and ask the candidate to prepare.2. relax the can

22、didateGenerally speaking, candidates will be more nervous than the main test, and somep eople who are not good at controlling their emotions will behave badly. I think maybe, he look at the candidates how to react in the face of strangers under pressure, will understand the performance of the day af

23、ter. But the reality is that there are only a few jobs in the company that require employees to respond quickly and appropriately to strangers, and most jobs have nothing to do with "change performance.". If you presided over the interview often make the panic of the people to win, then me

24、mbers of your organization may not have other talents. Therefore, in order to evaluate the candidate's daily performance more accurately, the interviewer should try his best to makeh im feel comfortable and comfortable, and gradually adapt himself to the atmosphere of the interview and bring him

25、self into full play.The candidate relaxation work, should be in an interview before the start, instead of using in the interview process, otherwise the candidate position has been chaotic, to calm down is not easy. Here are a few simple ways to help candidates relax themselves:(1) when notifying the

26、 applicant of the interview, in addition to clearly specifying the date, time and address, the following matters are also indicated:Who should I report to?* what documents and additional information are included?* company contact number* reiterate his application for the post(2) notify the reception

27、ist beforehand when the applicant will be here and where to wait.(3) reserve rooms so that candidates are quietly waiting and will not be harassed by other visitors or colleagues.(4) if the applicant is required to fill out the data form or receive a technical test before the interview, sufficient t

28、ime and adequate stationery must be set aside.(5) ask for the consent of the applicant and give a drink.(6) do not keep candidates waiting for more than fifteen minutes.(7) candidates who have been interviewed are separated from the non recipients.(8) if the interviewer wishes to record or record th

29、e interview process,Applicants must be informed first and asked for permission.When everything is ready, a job interview can begin at the lowest level of pressure and the performance of both parties will be maintained.Three interview evaluation methodThe interviewer should separate the interview sta

30、ge from the decision-making stage, and should not evaluate the applicants or make the recruitment decision at the time of the interview. In the recruitment interview, the interviewer must ask questions carefully, listen carefully, observe and record, and interview evaluation and recruitment decision

31、s should be made in the next step.1. recruitment interview evaluation procedure(1) interview record;keep an accurate record of the interview process.* can't write down the subjective and general words, nor should the candidates say in their own way to describe, but "verbatim" way to wr

32、ite, it can be distinguished by the use of the candidate's performance, avoid different employees get almost comment records.(2) fill in the evaluation scale* try not to look through other applicants' scales.* grading according to the original job requirements.* do not make recruitment decis

33、ions in this step.* when scoring, refer to the record of the previous step, review the candidate's key points, pay attention to the dimensions of the job performance, and then write down the score.* try to avoid the effects of subjective factors, to look for evidence from the record, to support

34、yourself, and to be independent of impressions or personal preferences. If the record does not support evidence, the work performance should be a low dimension, the examiners in the score, to try to keep in mind should be objective, only candidates behavior, rather than personal appearance, educatio

35、n, body until background.(3) Check score and record * should take out the records to check and see if the different applicants have the same answer. If there is a similar answer, the interviewer will have to examine the scale further to see if he gives the same score.* the same behavior should be gi

36、ven the same score. In other words, no matter who the applicant is, as long as he has done some work in line with the requirements of the behavior, the master will be given high scores, and otherwise be given a low score.* the subjects also examine the key assessment elements from the rating scale,

37、compare the answers between the high achievers and the low achievers, and review their behavior to see if they match the score. If necessary, the master can adjust the score at this time.(4) making a recruitment decision;In the same situation, the interviewer needs to look at the rating scale. If yo

38、u use the weight scale, the candidate who gets a high score in the higher weight class should first consider hiring.2. interview evaluation scale designThe interview evaluation scale is composed of several evaluation elements. It is the interviewer's on-the-spot evaluation of the interview proce

39、ss to record the candidates' scores in the evaluation of the merits and failures. The interview is to evaluate the candidates according to the job requirements of the position, whether the applicant has to clear the qualification process, therefore, the design of the interview evaluation scale,

40、the evaluation factors besides reflecting the job requirements, but also should be evaluated by interviewing skills.(1) interview evaluation scale* name, examination number, sex and age* apply for position* interview items (evaluation elements)* evaluation criteria and grades* comment column* examin

41、er's signature column* other(2) scoring standard;In order to make the interview objective as objective as possible, in the design of evaluation scales, the scoring should have a definite scoring range and evaluation criteria.Grade A. evaluation criteria, in the design of interview evaluation sca

42、le, the interview is divided into three grades, grade four, grade five, there are certain content standards in a grade in grade words, try to embody the principle of equal, maintain propriety, continuity degree and quantity, to avoid the larger jump.B. quantifies the levels.Grade quantification is t

43、he calibration of each evaluation criteria. Can be quantitative, such as 1, 2, 3, 4, 5 Divided into 10, 20, 30, 40, 50, and also can be qualitative, such as good, good, medium, bad, bad or A, B, C, D, E.(3) interview evaluation scale format;There are three types of interview rating scales:A. questio

44、nnaire evaluation scaleIn the form of questionnaires, the items to be evaluated are listed and evaluated by the interviewer according to the performance of the candidates in the interview.B. rating scaleSelect the evaluation elements of this interview and divide each element into several standard le

45、vels. The examiner graded the performance based on his performance.C. comprehensive evaluation scaleAccording to the order of questions, each evaluation element corresponds to a number of items, and finally the average scores are consolidated on an evaluation table. This scale is composed of three p

46、arts: interview questions list, question scoring table and comprehensive scoring table.Four, avoid misunderstanding interviewIn the interview process, there are the following mistakes, must be careful to avoid:1., "bad news travels" effectMany subjects tend to believe in negative informati

47、on after listening to the interviewees' statements, and lower the level of positive information. As the saying goes, "good things don't go out, bad things go thousand miles", that is, people have a deep impression of negative things and are interested in knowing more. In the recrui

48、tment interview, this phenomenon will make the main test "partial listening", making the recruitment decision will be biased.2., recency effect (big symphony effect, preconception effect)According to the laws of memoryi n psychology, the subjects tend to have a deeper impression on the con

49、tent at the beginning and at the end. It's like listening to a great symphony. Some listeners focus on the beginning and the ending, which is strange to the middle. If the candidate knows how much he can do in opening the Rhizoma Bletillae statement, he will have a better chance of making a good

50、 impression. On the contrary, those who are progressive in order to perform well in the middle, but end up with bland candidates may be rated mediocre.3. halo effectMany interviewers have an ideal candidate image in their hearts, or they are typical. If you find someone with your dream in a way, as

51、if to give this man a halo, mistakenly thought he was good in all aspects, thus affecting the interviewer to make objective and accurate evaluation to the interviewobject. This phenomenon can also be called the halo effect (HaloEffect).4. "off the line kite" phenomenonUnconsciously talking

52、 to the interviewee about something that has nothing to do with the job and losing the direction of the interview, there is a chance that the candidate will have the interview and take the initiative and develop in the direction that is beneficial to him. We also tend to make talk with your intervie

53、wer candidates advantage.5., "only listen, not see" phenomenonThe interviewer focused his efforts on recording the answers of the interviewees and forgot to look at the interviewees themselves. The interviewer should look at the applicant's response to his speech to verify the content

54、of his speech and to check whether the two are the same.Why does this position attract you to try?The company's treatment, benefits and other conditions attract people, can further explain this work can use their expertise.Why did you quit your last job?It should be a statement of the word "

55、;self realization".How about your past work experience?Details the content of the job and the length of the position, and further illustrates the role and actual results of the position.What are the expectations and goals for the job?People who have specific expectations and goals for work tend

56、 to grow faster. Applicants for this kind of question can answer: "my goal is."Inorder to achieve this goal, we must strive to enrich ourselves And I have thisconfidence." Or "this is my ideal of growing up." "What do you like about the job (why do you think the positio

57、n/ industry is right for you?)It is unusual to offer the job.Talk about the experience of accepting defeat at workEvery able worker is bound to accept the challenge of defeat. Frustration tolerance is a test that must be tested in an interview, when the answer can be positive, such as learning from

58、a lesson, trying to find out why, and finally doing a good job, and so on, and then get a better score.What do you think of the development of the industry?The main understanding of job seekers on the industry status of understanding and outlook, for inexperienced people, testing their willingness t

59、o invest and the degree of concern, do not have to have too unique views, just to express the right opinions. If the industry transfer, not only to grasp the direction of the industry, is to be added to the personal opinion.What are your strengths?In order to find out how job applicants objectively

60、analyze themselves, and test their expression and organizational skills. In addition to personal statements, coupled with the views of relatives and friends can increase the persuasiveness, should avoid abstract statements, and specific experience and self reflection based, make the content more attractive.Talking about interpersonal life experience?The interviewer can parse from your characte