Although I didn't write it, I've been looking for it for a long time. I hope I can help you.
Theoretically speaking, an interview can evaluate any quality of a candidate. However, since all personnel selection methods have their strengths and weaknesses, comprehensive use of strengths and weaknesses will get twice the result with half the effort, otherwise it will probably get twice the result with half the effort. Therefore, in the practice of personnel selection, we don't use interviews to evaluate all the qualities of a person, but selectively use interviews to evaluate what it can evaluate best.
The main contents of interview evaluation are as follows:
1. Appearance and demeanor This refers to the size, appearance, color, clothes and manners, mental state and so on of the candidate. Positions such as national civil servants, teachers, public relations personnel, enterprise managers, etc. have higher requirements for appearance and demeanor. Research shows that people with dignified appearance, neat clothes and civilized manners generally have regular work, pay attention to self-discipline and a strong sense of responsibility.
2. Professional knowledge Understand the depth and breadth of professional knowledge that candidates have mastered, and whether their professional knowledge update meets the requirements of the position to be hired, as a supplement to the written test of professional knowledge. Interview is more flexible and in-depth in examining professional knowledge. The questions asked are also closer to the demand for professional knowledge for vacant positions.
3. Work experience is generally based on consulting the candidate's resume or job registration form, and making some related questions. Inquire about the candidates' background and past work to supplement and confirm their practical experience. Through the understanding of work experience and practical experience, we can also examine the candidates' sense of responsibility, initiative, thinking ability, oral expression ability and rational situation when something happens.
4. Whether the candidate can express his thoughts, opinions, opinions or suggestions smoothly in the interview of oral expression ability. The specific contents of the investigation include: the logic, accuracy, appeal, sound quality, timbre, volume, tone and so on.
5. In the interview of comprehensive analysis ability, can the candidate grasp the essence of the questions raised by the examiner through analysis, and make thorough reasoning, comprehensive analysis and clear organization?
6. The ability to respond and respond mainly depends on whether the examinee understands the questions obtained by the examiner accurately, and the rapidity and accuracy of the answers. Whether the response to sudden questions is witty and agile, and the answer is appropriate. Whether the accident is handled properly, properly, etc.
7. Interpersonal communication ability In the interview, by asking the candidate which club activities he often participates in, what kind of people he likes to deal with, and the role he plays in various social occasions, he can understand the candidate's interpersonal communication tendency and skills in getting along with others.
8. Self-control ability and emotional stability Self-control ability is particularly important for national civil servants and many other types of staff (such as managers of enterprises). On the one hand, I can be restrained, tolerant and rational when I encounter criticism from my superiors, work pressure or personal interests are impacted, so that my work will not be affected by emotional fluctuations; On the other hand, work should be patient and tenacious.
9. Work attitude: First, understand the candidate's attitude towards past study and work; The second is to understand his attitude towards the position he is applying for. In the past, people who were not serious in their study or work, and who didn't care what they did, did well or did badly, can hardly be diligent and responsible in their new jobs.
11, self-motivated, enterprising, enterprising people, generally have a career goal and work hard for it. It is manifested in efforts to do the existing work well, and is not satisfied with the status quo, and there are often innovations in the work. People who are not self-motivated are generally content with the status quo, doing nothing, not seeking success, but seeking nothing, and are not enthusiastic about anything.
11. Job-hunting motivation Understand why candidates want to work in this unit, what kind of work they are most interested in, what they pursue in their work, and judge whether the positions or working conditions offered by this unit can meet their job requirements and expectations.
12. Hobbies and hobbies What sports do candidates like to engage in in in their leisure time, what books they like to read, what TV programs they like, what hobbies they have, etc., so that they can know a person's interests and hobbies, which is often beneficial to the work arrangement after employment.
13. During the interview, the examiner will also introduce the situation and requirements of the unit and the position to be hired to the candidates, discuss the issues that the candidates are concerned about, such as salary and welfare, and answer other questions that the candidates may ask.
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Seven key abilities that are most attractive in the interview
Finding an ideal job is the greatest wish of college graduates, and entering those well-known large enterprises is the dream of most graduates. How to deal with the interviews of these enterprises has become the most concerned topic for graduates.
The interviews of these famous enterprises often have certain procedures, which are by no means hasty. Therefore, we must be prepared to be "invincible." In order to get relevant information before the interview, there are several methods that are often used: 1. Make full use of interpersonal relationships and communicate with brothers and sisters who have entered the company in recent years to predict the direction of interview topics; 2. Inquire about the information of the enterprise, deeply understand the corporate culture characteristics of the enterprise, contact the current situation, and predict the examination questions by yourself; 3. Use network resources, log on to the enterprise website, and inquire about relevant information and interview topics. Judging from the current situation, the most common and effective way is still to look forward to the graduates' consulting relevant information.
Interview questions are often closely related to the corporate culture and key concerns of companies. We can make the following summary:
* Loyalty: Faced with job-hopping, companies often value the views of candidates on loyalty. In particular, some large state-owned enterprises pay more attention to employee loyalty. In the recent recruitment of Konka Group, the interviewer put forward the question "Please analyze which is more important to the enterprise, professional skills or loyalty".
* Practical ability: While paying attention to students' academic performance, quite a few enterprises attach great importance to the practical experience of candidates. For example, General Electric (China) Co., Ltd. (GE) said that what they want to recruit is by no means a simple "learning machine". Internship, part-time job and tutor experience during school are all good opportunities to accumulate social experience, which should be valued by enterprises.
* team spirit: famous enterprises with large scale often attach great importance to the team spirit of their employees. For example, the relevant person in charge of the human resources department of Lenovo Group said that the company especially welcomes candidates with teamwork spirit.
* innovative spirit: for a large enterprise, if you leave the continuous innovation, you will lose your vitality. Therefore, it is also important to examine whether the applicant has innovative spirit. For example, Lenovo Group attaches great importance to the innovative spirit and ability of candidates in the interview.
* Degree of recognition of corporate culture: enterprises often consider whether employees can recognize and adapt to the values and corporate culture of the enterprise during the recruitment process, which will determine whether employees can serve the enterprise well. For example, SONY takes whether employees can adapt to Japanese culture, especially Sony's corporate culture, as the key assessment content in the recruitment process. General electric co., ltd. also depends on whether students like and agree with GE's values in recruitment, that is, "insisting on honesty, paying attention to performance and eager for change"
* Interpersonal communication skills and good communication skills: For example, SONY takes interpersonal communication skills as the key assessment content, while the manager of human resources department of Bi Bo Management Consulting Co., Ltd. revealed that Bi Bo attaches great importance to students' communication skills in the recruitment process, because as a future consultant, candidates must have the ability to communicate and coordinate with customers.
* Knowledge-seeking attitude and learning ability to new knowledge and new ability: A person in charge of an enterprise said that recent graduates often do not have the ability to directly conduct business operations, and basically have to undergo systematic training, so learning ability and thirst for knowledge should be the focus of examination. Many enterprises adhere to this principle. General Electric's public relations director said that the company doesn't care much about the gap between the fresh graduates and the company's requirements, because they are very confident in their own training system. As long as they have a strong thirst for knowledge and learning ability, they will definitely stand out through systematic training, so these two assessments are very important in the interview. In addition, UT Starcom, L 'Oreal, Ernst & Young ... all said that enterprises attach great importance to whether they have good learning ability and strong thirst for knowledge.
With the increasingly fierce competition in the workplace, interview has become a knowledge, and new interview topics and interview methods are emerging one after another. In the interview, Shanghai GM launched a new idea of scenario-based interview, that is, according to the position that the candidate may hold, a set of test items similar to the actual situation of the position were compiled, and the subjects were arranged in a simulated and realistic working environment, requiring them to deal with various possible problems, so as to test their psychological quality. Shanghai GM also extends scenario simulation to the selection of skilled workers, such as evaluating the agility, quality awareness, operation orderliness and behavior habits of candidates through gear assembly exercises. Which is better and which is worse, is distinct.
If you want to work in a famous enterprise to realize your own life value, the interview is a must, and you can win every battle by knowing yourself and knowing yourself. I believe that as long as you have a clear understanding of yourself and an accurate positioning, you will definitely stand out in the interview.
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Another detail determines success or failure:
For job seekers, the most important thing is the details, especially for those who enter the interview process. Among the structured interview techniques, there is a method called "looking, smelling and asking questions", in which "looking, smelling and asking questions" should also be said to be of guiding significance to job seekers. Looking forward means that the interviewer should pay attention to the candidate's physique, face and movements; Smell means that the interviewer should pay attention to the tone, speed and intonation of the candidate. These are small details, and if job seekers notice them, they will undoubtedly add weight to their job search. If you are constantly tiptoeing when applying for a job, it means that you are anxious or impatient; When talking, your eyes look around and don't look at the interviewer, which means that you don't trust yourself enough, are uneasy or are lying. These behavioral psychology analyses are applied by many interviewers to the assessment of recruiters, which are also small details that are not usually noticed. So if you pay attention to all the details and do a good job, then your advantages will stand out and you will win your ideal position just around the corner.
Finally, I wish you success in your application!
111 tips for interview skills:
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Sample interview questions:
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recruitment interview skills (2):
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unconventional interview recruitment method:
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58 recruitment cases of famous Chinese and foreign enterprises:
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That's it. HEHE I can find. I hope you can succeed, my friend.