Skills of dealing with the interviewer flexibly in job interview

Skills of dealing with the interviewer flexibly in job interview. Everyone has different ways to deal with the interviewer during the interview. It is very important to master some interview skills, so here are some skills of dealing with the interviewer flexibly in job interview. Skills of dealing with interviewers flexibly in job interview 1

Type 1: Aggressive interviewers

Many interviewers will deliberately treat job seekers with an aggressive attitude for a certain period of time, asking particularly sharp questions, and deliberately making the candidates feel particularly embarrassed, so as to test the adaptability of the candidates and whether they are decent and open-minded when facing unusual situations.

Don't think that the interviewer is deliberately making things difficult for himself, and immediately "turn his face". Instead, he should keep his manners and manners and explain his views on the core content of the question. It is not wise to get angry. Even if you are angry with only one of the interviewers, it will make the other interviewers disgusted and miss the opportunity to hire.

Type II: Contradictory interviewers

When some young ladies are interviewing, some interviewers are rude and deliberately embarrass you by asking sharp questions; However, some interviewers are "gentle" and even "tit-for-tat" with the former, seemingly contradictory to each other, but in fact they are "acting", but some play "red face" and some play "white face" with the intention of creating confusion and disturbing the mentality of candidates.

In this case, the applicant must be calm, not rude, not to be restless. We should gain a firm foothold, take "changeless and changeable", and express it steadily according to our own judgment.

type 3: an interviewer with a loose attitude

sometimes the interviewer will pretend to be casual, as if he didn't pay much attention to this interview. In particular, some experienced examiners often adopt a natural development interview method. The purpose is to see if the candidate is easily disturbed by others.

Candidates should never jump into this common trap, thinking that they can talk casually and casually, but should answer those seemingly insignificant questions with a serious attitude. Please remember: the interviewers are very busy and will never make fun of you!

Type 4: Excessively relaxed and friendly interviewer

During the interview, some interviewers will deliberately be relaxed, kind and friendly, aiming to break the psychological bottom line of the candidates and say many subconscious things, even things that are only said when they are with "friends".

He may be the so-called "smiling tiger". Note that you are only the applicant, so you should keep a modest and polite attitude and leave a calm and reliable impression on the interviewer.

Type 5: Interviewers who examine the skills of candidates on the spot

Some interviewers like to "catch them off guard" and take exams on the spot to test whether candidates are qualified for certain positions. Take the salesman interview as an example. Maybe as soon as you sit down, the interviewer will come up with one of their products and let you sell it to him on the spot.

In this case, the interviewer should be psychologically prepared in advance, have an understanding of the products of the company he is applying for, and be "well-founded". Don't talk nonsense, otherwise it will only make the examiner lose confidence in your ability.

Different types of interviewers have different coping methods, so what kind of candidates do interviewers like most?

Most interviews are one-to-one. Of course, there are also one-to-many or many-to-one arrangements, but no matter how many interviewers there are, this is an exchange between the applicant and the interviewer. What qualities, or characteristics, should a candidate show in just over ten minutes? What kind of candidates will the interviewer like?

Modesty and prudence: One of the differences between interview and face-to-face interview is that the interviewee is often the majority. When encountering deep questions, you must pretend that you don't understand. If you don't understand, you should humbly ask for advice or frankly say that you don't understand, so as to leave an honest good impression on the employer.

resourcefulness: although the interview is also a two-way choice, the applicant is still in a "weak position" compared with the interviewer, so the psychological pressure of the applicant will be greater. The success or failure of the interview mostly depends on whether the candidate can be resourceful and decisive, improvise, and display his various talents on the spot.

Great potential: The interview time is usually very short, so it is impossible for candidates to show all their talents, so we should seize every opportunity to show their potential skillfully.

cultural identity: at present, more and more enterprises will introduce the unit of personality test or psychological test in the interview stage, which highlights the importance enterprises attach to the personality and psychological quality of candidates, and in the final analysis, this is the yardstick for enterprises to measure whether candidates agree with the corporate culture and whether they can smoothly integrate into the corporate culture. The employees expected by enterprises should not only have outstanding abilities, but also identify with corporate culture.

before the interview, it's best for candidates to know something about the company and position they are applying for. If you can understand the characteristics of the industry and the nature of the company, you can also "optimize" yourself during the interview to make the interviewer take the initiative to like you. Skills of dealing with the interviewer flexibly in job interview 2

Why should there be more than one interviewer?

as a job seeker, if you want to deal with multiple interviewers calmly, you must first understand why the recruiting unit should set up multiple interviewers to interview. Under what circumstances will multiple interviewers be used for interviews?

first, make decisions on the spot to improve efficiency. Interviewers are all executives of the company, and they are all very busy. If you interview separately, I am afraid that the interview process will not be completed for several months. And many rounds of interviews dragged on for too long, and some interviewers didn't remember them during the consultation. Therefore, it is necessary to make an appointment in advance for a one-time centralized interview and make a quick decision on the spot.

second, it is open and fair. Many interviewers interview collectively, and the performance of the interviewees is obvious to everyone, facing the objective presentation in the same situation, and the exchange and evaluation on the spot have the same basis, and it is inconvenient to be selfish and more objective and fair. For example, after three or four rounds, the interviewee's performance in different rounds will sometimes be different, and there will be differences in evaluation when the interviewer finally discusses with the merchant, and no one can convince anyone, even causing contradictions between interviewers.

Third, examine the interviewee from multiple dimensions. Some enterprises adopt a 361-degree interview, that is, in addition to meeting with the direct leaders related to his business, the future subordinates who have a cross relationship with his work will also participate in the multi-dimensional investigation to see if this person is suitable for this company and position. Because people in different dimensions feel differently.

fourth, check whether everyone's aura is consistent. Many companies hope that many people in the team can communicate with this person before entering the company, because being a company pays more attention to the gas field of a team. Can we complement each other and cooperate when we work together? Do you really want this person to come to the company to do things? Otherwise, everyone's gas field is not in harmony, and it will be very awkward after coming in.

Fifth, the interview of external experts can be more professional and neutral. Sometimes, some experts will be hired for interviews. These experts are experts in both human resources and technical fields. These experts are more professional and will look at a person from a third-party neutral perspective without emotion.

sixth, it is related to the decision-making process of the company. Different companies have different characteristics of decision-making, and some company bosses have the final say, so they certainly don't need too many interviews. Some companies make decisions, the boss may not know enough about the major, and he needs to help form a team if he wants to go for an interview. So he is the decision-maker, but he is not the only one who really affects the interview results.

Seventh, it has something to do with the position you are applying for. Grassroots employees generally have at most two interviewers. If the position is relatively comprehensive and involves a wide range, it may require people from different dimensions to participate in complementarity.

Eighth, a way of stress testing. It is definitely not necessary to recruit a receptionist, but it is very likely that this multi-examiner group interview will be adopted to recruit a director position. Multi-examiner group interview will put a lot of pressure on the interviewee. Under pressure, test the interviewee's understanding and cognition of the enterprise and the degree of being able to withstand pressure. Because some positions need to be constantly faced with external pressure, such as: marketing, public relations, sales, and executive positions.

Ninth, reduce the load of candidates. It is generally acceptable for an applicant to interview two or three times in an enterprise, but it is not acceptable for the applicant to interview four or five times or more frequently. And the centralized interview, whether it is done or not, everyone is calm.

tenth, it is easy to find excellent people. For some comprehensive positions, because of their broad responsibilities, it is often necessary for many people to examine candidates from different angles. Interviewers have a round of vertical interviews alone, and many excellent people may be killed by one person at a certain link, because excellent people often have distinct personalities. If the interview is concentrated, although the candidate has shortcomings during the consultation, it will not affect his employment, so that the company can find a candidate who really meets the position.

how do interviewers divide their work?

when there are multiple interviewers, the division of labor is generally as follows.

the first one is the leading examiner. It is the person who organized this interview. This person's role is to organize the arrangement and opening of the interview in the early stage, grasp the interview process, grasp the time schedule, end the interview, organize the consultation, etc. Generally, it is the person in charge of the human resources department. If you want to recruit a higher position, it is generally the human resources director who leads the interview.

the second is the key examiner. This is a person who can decide your fate, usually the company leader. If the position you are applying for is director, the role you play is president or boss.

the third category is professional examiners. To do professional checks, there may be several of these people, from different professional perspectives, including external experts.

the fourth category is assistant examiners. This is just like the people mentioned above who have a job-related relationship with the recruitment position. They generally only express their opinions occasionally.

what role does the leading examiner play?

under normal circumstances, the leading examiner will communicate with the interviewee in advance, including the specific interview content, links and time arrangement. When the interviewee takes a seat, the leading examiner will take the initiative to introduce the interviewee and the interviewer. However, the leading examiner sometimes starts the interview without introducing the interviewer to the interviewee.

The leading examiner also plays a more important role, which is to help candidates decompress. Because the leading examiner contacted the candidates in advance, he took the initiative to adjust the atmosphere when the atmosphere was tense or embarrassing, helping the candidates to decompress and let the candidates play their normal and true level. Because the interviewer does not want to fail the interviewer, but can really see the advantages and disadvantages of the candidate through the interview and find the matching degree between the candidate and the position to be recruited by the enterprise.

The leading examiner also plays a vertical role in controlling the order at the scene. Before the group interview, the leading examiner will explain the interview rules to other interviewers, what questions to ask, the order of questions and the grasp of time. Otherwise, the candidates will feel dizzy when they ask questions from the east and the west. Just after answering Mr. Jing's question, Yang Zong's question came out again. Before Yang Zong's question was finished, Mr. Li asked another question, which made it difficult for the candidates to adjust their thoughts and the pressure was very great.

how to tell who is the key examiner?

The key examiners are all important people in the company, and generally have the following characteristics in the whole interview process: First, they often sit in the middle. Second, I like listening. The key examiner mainly listens and listens attentively. The third is to ask questions when necessary, and there are generally two kinds of questions: one is to feel that the candidate is excellent and interested in asking questions; The second is to find the problem loopholes and ask piercing questions.

how to identify other examiners?

Professional examiners often ask professional questions from a professional perspective, and check from a professional perspective. Sometimes they ask professional questions in great depth and detail, and they often use professional technical terms. They ask questions more directly, their style is more straightforward, and they even show no mercy. Assistant examiners only ask topics of interest to them, and don't ask them if they have little to do with themselves. They may play mobile phones in the corner.

How to face multiple examiners at the same time?

As a candidate, no matter how many interviewers you face, don't be biased in the interview. In the interview process, in addition to showing your professional ability, you should also pay attention to respecting every examiner and show it in your language and behavior pattern. Some candidates face multiple interviewers, and their eyes only communicate with the person who asks questions, ignoring other examiners. In fact, it may not be the most critical examiner who asks many questions.

several examiners, maybe everyone has his own career in mind. After the newcomers come in, they may also have an impact on the examiner, so they may secretly compete with you. As an applicant, you should be very friendly to every examiner, and you should catch the ball thrown by every examiner, regardless of whether it is easy to kick or not. Moreover, in the process of answering questions, it is very important to look around all the examiners and pay attention to the changes of their expressions.

No matter what questions you answer in the interview, you should be concise and clear, and don't be wordy. A long talk is not only annoying, but also easy to be found by others. Originally, the assistant examiners just listened, and even he couldn't get a word in the whole interview process, but when you were long-winded, he found a loophole, and in order to show himself, he would immediately give you an embarrassing situation. You call this a trap. Simplicity is the best way to reduce loopholes.

remember, since he is sitting in the interviewer's position, he is definitely not dispensable. You may not win the favor of all interviewers, but you must not hurt any interviewers, at least don't let people give you a negative vote easily.

how to judge the mind of key examiners?

In the interview, every candidate will have a subconscious idea, that is, hope to get the approval of key examiners. But the key examiners usually just listen and don't speak. What should I do if I don't have a chance to communicate?

Actually, language expression is only one aspect of communication, and more is the communication of behavior. During your interview, although the person you communicate with is not a major decision-maker, you can see the change of the expression of the major decision-maker. When his expression is very upset, you will see him playing with a pen, or suddenly take out his mobile phone, or look at the ground or out of the window with his eyes, indicating that he is no longer interested in what you are talking about. At this time, it is necessary to brake urgently. If you see him looking at you with interest, he may be more interested in what you are saying now, and you can continue to elaborate generously.

Generally speaking, the key examiner will listen attentively during the whole process, so what is he listening to?

First, listen to the interviewee's whole career experience and the logic of job-hopping. Whether every job-hopping, every position change and every career node change is reasonable, reasonable and legal, so when you make a self-narrative, the key examiner will listen carefully.

second, it depends on how the person expresses himself in language and thinks logically.

thirdly, we can see whether this person meets the needs of corporate culture by observing words and deeds.

Fourth, listen to the details, whether this person is bragging and whether there is a big conflict in the narrative. The key examiner is only serious.