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 content, form, procedures, scoring criteria, synthesis and analysis of results and other components of structured interviews are interviews conducted in accordance with uniformly formulated standards and requirements.

2. Unstructured interviews: Unstructured interviews are also called "random interviews". The interviewer can discuss various topics with the candidates at will, or ask different questions based on the same interviews with the candidates. An unstructured interview is an interview method in which the interviewer and the candidate have a casual conversation around a certain topic, allowing the candidate to express their opinions freely, and observe the candidate's organizational skills, knowledge, conversational style and demeanor during the "small talk".

3. Situational interview: Situational interview is a type of structured interview. It contains a series of scenario questions related to applying for a position or job. These questions have predetermined clear answers. The experimenter asks the same questions to all subjects, and subjects can also ask questions related to work. Acceptable answers to the questions are determined in advance by a group of experts or examiners. It is a more reliable interview method.

4. Leaderless group interview: Leaderless group interview is an interview examination method that uses situational simulation to conduct collective interviews with candidates. The examiner can use the candidates' responses to crises and handling in a given situation. Emergency incidents and cooperation with others are used to determine whether the candidate meets the needs of the position.

5. Video interview: Video interview is more about showing yourself through voice chat. When introducing yourself, you should be focused and targeted. It breaks the monotony and flatness of the original paper resume and leaves a deep impression on the company with its voice, expression and movements.

6. Telephone interview: It is required to pay attention to the eloquence of the job seeker. Since there is no body language and no paper certificates on the phone, the eloquence of the job seeker is particularly important. Telephone interviews are often HR's first impression of job applicants, and they play a decisive role in determining whether there will be a second interview or written test in the future. However, due to the limitations of telephone interviews, they are generally only used as a tool to initially understand the general situation of the job seeker. Extended information

Interviews are used to examine a person's work ability through written or face-to-face interviews. Birds of a feather flock together, and through interviews you can initially judge whether the applicant can integrate into your team. It is a recruitment activity carefully planned by the organizer. In a specific scenario, the examiner uses face-to-face conversations and observations of candidates as the main means to evaluate candidates' knowledge, abilities, experience and other related qualities from the outside to the inside.

Interviewing is an important method for companies to select employees.

Interviews provide the company and the applicant with an opportunity for two-way communication, allowing the company and the applicant to understand each other, so that both parties can make more accurate decisions about whether to hire or not.

Interview format:

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

Question format:

The recruiter will ask the job seeker questions according to the outline prepared in advance, and please answer them. Its purpose is to observe the performance of job seekers in a special environment, assess their knowledge and business, and judge their ability to solve problems, thereby obtaining first-hand information about job seekers.

Pressure type

The recruiter consciously exerts pressure on the job seeker and asks a series of questions about a certain issue or event in detail and to get to the bottom of the matter until it is no longer possible. Answer. This method mainly observes the candidate's reaction, thinking agility and adaptability under special pressure.

Casual style:

That is, the recruiter and the job seeker have a broad and unlimited conversation. The atmosphere is relaxed, active and unrestrained. The recruiter and job seeker can express their opinions freely. The purpose of this method is to observe the candidate's conversation, behavior, knowledge, ability, temperament and demeanor during casual chat, and conduct a comprehensive comprehensive quality inspection.

Situational:

The recruiter sets a scenario in advance, puts forward a question or a plan, and invites job seekers to complete the role simulation. The purpose is to assess their ability to analyze problems and Problem solving skills.

Comprehensive:

Recruiters examine the comprehensive abilities and qualities of job applicants in a variety of ways, such as talking to them in foreign languages, asking for instant compositions, impromptu speeches, or writing a paragraph Writing, or even operating a computer, etc., to test their foreign language proficiency, writing ability, calligraphy, eloquence and other aspects of ability.

The above is a rough division based on the types of interviews. During the actual interview process, the recruiter may use one or several interview methods at the same time, or he may question the job seeker on a certain aspect of the question. The purpose of a broader and deeper investigation is to select outstanding candidates.

Interview skills:

(1) The conversation should flow naturally. Don't misunderstand the topic, don't be too stubborn, don't monopolize the topic, don't interrupt, don't say flattery, don't waste your breath.

(2) Pay attention to the other party’s reaction. A very important point in a conversation is to grasp the atmosphere and timing of the conversation, which requires always paying attention to the other party's reaction.

If the other person's eyes or expression show that they have lost interest in a topic you are talking about, 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 and the words used appropriately, but equally important is the way you speak.

——Pronunciation is clear. Some people cannot pronounce certain phonemes accurately. If this affects the overall quality of speech, words containing this phoneme should be used sparingly or not at all.

——The tone of voice is appropriate. A decent tone of voice should be ups and downs but not exaggerated, natural but not artificial.

——Natural sound. The tone is neither high nor low, and it does not lose its self. It not only sounds real and natural, but also helps relieve tension.

——The volume is moderate. The volume is appropriate to allow the listener to hear clearly.

——Speak at an appropriate speed. The speaking speed and rhythm should be adjusted according to the importance and difficulty of the content and the other party's attention.

1. Memorize your job resume. I often encounter people who apply for jobs too frequently, and their resumes are carefully "packaged". When it's my turn to be interviewed, sometimes I can't even remember how my "work experience" was "arranged and combined." As soon as he goes into battle, he quickly "shows his weakness" and is defeated without fighting.

2. Prepare “props” that are consistent with the position you are applying for. What you wear on your body, hands, and clothes can reflect the applicant's understanding of the position you are applying for. Just imagine if a five-star hotel recruits a public relations manager, and the applicant wears high-heeled galoshes to the interview on a rainy day, I am afraid that the image of the position he is applying for is very different. Therefore, the "props" during the interview should also be selected.

3. Be prepared with language that is consistent with your identity. Everyone should choose their language and words. An interview is different from chatting. You just open your mouth and do it without thinking. Every sentence, every word should be chosen. For example, many job seekers who are not familiar with the world will open their mouths and keep silent about "what is your company doing" during the interview. If they hear too much, they will definitely arouse others' resentment. You should say "your company" very politely and courteously. Isn't it weird to be polite to many people?

4. Be prepared to have a code of conduct that is consistent with your chosen career and identity. Small behaviors during an interview can best illustrate a person's true situation. Just imagine that a person whose personal belongings are messy and can't even find a pen will be difficult to be favored by the interviewer.

Reference: Baidu Encyclopedia-Interview