Definition, characteristics and functions of interview

First, the definition of interview

Interview is not a simple face-to-face conversation, nor is it a mysterious "face-to-face" that can be understood by relying entirely on experience and experience. It needs scientific evaluation criteria, methods and organizational forms.

Interview is an examination activity to measure and evaluate the ability and quality of personnel. Specifically, the interview is an examination activity designed by the organizer, with the examiner's face-to-face conversation and observation of the candidates as the main means to evaluate the candidates' knowledge, ability, experience and other related qualities from the outside to the inside.

"Careful design" is the difference between interview and general conversation, interview and conversation. Interviews and conversations emphasize the effect of direct face-to-face contact and emotional communication. Not carefully designed: "face-to-face observation, conversation and other two-way communication methods" not only highlights the comprehensive characteristics of "asking", "listening", "examining", "analyzing" and "commenting" in the interview, but also brings the difference between the interview and a set of oral, written, operational demonstrations and background investigations.

Second, the characteristics of interview

Compared with other evaluation forms, the interview has a relatively unique car:

1. The means and contents of interview evaluation are flexible and targeted.

Different posts have different requirements for people's quality and ability. Interviews can flexibly use different means to evaluate a person's ability according to the characteristics and needs of different positions. Formally, interview, leaderless group discussion, scenario simulation and other methods are adopted; In terms of content, we can flexibly change the examination content for different positions and different candidates, and accurately test whether the candidates adapt to the actual ability level of this position in a certain aspect. For example, in the specific implementation process, the examiner's questions can change according to the way and content of each candidate's answer.

2. Can fully mobilize the subjective initiative of examiners and candidates.

In the interview, the candidates' answers and behaviors are linked by the examiner's judgment. Without any media, the contact, conversation and observation between the examiner and the candidates are also mutual and face to face. The information exchange and feedback between them are also interactive. Examiners can actively change the examination methods and contents according to candidates' answers, and candidates can also play their own talents to keep up with the examiner's ideas and actively answer various questions raised by the examiner. This directness improves the effect of communication between examiners and candidates and the authenticity of interviews. At the same time, you can learn a lot of information that you can't learn in the competition.

3. Subjectivity of evaluation

The judgment of the interview is intuitive and often contains a great degree of impression and emotion. Its evaluation and judgment of people, including the evaluation of grades, are easily influenced by subjective factors.

4. Emphasis on quality assessment

The written test is based entirely on the answer. As long as the candidate's answer is consistent with the standard answer, whether the candidate is really right or not, whether the candidate's answer is clever or not, and whether it takes more or less time, points will be given. Interview is to evaluate the quality of candidates according to all their performances on the spot. He not only analyzes whether the candidates' answers are correct, but also looks at the flexibility, logic and adaptability of the candidates' answers. The evaluation of candidates' interview results does not take the correctness of views as the first indicator, but depends on the comprehensive quality of candidates.

5. The content is not fixed

Generally, the content of the written test is prescribed by the examiner in advance, so it is fixed. There is no difference in the test questions faced by candidates of the same major. Although in most cases, the content of the interview is drawn up in advance, the examiner can ask questions at will during the exam, and the candidates should answer impromptu. Moreover, the examiner can also ask questions flexibly according to the needs of the exam, and not stick to the established questions.

6. Interview is a two-way communication process

Interview is a two-way communication process between examiners and candidates. During the interview, the candidate is not completely passive. Examiners can evaluate candidates through observation and conversation, and candidates can also judge the examiner's value judgment standard, attitude preference and satisfaction with their interview performance through the examiner's behavior, so as to adjust their behavior in the interview. Therefore, the interview is not only an examination of the examiners, but also a communication, emotional exchange and ability contest between the subject and the object.

7. The uniqueness of the interviewee

Interview questions generally vary from person to person, and the content of evaluation should mainly focus on personal characteristics and interfere with each other at the same time.

8. Persistence of interview time

An obvious difference between interview and written examination is that the interview does not start at the same time, but continues one after another. The written test can be conducted at the same time regardless of the number of applicants, even without geographical restrictions, and the interview is different.

Third, the basic form of interview

According to different angles, interviews can be divided into the following basic forms:

1. Personal interview and group interview

The so-called individual interview means that the examiner interviews the candidates individually. This is the most common and basic interview method. The advantage of a separate interview is that it can provide both sides with a face-to-face opportunity for in-depth communication. There are two types of personal interviews. First, there is only one examiner in charge of the whole interview process. Second, many examiners participated in the whole interview process, but only talked to one candidate at a time.

Group interview is also called group interview, which means that many candidates face the interviewer at the same time. In group interviews, candidates are usually asked to discuss in groups, cooperate with each other to solve a problem, or let the candidates take turns as leaders to preside over the meeting and speak. This interview method is mainly used to examine candidates' interpersonal skills, insight and grasp of the environment, leadership skills and so on.

Leaderless group discussion is the most common method of group interview. Candidates are free to discuss the topics given by examiners, which are generally taken from professional needs or hot issues in real life, and have strong particularity, realistic scene and typicality. During the discussion, the examiner sits at a certain distance from the candidates, does not participate in questions or discussions, and grades the candidates by observing and listening.

2. One-time interview and staged interview

The so-called one-time interview means that the employer interviews the applicant at one time. In a one-time interview. The interviewer's lineup is generally "strong" and usually consists of experts. In an interview, whether the candidate can pass the interview or even finally pass the interview depends on the performance of the interview. In the face of this kind of interview, candidates must concentrate on their advantages, prepare carefully and go all out.

Staged interviews can be divided into two types, one is called "sequential interviews". One is called "step-by-step interview".

3. Unstructured interviews and structured interviews

Under the unstructured interview conditions, the organization of the interview is very "random". Regarding the guarantee of the appearance process, the questions to be asked in the interview, the scoring angle of the interview and the handling method of the interview results, the examiner did not make careful preparations and system design beforehand. Unstructured interviews are quite similar to people's daily informal conversations. Unless the interviewer's personal quality is extremely high, it is difficult to ensure the effect of unstructured interviews. At present, there are fewer and fewer unstructured interviews.

Formal interviews are generally structured interviews. The so-called structure includes three meanings: one is the structure of the interview process (interview procedure). In the initial stage, the core stage and the final stage of the interview, the examiner will plan in advance what to do, what to pay attention to and what to achieve. The second is the structuring of interview questions. In the interview project, what aspects of the examinee's quality should the examiner examine, and what questions should the examiner mainly ask around these inspection angles? When will it be brought up? How to mention it? You should be prepared before the interview. Third, the evaluation of interview results is structured. From what angles to judge the interview performance of candidates? How to distinguish grades? Even if you score, there will be corresponding regulations before the interview, and the scale will be unified among the examiners.

4. Regular interviews and situational interviews

The so-called regular interview is the face-to-face interview between examiners and candidates in the form of questions and answers. Under this interview condition, the examiner is in an active position and the candidates are generally passive. Examiners ask questions, and candidates answer according to the examiner's questions to show their knowledge, ability and experience. Examiners average the comprehensive quality of candidates according to their answers to questions, appearance, body language and emotional reactions in the interview.

In the situational interview, the question-and-answer mode between examiners and candidates is broken through, and scenario simulation methods in personnel selection such as leaderless group discussion, document processing, role-playing, speech, defense and case analysis are introduced. Situational interview is a new trend of interview situation. In this interview situation, the specific interview methods are flexible and varied, and the interview simulation is true, so that the candidates' talents can be fully and comprehensively displayed, and the examiner can also make a more comprehensive, in-depth and accurate evaluation of the candidates' quality.

Fourth, the main contents of the interview test

1. candidate's appearance

Gfd refers to the physical appearance, dress manners and mental state of candidates. Its specific requirements are: 1. Dress neatly, appropriately and without obvious mistakes; 2. Calm, steady and generous; 3. Walking, knocking at the door and sitting in the chair are all in line with etiquette; 4. Energetic; 5. Oral English is elegant and polite.

There is no special topic for the determination of manners, but the examiner gives an evaluation to the candidates through observation during the whole interview process, so the candidates are required to keep consistent manners throughout the interview process. After the examinee enters the examination room, the examiner first sees the manners, which make the examiner have a preliminary impression on the examinee before the interview officially begins, and this preliminary impression will leave a deep impression on the examiner, and then affect or even influence the examiner's evaluation of the examinee in the formal interview. As an experienced examiner said, whether a person can be hired is often decided at the moment he enters the examination room. Although this statement exaggerates the influence of etiquette on the interview, its importance can also be seen from this.

2. The examinee's intelligence structure

The so-called intelligence refers to people's ability to know and understand objective things. The factors of intelligence include observation, memory, thinking and imagination. Intelligence is the foundation of people's various abilities.

(1) Observation ability

Observation is a process of purposeful, planned, conscious and selective perception of objective things, and it is an active form for people to accumulate a lot of materials and increase their perceptual knowledge.

The scoring point of observation ability is the breadth, accuracy and completeness of observation.

(2) Memory ability

The key points of scoring in memory are agility, durability, accuracy and preparation of memory.

(3) Attention

Attention is the essential feature of various psychological activities.

The scoring points of attention are the directionality, concentration, stability, extensiveness and transfer of attention.

(4) Imagination ability

Imagination ability is a unique thinking activity of human beings and the basis of human creativity.

(5) Thinking ability

Thinking is the indirect generalized reflection of the human brain on objective things, and it is the advanced form of the human brain's reflection on things. It has infinite universality, profundity, originality and flexibility, and thinking ability is the core factor of intelligent energy structure.

3. Competency structure of candidates

(1) language application ability

(2) the ability to handle things

(3) the ability to deal with interpersonal relationships

(4) creativity.

(5) Ability to master modern office equipment.

V. Questions about interview topics

1. Closed question

Closed questions require candidates to make simple answers. This is an answer that only requires candidates to do a word "yes" or "no" or a simple sentence.

When did you join the work? Did you major in management at the university?

2. Issues that are easy to discuss

The questions raised in open-ended questions require candidates not to answer with a simple word or sentence, but to explain and discuss them separately in order to answer the questions satisfactorily. Generally speaking, the questions in the interview should be asked in the form of open test, so as to inspire candidates' thinking, stimulate their sleeping potential and quality, evaluate them from a large number of output information, and truly examine their quality level.

For example, in your previous job, which departments did you often deal with? What have you learned?

3. Hypothetical questions

Hypothetical questions are virtual questions to understand candidates' reaction ability, adaptability, problem-solving ability and thinking ability. Sometimes in order to express a certain meaning euphemistically, you can also use this way of asking questions.

For example, what would you think if I told you now that for some reason, it might be difficult for you to be hired?

4. Series of questions

Half of the serial questions used in stress interview mainly examine candidates' reaction ability, logic and organization of thinking, but they can also be used to examine candidates' attention, instantaneous memory, emotional stability, analytical judgment and comprehensive generalization ability.

For example, I want to ask three questions. First, why did you come to our unit? Second, what are your plans when you arrive at our unit? Third, a few days after you reported your work, you found that the actual situation did not match your original imagination. What should you do?

5. thorny issues

This way of asking questions is challenging, and its purpose is to create situational pressure, so as to examine the adaptability and patience of candidates. Generally used in stress interview. Most of these questions are "stepping on the examinee's sore spot" or asking questions from the examinee's dialogue.

For example, the applicant said that if he was hired, he would be willing to serve for life, but on the other hand, he knew that he had changed four companies after working for five years. At this time, you can ask him: "It is said that you have changed four companies in five years. What can prove that you can serve in our company for a lifetime? "

6. Leading questions

This kind of question is mainly used to ask candidates some intentions and needs or get some positive answers. If it involves salary, welfare, treatment, work arrangement and other issues, it is advisable to ask such questions.

For example, how do you think it will take two years to find a job?

7. Anti-symmetry problem (circuitous problem)

When examiners perceive that candidates are unwilling to answer a question and want to know something, they can adopt the strategy of shifting their attention to the west.

8. Background issues

The purpose of background questions is to get a preliminary understanding of candidates' aspirations, study, work and other basic backgrounds, and to collect questions for future questions. The characteristic of the question is that every candidate has something to say and can freely play it, so that candidates can easily and naturally enter the interview situation; At the same time, it also examines whether candidates can show their advantages as much as possible in just a few minutes, be concise and focused, and examine candidates' language expression and thinking logic.

9. Situational questions (case-based questions)

Situational question is an examination form to examine the adaptability, emotional stability, planning, organization and coordination of candidates.

10. Behavior problems

Behavioral questions are the test forms used to examine candidates' behavioral skills and abilities, such as the significance and skills of interpersonal communication, the ability of organization and coordination, the ability of interpersonal communication, especially the ability to solve contradictions among peer organizations, and the behavioral skills and abilities of interpersonal communication and building trust with colleagues.

1 1. Intelligent problem

Intelligent problem is to examine the comprehensive analysis ability of candidates and their concern for society to a certain extent through the discussion of more complicated social hot issues. This kind of questions generally do not require candidates to express professional opinions, nor do they evaluate whether the opinions themselves are correct, mainly depending on whether the candidates can make sense.

12. Voluntary issues

The willingness question is to examine the matching degree between the candidate's motivation for knowledge and the proposed position, the candidate's value orientation and attitude towards life.

Why do you want to leave your old work unit? Why did you apply for your present position? If you are not hired this time, what are your plans? (Whether the application motivation meets the requirements of the proposed position, whether the candidates have a correct understanding and strong motivation for the job they are applying for, whether they can correctly treat setbacks and have a positive attitude towards life. )

13. Knowledge issues

Knowledge-based questions ask questions about candidates' knowledge, personality tendency and way of thinking through their answers.

Six, self adjustment and self training

For candidates, the most wonderful result of the interview is that the interviewer fully and accurately realizes his own advantages. This is the result that every interviewer would dream of. But like William, the "father of psychology" in America. James said in this passage that in the specific situation of the interview, most of the interviewees are half awake and half asleep, and often, most of the interviewees have entered this depressing state of self-confusion, either because of the deviation of their positions, or because of inexplicable emotions such as anxiety and fear, or because of their bad habits.

Before the interview, even as early as before the interview, wise candidates should try their best to tap their potential strength, try their best to eliminate the influence of negative self-strength, and adjust their psychological state reasonably so as to show their elegance in future interviews.

1. Dangerous perfectionism

The boss of a large national company said that he refused to consider an interviewer who was qualified in all aspects because he paid too much attention to embellishing details on his appearance.

You have no enemies in the interview.

A truly healthy and mature interpersonal model should be "I can do it-you can do it, I'm fine-you can do it". This mentality is characterized by fully realizing that you have a strong rational power, having a proper understanding of the value of life, and being the unity of believing in yourself and others and loving yourself and others. Although we are not perfect, we can accept ourselves objectively and tolerate others. We can face up to the reality and try to change what we can. We should be good at discovering the bright side of ourselves, others and the world and keep ourselves in a positive, optimistic, enterprising and harmonious mental state.

Do you have enough self-esteem in the interview?

Experienced interviewers know that in the interview, you'd better not let the examiner clearly realize, "Oh, this man is trying to please me." There is a simple reason. Let's imagine that now you are the interviewer representing a certain unit. Would you like to recruit someone who can only speak Nuo Nuo for your company?

Before an interview, normal people have normal anxiety.

A female student of the author's undergraduate course was unable to sleep because of excessive anxiety the night before taking the GRE exam. In the middle of the night, an hour passed quietly, and she questioned herself again and again. Can I take the exam tomorrow? Fortunately, she knows a lot about psychology. At the critical moment, she finally knew that tonight's anxiety was normal and would not be eliminated just because she wanted to get rid of it. "Let it come, let it go, let it go!" It gave up subjective efforts to get rid of anxiety. As a result, as soon as the idea appeared, her heart soon calmed down, and then she could sleep peacefully for three hours. The next day, she got rid of all her psychological burdens and went into battle lightly. As a result, she got a high score of 2290, and later went to Stanford University to study for a doctorate.

Anxiety is mainly at the physiological level. It comes at will and will never disappear because people want to get rid of it. Usually, anxiety brings us unhappiness, so we want to get rid of it. But the more you want to get rid of it, the more you will pay attention to it. The typical feature of content at the physiological level is that the more individuals pay attention to it, the more prominent it will be in the individual. In short, the more you want to get rid of anxiety, the more anxious you will be. The more anxious I am, the more I want to get rid of it. In this way, a sexual cycle is formed. The only way to break this vicious circle is to let go. Once you stop paying attention to your anxiety, the anxiety state will naturally disappear.

Seven. On-site preparation for interview

Finally, you can congratulate yourself on winning the interview. At this time, don't be nervous, don't relax, think calmly and seriously: the interview is coming, what should I do?

1. Image preparation

Decorating the facade and packing yourself are not just things to do the morning before the interview. Careful interviewers begin to dress up their image very early.

Best image

The ideal effect of packaging yourself is that you have indeed decorated it carefully, but you can see the traces of decoration, so that people can't find anything wrong. When packing yourself, remember that clothes and dressing are a kind of silent self-introduction, and experienced interviewers will read a lot of your contents from here, such as:

-Your age, family status, economic conditions, education level and occupation;

-Your favorite activities, such as dancing, traveling, reading, playing ball, politics, gambling;

-Your temperament and style: free and easy, melancholy, introverted, cheerful, positive and negative;

-Your personality: kindness, honesty and positivity; Harsh, vain, weak, jealous;

Can (male) hair, beard, shirt, trousers, shoes or other clothes show his distinctive characteristics?

-What is dressing ability and aesthetic level? Can her hair, shirt, skirt, trousers, shoes and makeup show her personality and her harmonious charm?

A beautiful image is not necessarily the best image. In an interview, a beautiful female college student specially dressed herself to show her unique self-cultivation and demeanor, so she gave everything she had, prepared a high-grade black dress and made a beauty treatment in a beauty salon to make the whole person look more noble, Leng Yan. Her image is pleasing to the eye, but in the interview, her deliberate dressing will inevitably bring trouble to herself. While admiring her, the interviewer has begun to make unfavorable comments on her. What high-end clothes, but is this what students look like? I like dressing up too much. Can I work steadily? Well, it seems that she has a lot of financial conditions. Is she a spoiled young lady? The experienced interviewer saw through the content behind her deliberate dress at a glance, and she was in a very urgent mood. This is just a fake that is not mature enough and stable enough! When dressing up, you must give yourself a clear position and know who I am. I'm applying for a job. I'm looking for a job.

Hairstyle and beard

The interview is traditional, conservative and formal, so don't make your hair so weird that the interviewer really doubts the purpose of your interview.

Men's hair is easier to handle, because there are not many hairstyles for men to choose from. The so-called trendy hairstyles are stingy, stiff and rigid.

The most taboo thing about women's hair is that there are too many headdresses and clothes. In an interview, generosity is natural.

The man's beard seems to be full of artistic sense and strength, but the thick beard inadvertently says: I need a little loneliness, please stay away from me. If you are an interviewer, I believe you don't want to feel this way.

The Art of Dressing

In the interview, the loser's dress is often inappropriate. Men's suits are straight, but they don't wear ties, running shoes or jeans; A woman may wear a short skirt, a fluttering T-shirt and a pair of high heels of at least 5 cm on her feet.

Before the interview, you'd better dress up your cheeks a little to make yourself look healthy and fresh.

Reasonable lip decoration can achieve an eye-catching effect and make people ignore other defects on their faces. Even men should not be thirsty to attend the interview. He should put a layer of baby ointment on his mouth to make it moist. Chapped lips will give the interviewer a sense of haste. Women with big mouths and deep lips can also imitate men.

The use of perfume

Interview is a special occasion in business. On this occasion, the long and refreshing fragrance quietly touched the interviewer. Therefore, in the interview, you can choose Milan perfume, chamomile perfume and rose perfume, and avoid using sandalwood, jasmine perfume, musk or Long Xianxiang perfume.

Put an end to decorations

2. Mental preparation

Relax your body.

When the body and mind are connected, the body is relaxed and the psychological tension is relieved.

Take a deep breath.

When we are unhappy, we often sigh. In fact, sighing is an unintentional deep breath, which partially relieves anxiety and tension inadvertently. Before the interview, take a deep breath and relax yourself.