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.

Carefully designed? It is the difference between interview and general conversation, interview and conversation. Emphasize the effect of face-to-face direct contact situation and emotional communication. It's not carefully designed. Two-way communication methods such as face-to-face observation and conversation? , not only highlights the interview? Ask? 、? Listen. 、? Check? 、? Analysis? 、? Sentence? The comprehensive characteristics of the interview, but also interview and a plate of oral, written, operational demonstration, background investigation and other personnel quality evaluation situation is also different.

The following are the interview questions of 13 MBA.

1. Closed question

Closed questions require candidates to make simple answers. Is this a test that only candidates are required to do? what's up 、? No? An answer to a word 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. What are these questions? Step on the candidate's sore spot? Or ask questions from the examinee's conversation.

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 questions. It is said that you have changed four units in five years of work. What can prove that you can serve in our unit 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.