As an applicant, only by understanding the psychological characteristics of the other party and "knowing his heart" can we turn passivity into initiative. Therefore, learning some psychology properly, mastering the basic psychological characteristics of the interviewer, and participating in the interview with preparation and pertinence are of great benefit to improving the success rate of job hunting. According to the author's understanding, the interviewer has three basic psychological characteristics that candidates should master, namely: initial impression and negative aggravating tendency, employment pressure and suggestion, and pleasing to the eye. 1, three psychological characteristics help you see through the interviewer's initial impression and negative aggravation tendency. Some foreign scholars have come to the conclusion that at least 85% examiners have made a preliminary impression on the candidates according to their application materials before the interview really begins. The first impression plays a very important role in the process and result of the interview. According to psychological principles. If you leave a bad initial impression, it will be very difficult to change this impression, which is the role of negative aggravating tendency. Knowing the psychological characteristics of examiners, we should carefully prepare our application materials and try our best to cover up our shortcomings and deficiencies with our own strengths and specialties. Of course, don't leave a bad impression on the examiner because of the clothes and every move at the beginning of the interview. 2. Employment pressure and meaning The employment pressure mentioned here means that the examiner has the pressure to complete the recruitment task. The employment pressure of examiners is an opportunity for candidates. Someone has done an experiment: divide human resource managers into two groups and tell one group that they are still far from the goal of completing the recruitment task; For the other group, they have almost completed the recruitment task. As a result, the group who told it to stay away from the recruitment task rated the interview candidates much higher than the other group. Of course, it is difficult for candidates to know the employment pressure of the examiner, but in the interview, the examiner may unconsciously reveal this emotion. Anxious to complete the recruitment task of a position, the examiner may unconsciously express this emotion with hints, and even take the initiative to guide the candidates to answer the questions correctly. For example, they will say, "Your foreign language should be ok", "According to your experience, it may not be a technical problem" and so on. In most cases, the hint is not so naked, but a little obscure. For example, when the examiner thinks your answer is correct, he will smile or nod gently. Seize the opportunity to grasp the employment pressure of examiners, seize the hints in time, and follow this road, and you may achieve your goal. 3, pleasing to the eye The pleasing to the eye mentioned here refers not only to the dress of the applicant, but also to the eyes and facial expressions of the job seeker when applying for the job. Studies have shown that candidates who are good at expressing their emotions with their eyes, facial expressions and even simple small gestures have a much higher success rate than those who don't look at others or smile. There is an experiment with 52 human resources experts: let these experts decide who to invite for the second interview by watching the videos of previous interviews. These experts are divided into two groups. A group watched a video of a candidate who made a lot of eye contact and looked energetic. As a result, 23 of the 26 experts invited the candidate to participate in the interview again. Another group of experts watched a video of a candidate who had little eye contact and little energy. As a result, none of the 26 experts invited him to the next round of interviews. Three minutes to help you see through the interviewer 2. The interviewer will understand the personality and interpersonal relationship of the job seeker, and the emotional state, personality and maturity of the candidate. The interviewer will also observe the enthusiasm and responsibility of the candidate for work from the interview, and understand the ideal, ambition and self-motivation of the candidate for life. Therefore, understanding the interviewer's psychology will be of great help to successfully deal with the interview. How to analyze the interviewer's psychology before the interview and adopt different coping psychology according to the interviewer's possible psychological situation, so as to provide some theoretical basis for college students' job hunting, has become a topic of concern to the author and many college graduates. Different employers have different psychological states because of different objective backgrounds. However, as recruiters, they inevitably have the same psychological characteristics: (1) paying attention to the first impression. From a psychological point of view, the first impression is very important in the mind of the interviewer. Because it is original, it is fresh, profound, eye-catching and easy to remember. And because it is mainly based on the observation of feelings and images, it is easy to cause people's emotional reflection-like it or not. The first impression that you like or dislike dominates F, and the further understanding of candidates is often unconsciously influenced by the first impression. Therefore, it is very important for college students to give the interviewer a good first impression when applying for a job. Some job seekers don't understand this. They are careless, careless and self-righteous, but they don't know that this attitude is the reason for losing opportunities. (2) The dominant psychological interviewer's condescending psychological tendency. In the evaluation of interview results, it shows personal tendency. Applicants should treat with a balanced attitude and give full play to their talents. (3) The interviewer has formed a fixed thinking mode for a long time, so when evaluating the applicant, he doesn't pay much attention to the actual performance of the applicant, but unconsciously compares the applicant with some people in his impression, which makes the interviewer's judgment subjective and reduces the objectivity of interview evaluation. In view of this situation, you should be able to feel the interviewer's psychological set in a short time, grasp his psychology and improvise, so as to answer questions and make the interviewer satisfied with you. (4) Willing to be Bole Most of them hope that they can be a fair "interviewer", that they are Bole, and that they can be discerning and choose the talents they need from a large number of applicants. This urges the interviewer to be serious and responsible for his work, make a careful investigation, ask questions in detail, and try his best to select the best candidate. Job seekers should fully display their talents and give him a message: you are a talented person, and this talent can only be brought into play with him. (5) Interviewers tend not to let candidates express themselves as much as possible, but are self-centered, so you should be patient and don't grab words. Although you can't listen any more, show that you are interested in listening, learn to listen and be a good listener. (6) In the process of psychological fatigue interview, the interviewer should pay a lot of energy. Repetitive operation activities and long-term high concentration can easily lead to laziness and drowsiness. You may inadvertently yawn, take a deep breath, keep looking at your watch, rub your hands and other habitual actions, showing boredom and impatience. Communication between people takes time. What should you do if the interviewer doesn't give you enough time to express yourself? At this time, find a topic that can attract him, use body language appropriately and attract his attention; At the same time, speak to the point, be concise and avoid nagging. (VII) Specialization tendency The interviewer uses too many technical terms or technical terms, which is easy to confuse the candidates and can't fully understand the interviewer's meaning, resulting in communication difficulties. This will inevitably make the examinee's unstable psychology fluctuate and cause unnecessary psychological burden and pressure. Listen carefully to each other's questions, understand them in the shortest time, and respond with a positive attitude. (8) Standardization tendency Interviewers use idealized standards to measure students, being too picky and demanding perfection. There is a typical saying about the interview: "The most suitable person is the best, not the best", and the company should recruit the "most suitable person for the job". Therefore, in your introduction, you should focus on the place where you are most suitable for this position! This is the most important psychological feature of all interviewers. Now, the recruiters have received more training, mastered more superb interview skills and how to keep an eye on people. In the actual recruitment, many interviewers realize that IQ is nothing and EQ is nothing. More important is your reverse emotional intelligence, which is what we call AQ. Inverse EQ refers to whether you can be calm and calm in a very chaotic situation when everything changes. Interviewers know that people's characteristics are divided into two parts: some characteristics exposed at the tip of the iceberg and some potential characteristics of the iceberg. The things above the iceberg are obvious, that is, the knowledge and skills you know, while the things below the ice are your values, your self-orientation, your needs and your personality characteristics, which are not obvious. During the interview, the interviewer will pay more and more attention to what is under the iceberg, which is the interviewer's psychology. In the interview, the interviewer may give you a difficult question to deliberately make things difficult for you, to see your adaptability when being made difficult, to see your ability to improvise and to see your adversity quotient at this time; He will also see if your communication is smooth throughout the interview. At this time, it is your emotional intelligence. Finally, it depends on your IQ, which is written in your resume. You are a bachelor, a master or a doctor, and your English is CET-4 and CET-6. What language does the computer know? In other words, when you look at IQ, EQ and AQ at the same time, the interviewer will first look at your adversity quotient to see if you can improvise and be calm; Look at your emotional intelligence, communication is casual, natural and uncomfortable; Finally, let's look at your IQ. Is it an undergraduate, a master or a doctor? So IQ has become less and less important in the interview. Because, as college students, your IQ gap is not too big.