Interview guide: how to judge the interview result by HR performance

You have completed the interview. When you wait for news from the company, you will keep replaying the interview in your mind and want to know how you did. But is there any way to know the result before the notice comes out? There is no indication that 100% is reliable, but here are some indications that the interview is going well:

1. The interviewer tells you a definite decision time limit, not vague or uncertain. When I am interested in people who come for an interview, I will make sure that the interviewer knows exactly what will happen when they leave and when they expect to hear from me.

2. The interviewer asks about your schedule. When I am particularly interested in an interviewer, unless I know that there will be a job opportunity in a few days, I will worry about whether another employer will poach him. I would say, "Do you have a timetable?" And "If our schedule conflicts with yours, please let me know and I'll see if I can speed up the progress."

The interviewer tries to sell you a company or position. When I know that I want to hire someone, I will spend extra time talking about the position and the advantages of our company, and I will try to describe in detail the job role or corporate culture that may attract candidates.

The interviewer spends a lot of time answering your questions. Whether the candidates are strong candidates or not, I always ask them what problems they have. But when I am very interested in a person, the answer will go a lot deeper. I often check whether my answers to questions satisfy them and encourage them to reveal any reserved thoughts.

5. The interview exceeded the time limit. If I am not particularly interested in a candidate, then I will find an opportunity to end the interview-I will not delay. So if your interview time is overtime, it's a good sign. (However, don't speculate too much if you don't work overtime in the interview; Many of the people I recruited didn't have long interviews. )

6. After the interview, the interviewer will introduce you to others or show you around the office. Similarly, if I knew I wouldn't recruit an interviewer, I wouldn't do extra work and waste anyone's time (including applicants).

7. I heard from your references that the employer called them. It takes a lot of time to check the situation with a letter of introduction. I won't do it if I'm not interested in the interviewer.

On the other hand, none of the above is absolute. The interviewer may have done one or two things unintentionally. Of course, the interviewer may be interested in yours, but he finally chose another candidate. But when you see something like this, at least you will know that you have not been eliminated.

Interview Guide: Five Questions in Interview! Teach you how to reveal your confession!

Question 1: "Please introduce yourself"

Conventional ideas: ① the introduction content should be consistent with the resume; ② Try to be colloquial; (3) to the point, don't say irrelevant and useless content; (4) coherent and distinct; ⑤ It's best to recite it first.

Comments: Many HR people like to use this as the opening remarks of the interview. In fact, everyone already knows this problem, so let's just make an opening statement, and then look for opportunities to understand the problems found in reading your resume in the opening statement. When you answer this question, you must think about the details. At this time, the interviewer usually asks a few details. The fabricated experience is easy to "wear" at this time.

Question 2: "Talk about your family"

Conventional ideas: ① It is helpful to understand the personality, concept and mentality of the candidate, which is the main reason for the recruitment company to ask questions; 2 simply list the family population; ③ Emphasis on warm and harmonious family atmosphere; ④ Parents should pay attention to their own education; ⑤ It is appropriate to emphasize that family members have good conditions; ⑥ It is advisable to emphasize the support of family members for their work; ⑦ Emphasize your sense of responsibility for your family.

Comments: This question is rarely asked, because it involves personal privacy after all. State-owned enterprises and some private enterprises like to ask questions, mainly to understand social relations. Not the answer above.

Question 3: "What's your hobby?"

Conventional thinking: ① hobbies can reflect the personality, concepts and mentality of candidates to a certain extent, which is the main reason for employers to ask questions; 2 it is best not to say that you have no hobbies; Don't say that you have those vulgar and unpleasant hobbies; It is best not to say that it is limited to reading, listening to music and surfing the internet, otherwise the interviewer may suspect that the candidate is withdrawn; It is best to have some outdoor hobbies to "embellish" your image.

Comments: This question is generally not asked much, and the probability of asking questions when interviewing college students is high. If the main purpose of interviewing people with work experience is to eliminate tension and let the other person relax, the question itself has no special significance.

Question 4: "Do you have anyone you admire?"

Conventional thinking: ① The most admired person can reflect the personality, concept and mentality of the candidate to a certain extent, which is the main purpose of the interviewer; It is inappropriate to say that you don't worship anyone; 3. It is inappropriate to say that you worship yourself; (4) It is not advisable to worship people who are fictitious or unknown; ⑤ It is not appropriate to worship a person who obviously has a negative image; 6. The person you admire is best related to the job you are applying for; ⑦ It is best to say what qualities and thoughts of people you admire have infected and inspired yourself.

Comments: At most, this question is never used by experienced people when interviewing fresh graduates, otherwise it will appear that the examiner is stupid.

Question 5: "What is your motto?"

Conventional thinking: ① Motto can reflect the personality, concept and mentality of the candidate to a certain extent, which is the main reason why the interviewer asks this question; (2) It is not appropriate to say those proverbs that cause bad associations; (3) It is not advisable to say those overly abstract maxims; 4 maxims should not be said too long; ⑤ Motto can best reflect some of its excellent qualities; ⑥ Reference answer-"Only find ways for success, not excuses for failure".

Comments: The answer to this question is the same as above.

Interview guide: how to dress for an interview? Neutral dress is the most reliable!

It is said that "three points of talent, seven points of dressing up", so some people always dress up seriously when they meet such an important occasion as an interview. So, what kind of clothes can win a higher impression? The latest issue of the British Psychological Monthly pointed out that the body language of clothes during the interview should express the meaning of "Hi, I am a professional" instead of saying "Look at me, how fashionable/sexy/individual I am!"

First, rule out the factors that make you punch. Rick Richter, a Canadian recruitment expert, pointed out that the interviewer should pay attention to his own ability, knowledge and experience, not his appearance. Therefore, unconventional hairstyles, jumping or striking colors, eye-catching makeup or shaking shiny jewelry all seem out of place.

Second, a neutral suit is the first choice. Don't take risks unless you are sure that casual wear is the culture of this company. Just wear a simple and elegant formal suit, even if it is a famous brand, don't make the label too conspicuous. In addition, neutral colors, such as gray, silver, and earth tone, blue, green and other colors reminiscent of natural scenery, make people feel relaxed and relaxed, and at the same time appear calm and decent.

Third, neatness is a must. Muddy boots, dusty leather shoes, hairballs on clothes, protruding threads or holes all indicate that you are not careful or attentive in the interview, and thin socks may also bring bad feelings to the interviewer.

Fourth, avoid special smells. People can pretend to turn a blind eye to ugly food, but they can't avoid unpleasant smells. On the one hand, unclean body odor is another important factor that is easily overlooked. Note that people's likes and dislikes of fragrance are always easy to go to extremes. Don't wear perfume if you want to avoid 50% disgust.

Fifth, it should not be thin, exposed or penetrated. Don't wear close-fitting clothes, low corsets, short skirts and open-toed shoes with graceful curves, unless sexual charm is a prerequisite for this job.

Interview guide: How to stand out from the "homogeneous" crowd?

Comment expert:

Xu: Associate Professor, School of Labor and Personnel, Renmin University of China, Deputy Secretary-General of Beijing Behavioral Science Society; Research fields: personnel recruitment and selection, management communication, work stress, occupational mental health, management research methods.

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Interview is a key word in March every year. Postgraduate entrance examination, civil service examination, job search and self-enrollment examination all began to enter the interview stage. Every interview is a bridge to the other side of the dream and a "battlefield" between the interviewer and the interviewer. There is no "quiz" in the interview, perhaps only 10 minutes, but it often determines the success or failure of the whole exam; There are no "small things" in the interview, and every detail may become a stumbling block. A great feature of the interview is that it is different every time, and there are few interviewers and interviewers meeting for the second time. Even so, it is important to learn "interview experience or interview experience", because what we want to learn is not how to deal with others, but how to express ourselves.

How to stand out from the "homogeneous" crowd?

From college entrance examination to graduate school, life of Tsinghua University graduate Han Yang (pseudonym) has been smooth sailing, and the failure of this job interview is the first time that he has been "despised" in his life. 20111,relying on the golden signboard of the school, Han Yang, a political major, successfully passed the written test and sat on the interview desk of the party committee department of a large state-owned enterprise.

"The interview is in the form of many to one. Because it is one party and there are a large number of participants, each person has only 8 minutes. The first 3 minutes of self-introduction, introduced personal situation, learning experience, awards, student work experience. The interviewer is very easygoing. After talking about the motivation to apply, the interview is over. But it was in such a harmonious atmosphere that my short job search trip in the company ended. " After the defeat, Han Yang seriously reflected on the whole interview: "I didn't grasp the eight minutes, basically repeating my resume in front of the interviewer. Now it seems that how to express yourself in an interview is a deep knowledge. "

Liu Wei, who is in charge of employee recruitment in an enterprise, told reporters that the interview is not a process of selecting three excellent students, but a process of selecting talents that meet the development needs for the interview unit. Different interview positions have different requirements, for example, universities focus on the investigation of students' scientific research ability, and technical positions focus on the investigation of job seekers' practical ability.

The same "homogeneous" interview has become the "biggest killer" that puzzles and obstructs the interviewer. Excellent grades, winning scholarships year after year, CET-4 (6), CET-2 (3), student cadre experience, internship experience ... In just a few minutes of interview time, it is really difficult for the interviewer to stand out and make people shine.

"The interview needs a win-win situation; In this process, the interviewer should pay more attention to the buying point of the interview unit, not his own selling point. " Liu Tong's words seem to tell us what to say in the interview, which is really a lot of knowledge.

● Comment

In the recruitment interview, the examiner will follow the principle of matching people with posts. In other words, the examiner is concerned about whether the ability and quality of the candidate meet the requirements of the post and whether it can be well integrated into the team and organization. Therefore, for college graduates, before attending the interview, they must analyze in detail what abilities and skills are needed for the job, and try their best to show their characteristics closely related to the job requirements in the interview, so as to stand out in the interview. Take out some aimless evidence casually, for example, you have passed the TEM-8 English test, and you can't convince the interviewer unless the position you are applying for requires high English. For another example, some positions require job seekers to be practical and introverted. If the candidate is extroverted and enthusiastic at this time, at this time, no matter how widely praised by the society, the interviewer will not consider accepting such a candidate.

How important is interview etiquette?

"My most important interview was defeated by details." Xiao Zhang passed the written test of a German-funded company with high marks, and finally missed his ideal job.

According to the practice of this German company, there will be a leading group discussion between the written test and the interview. In this session, 6-8 job seekers are divided into a group, and a topic is discussed within a specified time to reach a unified opinion. HR (Human Resources Commissioner) is watching everyone's performance.

At the beginning of the discussion, Xiao Zhang, once the main force of the college debate team, firmly grasped the absolute right to speak on the field and expressed his views incisively and vividly. Even interrupted other teammates' speeches when they rose. Despite his positive performance, "I don't know how to work as a team and don't respect my partners" still left a deep impression on the interviewer.

"From the moment the interviewer enters his sight, their every move will be seen by the interviewer and remembered in his heart." In Liu Wei's eyes, the etiquette performance in the interview can often reflect a person's self-cultivation quality "soft power" beyond the "hard power" of knowledge and skills such as logical thinking, innovation ability and plan control, which many interviewers will focus on. "For example, a sense of time can show a person's sense of responsibility, clothes can show a person's attitude towards life, and cooperation with other interviewers can show a person's team coordination ... We regard every interviewer as an iceberg, and their knowledge and skills are all floating out of the water, which can be examined by written tests. What's more important is to judge whether the interviewer is what we need by digging his hidden personal qualities under the water."

● Comment

As a way of scene selection and evaluation, interview pays great attention to the performance of candidates in the test process, unlike the written test, which can only evaluate candidates according to the final results. This feature of interview determines that it is an examination method that pays attention to details, behavior and process.

For college graduates, first of all, they should pay more attention to their manners when attending the interview to show their attention to the interview activities. Of course, this does not mean that you have to wear expensive suits and suits to show your positive mental outlook. Secondly, in the interview, we should not only pay attention to the content of our answers, but also pay attention to the organization and logic of the answers. Third, similar to the analysis results of the case, some details that the interviewer pays attention to are required by the position. For example, some positions require high cooperation ability, such as Xiao Zhang mentioned in the case. He has a good eloquence and does not consider other people's feelings, so it is difficult for candidates to be admitted. Therefore, it is very important to know the requirements of the position for the applicant before the interview. Fourth, some details are indeed universal. For example, be polite, dress neatly, express clearly and so on. This needs to be obtained in the accumulation and practice of daily study and life.

Don't let actual combat experience bring "fried dough sticks"

Li Meng, a senior at a university in northwest China, spent a lot of money on the interview. From job-hunting bible to job-hunting interview experts and interview records of Fortune 500 companies, the all-encompassing interview questions in the book made her firmly believe that "stones from other mountains can attack jade"; The exquisite "face classics" on the Internet made her familiar with the previous interview topics of her favorite unit; In addition, she also spent more than 1000 yuan to enroll in an off-campus interview tutorial class, and conducted in-depth research on different types of interview templates in different units. But when she really came to the stage with a full belly of interview theory knowledge, she found: "Why is what the teacher taught in the book either useless or useless?"

"The first interview was a sales position in a company. Due to the lack of actual combat experience and lively interview types, it did not play well. I finally got an interview opportunity for a college counselor position, but the effect was not so good when I finished the contents and principles of the counselor's job responsibilities carefully designed in advance. On the contrary, another boy who responded quickly and had some ideas got a job opportunity. " After the interview, my sister, who works in the school, told Li Meng that she was eliminated because her smile, sitting posture and way of answering questions were too rigid, which was considered by the leaders as "no personal characteristics, not flexible enough".

The experience of netizen Xixi also seems to confirm the interview truth of "no characteristics and no way out". "Looking at the interview skills summarized by predecessors, I feel that I have got the martial arts classics and even turned my back to read them. The interviewer answered a series of questions fluently. I thought I played well and didn't get the job. The interviewer's reason is,' Do you often live together? From your answer, we can't see that a graduate should be green! "

Also a fresh graduate, Xiao Yang in Beijing has deepened his understanding of himself, accumulated interview experience and succeeded in applying for the job because he has participated in interview counseling and interview simulation on campus many times. "I don't think the interview can be an armchair strategist, but should be honed in actual combat. Template is not omnipotent, it must have its own style and characteristics. Only in this way can they show themselves best in the shortest time. "

● Comment

The interview is not a knowledge test, but an ability test. In fact, many interview questions have no fixed answers. The interviewer is more interested in observing the way and process of your answer than the result of your answer. The "mixed venue" mentioned in the above case is because the examiner found that the students' answering process was "smooth" and the result was "correct".

At present, there are many books and counseling activities about interview on the market, and recent college graduates can selectively participate in some. However, when reading these books or participating in the corresponding activities, we must be clear: they can only help us to be familiar with the interview method, and we can't be superstitious about its function. A really effective interview still depends on personal strength, and the interview tests the job-related quality of the candidate. If a person's knowledge and ability can't meet the requirements of the enterprise, then such an interview is difficult to pass unless he meets an unqualified examiner. Therefore, it is the real king for college students to make full use of their precious time at school to improve their personal quality. In addition, in the process of job hunting, job seekers can participate in interviews more, accumulate some practical experience in interviews, and form so-called personal characteristics. Just like an excellent athlete, if he wants to create good results in the competition, he should actively participate in various competitions in addition to his usual hard training, otherwise the tense competition atmosphere will make him play abnormally.

Interview guide: What you must know in a job interview: How to answer why you left your old employer.

In the job interview, it is inevitable to talk about why you want to leave your old employer. So how do you answer "Why did you leave your old employer?" ?

First of all, let's analyze the reasons why people in the workplace leave.

In reality, there are many reasons for job-hopping in the workplace, including 10 thousand people. Even if the same person leaves voluntarily, there may be more than one reason, or even a combination of 10 reasons. Otherwise, people will not jump ship, because jumping ship conflicts with people's lazy nature. The common reasons for leaving are as follows.

Voluntary resignation

1. The conflict between life and work. First, personal health reasons affect work; Second, living habits conflict with the nature of work, such as staying up late, traveling, drinking, accompanying guests, etc. The third is the conflict between family life and work, such as: the spouse goes abroad, and some people in the family need to be accompanied by themselves.

2. Conflicts between individuals and enterprises. First, I really don't want to stand the conflict with my boss; Secondly, it is the conflict with colleagues, and this conflict can not be coordinated by oneself; Third, the conflict with corporate culture, I strongly disagree with corporate values, I can not change; Fourth, my career development has hit the ceiling. For example, in foreign companies, we meet the ceiling of nationality, and in private enterprises, we meet key positions dominated by family members. No matter how well I do, I am also a deputy, and I can't get a comprehensive exercise. Fifth, the boss is about the same age as himself and has higher expectations for career development.

Passive resignation

1. objective factors of force majeure. First, the enterprise moved, and the work unit was too far away from home; Second, the department moved to other places; Third, the business owner ran away and the company was scattered; Fourth, the development of enterprises is stagnant or merged; Fifth, industrial decline.

2. I was eliminated. First, professional competence is incompetent and eliminated by the pressure of assessment or evaluation; Second, it violates the enterprise system or professional ethics; Third, he has serious moral problems and even illegal problems, which makes him notorious.

There is no way to leave passively, and the initiative to find opportunities after leaving is even less. Generally speaking, there are new career opportunities when you leave your job voluntarily. In fact, job-hoppers are the intersection of disappointment and hope. Hope minus disappointment. If it is positive, people will choose to leave their old employers. Of course, many people in their 90s are now in naked resignation.

What does the interviewer want to test you with?

First, judge whether the reason for the candidate's resignation is true. First, at least 1/3 of the candidates' reasons for leaving are untrue. But lies also have judgment value, at least to judge that this person is dishonest. Second, judge whether the reasons told by the candidates are all true. In fact, many candidates have said the real reason for leaving their jobs, but there are other real reasons that have not been said. Third, even if the story tells the real reason, how real is it?

Secondly, make an in-depth and comprehensive judgment on the candidates. First, you can judge the values of candidates by describing the reasons for leaving. No matter whether the reason given by the candidate is true or not, at least he thinks it is high-sounding, especially the false reason can better express the candidate's deep-seated values, that is, he thinks that this is the only reason for his resignation. The second is to judge the way and style of the candidate to deal with contradictions by describing the cause and effect and process of resignation. The third is to judge the candidate's perspective and objectivity. The fourth is to judge whether the thinking mode of candidates is mainly positive thinking or negative thinking. The fifth is to judge the logical thinking ability and habits of candidates. The sixth is to judge whether the candidate's career development plan is clear.

Third, confirm. One is to verify whether many of the things mentioned above are true, and the other is to verify whether the candidates are organically connected with the career demands and career development plans to be discussed next. The third is to confirm with the information that the interviewer knows. The fourth is to pave the way for the professional background investigation when planning to hire.

Fourth, comprehensive assumptions and forecasts. One is to assume the conflict and complementarity between the applicant and the existing organization personnel after entering the organization, so as to judge whether to hire, how to position after employment, how to integrate and how to use it. The second is to predict the career development path of candidates after entering the organization, and the positive and negative effects that may be brought to the organization after entering the organization. The third is to judge when the candidate will leave after entering the organization, how to leave, and what trouble will it bring to the organization after leaving.

Seemingly simple question and answer, just a minute or two, as a qualified interviewer, his mind will spin quickly and make various value and risk assessments.

Interview guide: How to stand out in an interview: The first and last five minutes are closed.

Last week, the reporter interviewed a large-scale job fair every Sunday in Nanjing Boren Recruitment International Exhibition Center, and found that many job seekers' resumes were beautifully crafted and well organized, which won the favor of HR, but often in the interview stage, many people were rejected by various inexplicable reasons. What can I do to ensure that I stand out in the interview and gain the appreciation of the employer? Miss Wang, a recruitment consultant in Nanjing Boren, put forward ten suggestions to job seekers for reference.

1, bring more resumes to the interview. Nothing shows that you are not prepared enough than when you are asked to provide more resumes. Bring more resumes. Maybe more than one person will interview you. Anticipate this in advance and be prepared to show your formality and meticulousness.

2. Pay attention to your body language, try to be alert, energetic and concentrate on the examiner. Make eye contact to show that you are interested in the position you are applying for.

3. Pay attention to the first impression and the last impression. The first five minutes and the last five minutes of the interview are the most important, which determines your first impression and leaving impression, and determines whether the examiner appreciates you. Communicate actively in the first five minutes, and make sure that you have been remembered when you leave.

Even if you have a resume, you should fill in the company form completely. Even if you bring your resume, many companies will ask you to fill out the form. Your willingness to fill in this form from beginning to end will convey the message that you are formal and do things well from beginning to end.

Remember, the purpose of every interview is to be hired. You must show your personality and professional ability to get the job. At the end of the interview, make sure you know what to do next and when the employer will make a decision.

6. Understand the needs of the employer, show your value to the company and show your adaptability to the environment.

7. It makes people feel good and enthusiastic. People like to hire people who are easy to get along with and proud of the company. So you should be formal and steady in the interview, and show your energy and interest.

8. Make sure you have the right skills and know your strengths. How do you compare your education, experience, training and salary with others? Talk about something that you know how to do well. This is the key to your next job.

9. Show your ability to work hard and pursue group goals. Most examiners hope to find someone who is creative, has a good personality and can integrate into the group. You must convince the other party that you are excellent in both aspects by emphasizing the benefits you bring to them.

10, it is very important to sell all your advantages, including your technical qualification and general ability, character strengths. Employers only care about two things: your qualifications and your personal character. Can you work on the basis of past performance and adapt to the company culture? Talk about the positive aspects of your personality, and use examples to tell each other what you would do in a specific job.

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