How to spend the interview issues. Interview when receiving an employee to work: Secrets of a successful interview. Be on an equal one

The recruitment is one of the main tasks that must be solved to ensure the effective functioning of the enterprise. Find a qualified employee is not so easy. Professional training information is not enough. For careful selection, an interview is carried out, which allows you to form an opinion about a person as a specialist and personality.

To maintain the workflow, it is necessary to take care of not only the economic components of the functioning of the enterprise, but also to create a favorable psychological climate in the team. To do this, it is very important not to be mistaken with the choice of a new employee.

Each leader should clearly represent what professional qualities and personal characteristics of the candidate is required by him. And, based on this data, open a vacancy.

The interview helps to avoid mistakes and cut the time to search for an employee. No matter who will conduct an interview company head or personnel officer. The main thing is a professional approach. With a lack of experience and knowledge about how to conduct an interview, enterprises attract specialists engaged in the selection of personnel.

Basic types of interviews used in assessing candidates

The right choice of the form will be much simplified by the head of the task of finding a new employee. Most often use one of six species. Each of them is aimed at identifying specific characteristics of the applicant. They make it possible to most fully reveal the ability of the candidate. The correct choice of the form will allow to understand how to interview the applicant. Consider them in detail.

Read how to properly prepare for the interview:

Structured interview.
It is considered one of the most common among interviewers. When preparing questions, the same items are usually used as in the questionnaire. It is carried out to determine the compliance of the data specified by the applicant in the resume, reality. For this purpose, it may be necessary to provide documents (more often than the original, in rare cases of copies) confirming education, qualifications and experience.
Situational or Case interview.
Allows you to evaluate the ability of the applicant when solving specific tasks in accordance with the situation. Interviewer questions are based on how the candidate will arrive in these circumstances. Received answers are compared with reference. Depending on this, an opinion is being formed about the degree of preparedness of the applicant and the availability of professional experience.
Projective interview.
The candidate's assessment is made on the basis of his comments on the actions of fictional people in various situations. For each interview, a suitable model is selected, which will help characterize the applicant in accordance with the requirements of the employer. Scientifically proven that, analyzing the actions of other people, a person assesses their actions based on his experience. This type of interview reveals the psychological appearance of the applicant, shows what his actions would be if he had got into a similar situation.
Behavioral interview.
Reveals the ability of a candidate to make responsible solutions to eliminate emerging problems in the process of performing tasks set before him. The main function of this is the identification of the applicant the ability to adequately respond to working moments. Suitable for assessing the professional qualities of applicants.
.
It is carried out to determine the stress stability and conflict of the candidate. During the interview, questions are asked to eliminate a person from a comfortable condition and encourage conflict. Most often, the tricks are used to which it is difficult to prepare in advance. In this case, attention is drawn not to the correctness of the response, but on the psycho-emotional state of the applicant. The more calm the applicant, the better.
Group interview.
Allows you to quickly estimate a large number of candidates for the conformity of the post, the main criteria of which are sociable and goodwill. It is conducted in the presence of several candidates. It may have several personnel managers.

Methods for interviews

Each of the types of interviews can be carried out in different ways. The choice depends on the purpose of interviews and the recruiter experience. The interview is usually divided into the following categories:

strict (structured) is carried out in accordance with the pre-prepared plan. Each item in such an interview is developed according to the specified parameters of the psychological and professional portrait of the candidate;
free (unstructured) resembles a friendly conversation. Each participant finds out the necessary information (without template questions). The interview structure resembles a round table format;
combined - two methods are used simultaneously. This makes it possible to most fully reveal the candidate. A professional characteristic in this case is better to determine in a rigorous plan, which will provide all aspects of the requirements for the applicant. The psychological portrait can be made during a relaxed conversation on distracted topics.

How to properly conduct an interview

What stages can be divided by an interview?

A clear idea of \u200b\u200bthe stages of the interview will be successfully planned. They divide interviews into several parts. Each of them has a logical completion. The main stages of the interview are presented below. Total three of them:

Acquaintance. The interviewer needs to assess the applicant's ability to present itself. It should be remembered that the first impression is important. And the candidate also appreciates the recruitment manager. The opinion on the interviewer (and, accordingly, about the company-employer) to develop from many factors: the level of organization of the interview, the appearance and professionalism of the recruiter;
Testing. For a successful interview, this stage is the most important, the professional competence of the chosen candidate depends on it. Inaccurate characteristics of the applicant, can long delay the search for the desired employee. And the time is money, so you should prepare the necessary questions in advance and;
Informing about the company and vacancies. It should be told in such a way that it is advantageous to present positive moments of work in the company, to submit more information characteristic of the vacant position. It is necessary to mention the general information, which projects are currently being conducted, the organizational structure, as well as working conditions. For a candidate, this is an important point, he decides whether this organization is suitable for him.

The universal template is how to properly conduct an interview. It is difficult to prepare a general plan for all cases. It is developed in accordance with specific requirements and the situation. Each interview must be started with premises. It is impossible to demand from the candidate the interest of getting the work for you, if it takes place in the dysphem prepared.

Try to remove the possible tension at the beginning of the conversation. The candidate should be asked: whether he got easily, it did not encounter difficulties in finding a cabinet. Punctuality is not only the requirement for the candidate, but also the obligation of the interviewer. It is important to start a meeting on time, except when the delay is part of the appreciation of the applicant. After the connection is established between the candidate and the interviewer, it is possible to start the main part and move to questions.

What questions the candidate needs to be asked to interview

Interview is an important part of the process of checking a specialist for compliance with the criteria presented for selection. Correct questions and analysis of the answers will be allowed not only to evaluate the professional potential of the applicant, but also to characterize it as a person. Intellect, literacy, ability to generalize and structure information - all this will show an interview. Below are the main questions to the candidate in the order in which it is desirable to ask them.

"Please tell us about yourself."

"What is you interested in our vacancy?"

The answer to this question will make it possible to understand how interesting the work is interesting. Most respond to standard phrases, speaking about excellent conditions and great prospects. The more experienced a specialist, the more specifics will be his answers. He knows exactly what wishes to achieve, working in this company.

"What advantages do you have?"

The perfect question for evaluating the intelligence and enterprise. The candidate is given a chance to tell about himself all the best. You need to pay attention to what characteristics and arguments he voiced. Is it abounding his answer with template phrases, or does it lead to specific examples and confirms the words with numbers? People who know how to argue answers show a high level of development of both intellectual and professional.

"Please note your weaknesses"

In the answers of competent specialists you can see the weaknesses that are not. They will be a plus when considering a candidate for employment. For example, it is possible to include excessive demanding to yourself and to colleagues.

"Causes of dismissal from the previous work" or "Why do you change the place of your work?"

In the first question, possible or real causes of dismissal are revealed. In the second, personal ambitions and affecting decision-making factors. It should be considered, in which the key reasons are revealed. If the statements are negative towards the former or current employer, you need to think if such an employee is needed.

"Do you have any suggestions from other employers?"

"Who do you imagine yourself in 5-10 years?"

In the bulk of people do not tend to plan life for such long periods. For this reason, the interests will be interesting for the exact purposes or achievements of the candidate. Distribution of forces and directional development - the features of a professional who knows the price of his time and labor. He will be able not only to improve himself, but also to lead the company to the goals set.

"Perhaps whether to get a characteristic from the previous job?"

The question is very complex and delicate for the candidate. Everyone dismisses for their reasons. For many, the question may also be painful. The ideal option is to provide several ways to communicate with the previous employer. This demonstrates openness and confidence in their abilities. Such specialists are willing to choose if they are suitable for other parameters.

"What would you like salary?"

In the ads, the employer indicates the minimum wage, and the maximum depends on a number of factors. When answering this question, the applicant may call both an approximate and accurate amount. It is worth paying attention to how well it is focused on the market value of specialists of its level. Adequate price characterizes a candidate as an experienced professional.

"What do you do in your free time?"

The presence of a hobby allows you to judge the applicant as a versatile personality. Caution should be treated with whom the passion is associated with extreme sports. Although the love of extreme is not always directly connected with the desire to constantly risk. It is necessary to consider a specific situation and the applicant.

Sometimes when conducting an interview, use non-standard questions. For example, if you ask the candidate: "Who would you be, if you could become any superhero?". The answer will show what qualities the applicant puts above all. After answers were received to all questions, you should proceed to the presentation of the campaign.

The applicant may have a number of questions and proposals for the company. The recruiter must always have sufficient information to answer. The choice of the presentation depends on the literacy of the presentation, which will make a candidate. The decision to adopt or reject the proposed conditions always remains for it. At the end of the interview, you should inform the candidate how it will notify about the results of the meeting.

Rules of refusal

As an example of the failure, the candidate after the interview can be given a classic phrase: "You, we do not fit, because ...". It is intelligible and competent will allow the applicant to explain that it is no longer interesting for this company. You can refuse the applicant at any stage. In most cases, the decision on the compliance of the candidate position is made without its presence. It is possible to attract specialists to a more accurate assessment of the written tests and tasks.

Depending on the results obtained, a decision on the suitability of the candidate for a vacant position is made. For several days, the applicant reports the results of the interview. Operational decision-making on candidates will allow you to quickly and effectively select the most suitable. The search process is significantly reduced by time, and the effectiveness increases.

Check out our site on how to successfully pass the interview:

Choosing a suitable employee is a complex and responsible step for the company. A lot of effort should be made to find an employee who will be perfectly approached in all respects. There are always great demand on high-class specialists. Some of them are actively dealing with each other's company. Similar actions are justified, since a valuable employee will bring the organization a big profit and will contribute to its development and promotion.

Personnel agencies are constantly monitoring vacant posts and free specialists. They upgrade the selection systems, come up with new evaluation criteria. Their work brings a tangible result - many professionals occupy profitable positions in large companies. And in order to understand the principle of their functioning and how to conduct interviews, you need to spend not one day.

Constantly looking for new frames, and applicants in turn are looking for suitable employers. Therefore, people often have a question: how to spend an interview when taking a job?

Acceptance of the employee is a responsible occupation for both the employer and an employee. The beginning of this hard process is an interview with the applicant to the vacant position. From the effectiveness of it, it largely depends on what kind of candidate will take place in the team. Therefore, to the interview you need to carefully prepare both parties.

How to effectively spend an interview with the candidate?

Many employers are asked about how to conduct an interview when receiving a new employee. We will try to answer this question as much as possible.

Be on an equal one

It is necessary to lead a conversation with the candidate simply and naturally. Try to be an interesting interlocutor, open and attentive. These recommendations will help reveal a person completely, as it will be maximally liberated when communicating. With a trusting conversation, it is easy to see the strengths and weaknesses of the candidate.

Install contact with a candidate

To discharge the situation, you should talk to the applicant for common topics. This will help relieve the tension that a person is experiencing when it comes to a job interview. It is necessary to wait for the moment when he starts to feel comfortable and can relax.

Company Activities

Next, you need to talk a little about the activities of the company, about the specifics of work as a candidate claims. This approach is necessary in order to bring the interlocutor to an important conversation about his professional and personal qualities. In addition, you can immediately understand whether the person caught that you expected a story about myself. If he understood, it says about his care. Accordingly, it becomes immediately clear that the candidate has the ability to learn.

Observation of the candidate

It should be carefully considered the personal qualities of the applicant for the position. It is important to understand whether you can work with this person. To do this, the employer needs to create a portrait of what he would like to work with. For a complete picture, you should find out what qualities the applicant has. It is possible for you as for the employer it is fundamentally that should be experience, organization, the ability to work in a team, a certain formation, and so on. Especially to identify such desired qualities it is necessary to make their list.

The head of the organization does not always conduct interviews independently. Most likely, they are engaged in this professional interviewers who work in recruitment agencies, or recruitment managers. It should be understood that the requirements for how to conduct an interview effectively, for all the same.

How to make the employer to prepare questions for the applicant?

After dating the employer and the candidate, you need to move towards the main part of the interview - to questions. Their employer should be prepared in advance. All responses of the respondent must be fixed on paper so that in the future it is easy to recall the dialogue and analyze it. Questions at the interview are asked by the employer following the stories about the company.

First of all, you need to ask a person to tell about yourself. Such a step will prove to the applicant that he is interested in you. Then you should ask what exactly it attracts to the company and in a vacant position. Then you need to find out whether the applicant is pleased with his career and the pace of its development. Finally, find out the opinion about the previous job, why it does not suit it.

You should ask leading questions at the interview. Suggest to analyze it that or another situation, while listening carefully and write down. Let the candidate describe in detail how he can get out of trouble with honor and dignity.

Examples of questions

What are your strengths?

What are weaknesses?

What do you remember the difficult situation in the last place of work and how did you overcome it?

Cause of dismissal from the previous job?

Why do you need to work with us?

Do you think that you can sometimes lie? If so, in what situations?

What are the methods of stimulating workers necessary to improve performance?

It is important to be able to know how to conduct an interview with the candidate. This will largely help reveal the desired applicant desired for the employer.

Testing

After successfully conducted interviews with applicants, as a rule, the employer is preparing testing. They can be divided into three categories.

Personal test. We are needed to evaluate properties and character traits that contribute to the effective performance of work. Shows whether the candidate has the ability to be official and professional growth.

Intellectual test. This source of information reveals the skills and professional abilities of the employee. It helps the employer to find out in which direction the candidate has experience.

Interpersonal test. He reveals the style of communicating an employee in the team, his ability to compromise, come to the aid of other employees in a difficult situation. Checks man to conflict. The employer will carefully analyze this character trait, because conflicts in the team affect performance. If this feature is present, it will certainly refuse to accept such an employee. Such a test also reveals whether the candidate is the leader.

Tests when interviewing the employer in the future help to form an opinion on the features of the individual style of the employee and the specifics of his motivation. After testing, the most suitable candidate for a vacant position is selected.

All of the above will help the employer find a worthy candidate for a vacant position in the company. Now consider the question from the applicant. After all, they are also interested, for their part, the question of how to successfully pass an interview when admission to work. Take for example the banking sphere.

How to successfully pass an interview to work in the bank?

The preparation and mailing stage of the resume on various banks is over. There is a long-awaited call with an invitation to an interview. This means that your candidates are interested. At this stage, the goal is set up to the applicant - to draw attention to the employer, so it is necessary to carefully prepare for the upcoming interview. Below will describe in detail how to conduct an interview when taking a job effectively.

Neat appearance

To feel confident and look in the eyes of others, it is respectable, you need to think about your outfit in which go for an interview. This undoubtedly should be a business suit. For men: shirt, tie, suit consisting of a jacket and trousers. For women: shirt or blouse, be sure to skirt, it should be lower than the knee, tights only beige shade, jacket or vest. Accessories should not overload the image. You can take clock with you, put on no more than one ring. It is necessary to hide all their gold chains and so on. Hair must be washed and broken. Women must be collected in the hairstyle. It is unacceptable to come to an interview with loose hair. It is not recommended to do too bright makeup, to wear causing decorations and sprinkle cologne is pretty.

Story about himself at the interview, example - credit specialist

After a short greeting exchange, from which the interview usually begins, such as "How did you get?", "Is it easy to find our company?", "What is the weather on the street?" And so on, you need to start a story about yourself: about your professional activities, about the strengths and weaknesses of character and so on. You should try to tell everything in essence, short and clearly, emphasizing more attention on the facts of the labor biography that can mostly be interesting to the employer.

Consider the version of the story about yourself at the interview, an example is a credit specialist.

It is necessary to put forward its most important achievement, which was for the entire career as a credit specialist. A bright story of yourself is required, which is capable of staying in the memory of the employer is best. The purpose of the story about himself is to fulfill the request of the employer about the most stand out from the crowd of candidates.

For example, tell what the maximum amount of loan you were issued, what low percentage of non-payers was in your loan portfolio, as you know how to work in a team to achieve a general plan of the bank office, what additional services you offer the most successfully to your customers and so on.

Remember that the employer needs not your life-looking job, and for a start, information containing a couple of interesting facts about your career is suitable. Answers when interviewing work must be brief, so your story does not have to exceed one minute.

Question answer

After the story of myself, the main role in the future conversation will undoubtedly take the employer. It is necessary to listen carefully to his questions. They are usually standard and were described above. Your responses at the interview must be truthful and thoughtful in advance. If you do not have enough experience or there was a little different specificity of work, then tell me that you will need time to enter the course of the new business.

One of your favorite questions by the employer is a story about the strengths and weaknesses. You should carefully choose the words of what to talk about the interview. The strong parties include responsibility, willingness to help (this is important when working in a team), punctuality, efficiency, and so on. Weaknesses, it is necessary to interpret in positive qualities. For example, you do not know how to say "no". In everyday life, of course, it interferes with you, but in a professional plan makes you an indispensable worker who is always ready to help and fulfill important emergency work. Such quality is valuable for a credit specialist, because he is performer and running under control. These recommendations will help answer the question of how to conduct an interview when taking a job correctly from the point of view of the employer.

Another question that will definitely not be ignored - why you leave the former place of work. In no case do not mention the interview that you did not have a relationship with the bosses, problems in communicating with colleagues that you did not cope with your official duties. The answer to the question should be about this: there was no prospects for growth, low salary, the lack of advanced training opportunities. These are quite good and objective reasons for man to start looking for work.

An important issue for the future employee is wages. The employer may ask what salary amount you are applying. So that this question does not find surprise, you should familiarize yourself with the approximate salary in this vacant position, as well as repel about income from the previous place of work, as you have been paid there because of your great experience in this area and so on.

There are many options for questions. It should be answered on them sincerely and not be too self-confident.

Final stage interview

During the completion of the interview, the applicant must thank the employer for the time given to him, agree on the timing of the decision. The active candidate should independently show the initiative in obtaining a final decision on hiring, and not languish waiting.

In the conclusion of the interview, the employer must sum up on what issues a mutual understanding was reached between the parties. He must clearly indicate what the candidate can count and when the final decision becomes. If it is said that it will be notified by phone, then with a positive, as well as with a negative solution, you should call and be sure to report the result, because the person will wait.

As a result of each interview, the employer must carry a deep analysis based on his records for each candidate separately. How to interview when taking a job to the employer effectively, so that the candidate gets as a result of the desired work? The answer to this question is maximally disclosed in this article.

Constantly looking for new frames, and applicants in turn are looking for suitable employers. Therefore, people often have a question: how to spend an interview when taking a job?

How to effectively spend an interview with the candidate?

Many employers are asked about how to conduct an interview when receiving a new employee. We will try to answer this question as much as possible.

Be on an equal one

Install contact with a candidate

Company Activities

Observation of the candidate

How to make the employer to prepare questions for the applicant?

Examples of questions

What are your strengths?

What are weaknesses?

What do you remember the difficult situation in the last place of work and how did you overcome it?

Cause of dismissal from the previous job?

Why do you need to work with us?

Do you think that you can sometimes lie? If so, in what situations?

What are the methods of stimulating workers necessary to improve performance?

It is important to be able to know how to conduct an interview with the candidate. This will largely help reveal the desired applicant desired for the employer.

Testing

After successfully conducted interviews with applicants, as a rule, the employer is preparing testing. They can be divided into three categories.

Intellectual test. This source of information reveals the skills and professional abilities of the employee. It helps the employer to find out in which direction the candidate has experience.

How to successfully pass an interview to work in the bank?

Neat appearance

Story about himself at the interview, example - credit specialist

Consider the version of the story about yourself at the interview, an example is a credit specialist.

Question answer

There are many options for questions. It should be answered on them sincerely and not be too self-confident.

Final stage interview

Applicants for the position are usually worried about the interview and carefully prepare for it. But for the employer, this event is no less responsible. So as not to miss a valuable specialist, the recruiter must thoroughly know the rules

Main types of interviews

First of all, the employer must decide exactly how to take a meeting with the applicant for the position. This largely determines the procedure and rules for conducting an interview. The techniques are as follows:

Biographical interview. During such an interview, the recruiter tries to learn as much as possible about the previous experience of the candidate. Thus, it is possible to conclude about its abilities and to predict what kind of employee will bring the organization.
Situational interview. The recruiter puts a practical task (hypothetical or real) to the candidate. This makes it possible to assess the real skills of the applicant for the position, the course of his thoughts, as well as the ability to find a way out of difficult situations.
Structured interview. The employer prepares a list of questions broken in advance. Thus, the recruiter receives exactly the information that is essential for it.
Interviews for competencies. During the conversation, the employer finds out whether a potential employee has characteristics and skills necessary for high-quality performance.
To assess the stability of the candidate for emotional stresses, as well as the rate of reaction to unforeseen situations, the employer is trying to bring it out of himself. For this, provocative issues or unexpected techniques can be used.

Stages of interview

To get the best employees for your organization, the employer must be familiar with the techniques and the rules for conducting an interview. Stages are as follows:

Preparation. The employer defines the time frame and the content of the interview. The summary of candidates is being studied and an approximate list of issues is drawn up. Qualitatively conducted preparation is the key to a successful interview.
Preliminary communication. This is a welcome part during which participants are represented, and the recruiter explains the purpose and procedure for the meeting. This stage accounts for a quarter of the total duration of the interview.
Main part. During this stage, the employer finds out the essential moments of the competence and personal qualities of the applicant.
Final stage. The employer completes the conversation and sums up the intermediate results.
Decision-making. After a meeting with all applicants for a vacant position, the employer analyzes the information received and takes the final decision.

Objectives of the interview

Effective interviewing is possible only when the employer clearly realizes that he wants to know. Communicating with the applicant, you must get answers to such questions:

The real reason for finding a new job. If a person violated the conditions of employment or discipline, it is possible that it will repeat again.
Hardworking a candidate or lazy? The quality of work depends on it.
How fast is the response from the interlocutor? This will depend on how soon it can adapt to changing working conditions.
How initiative is your interlocutor? So you will understand whether it will work independently or will constantly wait for clear orders.
How tacty is? This will determine its relationship with potential colleagues.

Key rules

Interview with a potential employee is a complex responsible event. From the employer requires a lot of effort. In particular, such basic interview rules must be observed:

Prepare documents. You must have a list of candidates and a summary of each of them, an approximate list of questions, job descriptions. A separate response form must be assigned to each applicant, and there must also be some clean sheets for marks.
Take care of a comfortable setting. The room should be clean, well-worn. There should be no foreign objects in the workplace.
Be careful in the first minutes. As a rule, the first impression of the interlocutor consists in three or four minutes after the start of the conversation.
Take breaks. There should be no less than half an hour between interviews with different applicants. Otherwise, you can transfer the residual impression of the previous one to the new interlocutor, which may cause an erroneous decision.
Remember the discipline. You must come to an interview on time or pre-warn the applicant about the transfer of the meeting.
Record the course of the interview. You think that you are all remembered, but after a few minutes after the end of the conversation you can forget the essential moments. And written marks will help you quickly restore information about the applicant in memory.

What to ask for a applicant

The rules for conducting an interview with a candidate for a vacant position also define the basic list of issues. That's what you need to ask the applicant:

"Tell about the previous work." The answer will help you understand the attitude of a person to the previous supervisor and organization. Approximately the same he may come back in the future about your organization.
"Why did you get interested in this vacancy?" If a person responds not to template, then he really understands work and wants to grow in this direction.
"Tell us about your advantages and disadvantages." It is important to understand how honestly and objectively the applicant assesses himself.
"Why did you leave the previous job?" You will be able to understand what exactly the applicant drives - conflict, failure, or the desire to grow and change their lives for the better.
"How can you contribute to the achievement of the organization's goals?" The answer will give you to understand how a person is aware of its role in the enterprise, how much understands the specifics of work.
"What success did you achieve in previous work?" The answer will give you an idea of \u200b\u200bwhether a person is focused on a personal or overall result. It is important, it gives abstract or specific answers confirmed by numbers.
"Why do we need to go to work exactly you?" Evaluate the ability of the applicant to pretend to be.
"What could be said about you the previous employer?" Well, if contacts will be indicated in the summary, which can give you recommendations.

Non-standard questions

It is not always necessary to rely on standard rules for the preparation and conduct of the interview. Sometimes you need to show a little creativity. These are some creative questions to ask the applicant:

"What superhero would you compare yourself?" It will help you to recognize the true nature and values \u200b\u200bof the interlocutor.
"Describe your perfect work." So you can understand how the conditions you have suggested correspond to the ideas of the applicant.
"How do you plan to join the new team?" The answer will give you an idea of \u200b\u200bhow friendly the applicant is configured whether he will not have a well-established discipline.
"Explain the essence (term) schoolboy." So you will understand whether the interlocutor really understands the question or simply operates with memorized terms.
"Are you ready to interrupt a family vacation for the sake of work?" This will give you an idea of \u200b\u200bhow hissing your potential employee is.

Foreign experience

The rules for conducting an interview when admission to work are somewhat different in different countries of the world. These established techniques can be distinguished:

British method. It differs little from the usual domestic method. Recruiters ask the challenger questions about the experience of work and education. In mandatory man, people ask about his family and social situation.
American method. The rules for conducting an interview when admission to work in America imply the creation of an informal situation. As a rule, an interview with valuable personnel is carried out during dinner or outside the city. It is believed that it is in such an environment that the personal qualities of a person are revealed in the best possible way.
German method. The Germans scrupulously approach the selection of personnel. Recommendations are important for recruitment from previous places. The volumetric package of documents filed by the applicant is analyzed by the Commission. Only after passing such a "qualifying stage" is assigned a personal meeting.
Chinese method. The rules for conducting an interview with candidates for a post more remind the university exam. Applicants perform a lot of written and oral tasks for which certain points are obtained. According to the results of the exam, "Leaders", which will be admitted to the interview. The Chinese believe that in the first place is the erudition, because the educated person is easy to train any work.

Interview by phone

If a large number of summaries come to the organization, it is advisable to conduct a preliminary interview stage in remote mode. Briefly the rules for conducting an interview in this mode can be formulated as follows:

Imagine and check if you are convenient to talk to the interlocutor. If not, agree on the re-call time.
Tell me which organization and about what vacancies you call. As a rule, applicants send summary at once in several places.
Ask clarifying questions if the summary is not all turned out to be understandable for you.
If you immediately understood that the candidate does not fit you, align and say goodbye to you. Do not waste your nor someone else's time.
If you liked the candidate, immediately assign the place and time of the interview. Specify which documents the applicant must take with you.

In addition to the strict rules for the interview, it is also worth adhere to several useful recommendations. Here are the advice give experienced recruiters:

Do not create barriers. The mistake of many employers is that they communicate with applicants through the desktop. It will be much better if the interlocutors will sit in chairs on an equal footing. You can also put a chair for the applicant on the side of the workplace of the recruiter.
Speak less. The employer must listen to the employer during the interview. Control yourself not to ask the leading questions and not give tips.
Detach the situation. Do not press the interlocutor and do not intimid it. Better Start talking with a joke. In such an atmosphere, a person will better reveal his personal and professional qualities.
Do not tighten the meeting. If you have understood from the first minutes of interviewing that the person does not fit you, do not waste any or his time. Excuse and complete the conversation.
Avoid standard questions. If the worker is experienced, probably he visited many interviews, knows the approximate list of questions and can prepare the answers. Your task is to discourage the interlocutor.
Control the course of the dialogue. One of the main rules for the interview in the selection of personnel is not to leave the topic. If the applicant begins to deviate from the professional line, do not hesitate to return it to the right direction.
Always end the conversation on a positive note. Even if the candidate did not come up, say goodbye to him in a good way, wish success.
Make a matching table. This is a convenient form to mark the presence or absence of the applicant you need characteristics. This form is especially useful if you need to compare several candidates.

What should alert

The concept of interviewing and regulations require special vigilance from recruitment. In a conversation with a potential employee, such moments should be awesome:

A short period of time at the previous job site. As a rule, recruiters are skeptical about people who did not delay in one organization for longer than two years. The exceptions are objective reasons (relocation, liquidation of the enterprise, violation of labor legislation).
Too colorful description of the applicant of their own merit and advantages. Do you need to recognize that this is: manifestation of pride or exaggeration?
Misty story about previous work experience. If the interlocutor really can not describe his job responsibilities, this indicates a frivolous attitude towards work.
Too extensive experience. Oddly enough, sometimes it is better to prefer a person without experience in general, than who worked for many years in one place. It is much easier to teach a novice from scratch than to overlapping an experienced worker under your own needs.

Errors Recruiters

It is not enough to explore the basic rules for the interview. You should also explore typical recruiter errors in order to prevent them in the process. That's what we are talking about:

Criteria for applicants for a position is fumbled.
Some and the same questions at different stages of the interview.
False interpretation of these summaries by "imagging", and not by refinement and concretization.
Evaluation of the applicant under the influence of personal prejudices (for example, by nationality, religious affiliation, political predensions, appearance).
Exposure to psychological attack by the interlocutor.
Hypersensitivity to the negative features of the applicant.
Hurry in search of a candidate for a vacant position.
The lack of a clear decision-making system based on the interview.
Conversation with a seeker down.

Sooner or later, every leader has such an important event as an interview with a candidate for a certain position. According to research of recruiting organizations, applicants for the desired position are overcome by their professional qualities and merit by 24 percent, seeking to obtain at all costs, a higher salary or favorable working conditions. Therefore, it is necessary to clearly understand that the purpose of any interview is to identify a really worthy candidate and conduct a reliable assessment of the qualities of the interlocutor, to understand whether he will correspond to this position.

Before the interview itself, it is necessary to carefully prepare, determine what will be the interview, and on the basis of this to make a list of suitable questions. The iqreview team will teach you how to properly conduct an interview.

The most important question that arises before the employer, gathered to lead a business interview - with what question to start a conversation. Before conducting an interview, you need to prepare.

It is best to start with light and easy questions to give a candidate the opportunity to relax and get used to the new setting. For example, you may ask where a person lives where he worked before and where he studied. Give him the opportunity to speak outself, you should not interrupt - you can ask all your questions after the interviewee finishes its story.

If your interlocutor is not a few and responds to a brief enough, ask him several open questions that require a detailed answer. And if the situation is exactly the opposite, and your applicant is unnecessarily talkative, try to ask him so that he can answer only unequivocally and briefly.

Do not stand from the threshold to put forward the requirements for your candidate. For a start, try to tell about the company itself, its activities, plans and further development.

What needs to be interviewed

Remember that the purpose of the interview is to learn as much useful information about the future employee, his professional qualities, so do not forget to ask as many questions as possible, directly related to working moments and which will be able to influence your conclusions. Be sure to ask the applicant about his professional experience, further plans, and why he came to your company.

Questions, even remotely able to indicate discrimination - are not allowed. These include questions about religion, physical disabilities, nationality, debts, etc.

After you asked all the questions you are interested in, ask if they have a candidate, and you must give answers to those concerning work.
How an interview is held, we dealt with you, now it is worth thinking about the most important questions.

How to make questions?

The list of questions that is needed when interviewed with the applicant, each employer has its own, but remember that their main purpose is to identify professional qualities. The main questions on the interview must disclose the candidate as a professional, to determine his knowledge in this area, to identify a possible highlight. The so-called "horsesk" recently began to get into the list of popular issues with a psychological background that will help to understand how the future worker will behave in a new work environment, whether to navigate in a difficult situation. Include them in your list or not - to solve you, but remember that you are taking a person to work, and not your personal psychologist.

List of key issues that can be asked any candidate, regardless of the specialization:

Tell me a little about yourself.
What are your views on life, and how do you overcome the difficulties arising from you on the way?
Why did you choose this particular job, and what is you interested in most?
Why do you think it is worthy of this work? Tell us what benefits you have.
Do you have the weaknesses? What are they going to?
Why did you decide to leave your last place of work? What exactly pushed you to accept such a decision? How did the previous leadership evaluate you, and what relationship do you have formed?
Have you ever received any suggestions from employers in your field of activity?
How do you imagine yourself ten and fifteen years?
What changes would you like to bring in the activities of our organization? Why?
Who can you contact to get feedback on your previous work? Do you have recommendations?
What are your waiting for wages?
Do you have any hobbies? What do you prefer to do in your free time?

You can also ask and unusual questions to understand the nature of your interlocutor, appreciate his personal qualities that will be useful in his work, to identify his professionalism. A few examples:

If you had the opportunity to become any superhero, who would you choose? (This answer will show what human qualities the candidate considers the most valuable).
Can you describe perfect work? You can do anything, work in any sphere and for anyone. (This question will show the interests of the interlocutor, his desire and desire to work).
What flaws would find your new leader who replaces your main while he is on vacation? (This is the question of the weaknesses of the applicant).
Name the most important reason why you are looking for change? (So \u200b\u200byou will learn what kind of people are the interests and motivation).
If I talk to your previous bosses, what will I tell me about you? (This will help the candidate to look at yourself from the side and, perhaps, to call the real reason for changing the work).
How do you plan to become part of our team? (A new employee requires certain attention, since it still does not know all the specifics of work, its technology. Therefore, he will have to interact with new employees, to ask for help, gradually delve into all the subtleties. The answer to such a question is extremely clear to you understand whether it understands whether The applicant is aware of how his behavior will affect further relationships in the first months of its activities).

Test tasks

So, how to interview, and what questions you need to ask, we found out. Usually, the case is not limited to one questions, and in many companies the applicant is invited to undergo certain tasks that would demonstrate his knowledge, because, as you know, things are talking better than words.

Test tasks differ from each other, and in each area they are their own. It is important to make them so as to see the best possible to see what the future employee is capable of, and how fast it will cope with the task. You should not do them as complex as possible, but also too easy to get involved in everything - everything is good in everything. It is desirable that the applicant fulfill them in place, and not at home - so the concept of his professionalism will be the most reliable as possible. In principle, the execution of the test task may be a final chord in an interview and response to its outcome.

Duration of interview

Too stretching a business conversation is not worth it. The interview should be brief and concise. Both sides must first understand well that they are waiting for further cooperation. The applicant in the process of the conversation should decide whether he wants to work in this company, and the head must identify the merits and disadvantages of the interview with the future specialist. Now many companies spend an interview on the phone, which is very convenient in our downloaded time, and can be the first step to the main interview - for example, if the candidate managed to file himself well on the telephone interview, he is invited to more serious.

Stress interviews

Interviewing can sometimes include the so-called stressful questions - this allows you to quickly find out their personal and professional qualities, instantly taking off the excess water and tinsel, which sometimes they like to surround not too bona fide workers in order to let the dust in the eye to the head and at all It began to get the desired office. This will determine the stress resistance of the future employee, his ability to own itself in a possible difficult situation, find out how it will cope with his duties, when the deadlines are pressed, or the situation comes out of control, and there are no specialists who can help him.

Examples of stressful questions:

What do you offer our company, and why do we need to go to work exactly you?
What will be your reaction when during your work you will be exposed to strong psychological pressure? Give examples of this phenomenon from your practice?
Have you often managed to carry out major projects successfully?
Describe the modern manager in your understanding.
What salary, in your opinion, you deserve, and why?
How would you appreciate yourself as a manager?
Name the situation when the work you did was criticized.
Describe yourself from a professional point of view, but as a person.
If your today's presentation was regarded as extremely mediocre and uninteresting, what would you say?
What is the concept of success?

Rules of refusal

If the applicant did not impress you, and you believe that there are more worthy candidates for a vacant position, you should culturally and professionally formulate your refusal, especially if you do not want to spoil the company's image and create an image of Hama.

Psychologists offer three ways to reflect the applicant:

"We hired a more experienced employee." The reasons why you can use this phrase are two: if experience is not enough, it really becomes weighty for the refusal argument. And secondly, it can really become the only problem that led to the failure. Even if the manager himself cannot motivate the reasons for his refusal, his subconscious can suggest: the experience of the applicant is unforgivable little.
"Our posts have changed." Such an explanation is suitable, for example, if a candidate has a good communicative skill, and that candidate who did not get a job had a vacant position, but the company found a person who owns a large number of foreign languages. This formulation can give a person hope that another position may soon appear on which he will be happy to be accepted.
"Unfortunately, at the moment you do not fit." Such a somewhat rescued refusal is suitable when communication with the applicant wants to minimize - such a wording does not oblige a management to explain the reasons for refusal. "At the moment" carries the blurry "maybe someday you come in handy."

Conclusion

Every manager needs to remember that the most important thing is that he has at work - his successfully built team collected from the best professionals in his case. And the ability to competently hold an interview is the key to successfully collect it.

Basic types of interviews used in assessing candidates

Methods for interviews

How to properly conduct an interview

What stages can be divided by an interview?

What questions the candidate needs to be asked to interview

Rules of refusal

How to effectively spend an interview with the candidate?

Be on an equal one

Install contact with a candidate

Company Activities

Observation of the candidate

How to make the employer to prepare questions for the applicant?

Examples of questions

Testing

How to successfully pass an interview to work in the bank?

Neat appearance

Story about himself at the interview, example - credit specialist

Question answer

Final stage interview

How to effectively spend an interview with the candidate?

Be on an equal one

Install contact with a candidate

Company Activities

Observation of the candidate

How to make the employer to prepare questions for the applicant?

Examples of questions

Testing

How to successfully pass an interview to work in the bank?

Neat appearance

Story about himself at the interview, example - credit specialist

Question answer

Final stage interview

Main types of interviews

Stages of interview

Objectives of the interview

Key rules

What to ask for a applicant

Non-standard questions

Foreign experience

Interview by phone

What should alert

Errors Recruiters

How to make questions?

Test tasks

Duration of interview

Stress interviews

Rules of refusal

Conclusion

How to conduct an interview