You worked long and hard, you became the boss andfaced with the problem of interviewing. Or you do not occupy a managerial post, but you were asked to help with the hiring of personnel. Or some other reason, as a result of which you are puzzled by the question of how to conduct an interview correctly. Generally, employers dream of a universal answer, and the best psychological minds struggle to solve this problem. The opportunity to determine at first glance whether a person would fit for the position, would solve many problems, but, unfortunately, there is no single-valued option yet. But, despite this, we have prepared specifically for you a list of the most effective and working methods from modern recruiters.
What is the interview for?
If you want to conduct correctly and effectivelyinterview, then you need to very clearly understand the purpose of its conduct. Many employers believe that a conversation with a future applicant is a kind of exam. And look down at the newcomers. But this is a wrong position! The interview is the negotiations between the employer and the applicant, and both parties are equally interested in their outcome: the employer wants to find a good employee, and the applicant is a good job. Because of the distorted position "I'm an employer, and therefore I'm a king," a very good worker can escape from you, and you will never know about it. The nature of the interview also depends on the purposes of the interview. For example, if you just need to fill a vacancy with an adequate employee, then it will be enough to talk about excluding explicit contraindications to the office, for example, laziness, deceit, etc. ... If you need a better employee, or you conduct an interview for a very responsible and large position, then the interview should be very detailed and objective. It recommends the use of special psychodiagnostic techniques aimed at measuring business and personal qualities. Naturally, such an interview will take more time. The nature of the interview is very dependent on the duties of the employee. For example, if you need to find a good sales manager, you need to expose your communication skills and self-presentation to a detailed study. And since the interview itself reveals and demonstrates, you do not need any special "special means". Just look and listen to the person: if he can convince you to take him to work, then he is a good sales manager.
As we said above, the universal answerthe question of how to conduct an interview correctly, does not exist. However, there are general recommendations that a person engaged in selecting candidates for a given position should know how to be five fingers. First you need to make a list of what you want to see in the future employee. It can be certain knowledge, skills, skills, business and personal qualities. Next, you need to think about ways to test them. Of course, the most part of them you can see during the interview. For example, if stress resistance is important to you, you will only need to create a small stress for the applicant, choosing for conversation a rude manner of conversation or a passage room. In some cases, you may need special psychodiagnostic tools, such as tests. In such a situation, it is better to seek professional help, because interpreting test results is a very difficult thing, and it does not boil down to simple scoring, as many people seem. To obtain a reliable result using the questionnaire, an in-depth and detailed analysis of the answers is required, and only the person with the highest psychological education and experience in this field can implement it. Therefore, you do not need to download tests from the Internet, print, conduct them and orient yourself on the result - it's like playing roulette, where the rate is your vacancy. In order to correctly assess the qualities you are interested in, it is necessary to manage the conversation. Agree, it looks very strange, if it does the applicant - a sort of long monologue "what I want, then I say." Asking questions, you can at any time be able to send an interview to the right direction, and also find out what you want to know, and not what the candidate submits to the post. Feel free to ask annoyingly clarifying questions - this will help you to understand exactly what the applicant is talking about, and also, if there is a lie, bring it to clean water. For example, if the candidate speaks only general phrases, ask him about the details. Inconsistency and a sharp increase in parasitic words instead of banal reminiscences can speak of dishonesty of the applicant. By the way, about lying during the interview. Unfortunately, many applicants sin it, and from this you can not escape. But to conclude that the candidate for the position you are brazenly lying, based on only one observation or answer, perhaps not worth it. Anyone can get excited and get confused, and everyone and the interviewer should understand this. But systematic omissions, inconsistencies and avoidance of answers can already be regarded as dishonesty. In any case, the probability of successful cooperation with such employees may be close to zero. All these are general advice and recommendations for people starting to conduct interviews. However, there are also heavy artillery: the techniques of experienced recruiters who help "get to the core" and much to learn about almost any candidate. We present them to your attention:
- Contact Some employersit seems that a benevolent dialogue with the applicant is unnecessary. Asked questions, got answers - and everything, nothing else is needed. However, this opinion is erroneous. You can underestimate the impact of various factors, such as excitement, introvertedness, workability, etc. ... They can distort the results, as a result of which you will hire a bad candidate or not take a good one. Therefore, it is so important to create for the applicant a comfortable psychological atmosphere: to say hello, smile, and joke a bit. By this you will demonstrate yourself from the best side and be able to objectively evaluate the candidate for the position.
- Use the least typical and "worn out"formulations of questions As you probably know, many job seekers prepare for an interview, rereading a variety of tips on the Internet, among which are templates of answers to typical questions such as "who do you see yourself in five years?", "what are your advantages and disadvantages," " tell us about your achievements ", etc. ... As a result of this interview with different candidates are similar to each other as two drops of water. The meaning in such answers is zero. How to make the applicant open? Ask non-standard questions: it destroys the pattern of behavior, improves the truthfulness of answers and shows real business and personal qualities.
- The correct sequence of questionsUse it to get the result you need. If you want the competitor to relax and feel comfortable, then start with simple biographical facts and gradually move on to more complex issues that require mental stress. If, on the contrary, you want to arrange a stress-interview, then immediately begin with difficult, and even a trick of some kind come up.
- Ask the competitor to ask questions. Thisa change of roles can "shake" it and show more than all passive answers to questions combined. You will be able to get an idea of what excites the person most in the future work, what he thinks and knows the world. In addition, this is a gesture of courtesy and goodwill towards the applicant, because he will be able to clarify all the details that remain unclear. Pay special attention to those questions that the person prepared in advance - it shows that he is well acquainted with your industry, company and competitors.
Do not make mistakes!
Unfortunately, no one is immune from committingmistakes, even the guru of professional selection and diagnosis. However, you can reduce their number to a minimum. As they say, "a fool learns from his mistakes, and a smart one learns from others." That is why before the interview we recommend that you familiarize yourself with the list of the most typical for beginner interviewers "blunders":
You know that there are several schemesconducting an interview? As a rule, in each country, staff managers adhere to their strategy of evaluating candidates. And they are quite different from each other. We want to bring to your attention the most interesting and effective strategies. In the United States of America, for example, the basis of interviews are all sorts of tests: personal, intellectual, creative, etc. ... Applicants must pass them on the computer, but in addition recruiters observe them in an informal setting. It can be an invitation for dinner, a coffee break or even a weekend outside the city. The targets for observation are the personality shortcomings of the applicant and his potential, which do not always confirm the possibility of his work in the company. And all this is very well revealed with the help of this method. The British act differently. Their method is based on the fact that members of the personnel committee personally talk with each applicant about his biography, family traditions, university, relatives and acquaintances. They may ask whether the candidate studied in Oxford and whether none of his relatives served in the Royal Navy. Strange as it sounds for a Russian, in Britain, on the basis of these answers, a decision is made to accept a person to work. Still, the centuries-old monarchy makes itself felt! The Germans, as usual, differ in their pedantry. The candidate who is interviewed in a German company will need to collect a significant number of documents, which include recommendations of well-known specialists, managers, politicians, scientists, various certificates and certificates, and the results of passing the tests. The Commission, consisting of experts in the industry, controls the correctness of their design and analyzes all of these materials. After this, the applicant must pass through an equally strict and regulated procedure for personal interviews. The Chinese method is distinguished by its adherence to long-standing historical traditions. It is based on a written examination, the essence of which is to write essay writers. In these very works they prove their literacy, knowledge of classical literature and history, the ability to reason. Those who successfully pass this exam (and such, as a rule, not more than three to five percent of the total number of candidates) also write the essay, but this time it concerns the future work and is final in a series of written examinations. Passed through this is yet another test - a direct interview with the head, and only after that the candidate is taken to work. By the way, the position and the service status quite often depend on that, what estimation the candidate has received at examinations. Modern "personnel" usually combine all the techniques and methods listed above. In addition, one should not forget the importance of an individual approach: an experienced professional chooses an interview strategy depending on the position and requirements for the candidate. But it takes time to learn this. So spend interviews, learn and practice - and the day is close when you close jobs with one click! We advise you to read: