With the situation of finding a new job for the lastten years, probably, every person came across. What we just did not have to endure: financial crises, stock market crashes, political reforms - all this in one way or another affects the work activity. Accordingly, an interview is an integral part of our life when applying for a job - a sort of mini-exam on whether you are suitable for the position of interest or not. The most important thing you have to do is make a good impression on the interviewer. It is on this depends on your future employment. Therefore it is very important to demonstrate interest in this work and in advance to think out what you can be useful to this organization.

Interviewing Techniques

There are many ways to organizeinterview. The HR manager chooses the one that is most suitable for the purpose. The decision of the decision, first of all, is influenced by the nature of the position: how responsible is it, what qualities should a suitable candidate have, etc. ... Accordingly, the following methods of conducting an interview can be singled out:

• Interview on competencies;
• Testing;
• Stress-interview;
• Group interview;

Competency Interviews

One of the most common optionsjob interview. And this is logical, because at such a meeting your knowledge, skills and skills are checked, and not the attitude towards the president or religious views (although it happens, but, fortunately, rarely). The recruiter assesses how much you have expressed the qualities that are necessary for effective work at the post in question. The list of competences is drawn up in advance and questions with tasks aimed at their verification are selected. The basic idea is that, according to information about the past and current behavior, one can draw a conclusion about what kind of person will be an employee. And, you see, she is not devoid of common sense. Usually, in an interview aimed at testing competencies, real situations are discussed with which people have faced in the past. Typically, such a conversation begins with a discussion of one or more of the key achievements of the applicant at a previous job. There is a high probability that several competences will emerge in the course of the conversation, because they are necessary for success. Further the recruiter asks the competitor to give examples of what other similar situations he has shown knowledge and skills important for the future work. But it should be noted that such a scheme is usually used for interviewing candidates who have already passed the preliminary selection. The case method is still a technique actively used by recruiters in conducting interviews. Here, specific problem situations are used to assess competencies of the applicant, the solution of which he must offer for a limited time. They are always close to the workers or even taken from real practice. In general, cases can be divided into several groups:

• investigating the values ​​and views of the applicant;
• checking the knowledge and skills necessary for the post;
• demonstrating individual models of behavior and personal qualities;

Now the case method is actively used forCandidates for any vacancies: lawyer, accountant, sales manager, marketer, head of the office, psychologist, etc. ... In any case, the main thing is to offer concrete actions, rather than explain them and describe them in detail. Your ideas should be constructive and effective, and then this stage will be passed you with brilliance!

Testing

Tests are actively used in conductingall kinds of preliminaries and interviews. Agree, this is very convenient for the employer: he gave the test to the applicant, looked at the result and decided the question of professional suitability. A poor candidate for the post is worried, going through and trying to deceive this test in every way! It sounds funny, but it does happen in reality. Therefore, it is so important not to overdo it in deciphering the value of the test: on the one hand, it will not be superfluous to not make foolish mistakes, but on the other hand, the techniques are compiled by experienced psychologists and have intricate scales of lies within themselves, which are practically impossible to deceive. So try to be as honest as possible in the answers to the questions. In order to prepare for the testing procedure, it is useful to know what the methods are:

Aimed at assessing abilitiestechniques for determining the level of intelligence, attention and memory are often used. Prepare for them with the help of special benefits - they are sold in any bookstore. A memory and attention can be trained, for example, without writing down a shopping list, but simply memorizing it

Aimed at a complex type descriptionpersonalities and tests are full of questions about your life and your habits, the answers to which allow you to make some sort of conclusion about you. As we said, do not try to draw the image of an ideal employee - a good HR manager will immediately catch you on a lie. Be honest, but do not stick out your shortcomings.

Aimed at assessing the level ofwork skills and depending on the vacancy you can offer tests for marketers, IT professionals, accountants, lawyers and any other specialties. In order to pass this test well, you just need to understand the subject well. It's like a normal exam, but you know how to prepare for this!

When passing the tests, it is not necessary to "wind"yourself - from one test in no way depends on your fate and even future career. Treat them as a normal job: take a deep breath and exhale, calm down - and complete all tasks. Do not hesitate in front of the test to clarify the details that are not clear to you, but do not bother the interviewer with questions during the testing process. And remember that usually the test eliminates only those who are not fit at all, and with more or less suitable candidates will talk further. One of the types of testing is a projective interview. It differs from the usual one in that, instead of your figure, you and the recruiter discuss people in general or some character. This type of interview is based on what psychologists call a projection, namely the propensity to ascribe to other people their thoughts, feelings, character traits and other elements of the inner world of the individual. An example can be the following questions: "What motivates people to work effectively?", "Why do people want to make a career?", Etc. ... It specifically estimates the motivational sphere of the candidate. You understand, it is better to answer such questions in a positive way. Sometimes recruiters use the technique of projective tests. Typically, these are drawing or half-picture techniques that a person should describe, retell, or think up an interpretation for them. In this case, to prepare for such a test is much more difficult, because the subtleties of interpretation are known only to a qualified specialist, and you simply can not remember all of them. Therefore, in such a situation, you just have to be honest and hope that you really come to the office.

Stress - an interview

You've probably heard that in somecases of recruiters behaving quite incorrectly: they swear, call themselves names, are late and do other unpleasant things. But this is not due to lack of education! Most likely, this is a well thought out course - the so-called stress-interview. The task of the personnel manager at such a meeting is to try to get the candidate out of himself and see how he behaves. After all, this is the only way to truly test stress resistance, and not to believe the words written in the summary. What methods are used by recruiters to put stress on candidates for the position?

• Psychological pressureConsider it assome hindrances for comfortable interaction, and the behavior of the recruiter. For example, the constant noise outside the window is quite capable of bringing a person listening to it for an hour to white heat. Or heat and stuffiness, in which it is simply impossible to be. Your conversation can be delayed so much that it will start to seriously disturb you. Well, and, of course, rudeness, rudeness and arrogance of the interviewer - all this contributes to the creation of a negative psychological atmosphere.
• "Cross-examination" Recruiter may firstask questions about your family life, and then abruptly and unexpectedly move on to discussing work plans. And you simply can not switch from one to another! In addition, the conversation really begins to resemble interrogation, because the recruiter asks you for the most minute details and draws attention to any inconsistencies, which is very unpleasant.
• "Good and bad policeman" Already becomeclassics, but is still an effective method of psychological pressure on a person. Interview with you are conducted by two recruiters: one behaves very kindly and correctly, and the second constantly "pins" and "pushes" on you. And the first necessarily emphasizes the fact that the second "better not to be angry."

It is worthwhile to understand why HR-managers are activeuse a stress-interview. First and foremost, it is necessary to recruit staff for positions associated with a constant emotional and psychological burden: sales managers, marketers, top managers, etc. ... At such a meeting, the candidate reveals himself for real, and you can see how he actually behaves in stressful situations, rather than in words. In addition, the stress-interview perfectly demonstrates such skills of the applicant as the ability to quickly think, allocate attention, make decisions and respond to conflict. However, it is necessary to distinguish this interview from banal rudeness and aggression from the recruiter and the employer. After a real stress interview, the interviewer must apologize and explain the situation to you, because otherwise you will have an unpleasant sludge, and you will either change your mind about getting a job at this company, or pre-adjust yourself to aggression towards the leadership. In the absence of explanations, you can ask yourself this question and think about the prospects for further employment, if you could not give him an intelligible answer.

Group interview

Do not immediately slam the door if you comefor an interview and found themselves in the company of the same applicants. This does not always mean any deception, rather, the employer prefers to save human and time resources when selecting personnel, optimizing this process. In addition, in a group interview, you can always see how a person behaves in a team, what decisions he takes and how well he can control himself. There are several scenarios for conducting a mass interview:

Self-presentation Each candidate is offeredan opportunity to speak and within five minutes to tell about yourself. The task before it is not easy, because in these few minutes the applicant must positively stand out and convince the HR manager to hire him or her. Quite often interviewers are invited to this interview, because they will work with the one who will pass the selection procedure in the future.

Roundtable The main characteristic - in the processthe interaction of the HR manager and candidates is discussed by the company. The interviewer tells about the company, briefly describes the vacancy and asks the candidates questions concerning their motivation and level of preparation.

Business gameManager for staff creates aThe situation in which candidates are "part of the role" of employees and clearly demonstrate how they would cope with potential job responsibilities. This works especially well with all sorts of sales managers: half of the group become buyers, half are employees, and the show begins! What are the only incredible things not offered to sell to competitors - that's where fantasy works to its fullest. Of course, the best of them are recruited.

The group interview has its own meritsand shortcomings. The downside is the length of the interview and the limited attention paid to the HR manager. There is a possibility that he can simply overlook you. But it's worse when a candidate has confidence that they do not look at him, and he relaxes, which, naturally, falls into the field of view of the recruiter. On the other hand, it is in this format that you can demonstrate good teamwork skills, quick information orientation and creativity. Do not pre-adjust yourself to failure, because you do not know what are the criteria for selection from a particular manager. At first, you may experience a shock, but it will pass, and it will be very important to show your individuality and skills. It is necessary to take into account the fact that most often an employer conducts an ordinary interview in the format of a conversation and discussing issues of interest to both sides with small inclusions of stress, case and other methods. Most recruiters check the candidate for honesty and openness, so do not hesitate to tell the interviewer that you are worried or have made mistakes in the past (without forgetting, however, to tell how you coped with them). The main tool for such an interview is questions that can cover the widest range of information about you: where you worked, why you quit, how relations developed in the previous place, what are your main advantages and disadvantages, who you see yourself in five years, etc. ... Answer them sincerely, but with an emphasis on your professionalism. And do not forget to clarify the interviewer details about the vacancy in question - suddenly this is not what you need? A job is an important stage in the life of any adult. You have to find the position and the case, which really will suit you. Compared to this, passing any interview is a much less significant problem. But you can also solve it, well prepared for a meeting with a potential employer. We advise you to read:

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