Interview: how it can be

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The job interview becomesstress for many people. What kind of sadist came up with this stupid exam? It would be better if they let a person work and evaluate his work after the fact - then he could show himself in all his glory. Unfortunately, employers are not satisfied with this prospect: they want to find out in advance and with minimal costs whether this or that candidate is right for them. That is why a personal meeting and conversation with a potential employee in the modern world is a common occurrence. What does it look like? What does it include? You will find answers to these and many other questions in our article.

Interview Objectives

The interview as a phenomenon exists in ourworld for quite a long time. Even in ancient China, events were held to assess whether a candidate was suitable for a position or not. The job of an official was very prestigious, and, accordingly, there were a lot of applicants for it - so a tool was needed to help find a suitable specialist and filter out the unsuitable ones. But this idea was not only used by the Chinese. Ancient Greece, Rome, Egypt, Rus' and later eras - almost at all times people came up with their own methods of professional selection. Some of them were quite bizarre; for example, Peter the Great selected only hard-drinking boyars for his retinue. In the modern world, an interview is more or less standardized. As a rule, this is a meeting and conversation with a potential employer (or a recruiter representing his interests) about an open vacancy. Its purpose is to get to know each other, assess compatibility and clarify the details of possible cooperation. During the interview, the employer asks questions about the applicant's education, experience, knowledge and skills. Often, the interviewer is also interested in the candidate's personality: life goals, values and aspirations, plans and character traits.

Interview structure

It happens that the interview is not limitedquestions alone: many employers prefer to use tests and cases to objectively assess the applicant's capabilities. They can be both professional and psychological. By the way, the Labor Code of the Russian Federation does not regulate the testing procedure: it is not mandatory, but there are no prohibitions on it either. So you can refuse to participate in the test, but your chances of being hired will be significantly reduced. The structure of a typical interview includes the following stages:

Contact Its establishment is important for both parties.The recruiter's task is to make the applicant relax and start "opening up" to him. The candidate's task is to make a favorable impression on the interviewer. As a rule, this stage consists of getting acquainted and some general phrases.

Direct interview The applicant mustanswer questions about his professionalism and personality, and also solve a number of production tasks. This is the most important stage - often it is on this that the decision to hire depends to a large extent.

Talk about the company Within five to twenty minutesthe interviewer tells the applicant the main facts about the organization: the direction of work, the structure, the organizational culture, the psychological climate. He also reveals the essence of the vacancy, specifies the functional duties and details not specified in the announcement.

Candidate's questionsit is possible to ask questions yourself. If to him something was not clear or he wants to specify any conditions of the future work, now is the time to ask about it. This stage is important for consolidating the views of the parties about each other.

Final stage Applicant and recruiterdiscuss the algorithm for further interaction: who, who and when will call. It happens that if the candidate made a very good impression on the employer (especially if he personally conducted the interview), he immediately reported the results. But most of the parties agree to phone after a while and inform each other about the decision taken on the vacancy.

Many large companies preferuse a multi-stage interview: first, the candidate meets with a recruiter, then with a psychologist, the head of the department and the CEO. His candidacy is also checked by the security service - in the modern world, there is no way around it.

Types of interviews

Every day, recruiterscome up with some way to assess the business and personal qualities of applicants. That is why there are a great many different types and kinds of interviews. They differ from each other for various reasons: the format of the interview, the structure and the functional component. According to the format of the interview, there can be a mass interview, an individual interview and a remote interview. A mass interview is conducted by employees of the organization with several candidates at once. As a rule, this option is used when selecting low-skilled personnel (in particular, salespeople), since there is not much time for contacts with applicants, and the employer is interested in mass coverage of the target audience. An individual interview is conducted with one single candidate at a precisely designated time (for example, at twelve o'clock) or in a certain time period (for example, from twelve to three). A remote interview can be a telephone or video interview. Often this is a preliminary stage of personnel selection, but in some cases it can be the only one. According to the structure of the interview, it can be:

Free This is one of the most commontypes. It is used for several reasons: either the person conducting the interview does not have any special skills, or the selection criteria are minimal, and the employer does not seriously need to closely study the applicant's career biography (which, again, often happens when recruiting personnel for low-level positions). This type of interview is very similar to a simple acquaintance of two people, but most of the time it is the candidate who talks about himself. The employer determines how much he wants to work with this applicant, how well he will fit into the team, etc. ... - in general, uses informal criteria.
In this case, thelevel of professional knowledge, skills and competencies of the applicant with the level stated in the requirements for the vacancy. This option is perhaps the most common, because all these competencies are necessary for a person to be able to carry out their work in the position to which he claims. All information about the applicant is analyzed: where and by whom he worked, what his achievements and problems were in the previous place, what difficult situations he solved, what conclusions he made. In the same case, all kinds of tests, questionnaires, questionnaires, tasks, etc. are used. ... Most often, such an interview is conducted by a human resources manager or department head.
Stressovy Very unpleasant method, as he knowsEach applicant, at least once experienced him on his "skin". To use it in your practice, you need to be a high-level specialist. Candidates for positions fall into an artificially created by the interviewer stressful situation, due to which his behavior is evaluated in conditions of irritation, that is, stress resistance. And the manager on the personnel should not simply have fun, looking at torments of the unfortunate competitor, and it is thin to combine stressors of a various level. It is notorious for candidates because of inadequate use by some employers.

Finally, in terms of functionality, we can distinguishscreening, selection and final interviews. These types correspond to the stages of professional selection. The first is a screening interview, whose main task is indicated in the name - to reject obviously unsuitable and random applicants who obviously do not meet the employer's requirements. This is usually done by recruiters and often over the phone. The second stage is a screening interview. It is at this point that the main information about the applicant is assessed: education, experience, motivation, salary expectations, personal and business qualities. The number of meetings can vary and depends on the number of candidates who have passed the screening filter, as well as on the number of people employed at this stage. The overall result, as a rule, is the selection of several applicants for the vacancy admitted to the final stage of personnel selection. The final interview is the final stage. If there were several "finalists", then with the help of this interview, the final decision is made on hiring a suitable specialist. But it also happens that only one applicant approaches this stage, and in this case the interview is of a formal nature - rather, the introduction of a practically accepted employee to the position takes place, with an explanation of some work issues. This was the main characteristic of such an event as a job interview. The information provided in our article can be useful to every person who is going to work or is already doing it. Jobs change, and the HR manager is currently a very common type of professional activity. And in order to be prepared to communicate with him, you must understand what an interview is and "what to eat it with". We advise you to read: