job interview Contents:

Interviewing at employment becomesstress for many people. Well, what a sadist came up with this stupid exam? It would be better to let a person work and evaluate his work in fact - then it would be possible to prove himself in all its glory. Unfortunately, employers do not like such a prospect: they want to know in advance and with minimal costs whether a candidate is suitable for them. That is why a personal meeting and a conversation with a potential employee in the modern world is a common occurrence. How does it happen? What does it include? These and many other questions you will find answers in our article.

Interview Objectives

Interview as a phenomenon exists in our worldlong enough. Even in ancient China, there were activities aimed at assessing whether a candidate is suitable for a position or not. The work of the official was very prestigious, and, accordingly, the contenders for it were the sea - that's what a tool was needed to help find the right specialist and weed out the unsuitable. But this idea was used not only by the Chinese. Ancient Greece, Rome, Egypt, Russia and later eras - at almost all times people in one way or another came up with their own ways of professional selection. Some of them were very bizarre; for example, Peter the First selected to his suite exceptionally strong boyars. In the modern world, the interview is more or less standardized. As a rule, this is a meeting and a conversation with a potential employer (or a recruiter representing his interests) about an open job. Its goal is to get to know each other, assess compatibility and clarify the details of possible cooperation. During the conversation, the employer asks questions about the education, experience, knowledge and skills of the applicant. Often the interviewer is interested in the candidate's personality: life goals, values ​​and aspirations, plans and character traits. how to pass an interview

Interview structure

It happens that the interview is not limited tojust questions: many employers prefer to use tests and cases for an objective assessment of 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 procedure for testing: it is not mandatory, but there are also no bans on it. So you can refuse to participate in the test, but your chances of being recruited will significantly decrease. The structure of a typical interview includes the following stages:

  • Contact Its establishment is important for both sides. The task of the recruiter is to ensure that the applicant relaxes and begins to "open" to him. The task of the candidate is to make a favorable impression on the interviewing specialist. As a rule, this stage consists of acquaintance and any general phrases.
  • Direct interview The applicant mustanswer questions concerning his professionalism and personality, as well as solve a number of production assignments. This is the most important stage - it is often from him that the decision to hire a worker largely depends.
  • 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 prefer to usemultistage interview: first the candidate meets with the recruiter, then with the psychologist, the division head and the general director. His candidacy is also checked by the security service - in the modern world without it anywhere. job interview

    Types of interviews

    Every day, recruitment specialistscome up with some way of assessing the business and personal qualities of applicants. That is why there is a great variety of different types and types of interviews. They differ from each other for different reasons: the format of the exercise, the structure and the functional component. According to the format of the interview, the interview can be mass, individual and remote. A mass interview is conducted by employees of the organization with several candidates at once. Typically, this option is used in the selection of low-skilled personnel (in particular, sellers), since there is not a lot of time for contacts with job seekers, and the employer is interested in mass coverage of the target audience. Individual interviews are conducted with one single candidate at a precisely designated time (for example, at twelve o'clock) or at some time interval (for example, from twelve to three). Remote interview can be a telephone or video interview. Often this is a preliminary stage of staff selection, but in some cases it may be the only one. The structure of the interview can be:

    • This is one of the most commonspecies. It is used for several reasons: either the person conducting the interview has no special skills, or the selection criteria are minimal, and the employer does not seriously need to study the career biography of the applicant (which, again, often happens when selecting personnel for low-level positions). This type of interview is very similar to a simple acquaintance of two people, but most of the time the candidate himself talks about himself. The employer determines how much he wants to work with this job seeker, how much he will get used to 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, qualifying and final interview. These types correspond to the stages of professional selection. The first is a screening interview, whose main task is indicated in the title - to reject frankly unsuitable and accidental applicants, who do not explicitly meet the requirements of the employer. This is usually done by recruiters and often by phone. The second stage is a qualifying interview. It is at this moment that the basic information about the applicant is evaluated: education, experience, motivation, salary expectations, personal and business qualities. The number of meetings can be different and depends on the number of candidates who passed the screening filter, as well as on the number of people employed at this stage. The general result, as a rule, is the allocation of several applicants for the vacancy of personnel admitted to the final stage of selection. Final interview - this is the final stage. If there were several "finalists", then with the help of this interview, a final decision is made on hiring a suitable specialist. But it also happens that only one applicant is suitable for this stage, and in this case the interview is of a formal nature - rather, the entry of the practically accepted employee into the office takes place, with the explanation of some working moments. This was the main characteristic of such an event as a job interview. The information given in this article can be useful to every person who is going to work or is already doing it. Work places are changing, and the HR manager is currently a very common type of professional activity. And in order to be prepared for communication with him, you must understand what this interview is, and "with what it is eaten." We advise you to read: