The basic procedures of the interview, the main procedures of the interview

1.Develop interview guidelines;

2.Prepare interview questions;

3.Determination of the assessment method;

4.Training interview examiners. 1.relationship building; The questions raised at this stage are generally closed-ended.

2.import phase; The questions raised at this stage are generally open-ended.

3.Core Phase; The questions raised at this stage are generally behavioural.

4.Confirmation phase; The questions raised at this stage are generally open-ended.

5 Closing Phase. The questions generally raised at this stage are open-ended, behavioral 1Comprehensive interview results.

2.Feedback on the results of the interview.

3.Archive of interview results.

Preparation Phase, 1Develop interview guidelines; 2.Prepare interview questions; 3.

Determination of the assessment method; 4.Training interview examiners. Implementation phase, 1

relationship building; The questions raised at this stage are generally closed-ended. 2.import phase; The questions raised at this stage are generally open-ended.

3.Core Phase; The questions raised at this stage are generally behavioural. 4.

Confirmation phase; The questions raised at this stage are generally open-ended. 5 Closing Phase. The questions generally raised at this stage are the open-ended, behavioral summary stage, 1

Comprehensive interview results. 2.Feedback on the results of the interview, 3

Archive of interview results.

The main procedures of the interview are as follows:

1. Interview preparation. Confirm the statement of work, review background materials, outline the interview, design the questioning method, mark the key questions or doubts, anticipate the problem, develop the evaluation form, and prepare the interview materials and environment.

2. Start the interview. Introduce yourself and start the conversation with a general social topic.

3. Formal interview. Ask broad and in-depth questions; Pay close attention to the candidate's behavior and reactions; Pay attention to the questions asked, the changes between questions, the timing of the question, and the other party's response; Give candidates the opportunity to ask questions, and ask questions from candidates.

4. End the interview. Indicate that the interview is coming to an end, ask if you want to ask questions, and give the candidate an opportunity to add clarification or correct mistakes; After a little summary, the bridge teased that the interview was over.

5. Interview evaluation. Based on the interview records, the candidate is evaluated using an interview scoring sheet that combines a combination of a commentative and a scoring assessment.

Interview Format:

1. Problem-based. The recruiter will ask questions of the job seeker according to the outline prepared in advance. Its purpose is to observe the performance of job seekers in a special environment, assess their knowledge and business, judge and implement their problem-solving ability, so as to obtain first-hand information about job seekers.

2. Special session. The company organizes a special recruitment meeting, and the company's interviewer will conduct an audition on behalf of a number or even a large number of candidates, and select a number of candidates who meet the company's requirements for subsequent interviews, which is suitable for the initial screening of candidates. For example:

School Recruitment Session. 3. Pressure type. The recruiter consciously puts pressure on the candidate to ask a series of questions about a question or an event, detailing and getting to the bottom of the problem until there is no answer. This method mainly observes the candidate's response to special pressures, mental agility and adaptability.

The procedure for the interview is as follows:

1. Waiting for the exam. On the day of the test, candidates should arrive at the test center on time with the interview admission ticket and ID card, and enter the waiting room to wait for the test (candidates can bring textbooks into the waiting room, but they are not allowed to bring prohibited items such as mobile phones into the waiting room.) ）

2. Draw questions. Only documents and pens are allowed at this stage. The staff logs in to the "interview evaluation software system", and the computer randomly selects a group of test questions from the question bank, and after the candidate confirms, the staff will print the preparation paper and the list of test questions.

3. To prepare for class, candidates should enter the preparation room with the preparation paper and the list of test questions, and write a lesson plan (or activity demonstration plan), and the preparation time for the lesson is 20 minutes.

4. For structured interviews, candidates will be guided into the corresponding interview classroom by the guide in the order of Huai Dan Hongzhao. After the candidate enters the examination room, the examiner will enter the structured interview session, and the examiner will randomly select 2 prescribed questions from the question bank, and the candidate will take about 5 minutes.

When it is your turn to enter, the usher will go to the waiting room and announce: "Please admit candidates". (Generally, the guide is not allowed to call the candidate's name directly, otherwise it is a serious violation of the examination discipline, and the general guide only knows the candidate's order number, so this number must be taken and remembered).

When candidates arrive at the entrance of the examination room, the classroom door is generally open, and candidates can enter directly, if the door is closed, candidates need to knock on the door and get permission from the examiner to enter. After entering, the candidates will hand over the admission ticket and the list of test questions to the interview examiner (generally three examiners, and the chief examiner is sitting in the middle).

The examiners are generally composed of subject backbones, subject leaders, front-line teachers, education bureaus, personnel bureaus or discipline inspection commission supervision departments to ensure the scientificity, fairness and impartiality of the interview.

5. Trial lecture (demonstration), candidates will give a trial lecture (or demonstration) according to the previously prepared teaching plan (or activity demonstration plan). The time is generally 15 minutes. Only when the trial lecture (demonstration) is overtimed, the interview examiner will remind the candidate to end the trial lecture (demonstration) and start the defense.

In addition, when giving a trial lecture or lecture, you should grasp the time (there is a clock in the examination room, you can glance at it casually), and the key content should be explained (the key content is generally marked on the interview questions to mark the important and difficult points you want to talk about), and show your best side.

6. Defense, the examiner asks questions (usually two questions) around the content (or demonstration) of the candidate's trial lecture, and the candidate's defense takes about 5 minutes. ）

1) Preparation before the interview.

This stage includes determining the purpose of the interview, scientifically designing the interview questions, choosing the appropriate interview type, determining the time and place of the interview, etc. The interview examiner should determine the matters and scope that need to be interviewed in advance, and write an outline. And before the interview, it is necessary to learn more about the candidate's information, find out the candidate's personality, social change background, attitude towards work, whether he has development potential, etc.

2) Interview start-up stage.

The interview should start with questions that the candidate can expect, such as work experience, education level, etc., and then move on to other questions to eliminate the candidate's nervousness. This is the only way to create a harmonious interview atmosphere that is conducive to observing the candidate's performance in order to get a comprehensive and objective understanding of the candidate.

3) Formal omission of the interview stage.

Use flexible questions and diverse formats to exchange information and further observe and understand candidates. In addition, it is important to pay close attention to the candidate's behavior and reactions, and pay more attention to the questions asked, the changes between them, the timing of the question, and the responses of the other party. The questions raised can be raised one by one according to the doubts found in the resume or application form, first easy and then difficult, so as to create a harmonious and natural environment as much as possible.

4) End the interview stage.

At the end of the interview, the interviewer should give the candidate a chance to ask if they have any questions to ask and if there are any additions or corrections that the interviewer has asked them. Regardless of whether you are hired or not, the interview should be concluded in a friendly atmosphere. If you disagree on whether or not to hire a particular candidate, you can arrange a second interview without rushing to conclusions.

At the same time, it is necessary to organize the interview record sheet.

5) Interview evaluation stage.

After the interview, the candidate should be evaluated according to the interview record form. Assessments can be based on comments or scores. The characteristics of the evaluation are that the different measurement aspects of the candidate can be evaluated in depth, which can reflect the characteristics of each candidate; The disadvantage is that there is no side-by-side comparison between candidates.

Rating-based assessments, on the other hand, compare the same aspects of each candidate and are the opposite of testimonials.