Do the questions asked in an interview really determine a person s ability to do the job?

I don't think so, at most it is for the interviewer to have a comprehensive understanding of a person's abilities in a short period of time, but I think it's an exaggeration to say that it determines a person's ability to do the job. Because:

The exertion of personal ability during the interview is related to the on-the-spot mentality.

Although the interview is a small test in many people's life experience, there are still many people who are unable to present themselves consistently when they come to such an occasion. Sometimes, even if the person is good, but the interview performance is not satisfactory, and the interviewer who prefers to communicate and express in the interview is almost of the same sex, in this case, it is not very reliable to say that the interview determines a person's ability.

For example, the doctor of archaeology of Peking University in the Wonderful Conference, if you look at his performance on the spot, he is indeed not very good, but his personal research ability cannot be ignored, so I don't think the interview questions can determine a person's work ability.

The gold content of the questions in the interview is related to the interviewer.

We all know that interview questions for big companies are usually talked about and even enshrined as classics. But this is in large companies that are willing to spend time and effort designing questions, and they have the vast majority of highly skilled and qualified interviewers. This premise of the interview questions can maximize the candidate's ability to do the job.

On the other hand, in small companies, under the constraints of various factors such as cost, the gold content of the interview questions is relatively weak, and the personal professional quality of the interviewer may not meet the requirements of an excellent HR.

To sum up, I think that the answer to whether the interview questions asked by the subject can really determine a person's work ability is no, it can only be said that understanding and investigation, what really determines a person's work ability still needs time and work quality to decide.

The questions asked in the interview have little to do with a person's ability to work, we can't deny that there is a type of person in this world, they are quick to talk but quick to act, they are not good at expressing themselves, but they are good at doing things successfully. In addition, the questions asked in the interview are largely not decided by the interviewer, but by the interviewer, and we can't use things that the interviewer can't control to determine the interviewee's own ability, which is a very strange thing. <>

So how do you judge a person's ability to work? In fact, it is not difficult, the so-called work ability, in fact, refers to the matching degree of people and positions, if one is very compatible with the position, we can judge that his ability is no problem for this position, so that the scope of judgment will be much smaller, and it will not be very embarrassing. <>

If we only judge a person's comprehensive ability on a large scale, and do not look at the position, our judgment will be difficult to be accurate, a person is good at this aspect, it does not mean that he is good at another aspect, a person is good at expression, does not mean that he is good at action. Similarly, a person who is not suitable for this position may become the optimal solution for another position.

When the interviewer asks questions, if it is just to test whether this person is suitable for the position, how can we know more or less through the form of questions, for example, we want to recruit a sales position, and the former interviewer is not even dressed appropriately, then how can he be suitable for sales? If we want to recruit a quality inspector, of course, we can't recruit a person who is too tolerant, but we should recruit a perfectionist person, a person who is good at picking thorns. <>

Therefore, any ability or inability should be for the position, not a broad concept.

No. There are no absolutes. The main reason for asking questions in an interview is that you need to know your abilities in the shortest possible time.

If you don't come up with the interview questions, or can't handle them, then you are basically not qualified for the job. Ability to work is not in question. Some people blow the sky, but in fact, they have no ability at all.

It's up to the executives to make their own judgments. However, one case is not excluded; It is a person who is not good at expressing himself, or who cannot express the correct meaning very accurately. Therefore, this kind of person is generally a technician, and the interview will be judged by written examination or practical operation.

The questions asked in the interview cannot determine a person's ability to work, and it is easy to miss out on a talent.

In fact, there is a misunderstanding here, since you can enter the interview process, it means that the resume has actually passed. The resume is more of a stepping stone to a person's qualifications, that is to say, HR acquiesces that your work experience meets the requirements, and the interview is nothing more than wanting to continue to understand the details and have dug deep into your performance in all aspects.

So, can the questions asked in an interview determine a person's abilities? Why?

Of course.

First of all, as a professional in personnel management, I think it is true that I have interviewed many people in the workplaceThe interview is about a person's professionalism, which is also an important part of the ability to work.

It is likely that your resume is very good, but an interview found that your communication skills and self-awareness skills are very poor, and I dare not ask for such a person. Because the workplace literacy is not up to par, no matter how high your skill points are, it will bring trouble to the team later.

Secondly,If a person's ability is really strong, the interview will definitely not be too bad.

Some people write their resumes beautifully, but they are debunked as soon as they are interviewed, either because they have moisture, or they can't tell the cause and effect, which is particularly embarrassing. The resume itself is deceptive, what will not deceive people is the process of communicating with a person and all its responses, skilled HR does know people skillfully, you can see at a glance how many pounds and taels this person has, even if it is not too strong now, whether there is potential in the future.

Therefore, if you want to improve the pass rate, you should indeed practice your interview skills more, at least don't be unable to say something convincing for a long time, and don't give up on yourself if you don't express yourself well, it is still helpful to practice more.

Be. Most companies take the form of an interview to fill out a resume first, then a written test, and finally a question and answer, although this form of interview can learn different information about the test taker in each link, but there is still a big gap in a person's comprehensive ability. In the curriculum vitae, you can understand the candidate's basic information, skills, education, attitude, loyalty, written test can understand the candidate's learning ability, knowledge, IQ or emotional intelligence, etc., and the Q&A session can understand the candidate's communication ability, expression ability, organization ability, coordination ability, management ability, leadership ability, business ability and mentality, etc., so as to make a comprehensive judgment on the candidate's skills, knowledge, personality, etc., and finally decide whether it meets the requirements of the enterprise and whether it matches the position.

The first one I agree with, but when doing this kind of introduction, please pay attention to observe the examiner's eyes, I think this will be more difficult, but if successful, your eyes will make the examiner feel that you are a confident person, no company will want those who are not confident, don't think that you are sitting right when interviewing Tuqiao, and talking generously and decently is a sign of self-confidence, of course, the above two points are necessary, the important thing is the eyes, the window in your heart is the eyes, Any change in your heart can be seen in the eyes!

I've done a job similar to this one, and I'm confident that I'm going to be able to do it. I have a good team spirit and I am hard-working.

The person who is responsible for the result is the person who is responsible for himself. All executive talents, they have only one common characteristic, that is, they are responsible for themselves!

First, your work attitude: I love this job and am willing to devote all my enthusiasm to it;

Second, your learning experience: I love the public and am willing to give his wisdom and wisdom to him;

Experience is important, but learning and pursuit are even more important for the public who pursue innovation.

This depends on the situation at the time, but it can be seen that the direction of the job search is not clear when you apply for the job, so the examiner will ask like this, if you explain the direction of the job search and ask like this, it means that he is questioning your ability, you should explain your ability to do the job well.

Generally, the recruitment of students by units mainly depends on your professional knowledge, potential (including temperament, learning ability, hobbies) and enthusiasm for work.

It doesn't matter what you say, it's important to see if you speak clearly.

First of all, I like this profession, I respect the work of this position, I will do my best to do his best, and do my best to improve my work, if I am different from others, I will work harder and more diligently than others to look at this job.

I think what you say should be bold, objective and sufficient.

From the company's point of view, analyze what kind of person is needed to do the job, what strengths and weaknesses you have, don't shy away from your shortcomings, (especially the kind that can be seen from your resume and interviews, but don't be too honest and look demeaning to yourself), it is best that you can overcome this deficiency. Show that you are sincere and optimistic about the importance you do your work.

Of course, it will definitely be better than you, and many times, attitude is very decided.

You can say, "I am more confident that I can do this job well, I may not be a master in this field, but I believe that I have the ability to complete the tasks assigned by the company".

Formal enterprises or institutions must wear formal clothes for interviews.

Experience is not innate.

Experience can be gained by learning and by doing.

If you don't have work experience, what you need to do is to adapt to the job as soon as possible and accumulate experience.

Before the interview, what you have to do is to submit your resume, and you can see some superficial things from your resume. For example, academic major, height and weight, appearance, temperament, and image. and even family and some work experience.

This is all on the resume, when the interviewer reads your resume and sends you an offer, that is to say, through the resume, he understands that the content you fill in is in line with the company's vacancy positioning.

In the interview, the HR will judge whether you are qualified for the job through communication. Let me tell you about the interviews that you can know about your abilities.

First, language expression ability, resume is not reflected language expression ability. But the interview can, and the so-called self-introduction has this meaning.

Second, ask about the work of the company that resigned from the previous company. HR uses this to examine the logic of your thinking and verify that your resume is not fake.

Third, you will be judged whether you are unstable through the reasons for leaving the company and conversations.

Fourth, judge your personality by family blood relations, such as whether you are an only child. Although it is on this resume, it is not as intuitive as the interview.

Fifth, HR can also judge your quality in a certain area from the time you arrive at the interview location.

Sixth, through the conversation, you can also know whether you have the ability to adapt, whether you have character flaws, and whether you are too egoistic.

Seventh, by dressing, to judge what stage of your thinking is in, such as non-mainstream, such as hip-hop, such as conservative.

8. Through the written test and the corresponding multiple-choice questions, you will be examined about your ability to play in the forest farm, professionalism and whether you have experience in a certain aspect. Such as sales experience, software development, etc.

Nine, through the written test to view your notes to analyze your character, although the notes can not represent the whole of a person, but can indeed reflect the character of an auspicious person.

10. Through the inquiry of scene questions, you can determine whether you can integrate into the company collective and ensure that you will not become a "rat" that spoils a pot of soup

When the interviewer questions your lack of ability to work, as a fresh graduate, you can use a high emotional intelligence approach, as follows:

1.Be clear about your strengths and weaknesses. You can admit that you do lack the ability to work in some areas, but at the same time, you also emphasize your strengths and say that you will continue to work hard to improve your abilities.

2.Demonstrate your ability to learn. As a fresh graduate, your ability to learn may be one of your greatest strengths. You can highlight your experience of active learning and practice in school, and show that you are willing to continue to learn and grow in your work.

3.Give specific examples. You can provide concrete examples of how you've achieved something and say you'll continue to work on it.

4.Show yourself to be humble and confident. You can show that you appreciate the opportunity and thank the interviewer for the reminders and advice. At the same time, show that you are confident in your abilities and potential, and say that you will work hard to achieve your goals.

In short, high emotional intelligence should be honest, positive, confident, planned, and capable of learning.

The interviewer looks at a person's work ability, interpersonal skills, and a person's ability to innovate and think. Recruiting such people will be very efficient in the work, and only then can it bring great benefits to the company.