Several methods of interviewing employees, the basic steps of interviewing employees

There are types of interviews: structured and unstructured.

1. Structured interview: The interviewer asks questions one by one according to the questions and details prepared in advance, and can also ask some other questions in order to liven up the atmosphere. This method is suitable for recruiting general employees and general administrators.

2. Unstructured interview: The interviewee and the interviewee can talk at will, without fixed topics and without limiting the scope, so that the interviewee can speak freely. This kind of interview is intended to observe the interviewee's knowledge, values, conversation and demeanor, and requires him or her to have a wealth of knowledge and experience and a high degree of conversation skills, which is suitable for recruiting senior managers.

Some of the most common ways to ask questions in interviews are:

1. Direct: Make the interviewee focus on a certain information and provide specific and direct answers, the answers are generally "yes" or "no", or some small information and data.

2. Open-ended questioning: Ask the interviewer some questions without fixed answers, and allow them to be within a larger range, so that the interviewer can capture information from the interviewee's more words, and observe his thinking methods and views from it.

3. Clarifying questions: When the interviewee wants to respond to some important questions in an understated and perfunctory manner, this method can be used to get them to explain the answer further.

4. Self-evaluation: Ask the interviewee to analyze and evaluate themselves, their behaviors and skills, such as: what do you think is their greatest strength.

Attention should be paid to during the interview:

1. The interview time should not be too long, and a schedule should be made in advance.

2. Be observant, and evaluate the interviewee's internal psychological state by observing his or her external behavioral characteristics (such as verbal expression, volume and tone, gestures, facial expressions, etc.).

3. Be concise and to the point, and don't interrupt the other person's speech easily.

Fourth, the interviewee should not expose his views and ideas, let the interviewee understand your tendencies and cater to you, so as to cover up his true thoughts.

Let's give you something professional:

1. Informal interview.

2. Standard interview.

3. Guided interview.

4. Streamlined interview refers to the fact that the candidates interview with several interviewers in order, and each interviewer gathers to discuss after the interview. It has been adopted by many businesses in recent years.

There are five major steps to the interview, which are as follows:

1. Determine the interview criteria: Generally speaking, before screening applicants, the HR manager will first determine the interview criteria to help other interviewers confirm which applicants are qualified or unqualified for the job position. This is followed by a description of the specific responsibilities of the position being advertised and the identification of the professional background and skills necessary to qualify for the position.

2. Evaluate and screen candidates: After establishing the conditions and requirements for the position, the interviewer will quickly browse all the resumes, eliminate those resumes that obviously do not meet the requirements, and leave the resumes that meet the requirements and seem to meet all the requirements.

3. Background check on job seekers: It refers to the act of verifying the personal information of job seekers by collecting information from references provided by external job seekers or previous work units, which is an effective method that can directly prove the situation of job seekers.

4. Interview candidates: Interviews are like answering a verification question, and the purpose of the interviewer is to repeatedly verify the consistency between you and the position through various questions and tests.

5. Make a job offer: Based on the performance of the interview, the interviewer will usually reserve the job offer for candidates whose qualities and skills meet the specific job requirements.

Interview Procedures for Businesses:

1. Preliminary interview of the resource department: mainly to grasp whether the basic quality of the candidate meets the employment requirements of the enterprise;

3. Candidates for key positions and middle-level cadres are generally interviewed by senior leaders.