Interview Related Content What is the content of the interview

1. Manners.

This refers to the candidate's body shape, appearance, complexion, dress and demeanor, mental state, etc.

2. Professional knowledge.

Understand the depth and breadth of the candidate's professional knowledge, and understand whether the professional knowledge is consistent with the position offered, as a supplement to the written examination of professional knowledge. The need for knowledge.

3. Education and work experience.

Based on the results of reviewing the candidate's CV and job registration form, the candidate will be asked relevant questions to find out the candidate's relevant education and training background and past work history.

4. Verbal expression ability.

Since the interview is a verbal communication process, the most direct reflection in the interview is the candidate's verbal ability.

5. Thinking ability.

It examines the candidate's ability to conduct a comprehensive analysis of the questions asked by the examiner.

6. Adaptability.

It is mainly to test whether the test taker is quick to respond to unexpected problems and whether he or she handles unexpected events appropriately.

Answering the Case]: a

This question examines the type of interview. Individual interview, also known as one-on-one interview, refers to the fact that the interviewer and the interviewee meet separately, and the interviewee gives verbal guidance or inquiry, and the interviewee makes a decision. This is a more common form of interview.

In the job search process, the common interview formats are as follows:

1. Face-to-face interview: that is, the interviewer and the job seeker are interviewed in the same venue. This form is commonly used for internal recruitment or interviews when the candidate is in the local area.

2. Interview: Remote interview through software (such as Zoom, Skype, etc.). This form is common when job seekers are far away from the company or during the pandemic.

3. **Interview: Interview conducted through **. This form is commonly used during initial screening or when booking an interview.

4.Group interviews, the company arranges multiple job seekers in the same venue, and invites interviewers to interview at the same time. This format is commonly found in large corporations or job fairs.

Different interview formats have different preparation requirements and abilities for job seekers. Job seekers should be fully prepared and adjusted according to the specific circumstances of the interview.

Here are a few suggestions to improve your interview pass rate:

1. Prepare in advance: Before the interview, fully understand the company's background and job requirements. It's also a good idea to prepare some common interview questions beforehand and have your answers specific to the position.

2. Highlight your strengths: In an interview, highlighting your strengths can make the interviewer pay more attention to you. You can use concrete examples to illustrate your skills and experience.

3. Active communication: Actively participate in the interview and have a good interaction with the interviewer, so that there will be a more positive response to the examination of communication and teamwork ability.

4. Pay attention to your image: Image is also an important aspect in the interview. Pay attention to dress appropriately, look well, and ensure your personal hygiene.

5. Adjust your mentality: Adjust your mentality, maintain a positive and optimistic mind, and don't show too nervousness or arrogance.

With these tips, you can improve your interview pass rate while being a better person to be.

Answer]: a, b, c, d, e

There are different types of interviews according to the standard of non-compliance, including: According to the degree of standardization of the interview, the interview can be divided into structured interview, unstructured interview and semi-structured interview; According to the way the interview is conducted, the interview can be divided into individual interview and group open bench interview; According to the process of the interview, the interview can be divided into a one-time interview and a staged travel interview; Depending on the content of the interview questions, interviews can be divided into situational interviews and experiential interviews.

There are five main aspects of frequently asked questions about interviews:

1) The purpose of the interview is not clear.

Before conducting the interview, the interviewer should consider: what is the purpose of the interview, what is the key point of the interview, whether to introduce the real situation of the job to the candidate, whether the candidate is allowed to ask questions, what questions the other interview examiners will ask, etc.

2) The interview criteria are not specific.

Many interviewers focus on asking questions that give them insight into whether the candidate will succeed or not. In many cases, however, it is not clear what exactly makes them successful. For any position, it refers to the ability to do the job.

These competencies refer to the relevant areas of knowledge, skills, abilities, and motivation necessary for job success.

3) Lack of systematization in interviews.

The systematic nature of the interview requires a well-structured interview process that is closely linked to each other. In order to ensure the systematization of the interview, the interview examiner should formulate a complete interview outline according to the requirements of the recruitment position in advance. The order of the interview process, what work to accomplish at each step, and what information to obtain should all be taken into account when developing the interview outline.

4) The design of the interview questions is not reasonable.

Questions that directly ask candidates to describe their abilities, characteristics, and personality. The answers to this type of question do not provide valuable information to the interviewer, as the interviewer has no way of verifying that the candidate is genuine. If this type of question is asked, you should continue to ask behavioral questions and ask the candidate to give specific examples to prove their answer.

Multiple-choice questions. Multiple-choice questions will lead the candidate to think that the correct answer must be in several options, and he will guess the intention of the interviewing examiner and then answer. Therefore, it was of little sense to ask such a question and it should be changed to an open-ended or behavioural question.

5) Interview examiner's bias.

First impression, also known as the first cause effect, is where the interviewer evaluates the candidate based on the impression obtained from the first few minutes, or even before the interview from the information (such as written test, resume, etc.);

In contrast, the interviewer evaluates the propensity of the candidate who is currently being interviewed relative to the previous candidate.

The halo effect, i.e., "substitution of points for faces", evaluates other aspects of the candidate from a certain advantage or defect;

Similar psychology to mine, this kind of psychology is more likely to occur due to the increased scarcity that people with similar experiences encounter in their daily lives.

Recruitment pressure, when the superior has a quota requirement for the recruitment result, the interview examiner will have a high evaluation of the candidate, or due to the tight recruitment time, in order to complete the recruitment task, have to speed up and rush to achieve results.

Answers]: a, b, c, d

The characteristics of the interview are as follows: Conversation and observation are the main tools; Interviewing is a two-way communication process; The face-to-face test has a clear purpose; Interviews are conducted in accordance with a pre-designed procedure; The position of the interview examiner and the candidate in the interview process is not equal. Town Disturbance.