What Is Motivational Interviewing?

Interviewers refer to professionals who have the ability to recognize people and can effectively select talents suitable for the company's requirements according to the company's strategy, product characteristics, business development, and talent market supply conditions. Interviewers are divided into professional interviewers and business interviewers. The interviewer should understand the relevant interview process, know the relevant interview skills, and pay attention to the mistakes that may be made during the interview. There are also some key points to pay attention to.

Interviewer

Interviewers refer to professionals who have the ability to recognize people and can effectively select talents suitable for the company's requirements according to the company's strategy, product characteristics, business development, and talent market supply conditions. Interviewers are divided into professional interviewers and business interviewers. The interviewer should understand the relevant interview process, know the relevant interview skills, and pay attention to the mistakes that may be made during the interview. There are also some key points to pay attention to.

Chinese name

Interviewer

Have

Must know

Points for

Professional and business interviewers

To understanding

Interview process, interview skills, etc.

Many people think that interviewing and hiring are not very similar to human resources jobs. Because most HR jobs emphasize professionalism, such as

Before interviewing, the interviewer should first make clear what kind of people the company needs to recruit? What specific work to do, etc. different

1. "On time" is the low line for candidates

"Be punctual" is the minimum requirement for professionals. If the candidate is not punctual and there is no special reason, the interviewer can generally not consider it.

2. Make a phone call even for those who fail

For the losers, if you call one by one to notify, it will indeed waste time. The interviewer can inform the candidate in good faith of their phone number and ask them to call and ask at the appropriate time. Practice shows that many losers later became the company's "

1. Read the relevant information of the candidate carefully before the interview, and be able to check in.

2. The outline of the interview must be targeted, and it can accurately and effectively collect all aspects of information that companies want to get candidates. The outline must be elaborated, demonstrated, and fair.

3 Let candidates know how long the interview is.

4. Listen carefully to the candidate's conversation.

5. Ask questions skillfully.

6. When judging, scoring and recording, it is conducted in accordance with the principles of fairness and truth.

7. When judging and scoring, do not try to strive for the middle score. If the score is high, the score will be low, and the score will not be sentimental.

8. When the score is high or low, it should be reviewed and the bottom line criteria should be discussed again. If the score is too different from the standard score, none will be accepted. Don't recruit people in the way of "finding superiors in shorts". When the score is similar to the standard score, admission will start from the high score. In order to achieve the purpose of recruiting suitable and satisfied people.

9. For candidates who need to re-examine, the time and place of re-examination should be clearly announced.

10. The method and time of the admission notice should be clearly notified to the candidate during the interview.

11. For those who have not been hired, you should also send a letter of credit such as "Thank you, I hope to have the opportunity to cooperate again next time". To show respect for the candidates, and at the same time to achieve a deeper impression and promote the company's purpose.

1. The interviewer missed important information

Interviewers spend too much energy and time on individual factors that affect the success of the job. They often only look at a few aspects of the candidate, and it is difficult to obtain complete information about the candidate.

2. Interviewers ignore job motivation and organizational adaptability of candidates

The interviewer tends to focus on the job ability of the candidate, and therefore ignores the job activism and organizational adaptability of the interviewer. Note: Working ability and work motivation are different. Whether the former candidate has the objective ability to work but the latter reflects a subjective desire of the candidate: whether he wants to serve the enterprise. If you ignore this, you may experience poor performance after being hired and a high turnover rate.

3. The interviewer asked illegal, non-work related questions

If an interviewer asks an illegal, non-work related question, he or she may be involved in annoying legal disputes or leave a very bad impression on the candidate.

4. Duplicate questions from interviewers

Although sometimes the interviewer needs to ask the candidate some repeated questions, but a lot of repeated questions are wasting valuable time in the interview.

5. Interviewers cannot organize interviews systematically

If the interviewer cannot organize the interview systematically, he or she may adopt different methods for different candidates, and some candidates are disadvantaged. In contrast, a systematic recruitment approach will quickly screen out unsuitable candidates, with minimal expense.

6. Candidates are dissatisfied with the recruitment process

Interviewers sometimes boast, talk rudely, or are rude in their interviews. In this case, some candidates will refuse the interview, or even refuse to accept, and instead apply for it. Worse, the reputation of the business has been damaged.

7.Interviewer has prejudices or preconceptions

Some interviewers are used to looking at candidates in a preconceived manner, but they are unaware of the negative consequences of this bias on recruitment itself.

8. The interviewer does not record or rarely records

Some interviewers do not make or rarely take notes. They rely on their memory. As a result, they often remember the first and last person in the interview process more clearly, while the other candidates' memory is not clear.

9. The interviewer misunderstood the candidate's response

After the interview, the interviewer always analyzes the candidate's response from the collected results in order to make further judgments. Some interviewers may always play the role of "amateur psychologist", but they often mistake the judgment of the candidate's personality and ability from the results.

10. Interviewer makes hasty judgment

Some interviewers will make hiring decisions through a handshake during a meeting or several subsequent questions, but research shows that if they can continue to collect applicants in a planned way, the decisions will undoubtedly better.

11. Rely on interviews only

Interviews are really useful if they are used well. However, you should not rely solely on interviews. Instead, you should integrate other methods, such as written tests, scenario simulations, and inquiries from witnesses.

12, the interviewer let the candidate around a certain characteristic

Interviewers are sometimes caught in a phenomenon known as the "light wheel effect," in which interviewers are judged by a candidate's strengths or weaknesses.