Equipment of the interview or interviews

If you hired the worker failed, the blame for this only you. So, you could not recognize it at the time of the interview. We give practical techniques of interviewing, which will help you to use an adequate type of questions, the desired style of communication and will provide an opportunity to gather as much information about the candidate.

Many articles on the topics of the interviews are geared to the needs of workers. Potential applicants are given a lot of practical advice, discuss techniques to conduct interviews, etc. Nevertheless, the question of the interview is important, and for the second side -. Potential employers. Interview techniques must possess not only the employees of HR, HR-managers, senior management, but also the heads of other linear and structural divisions of the company. Practice consultants career shows, if the experts from the personnel department are trained, the heads of various line departments such training usually do not have, although they are often connected to the process of conducting interviews with those candidates, which can then be their subordinates.

Why is it so important interview?

Human Resources Department is responsible for the search and selection of professionals, verifies the data summaries, if necessary, collect additional information about the candidate, and others. If all goes well, then followed with these candidates met the manager in the department of which he will work. It is important to give very clearly aware of the fact that you, as the head of the department, to work closely with the people you recruit. That's why you have to be professional in conducting an interview with a possible employee. Another reason lies in the fact that the decision you make reflects your managerial skills. Whatever the choice (good or bad), it reflects directly on you. After all, the person you hired will communicate not only with you but with your boss, peers, your subordinates and clients of your company.

Preparing for the interview

Before the interview the candidates, you should prepare a few general questions. Sure you take some time to carefully study the resume of each candidate. This will help you prepare the questions that directly relate to working life of each candidate, such as:

 What do you like most when you work in a company X?

 What do you like least about when you worked for the company X?

 Tell me about your superiors in the company X.

How to behave during an interview?

Your own behavior during the interview is just as important as the behavior of the candidates themselves. You need to ensure that your interlocutors feel free enough in a conversation that will help you achieve a more honest answers from them. However, if you do not belong to the type of managers who can operate and communicate with their subordinates relaxed, you should not resist your usual style of behavior. Do not forget only the following: a decision on how a potential candidate meets the proposed place of work depends not only on how he makes, but also on you personally. And the fact the suitability of this candidate for this position, you must find it during an interview with him. It is very important to be polite and attentive. Poorly, when you make your interlocutor waiting for you at the reception or when you are in a conversation with him and then start to talk on the phone or answer calls. After all, this person with whom you are talking, perhaps, will work for you. And it is possible that you will ever be to work for him - because the modern world is so volatile.

The art of the interview

The key to the competent conducting interviews is to gather information. And nothing is more important than the ability to show flexibility in the formulation of questions. You must keep the interview process very professionally, smoothly and comfortably. In any one situation, a certain style of the interview can be quite appropriate, but at the same time in different circumstances it may lead to the fact that you will get the wrong information or, worse yet, none at all needed information. The following offers 12 ways to help you to adequately respond to the changing environment, use the style you want and get the most relevant information.

Questions requiring short answers (general)

This type of question that is often asked, and which is very often misused. How often have you heard that interviewers ask, for example, a common question is, "Can you work under pressure?". Such a question can only be answered by "yes" or "no", but who gives a negative answer. Thus, the interviewer does not receive any information that could help to evaluate this candidate in comparison with the others. Although such questions - not the most appropriate way to conduct the interview, though they can bring their own benefit. General issues fit in when you want to confirm this or that fact or verify information already received. Example of common questions: "You can start work on Monday?" "So you worked at Xerox company for ten years?".

Matters requiring a detailed answer (open questions)

Logically, this type of questions is the opposite of the first type. Responding to an open question, the candidate will not be able to do a definite answer, so the answer is to be deployed. For example, a question like "How successful it turns out you have to work under pressure?" Is an open question, which suggests that the candidate will give a detailed answer. Experience shows that this type of question is preferable to a general question, he puts the candidate in a situation where he has to tell, to give examples, but you just have to listen. Such questions usually begin with words such as "I'd love to hear about how you ..." "It is interesting to know ..." "Could you tell me ...".

Questions about previous experience

Such a method has recently become be a separate style of interviewing. Questions about previous experience based on the assumption that the actions committed in the past, may determine future actions. That is, it is believed that people will work at the new place of work as well as he had worked in previous jobs. These questions are open in their logical structure, but the center of attention in them are examples from the past experience of the candidate. Usually these questions begin with phrases such as "Tell me about how you ..." "Give me an example of how ..." "And when you held the office ...". Ask such questions should be at the very beginning of the interview to the candidate immediately understood what is required of the details of his past experience. In this case, he will not be tempted to introduce your interviewer confused during the interview. Questions about previous experience create the right setting for the candidate.

Questions about the weaknesses of the candidate

The interview process is often tempted to believe that if a candidate is strong in any one area, it means, in other areas it can show excellent results. However, not always the case. At a time when the head of the candidate begins to shine a halo and a choir of angels singing the praises of his virtues, begins to drown out even the phone calls made by your secretary, it's time to cross your fingers and wake up from the tempting of bliss - it's time to try to draw attention to the weaknesses of the candidate. In this case, well try the next question: "Well, everything is fine. Well, can you think of any case from the practice when you were on top? "Or" Well, now, could you give me an example of what to do would not be proud of? ".

Disclosure of the negative traits of the candidate

Seeing that the candidate has some weaknesses, you can be satisfied with this discovery and to continue the interview on. But it may be a situation when a candidate answer will cause you anxiety and you find important to reveal the negative aspects of your interlocutor. For example, the candidate told you about the case of one of his earlier works, when it is for a specific purpose deemed necessary to bypass his immediate superior. Here you, as a manager, you will have a good think about the fact that if such behavior is characteristic of the man, it is unlikely that it will be reasonable - to invite him to work in your team. Accordingly, you will need to make an effort to delve deeper into the negative traits of the candidate. You can use a phrase like "That's interesting, do you know. Let's talk about those cases in your practice when you had ... ". Further discussion on this topic will help you identify negative traits and, perhaps, save you from a bad employee. On the other hand, it may be that this particular negative situation was the only exception in the practice of the candidate and that about it and do not worry.

reflective questions

Reflective questions - a great way to move from one topic to another. They help you in control of the conversation, regardless of how talkative interviewee. If, for example, the candidate begins to pelt you with unnecessary information about their previous work, it is easy flow of speech can be interrupted by a reflexive question that will allow you to switch to another subject. To do this, you need only one phrase that is added to a proposal, the spoken you - "do not you (well)?". For example, "Time we do not have a lot, and I think it would be nice to go to the next question, is not it?". The answer candidate (reflex) will consent to allow the conversation to move forward in the direction you want.

Mirror approval (phrases repeat)

This ingenious form of the test, which is applied at the same time, together with the most effective tool, as silence. This method consists in the fact that you repeat or perefraziruete any key statement (statement), and then watched silently for your interlocutor, sometimes nodding and listening to him with obvious interest. Such questions should be used to highlight the essence of your interlocutor answers and find out as much detail as possible. Your task - just repeat the essence of a statement ( "So, if you happen to be late for work for two hours, you then on these two hours delayed at work, to do something that had to do"), then shut up and let candidate to speak in more detail about this phrase.

alternative questions

Choice questions are often abused, as they allow the interviewer to demonstrate their power. The question itself requires that the candidate chose this answer, what would be the lesser evil. For example, "What, in your opinion, it is the lesser evil: embezzlement or fraud." There is, however, a clear boundary between the absurd choice questions and a well-thought-out questions that require active work of thought. For most interviewers this method is useful to see how and how well the candidate is able to take decisions and make choices alternatives. The easiest and most effective way to use this kind of issues is to use real-life situations, which could be carefully considered two completely different approaches.

Reflective questions containing partially correct information

This type of question is used to talk a man who in all and with all agree, to talk to the terminally incompetent people, with eccentric who did not wish to provide information, as well as with those who are quite competent, but terminally notorious. The method is as follows: you need to bring the right kind of statement and ask the candidate to agree with him. It's amazing how much you can learn by using this method. For example, "I have always believed that customer service starts from the moment when he pays the bill. You agree with me?". This example of a reflexive question, containing some correct information, always brings a surprising answer. Try this type of question in your practice, and you can learn a ...

Suggestive questions

In this case, you direct your listener on a specific type of response. Often such issues arise randomly in the course of the interviewer says about the company-specific, where the candidate will work. The interviewer can say with pride that "our company is experiencing rapid growth and our employees have to make every effort to customer service was at the height," and then ask, "How do you know how to deal with stress?". The candidate knows that in order for him to have kept the chances to get the job, he has to answer this question properly, he does. We can not say that it is not recommended to use leading questions. The fact is that, as with general questions, they should be applied in the appropriate setting. The best thing - is to use them to verify any information in order to get the candidate to express their views on any particular topic in more detail. For example: "In our company, there is a rule that the customer is always right. What do you think about this?". But this acceptance should be resorted to only when you have already found the candidate convictions affecting certain area. In any case, whatever it was, leading questions should not be used at the beginning of the interview. Also, this type of question should not go along with reflexive questions. But this acceptance should be resorted to only when you have already found the candidate convictions affecting certain area. In any case, whatever it was, leading questions should not be used at the beginning of the interview. Also, this type of question should not go along with reflexive questions. But this acceptance should be resorted to only when you have already found the candidate convictions affecting certain area. In any case, whatever it was, leading questions should not be used at the beginning of the interview. Also, this type of question should not go along with reflexive questions.

rephrasing the question

Poorly formulated question, no matter how good it is in itself neither was losing its significance and leads to the fact that you can get an incomplete or incorrect information. But correctly formulated question and allows you to receive an accurate response that you can carefully weigh and evaluate true. Let's look at the example of when you need to find out if your potential employee to work under pressure. Many interviewers ask very simple question: "Do you know how to work under pressure?". Although the intention itself is good in itself, but a matter of style selected completely wrong. The reasons for this number (we already talked about them before):

a) the type of question "yes" or "no" requires only a brief response;

b) posed the question thus clearly indicates the candidate, what kind of answer you want to hear from him.

To understand how to properly articulate this question, let's see how it is able to do a reporter in the newspaper. He uses all kinds of questions discussed by us, but he does it in such a way that every question put to them allows him to get an answer with different perspectives on the same problem. The reporter asks who, what, why, when, where and how. In this example, you are doing the same thing, connecting a common issue with some other issues. Note how the right information you can get in response to his questions:

Can you work under pressure? (General question).

 Tell me about when you had to work under pressure (open-ended question).

So, it was difficult to work under time pressure? (Mirror matter).

 How did this situation pressingovaya?

 Who is to blame for the fact that this situation has arisen?

 How could such a situation arise?

 What was the cause of this situation?

Here you are offered 8 different versions of the same question, and each version reveals a different aspect of the candidate's personality, his ability to work. Almost every question can be rephrased accordingly. Indeed, this method leads to the fact that opportunities for questions theoretically limitless - it depends only on you. Remember: Do not just accept the first answer a candidate for any of your questions. You have every right to look more closely at the problem and look for weaknesses. If you feel that you are responsible for something is not enough, try to rephrase your question. At least, as long as you do not ask, you never know.

FAQ pogonyalki

Some clumsy and not very smart people need to be constantly chased. Therefore, if you have to face such a candidate, you can use the following three methods.

If you are not satisfied with the first answer, or, on the contrary, the answer you like so much that you want to hear more, then say: "Please, tell us more about that. It's very interesting, "or" Could you cite some example? ".

You can listen to the answer and then add: "And what you have learned from this example?". This is an excellent method of paraphrasing, that can help you evaluate the candidate's ability to reflection and evaluation, as well as his emotions. In addition, while the candidate will be responsible, you will have enough time to think and plan for the future course of the conversation.

Probably the best method of getting information - it just sit, take a closer look at your buddy and do not say anything himself. All people feel uncomfortable when there is a pause in the conversation. Recall, for example, some party where you had to be present when, during a conversation, there was silence. Barely a couple of seconds, a few people began talking at the same time. This human weakness can be usefully used at the time of the interview. The caller will think, "But he was silent, then, probably waiting for me to it anything else said. He must be not quite satisfied with my answer. " Even you as the interviewer, initially it will be difficult to cope with the effect of silence during a conversation, but ultimately it is largely justified.