How do interviewers improve their interview skills? Interview is a widely used talent evaluation tool, which requires not only the skills of the interviewer, but also the skills of the interviewer. Let's learn how interviewers improve their interview skills.

How do interviewers improve their interview skills? 1 1. Let candidates ask questions at the beginning.

Many interviewers, with a heavy workload every day, can't switch from other work status when facing candidates. At this time, the traditional interview practice is to let the candidates introduce themselves, and the interviewer starts the next paragraph according to the candidates' self-introduction. In this procedure, the interviewer will unconsciously find out the contradictions in the candidate's self-introduction, which is not conducive to the relaxation of the candidate. An unrelenting candidate will make the interviewer misjudge.

The best opening remarks are to let the candidates ask you questions. The question categories of general candidates are the basic parts of the company. After the interviewer answers the two questions of the candidate, he will also switch from other work status. After the applicant knows the basic information of the company, he will not focus on the position when answering, but on the development of the company and the future of the position, cleverly avoiding the embarrassing area of answering irrelevant questions.

The first job is like the first love.

Looking back on our lives, it will always be the first time, the first electric shock, the first date and the same at work. The first job will affect this person for at least 7 years. The first job, just like the first love, everyone is full of enthusiasm for the first job, and the wanted and unwanted parts are also formed in the first job. Interns look at their own understanding of the work of their parents or elders.

Asking about the feelings and experiences of the applicant's first job can quickly close the relationship between the interviewer and the applicant and make the applicant relax. Interviewers can quickly discover the essence of candidates from their narratives. Because in the first job, candidates rely on their own intuition to deal with the work.

3. Reasons for company admission in the past.

The interviewer must pay attention to this section and let the candidate answer what he thinks is the reason why some companies accepted him in the past. At this time, the applicant will definitely think. At this time, the test is the applicant's empathy. This question will subtly put the applicant in the company's perspective. At this time, we can see whether the applicant has a clear understanding of the overall situation of the company in the past work.

Another function of this link is to let candidates praise themselves. Generally, candidates will boast that they are very traditional, such as loving their jobs and being dedicated, and the interviewer is rotten. In this link, candidates need to praise themselves from the company's point of view. For the interviewer, it is a relaxing thing to appreciate how the candidate handles this difficult problem.

4. If it can't be quantified, it can't be improved.

Candidates often have more emotional narratives when answering their contributions to the post. At this time, the interviewer asked the candidate to describe his contribution to the previous work in figures.

The company is a sophisticated organization, with all kinds of thinking and work every day, but at the end of each year, you will find that a year's work may be represented by several numbers. Quantifiable numbers are very valuable for any job, because our job is to improve ourselves through numbers. Let candidates sum up their past work with figures, which will let candidates directly cut into the essence. Applicants for energetic positions must be serious workers.

5, the character brought by the circle of friends.

By asking the candidate to describe the strengths and weaknesses of his best friend, the interviewer can quickly know the personality characteristics of the candidate and the way to make friends. This link can be an important factor to evaluate whether the applicant and the future boss are in harmony.

6, the professional ability to beat about the bush.

Asking the candidate's professional ability directly will put the interviewer at a disadvantage, because the candidate will have two choices after answering the question you think is wrong. First, he won't dare to talk about his major at all, and second, he will think that what the interviewer said is wrong, which will lead to opposition. Candidates' answers satisfy you and may leave hidden dangers in the future admission process.

At this time, the interviewer can ask the candidate what he thinks about the future development direction of the professional skills required for the position. People who don't have a certain professional ability can't answer the development direction of professional skills, whether it's administration or personnel, technology or art. People who have views on the future of professional skills needed for the position can have a pleasant reaction if both sides can reach an agreement on the future when communicating with the interviewer, whether it's a test of professional ability or suggestions for employees' future development.

7, the risk of life trajectory.

When the interviewer is satisfied with the candidate, at this time, the interviewer will begin to evaluate the entry risk of the candidate. In fact, the most hurt thing is not that I didn't find my favorite candidate, but that after I sent an admission notice to my favorite candidate, the other party didn't come.

Here are a few data to pay attention to. One is commuting time. Applicants who commute for more than 45 minutes must be cautious. It is normal for these successful candidates to stand up. The second is the company that the applicant interviewed. When looking for a job, candidates usually go to many companies for interviews. Generally, people who have been looking for a job for more than 2 weeks will be safer.

8. Humanitarian responsibility that cannot be ignored.

An interview, a fate. As an interviewer, whether you like the candidate or not, you should let the candidate walk out of the company with positive energy. At this time, it is the humanitarian responsibility of every interviewer to give some advice and care to the candidates and let them know more about the future. Can't be ignored, and should not be ignored. More care will make the society warmer.

How do interviewers improve their interview skills? 2 1, fully prepared and honest with others.

First, carefully study and screen the resumes, positions and salary requirements of many candidates, then make an appointment with the primary candidates for interview time, place and valid certificates and certificates to be carried, and write down the interview schedule and grading standards.

Secondly, determine the examiner according to the characteristics of candidates. If candidates apply for an important or professional position, it is generally not appropriate to arrange only one examiner. It is an effective way for the human resources department and the post department to send one person to co-chair the interview. However, we should pay attention to two points here: first, the above timetable should list the examiners; Second, the two examiners should discuss the division of labor and cooperation in advance, that is, who will ask which questions.

Take turns asking questions and taking notes. When one of the examiners summarizes and records the questions he is responsible for asking, he can invite another examiner to ask additional questions, so as to prevent mistakes or omissions, or to discuss the issues of concern in depth. If there is more than one examiner, and the person in charge of the opening remarks and conclusions should be the same person, everyone will understand that the interview is over, and those who come to apply can leave and the examiner can conduct the next interview.

Finally, it is emphasized that adequate preparation before the interview is a responsible attitude towards the company, oneself and the applicant. Candidates feel the sincerity of the examiner and leave a good first impression on the company.

2. Pay attention to procedures and improve efficiency.

1) Welcome candidates to check whether the newcomers are real people. Simple etiquette, such as shaking hands, nodding and smiling, or talking about the weather, can create a conversation atmosphere that makes both sides feel relaxed and happy.

2) Introduce the purpose and objectives of the interview and the interview procedures stipulated by the company. If there are two examiners, explain their respective responsibilities. Tell the applicant that you have to interview other people, so you should take notes during the interview and accurately record the conversation as one of the main materials for post-test evaluation.

3) Use the interview schedule prepared in advance to discuss related topics one by one. Talking about each other's current work and hobbies first will help them speak freely. Put down the sensitive questions you want to discuss in depth first, and then ask them when the candidates are relaxed and willing to talk. It should be pointed out that:

Keep an open and calm mind;

Ask accurate and concise questions, so that the other party can answer them easily;

Keep eye contact and let the other person know that you are interested in what he says;

Listen carefully, not only pay attention to what the other party says, but also pay attention to the implication of the other party;

Observe carefully, pay attention to the consistency or contradiction between the other person's body language such as clothes, facial expressions and gestures and their dialogue, guide the other person to speak freely, and record the main points;

Before the end of the interview, prompt the other party to ask questions and give concise answers, but be sure to explain the nature, business characteristics, job requirements, salary and benefits, training and development opportunities, holidays, working hours, etc. Company's

Remember: when talking in Kan Kan, the other person is listening at least out of courtesy, but don't think that the other person is a good listener, so you can ramble about some topics unrelated to the interview, which will reduce the quality and efficiency of the interview, or inadvertently reveal business secrets, bringing unnecessary losses to the company and yourself.

3. Tie the knot carefully, leaving room.

When summing up, thank the other party for coming to apply for the job and tell them when they will inform the result. Be sure to record the exact notification time and remember to keep your word. Never tell or hint whether the other party has a job when concluding. Even if one of them stands out obviously, you should still take the time to evaluate all the applicants after the test before making a final decision. The interview time is short and the atmosphere is simple, so it is not appropriate to express your position on the spot, otherwise you will regret it.

Between each interview, the examiner should leave a gap of about 5 minutes to sort out his thoughts and notes. "Good memory is better than bad writing", and accurate and detailed notes will play a decisive role in the discussion, evaluation, comparison and choice after the interview. Therefore, when interviewing, everyone must carefully take interview notes.

In some companies, examiners are used to filling in the scoring form during the interview, but I don't think this is comprehensive enough. First of all, it is impolite to judge candidates in front of them, which will also affect the atmosphere of the interview; Second, the general rating scale is abstract and cannot be as detailed and accurate as interview notes.

Third, it is difficult to evaluate candidates comprehensively and fairly. The correct way is to compare the candidates' resumes with conversation record's after completing all interviews, recall the scene at that time, and make a comprehensive evaluation of the candidates in combination with the pre-specified scoring standards, give them a score, and rank them in turn according to the degree of qualification. For example:

20-59 points, basically unsuccessful;

60-79 points, may be elected;

80-95 points, confirmed to be elected.

After the job interview, doing five more things can improve the efficiency of job hunting!

Many job seekers only pay attention to the etiquette during the interview and ignore the aftermath after the interview. Here are five suggestions for job seekers only.

Write to thank you. It aims to deepen the impression of recruiters and increase the possibility of successful job hunting. At the beginning of the thank-you letter, you should mention your name and brief information as well as the interview time, and thank the recruiter.

Don't inquire about the result at once. Under normal circumstances, it may take three to five days for the recruiting unit to finalize the candidate. Job seekers must wait patiently for news during this time, and don't inquire about the interview results too early.

Clean up your mood. If you apply to several companies at the same time, you should pay attention to adjusting your mood after an interview, devote yourself to the interview of the second company, and don't give up other opportunities.

Query results. Generally speaking, if a job seeker hasn't received an answer from the other party after two weeks of the interview, or when the time promised by the examiner is up, he should write or call the recruiting unit to ask about the interview results.

Prepare to sprint again. If you fail in the competition, don't be discouraged. The key is to sum up experience and lessons and make new preparations for these shortcomings in order to "make a comeback".

How do interviewers improve their interview skills? 3 1. Basic information of job seekers: name, work experience, skills training, etc.

The ways to ask questions are: Please briefly introduce yourself in 1 minute; Or please take 2-3 minutes to introduce your work experience. Many times, the interviewer asks such questions to understand the basic situation, or to browse the resume quickly when the applicant introduces it, so that according to the applicant's situation. Ask further questions to see the applicant's expressive ability. This part of the content can be prepared in advance, and it should be organized in an orderly and focused manner according to the positions and their own highlights.

2. Ask in-depth questions according to the basic situation of your resume and profile.

The main content involves work experience, skills training and education. You may be asked to give a real example to illustrate the experience or ability that the candidate talked about. Interviewers mainly hope to find out the advantages and disadvantages of candidates from their past experiences and expressions, and examine the basic qualities of candidates such as logical thinking ability and teamwork. The applicant's answer should be based on facts, consistent and clear in logic.

3. Job hunting objectives and understanding of the company and position applied for.

The interviewer asks this question mainly to know the position and place where the candidate wants to work, the reason for applying, and the familiarity with the company and position he is applying for. Applicants need to be fully prepared in advance, and the more they know about the company and position they are applying for, the deeper the better, so that their adaptability to employment will be stronger.

4. Personal future career development plan.

Some companies recruit talents in the hope of cultivating some reserve backbones and hoping that they have long-term work and development plans. Applicants should have a clear understanding of what they will do in three to five years, and have a long-term career plan.

5. Expectation of salary.

This question is likely to be asked in the second half of the interview. Through this question, on the one hand, the interviewer wants to know whether the salary expectation of the candidate meets the standards provided by the company, on the other hand, he also wants to know the position of the candidate and the degree of understanding of the position he is applying for. Applicants have nothing to be embarrassed about, and they don't need to be too modest. It is best to answer according to the local market. If they are good enough, they can be slightly above the market.