What questions to ask an employer at an interview

What questions to ask an employer at an interview - you need, you can, you should, you should, when applying for a job

What questions to ask an employer at an interviewThe employer's verdict depends on the candidate's behavior during the interview. Questions from the applicant become the most important indicator characterizing a potential employee.

What are the questions to ask a future employer? The questions that the applicant voices during the conversation to a large extent reflect his interest in the work and the level of his professionalism in a particular area.

because employer wants not only to get answers to his questions, but also to find out what is interesting to the applicant. What to ask an employer in an interview?

Important points

An interview is a process in which the employer chooses an employee, and the employee judges how much the proposed conditions and a specific employer suit him.

That is, the interview is a two-way process and each of the parties involved asks questions.

The structure of any interview includes several stages:

Introductory part At this stage, the parties are establishing contact. At the same time, questions are asked of a general nature: "How did you get there?", "Did you find us quickly?" and the like. The employer describes the company and the vacancy being discussed
Main part At this stage, the recruiter asks questions regarding the professional and personal qualities of the candidate that will help to achieve success in the position in question. The questions are aimed at an in-depth assessment of the applicant
Applicant Questions As soon as the employer has learned everything necessary about the applicant, it is his turn to listen to the questions. Candidate must take care of the questions asked in advance

In practice, there is no specific list of questions for the employer. You need to ask about what is really important for a particular employee.

You can clarify the points that are not described clearly by the employer. Perhaps the employer simply forgot to clarify some of the nuances, although in the future they may become not very pleasant "surprises".

For example, knowledge of foreign languages ​​is required. You can clarify what level of knowledge is desirable and ask a couple of questions in English.

After all the points of employment have been discussed, all questions have been asked, the interview is considered over. The candidate receives an answer or is invited to the next stage of the interview.

It is important to know that the applicant is not required to ask questions. However, the right questions can play a decisive role in choosing one employee from several dozen applicants.

Job selection criteria

What are the main criteria that the employer is guided by when choosing an employee? Of paramount importance is, of course, compliance with the available vacancy.

As a rule, the organization creates an “ideal” image of a suitable employee:

  • floor;
  • age;
  • the level of education;
  • experience;
  • required skills;
  • additional skills, etc.

The inclusion of optional criteria reduces the reliability of the selection. Usually the degree of compliance is assessed in points and from a qualitative point of view.

But often employers do not limit themselves to strict criteria, relying on their own "instinct".

In such situations, the applicant is required not so much to meet the stated criteria, but to be able to win the recruiter's favor and show his professionalism. This is precisely the purpose of the questions from the candidate.

What does the employer want? If the position involves a possible increase in the hierarchical ladder, then the candidate is required to:

  • knowledge, experience and skills;
  • professional education;
  • ability to learn;
  • computer literacy;
  • the ability for introspection and self-control;
  • sociability and initiative;
  • versatility and striving for career growth.

Among the personal characteristics of employers are:

  • personal charm;
  • ability to work in a team;
  • quick adaptation, including to stressful situations;
  • reliability and enthusiasm.

Employer-approved traits include:

  • friendliness;
  • tact;
  • helpfulness;
  • solicitude.

And of course, although only the lazy one did not talk about it, the appearance and punctuality matter.

Despite the fact that companies want to find qualified workers, appearance is still of great importance.

There is no need to talk about non-punctuality, it is unlikely that an employer will like an ever-late employee.

Regulatory regulation

Suitable work, including temporary work, is work that corresponds to the professional suitability of the employee, the state of health and transport accessibility.

A job that does not require preliminary training is considered suitable if the applicant is a person who is looking for a job for the first time and does not have a profession.

Work related to a change of residence without the consent of the employee, with inappropriate labor protection conditions, cannot be considered suitable.

What questions can you ask an employer at a job interview?

All questions that an applicant for a vacancy must ask an employer during an interview can be divided into several main blocks.

There is no need to ask questions from each block. You can choose a couple of blocks and ask four or five questions from each.

Blocks are divided into several categories:

About job responsibilities Questions regarding work tasks and functions, first of all, show the candidate's interest in the vacancy. Questions should concern clarification of details, ambiguities, etc. For example: "Is there material responsibility?", "How many people will work with me?"
About company You can ask "What is the company's annual turnover?", "How many years has the company been on the market?" and the like, but it is better when the applicant learns this information in advance and shows his awareness at the interview
About the prospects for their own development Questions of this nature indicate the foresight of the applicant, his desire to work and develop. Example - "Is it possible to raise?", "Average age of the leader?", "What are the conditions for promotion?"
About the main tasks By asking questions of this block, the candidate shows that he is interested in the quality performance of his duties. For example, "" What are the criteria for assessing the results of work? "," Which of the responsibilities is the main, and what is the secondary? "
About motivation The questions concern not only the salary, but also the factors influencing it. For example, "What is the starting salary?", "How can you increase your income?", "Are there bonuses and bonuses?"

What questions should you ask an employer in an interview? First of all, you need to ask questions that indicate competence and interest in the vacancy.

Some experts advise against talking about salaries in a job interview. This is not correct, since the employee has the right to know how his work will be paid.

There is no need to rush too much, but if the employer himself did not raise this issue, then you should not ignore it.

It is better to ask the question about payment you last turn, when all the details will be clarified and there will be no ambiguities about the position.

: What questions should you ask the employer at the interview?

If all the questions are voiced by the employer himself, which is rare, then it must be said that everything is clear and there are no questions.

You don't have to ask about something just to ask. All questions should be exclusively on the merits.

What you need to know first

During the interview process, it is important to know not only what questions to ask, but also how to ask them correctly.

There are several main mistakes that applicants make:

Grammatical errors and slang This phenomenon is especially characteristic of young people. Whatever the level of professional training, the lack of competent speech speaks a lot about the competence of the employee. The use of slang may indicate an unwanted social circle. Swallowing endings, replacing words with jargon, incorrect stress are all a direct path to rejection.
Parasite words In modern speech, there are a lot of such, all kinds of "ok", "type", "well", "in general" and so on. Separately, they are not noticeable, but when such words are used in huge numbers, communication becomes not very pleasant.
Uncertainty of speech Even a professional can be rejected if his speech looks uncertain. The use of all sorts of "maybe", "probably", "maybe" says that the applicant himself is not sure of his abilities and capabilities. It is better to use expressions of the affirmative form "I am sure", "my goal is this ..." and so on.
Fast speech Interviewing is stressful and speeding up speech can be one of the manifestations of a stressful state. It is advisable to monitor the fluency of speech and how clear it is to the opponent.

What not to ask the employer about in the interview? Naturally, not all questions are considered acceptable.

Don't ask questions like this:

Which answers are easy to find on the company's website, in the media, etc. This indicates a lack of interest in the company.
Evidence of lack of understanding of the business It is assumed that the applicant knows the main direction of the company and understands in general terms his responsibilities
Clarifying details on household issues For example, questions about the work schedule and related features are asked after hiring.

What information you need to find out

What are the best questions to ask an employer in an interview? The questions to ask the employer are usually determined during the conversation.

But the main questions include the following:

  1. What are the primary responsibilities of my position?
  2. Is interchangeability intended for the duration of an employee's absence?
  3. What caused the vacancy?
  4. Why did the former employee quit?
  5. What does the stage of registration for a job include, what documents are needed?
  6. Is there a trial period and how long?
  7. Does the company provide a social package and what does it include?
  8. What kind of relationship has developed in the team?
  9. Does the company hold corporate events?
  10. Is there a specific dress code?
  11. What are the company's plans for the next few years?
  12. Is career growth possible?
  13. Are there any plans to improve the qualifications of employees?

The list of questions is endless. The main thing you need to know is that the questions should positively characterize the applicant and allow you to find out all the information of interest.

Nuances depending on the position

Each position has its own characteristics. Based on this, it is worth preparing questions for the employer. So if the position provides for financial liability, you need to clarify its limits.

In any case, it is advisable to prepare before the interview, namely:

Find out more information about the employer Direction of activity, services offered, demand in the market, etc.
Prepare all documents One way or another concerning the position
Prepare the names and contact details of persons Able to give their recommendations
Prepare a list Expected questions and plan answers to them
Plan separately Discussion of wages
Prepare a list of questions Which need to be clarified

For the chief accountant

You should also prepare for possible testing for professionalism. It is advisable to prepare documents confirming the level of qualifications, degree of proficiency in special software, etc.

As for the questions asked, the following points can be clarified:

  1. What accounting software is used for accounting and reporting?
  2. How is the reporting submitted - in person or via the Internet?
  3. What is the structure of the organization and how big is the staff?
  4. What are your immediate responsibilities according to the job description?
  5. Is “optimization” of accounting encouraged?
  6. How many legal entities do you have to run?

It is important for the employer to find a professionally suitable employee who is capable of meaningfully fulfilling the assigned tasks and constantly self-developing.

The main task of the candidate is to demonstrate his literacy and professional level as a chief accountant.

For sales manager

Profession sales manager is in high demand, but each company has its own requirements for this position.

It is advisable for the applicant to ask the following questions:

  1. What are the main job responsibilities?
  2. What is the sales limit?
  3. What is the salary made up of?
  4. What is the minimum salary if the plan is not met?
  5. What is the work schedule?
  6. Who will be directly subordinate to?
  7. What results are expected during the trial period?
  8. Are there any bonuses and bonuses?
  9. What is the procedure for payroll accounting?

Often the payment depends on many factors. If you do not clarify them in a timely manner, you may end up as an employee on a “bare” minimum salary.

What questions to ask the employer at the interview, everyone decides for himself. There is no one size fits all option. But even in case of refusal, one should not give up.

After analyzing the past meeting, you can identify what influenced the employer's decision and not make similar mistakes at the next interview.

How to conduct a job interview correctly?

How to conduct a job interview correctly?

An interview is a dialogue, negotiations between two parties (applicant and company representatives). But each side pursues its own goals.

We will tell you in detail how to properly interview a candidate for a job if you are an employer. For professionals and freelancers, the article will be useful because it will tell you how to see the situation through the eyes of customers.

The content of the article:

What is an interview and what is it for?

An interview is a procedure for evaluating candidates for a vacancy (applicants) by specialists and company managers (interviewers). This stage is necessary in order to:

Studying a resume cannot replace an appointment, since most managers need to get an idea of ​​whether a new employee will fit into the team, what are the prospects for working with him. Therefore, it is important to know how to properly interview a job candidate if you are an employer.

Goals and objectives of the interview

The main goal: to determine whether the applicant is suitable for the vacancy, whether it makes sense to cooperate with him.

There are several tasks:

With new and / or difficult vacancies, interviewers can solve additional tasks. For example, look at the state of the labor market. What level of candidates are responding to the company's offer? Are there candidates for the desired quality in the "free float", what are their expectations for working conditions? Large companies sometimes conduct interviews even in the absence of current vacancies in order to “monitor” the market and form a talent pool for the future.

The purpose and objectives of the interview should be kept in focus when preparing for the meeting. This will help you understand how to properly conduct a job interview in a particular case.

Who Should Interview?

Usually, when selecting specialists, 3-4 stages of interviews are carried out.

Stage

What's happening?

Who conducts?

Stage task

1

Telephone interview

Depending on the size or structure of the company, this can be done by a HR officer, secretary, recruiting manager, recruiting specialist and other employees.

Announce significant conditions and expectations from the employer, make sure that he is interested in this vacancy, make an appointment. Mega-task: weed out those for whom the vacancy is not suitable, and the unmotivated, so as not to waste your and other people's time.

2

Initial interview

Recruitment or HR manager, recruitment agency specialist, line manager.

Assess the candidate. At this stage, his experience is studied, the reliability of the information in the resume, an idea of ​​soft skills is formed, motivation and professional goals are discussed.

3

Main interview

Direct manager and / or director (depending on the level of the position and the size of the company).

Assessment of hard skills (tough narrow professional skills and abilities) and the ability to join an existing team. At this stage (as a rule) there is also an acquaintance with production, equipment, workplace.

4

Additional stages (may partially take place already during the trial period)

Inspection by Internal Security, acquaintance with the owner of the company and / or higher management, etc.

Assessment of the presence / absence of threats to the security of the company, the formation of loyalty to its owners / managers.

Sometimes the stages are combined:

With mass recruiting, a recruiter can communicate directly with a group of candidates. In some companies, a meeting is sometimes held by several employees with one applicant.

Duration of the interview

  1. Telephone interview - 5-7 minutes.
  2. The primary stage is from 30 to 60 minutes.
  3. The main stage is usually about an hour.

How to interview a job candidate?

In 90% of cases, the following scheme is suitable.

  1. The interviewer introduces himself, states his position in the company, the purpose of the meeting, its plan and duration.
  2. Information in the resume is checked and specified (personal data, work experience, education, etc.). Personal questions may also be asked at this stage if they are relevant to future work. Below in the article, we'll look at how to ask the right interview question.
  3. The proposed conditions, requirements and expectations of the employer are voiced and discussed in detail, if necessary - the reason for opening a vacancy and the prospects for promotion in the company.
  4. During the dialogue, a person's motivation, his soft and hard skills, knowledge, goals of professional development, expectations from work are assessed.
  5. Time is allocated for questions from the candidate. It is correct to conduct an interview when applying for a job in a calm mode: the rush will interfere with both the applicant and the company representative.
  6. The results are summed up, the applicant is thanked.

The sequence may vary depending on the convenience for the interviewer, but in general the content fits within the framework of the described scheme. Knowing the typical structure of an interview will help to properly interview job candidates.

How do I report my results?

A frequently asked question from candidates and novice recruiters is what to say at the end, whether to promise to call back. The point is that "old school standards" did not involve feedback. That is, the person was just waiting to see if they would call him or not. With a mass search, feedback is not given even now, since recruiters simply do not have the resources for this.

With the selection of specialists, the scheme began to change. It is now recommended to conduct a job interview as follows. At the end, neither "yes" or "no" is heard (with rare exceptions). But the interviewer voices the order of further interaction. This is usually the formula:

“We did an initial / main interview with you. It takes us… days to make a decision. If the decision is positive no later than ... we will contact you and invite you to the main interview / exit to work / security check. If no feedback has been received from us within this period, it means that we have chosen another candidate. "

Even if the applicant has made a brilliant impression, the interviewer takes a short pause to make a decision. Announcing the final date of the decision not only allows the candidate to plan their next steps in finding a job, but also disciplines the employers themselves, saving them from procrastination. "Gentleman's term" for making business decisions - 3 days. But still, most recruiters in modern conditions try to give feedback. To do this, they call or write a letter / message even to those who are refused.

When is testing needed and how is it done?

Testing, trial work, professional exam make sense when looking for a specialist in whose work actual knowledge and / or possession of highly specialized tools is very important. Tests are used in the selection of lawyers, accountants, HR specialists, labor protection, etc. A test task for assessing hard skills can be offered to a programmer, copywriter, designer, etc. Let's take a look at how to properly interview a candidate for a position if you need to do a trial job.

Ethics requires that when conducting a test, exam, or trial job:

What questions to ask?

In order to effectively and correctly interview a candidate for the position, you need to think over the questions in advance. They can be divided into two blocks - about experience and about perspective.

Block of questions about experience:

Block of questions about the perspective:

How to evaluate answers to questions?

The interviewer analyzes two components:

  1. actual (compliance with reality, confirmation of the formation of soft and flexible skills, possession of professional tools, knowledge);
  2. psychological (personality type, values, characteristics, motivation, attitude).

The simplest thing that a novice interviewer should pay attention to is whether the following predominate in the interlocutor's speech:

Interview errors

A typical mistake is a violation of the balance of the distribution of roles and the timing of statements between the interviewer and the candidate.

How to conduct an interview correctly if you are an employer?

  • The dialogue should be organized in such a way that the interviewer speaks about a third of the time (told about the vacancy, asked questions, summed up), and the applicant - two thirds.
  • The situation is ineffective when only a company representative speaks. The option of "information flow" from the candidate is also bad, in which the interviewer cannot get what is needed for analysis.
  • To regulate the balance of time, the recruiter should master the technique of open-ended questions, implying detailed answers, and techniques of the "edge effect" to stop already redundant information.

Of course, a recruiter should manage the dialogue: determine the framework, direct it in the right direction, ask questions, clarify, focus on the main thing. This approach will help to properly interview job candidates.

What is the correct way to refuse an applicant if he did not fit?

In any case, it is worth taking a break and not giving an answer at the meeting. The most correct feedback option would be a message that the company thanks for the time and interest in the vacancy, but, nevertheless, opted for another candidate.

How do you prepare for the conversation?

In order to properly interview job candidates, you need to do a little preparation beforehand.

  1. The most important thing is to study the candidate's resume and correlate it with the vacancy profile.
  2. In the resume, it is worth highlighting the strong and controversial points of his experience, missing and illogical information that requires clarification and verification.
  3. For each next stage, a resume is sent with the notes of the previous interviewer.

Features of conducting a remote interview

In terms of content, a remote interview does not differ from a face-to-face interview. A special feature will only be attention to the preparation of technical conditions (stable Internet, full charging of gadgets, a camera, headphones, a spare communication channel for an emergency, silence and absence of distractions in the room). It is worth making sure that the applicant is in the same time zone.

If you have a laptop, it is most convenient to communicate using Skype or a similar video conferencing service. It is also possible to video interview in WhatsApp or other messenger from a smartphone.

Author:

Kadrof.ru (KadrofID: 79032)

Added: 07/27/2020 at 17:25

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Job Interview: Instructions for First Time Hiring
  1. List the candidates you plan to meet. Make a schedule with a break of 15-20 minutes to record the impressions of the interlocutor.
  2. Choose a meeting place. It is important that in the middle of the conversation you are not interrupted by colleagues asking them to give up the office to meet with a client.
  3. Before the meeting, review the candidate's resume and record any inaccuracies and key points to which you want to return in the interview.

First encounters can be exciting. Pavel, territorial manager of a trading company, says: “One of the first tasks in my new role was to find a candidate for a commercial director vacancy in Khabarovsk. Our HR manager conducted the first telephone interviews and made a schedule of meetings for me. And here I am sitting in one of the Khabarovsk cafes (the office has not yet been rented), a list of questions is open in front of me (I am afraid to forget something important). Sitting in front of me is a candidate 20 years older - an experienced executive with an excellent track record. And then I notice how his hands are shaking and he utters some phrases with a stutter. Realization comes - he worries much stronger than me! Then I was "released".

  1. Introduce yourself to the candidate. Job negotiations are stressful and the other person can easily forget your name and job title.
  2. Start with a neutral topic: road, weather, traffic. Give the candidate a chance to relax and exhale a little.
  3. Tell us about the format of the meeting: the approximate duration, further stages, if any, time for the candidate's questions (some managers prefer to start with them, others leave time at the end of the conversation).
  4. Move on to the questions.

Here's a selection of questions to help you:

  • Tell us, what are the criteria for looking for a job now? What is really important to you?
  • What do you know about our company?
  • Why are you looking for a job? What did not suit you in the last place?
  • What professional goals do you set for yourself?

The main purpose of this block of questions is to understand what motivates a candidate when looking for a job. Be wary if a monetary motive runs through the answers. Most likely, an employee will easily change the company if he is offered even slightly more.

  • What was the last project you led? What are its results?
  • Tell us about your most successful projects or completed tasks?
  • Tell us about your last professional failure. What lessons did you learn from it? What would you do differently now?
  • Describe how you would handle a situation where there are several tasks to complete before the end of the day, but there is not enough time for all of them anyway?
  • What were your goals in your last job? Did you manage to achieve all the goals? What did you do if you realized that the plan was not being implemented?

Answering these questions will help you better understand the area of ​​responsibility and the contribution of the candidate to success. One of the most important skills of a professional is to learn from your mistakes and learn from bad experiences. If you are told that there were no complicated cases, and you somehow cannot remember failures, your interlocutor, most likely, solved simple problems of the same type.

  • What salary are you expecting?
  • What salary did you receive in your last job?
  • How do you see the development of your career?
  • What training and courses have you taken this year? Which of the studied do you apply in practice?
  • If I ask your last boss, what should you teach, what do you think he will offer?

Match the answers to what your company has to offer. How fast do people “grow” inside? What is the emphasis - to take “ready” professionals from the market and offer appropriate remuneration or train on the job? Do you need an independent expert or a performer who works within a strictly defined framework?

  • What methods and tools do you use to organize your time?
  • Tell us about the achievements that you are proud of.
  • What do you need for maximum productivity?
  • Give examples of when you had good ideas but failed to implement them.
  • What type of people do you work best with and why?
  • What are your three positive traits that your former boss might say?
  • What negative would he recall?
  • What three personality traits will your friends remember when they describe you?
  • Who has influenced you the most in your career and how?
  • What are your hobbies outside of work?

These questions will allow you to carefully work through potential tricky points. For example, a person is used to office work, but you have open space. Or they expect instructions from you for each action, and you expect independence and initiative.

The average duration of an interview is 40-60 minutes, this time is usually enough to form an impression of the candidate and understand how he fits the profile of the position.

  • family plans: “Are you going to get married? When are you planning your children? ”;
  • nationality and citizenship: "What is your nationality?", "Where are your parents from?", "Where were you born?";
  • religion: "What religion do you profess?", "Are there days when you cannot work?";
  • Political Views;
  • sexual preferences: "What is your orientation?", "Are you invited on dates by men / women?";
  • health: “How many days were you sick last year?”, “Can you hear well?”, “When was the last time you were in the hospital?”, “When was the last time you saw a doctor?”.

The reason for refusal of employment can only be the professional experience and business qualities of the candidate - this norm is spelled out in the Labor Code of the Russian Federation. These are the factors that should be assessed in the interview. In addition, the candidate may well respond evasively to questions of a personal nature, guessing a socially desirable answer.

If there is a need to evaluate a specific skill required for further work, give the candidate a test task. It should be as close to work tasks as possible. "Sell me this pen here," is a non-indicative test. He only demonstrates quick wit and resourcefulness, but does not guarantee that the new employee will cope with the sales plan.

Tatiana opened a vacancy for an administrative director. She needed someone who could oversee repairs, work with a budget, and open new stores on time. For three days, more than 100 responses came to the vacancy. Tatiana conducted initial interviews and invited candidates to the office. In addition to a half-hour interview, the candidates were offered a task: write a short letter to the landlord (in free form) and calculate the area of ​​the premises in order to make an estimate for repairs. Imagine Tatiana's surprise when the candidates who indicated in their resume "an experienced PC user" and "excellent knowledge of Excel" could not cope with a simple task in geometry. Of the 20 candidates, only one passed the test. He was offered a job.

Finally, tell us more about the company and answer the candidate's questions. Leave this for the end of the conversation, because at the beginning it is important for you to understand what the candidate did to prepare for the meeting? Did he open a website, find out about the product, main competitors and target audience? Or is your company one of a dozen where your resume was submitted?

Even if you understand that for objective reasons the person is not suitable for you, make at least a minimal version of the presentation. Who knows, maybe after meeting you, the candidate will become your client or you will still meet with him in the professional world. Even a short interview can turn into a successful advertising campaign for your brand!

Find an interesting candidate!

We have already written more than once about how important it is to assemble a well-coordinated team that works as a single organism. For this you need to carefully select the staff to work in the online store ... An important stage in this matter is a personal interview, which will be discussed in our article.

Why you need to interview

So, you needed to find an employee for your online store. A personal meeting with an applicant usually takes place at the final stage of hiring. It is according to its results that a decision is made whether to take a person or not. Resumes at this point, as a rule, have already been studied, education and work experience are known.

The main purpose of the interview is a personal acquaintance with the future employee. You can torture a person with questions as much as you like, but still the main thing will be a personal impression. Your task is to comprehensively find out the applicant and draw a conclusion whether he is right for you or not.

Preparing for the interview

To get the most out of your meeting, you need to be well prepared. Study the applicant's resume - so as not to ask unnecessary questions. If possible, find the person's pages on social networks - you can understand a lot about the person from the accounts in them.

There was a case when one young man applied for the position of manager, and HR found his page on VKontakte. Photos with firearms against the background of a toned nine, numerous images of feasts with alcoholic beverages, quotes from “boy's” publics - “brother for brother”, “an evening in the house” - all this helped to make the right decision, and a clear kid was not even invited to an interview (if it is read by applicants - draw conclusions. Your accounts will definitely be looked at by the future employer. So be careful with the content).

Prepare a list of questions in advance. Then you can improvise and move away from them, but it will be easier if the general outline is ready. Also, get ready to answer the applicant's questions yourself, including inconvenient ones: how often wages are raised, are there any bonuses, are student holidays or sick leave paid.

Choose your assistant and instruct him. It is always better to talk together - what one does not ask, the second will certainly remember. And one more thing: two opinions are better than one. After the conversation, there is someone to discuss the candidate with. Alone, you can miss some qualities in a person or miss an important behavioral signal.

Prepare a fountain pen and a few sheets of paper. On them you will write down the applicant's answers and make various notes. When answering questions, a candidate for workers may want to draw or write something - this will also require paper with a pen.

Download and print a couple of simple tests, one for aptitude and one for psychological. Tests can reveal the characteristics of a person's character, type of thinking and other subtleties that cannot be caught in a conversation. Do not get carried away too much: if the tests for the position of a simple sales manager are like when applying for a secret enterprise in the defense industry, it will scare the person away.

stages of testing

Interview questions

Questions should be relevant. Keep in mind: the candidate also prepared for answers. He may have already gone through several interviews before he came to you. So he learned to answer most of the standard questions. Ask trivial questions - get trivial memorized answers , and we do not need to turn the conversation into a school exam.

What questions do not need to be asked

  1. Platitudes like "Where do you see yourself in 5 years?", "Why did you leave your previous job?" or "What are your main qualities?" Answers as a blueprint will be something like this: “In 5 years I want to make a career, I left because of a foolish boss, I was not satisfied with a small salary and a bad team, but I myself am smart, sociable and know how to work in a team”.
  2. Questions from the resume. The person has already answered them, no need to duplicate. Firstly, you will waste time, and secondly, the candidate will find you unprepared. "Have they read my resume at all?" - he will think and he will be right.
  3. Personal questions. People do not like it when they get into their souls, and even strangers. Unless, of course, your task is to conduct a stress interview: for a job seeker in an online store, this is not necessary.

interview questions

The right questions

  1. Ask the person for a short biography. This will win over the candidate to yourself - people love it when their life is interested. And you will receive a lot of important information on which to draw conclusions.
  2. Be sure to ask a few professional questions. If you hire a sales manager, ask him to sell you a fountain pen, let him get out. Hire a programmer - let him answer a couple of questions about code and programming languages.
  3. Self-giving questions. "Are you ready for overtime work?" "Are you ready for business trips to other cities?" "Will you go to study abroad?" - something like that. From the answers, one can understand the general attitude of the employee. If most of the answers are positive, then the person will help you out in difficult times: he will stay after work to finish an important project or donate his weekend. For payment, of course.
  4. Ask the applicant about his hobbies. It's great if a hobby coincides with a profession - it means that a person at work will do what is interesting to him.
  5. Talk about money. How much you will pay, you both know roughly. Surely this was discussed over the phone or was indicated in the job advertisement. Discuss the prospects - for sure, the person will want to know what will happen if he shows himself well. You can ask how much a future employee wants to earn, say, in six months. This way you will assess the applicant's appetite and interest in money in general.
  6. Ask to talk about your achievements in your career. A good specialist always has something to brag about. Let him talk about regalia, successful projects and awards. If there are a lot of them, then the person is used to working outside the scope of official duties and has always strived for more.
  7. Ask some provocative questions. The format is something like this: “What will you do if:
  • your opinion differs from the opinion of the team;
  • the leader asks to break the law;
  • you have made a serious mistake in your work.

From the answers, you will understand how a person will act in emergency situations.

6 tips on how to behave in a job interview

First advice. Place the person towards you

The first two to three minutes of the conversation are the most important. You get a general impression of the candidate and establish contact with him. For most job seekers, the interview is stressful. Place the person towards you: offer tea or coffee, ask how he got there, inquire about the weather, after all. In short, defuse the situation.

Second advice. Call the applicant by name

“Please introduce yourself” is not the best conversation starter. You know perfectly well the name of the person who came to you - so call him immediately by name. And be sure to introduce yourself. There is a subtle psychological point here: the applicant will not feel like one of the many. It will seem to him that he was expected here - this will make the future employee more comfortable.

Third advice. Pay attention to details

Rate the person as a whole. See how he is dressed, how he behaves, how he answers questions. A bored and distant look, rumpled clothes and an unkempt appearance - all this should alert. An interested candidate wants to make a good impression on the future employer, so he will try to look good. True, Steve Jobs went to work in slippers and hasn't been in the shower for several days, but this is rather an exception to the rule.

interview employee

Fourth advice. Remember you are interviewing too

While you are evaluating an applicant, the applicant is evaluating you. The times when people agreed to any job, just to take, are long gone. There are few good specialists now, and even fewer great ones. And they all know their own worth very well. And it's not a fact that you make the decision to cooperate - a professional in his field will still think about whether it is worth contacting you. Moreover, if he has other options. therefore prepare yourself to answer questions - we will talk about this below.

Fifth advice. We answer the questions of the applicant

The main rule is to be extremely frank. If you say that the salary in your company is 50,000 rubles, and at the end of the month a person will receive a piece of paper with the figure of 30,000 rubles, you can forget about loyalty. Prepare to answer uncomfortable questions.

Let's give an example. Another applicant comes to you and from the doorway declares that he is a professional, which are few. Provides proofs: recommendations of well-known businessmen, certificates of honor, certificates and diplomas on the passage of various kinds of training, including abroad. At the end of the conversation, the candidate declares that he is ready to work with you for a salary twice as high as what you offer. If you don't want it, whatever you want, he has +100500 offers from other companies.

How to behave? The main thing is not to give an answer right away. Take a break and discuss the candidate with colleagues ... Check the applicant: call the former job, google his first and last name. If this is really a professional, it makes sense to agree to his terms, with only one “but”. You are giving the person a trial period to prove their talents. There are a lot of young people with high self-esteem now - perhaps you have just such a character. There are a lot of show-offs, but in fact - zilch. Leave yourself room to maneuver to reverse gear in case of anything. Firing an employee or changing an employment contract is not easy now, so it's better to be insured. A trial period is the best solution.

Sixth tip. Be on an equal footing with the applicant

At the same time, let the person know who is in charge. A familiar relationship with subordinates is the worst you can imagine. You think that you have a person to yourself, in fact, employees feel weak and quickly begin to take advantage of it. “Boss-friend” is a notoriously losing model. For some reason, employees begin to think that they are allowed to be late and violate discipline, therefore subordination must be observed already at the interview .

Remote interview rules

In principle, everything is the same here, only without a personal meeting. The basic rule is interview online ... Skype, a phone or video call on the phone, communication in instant messengers - choose any convenient method. Don't spend days of email correspondence - everything should be done in one session.

It is clear that remote communication will not provide as much information as a face-to-face meeting. Compensate for this with a more detailed resume, ask for scans of education documents, call former employers.

Analysis of interview results

Now the applicant has left, you promised to call him back. Now the fun begins - you need to make a decision: to hire a person or not. Weigh the pros and cons by comparing the information. Put key qualities first: work experience, good references. Analyze how the person answered your questions and draw conclusions. Usually, in the course of a conversation, you can understand a person: what he needs from working for you, how interested he is in the position, and even how he will work. If the candidate behaved well - clearly and competently answered all questions, clearly formulated thoughts, was calm and polite - this indicates the seriousness of intentions.

When a candidate gets confused in the answers, answers in monosyllables or in the formats “I don’t know”, “I find it difficult to answer”, “Yes, I somehow didn’t think about it” - this is a reason to think. In any case, weigh all factors when making a decision. All people are different and behave differently in stressful situations. Remember the exams at the university or school? When he seemed to have learned everything, and sat down in front of the teacher - and it was as if his memory was erased. So it is here. The employee is good, but at the interview it seems like he swallowed his tongue.

Conclusion

You are now ready to interview yourself. Finally, let us remind you - very often intuition decides everything. Don't forget: you will have to spend most of your time with these people. Try to make everyone feel comfortable. Good luck with your team building!

How to conduct an interview correctly

In this article, we've put together a guide on how to conduct an interview: tips for managers, the most effective techniques, and expert opinions.

Many employers do not know how to properly interview a candidate for the position. Such a conversation should be held on an equal footing - no arrogance or dropped phrases downright. What should be an employer in the eyes of a potential employee? Undoubtedly an interesting, very open and attentive listener. A conversation held in this way will help not only to see the pros and cons of the candidate, but also to study him very thoroughly.

At the very beginning, we will go through the theory, and then move on to practice. Use content.

Small introduction

Often employers get lost in not knowing what questions to ask. It is important to build on not only the professional component, but also from other aspects of life. It is important to learn about something absolutely abstract. This approach will help position the candidate and inspire confidence in him. The beginning should be informal in order to defuse the situation, prepare the applicant for the main part of the conversation, during which the working moments will be discussed.

It is very important for an employer, before conducting an interview, to think about how he would like to see his employee, which traits will be important to him, and which are unacceptable. In this case, you first need to think about the following two questions:

  1. What should be an employee suitable for a specific position?
  2. What qualities should he have?

Having a rough portrait makes it much easier to find the right person. Knowing the approximate result, a solution is always found faster.

Interview - what psychologists think of it

Regardless of the length of the conversation between the employer and the candidate, the opinion about the candidate is formed already in the first 3-4 minutes of communication. During this time, the manager makes positive or negative conclusions about the applicant.

Psychologists believe that the first few minutes should be devoted not to obtaining information, but to creating a cozy and calm atmosphere for both the employer and the job seeker. This will help the candidate to be liberated. Constructive relations and understanding will appear between the parties. It is this atmosphere that will allow you to work as productively as possible in the future.

The first few minutes can be devoted to the introduction. It should be concise, informative and understandable. The employer should tell the candidate the purpose of the interview. It is also necessary to inform about the form in which the communication will take place, what will be its duration. Coordination of actions will make it possible to establish psychological contact between the parties.

Interview formats

Before planning the structure of the interview, the employer must decide on its form. They can be divided into the following categories:

This type of interview requires a clear and structured sample. Before starting, the employer prepares questions, paying particular attention to their wording. This variety is the most popular among the respondents.

In such an interview, the employer deliberately tries to unbalance the applicant. This effect is achieved with the help of personal questions, lack of time to think and other tricks.

In this format, the job seeker is placed in a work-like environment. So he has the opportunity to show his professional and personal qualities, to find a solution for a specific situation.

  • Competence interviews

If used correctly, this format can be very effective. A list of competencies that the employee must fully possess is compiled in advance. During the interview, each of them is evaluated on a 5-point scale.

This option is most often used when looking for an employee for remote work. Sometimes it is also used in order to make a first visual impression, to establish contact. But in such cases, the interview presupposes a subsequent meeting already in life.

Methods of conducting

In addition to formats, there are also certain methods of interviewing. The methods used today are:

  1. Retrospective method

It is based on obtaining information about the applicant's past work experience. The leader learns about the results obtained, the lessons learned. Relations with superiors at the previous place of work also play an important role. This information allows you to guess how the applicant will behave in the new location.

  1. A promising method (also called modeling)

The employer offers the applicant certain conditions or a situation, he, in turn, must comment on what he would do and how he did it.

  1. Situational method (play)

The point is to bring the proposed model closer to a realistic scenario. Sometimes it is possible to simulate situations where the employer is the recipient of the service, for example, and the applicant must serve a client.

  1. Stress method

It makes sense to use this technique only when the subsequent work presupposes the occurrence of stressful situations. It is very important to use it very carefully so as not to harm the image of your organization.

After the leader chooses a certain methodology and type of subsequent interview, he should understand how to start communication.

First impression and appearance

No wonder they say that the first impression is the most correct. It is formed even before meeting with the applicant, while studying his resume, communicating by phone or e-mail. This can be called a kind of selection, based on the results of which a decision is made whether to invite a candidate for a further interview or not.

Some people think that appearance is not that important when choosing. They say among the people that they are greeted by their clothes, but by their minds they are escorted. However, don't discount the person's appearance. Neatness, clothes are all a reflection of a person's inner attitudes and values.

4 tips to get you started on the right interview

Many people mistakenly believe that it is very easy to start an interview, they have probably never encountered it. The applicant forms his opinion about the organization within the first 3-5 minutes. It is very important at this point not to disappoint the candidate. There are four tips to help you get started successfully:

  1. It is necessary to prepare a meeting room or your own office for an interview ... There must be order. The room should not be stuffy. Before negotiations start, airing is ideal. It is important to secure a written copy of your resume by placing it in front of you.
  2. Defuse the atmosphere ... This will help the candidate feel comfortable, he can start to trust the potential employer. This can be done by asking abstract questions. For example, whether the applicant quickly found the building he needed, whether there were any difficulties in finding the right vehicle. Another option is to tell some interesting story that will relieve tension.
  3. No delays or delays ... The manager must accept applicants exactly on time. It is important to understand that it is the director who is the role model for subordinates. If a leader does not have discipline, then how can we talk about discipline in a team?
  4. Self-presentation of the applicant ... It is very important here to start talking openly with the candidate. It will also help assess his communication skills. At the very beginning of the interview, you can ask the applicant to tell a little about himself, clarifying some questions or letting him choose what to talk about.

If free communication between the parties is established, then you can go over to questions.

Questions to ask

When deciding on a list of questions, you need to think not only about their content, but also about the sequence. The conversation should be logical. Here's how to get the interview done as correctly as possible:

  1. Tell me something about yourself

The leader should notice several nuances in this story:

  • How the applicant submits information - talks about his biography or immediately starts talking about his advantages. The latter indicates the desire to work in this company.
  • It is a good sign if the interlocutor speaks clearly, clearly and concisely. But the employee should not mumble. His thoughts should be clear.
  1. What are your views on life?

You can also ask the applicant about how he deals with difficulties and obstacles. A question like this will help determine the character of a person, his nature. Pessimists will focus on the many problems and complexities of their lives. Optimists would agree that there are difficulties, but all of them can be overcome.

  1. Why are you interested in this position?

Most of them answer in a rather formulaic way, noting good working conditions and prospects. If a person is a really valuable specialist, then he will probably focus on some important details.

  1. What advantages (advantages) do you have?

You can also ask why the person decided that he is suitable for the position. This question is one of the key ones. At this point, the applicant will be able to talk about their benefits. It is very important here to track how a person presents information. Someone speaks abstractly, someone very reasoned. More attention should be paid to those candidates who prove their words with facts and figures. Their benefits are more real and weighty.

  1. What disadvantages (weaknesses) do you have?

A competent employee will not begin to talk about "real" weaknesses, but will focus on those moments that will only increase the chances of getting a particular position. This can be attributed to the increased exactingness to yourself and others. Some would call themselves a workaholic.

  1. Why did you leave your previous job? What was the opinion of the management about you?

These questions are relevant for those who no longer have a job at the time of the interview. If the candidate has not yet been fired, then it is worth asking why he decided to change his job. It is very important to see how the person speaks about the previous place of work. If he does this with a negative, showing his conflicting side, then for sure this will affect his further relations with the team. Such employees should be hired very carefully, weighing all the pros and cons.

If the specialist is competent, patient and literate, then he will rather point out the positive aspects associated with his previous work. At the same time, he will say that he is striving for more now, wants to grow in his career plan.

  1. Do you have any other job offers?

The skilled person was clearly being invited for interviews elsewhere. An undoubted advantage will be his emphasis on the fact that he is interested in getting a position in this particular company.

  1. How do you see yourself in 5-10 years?

Many people don't think long term about their life. Such specialists are hardly needed by the company if the manager wants to find an employee for a responsible position for a long time. Someone will answer in a very abstract way, which is also not very good. It is important to get a specific answer. There are not so many candidates with clear plans for life. They talk about the desired personal success and professional growth.

  1. How would you improve your work in our company?

The best option would be if the applicant can suggest specific ways to improve the job. Your own experience will also be a plus. It is unlikely that it will be possible to do this at the first interview, because the candidate needs to look at the work of the company from the inside, evaluate its advantages and disadvantages, and only then offer his solutions.

  1. Where can I get feedback on how you worked in your previous job?

This question is very important and will be very useful to the employer. The best option would be to provide the employer's phone number or even several contacts of employees that could characterize the candidate. Applicants often do not provide such information. The reason may be lack of work experience or positive recommendations.

  1. What salary would you like to receive?

A qualified employee always appreciates his work. The company can not always offer a salary that would suit the applicant. But sometimes candidates simply bluff when they claim high pay. It is quite simple to calculate such actions - you need to significantly reduce the proposed amount or offer any benefits. This will surely throw the person off balance.

  1. What do you do in your free time? What are your hobbies?

This should be asked at the end of the interview. Perhaps the employer will find a like-minded person, a colleague in hobbies. This will also have a positive effect on the applicant's opinion of the director, which will help build the right relationships in the course of further work.

Experienced entrepreneurs recommendations

Of course, the "life" advice of people who have conducted more than one hundred interviews in their careers enjoys great authority. The most interesting points of view are presented below.

Sergey Abdulmanov, Dmitry Kibkalo and Dmitry Borisov

Founders and directors of the Mosigra company, authors of the book Business as a Game. We have opened many retail outlets and know how to conduct an interview like no one else. In their book, they talked about this and we will write their recommendations below.

They looked at "Refusal in the second minute of the interview." This approach is very helpful!

It happens like this: an applicant comes in and after a few questions you realize that he is not suitable at all. In this situation, you do not need to either yourself or torment him with questions further. It is enough to explain that he is not suitable and finish the interview. You still have to work with this person, and if you didn't like him already in the first minute, what to talk about next.

After all, it often happens that a person simply does not suit you in spirit. And most importantly, do not take such people into the core of the team. Therefore, if a cool professional comes to the same vacancy, with whom it feels difficult to work, and a person with less knowledge, but burning positive, the choice is unambiguous!

Boris Petrov

General Director of the Petrocomplex company, St. Petersburg. Interview in 15 minutes? Easy!

Boris claims that interviews usually last no more than 15 minutes. He shared the most important details that will help to conduct negotiations with the candidate as efficiently as possible:

Language of the body ... Undoubtedly, you need to observe how the person behaves during the interview. The body will always give out whether the interlocutor is sincere or cunning. So, insincerity usually means scratching behind the ears, a detached gaze, not directed at the interlocutor, hiding his palms (he puts them on the table or lowers them between his knees).

If a person, having come to an interview, has never looked the interviewer in the eye, this is a bad sign. It is unlikely that he was frank during the conversation. At the same time, there is no point in wasting time trying to find out the reasons for this behavior.

What were you paid for? What is the product of your labor? Any person, regardless of the area in which he works, creates some kind of product for which he gets his days. Someone is responsible for drawing up documentation, others work directly in production. At the same time, a person should understand that paper in itself is not a product until it has brought some benefit. Otherwise, it will be simply useless.

If a potential employee is responsible for receiving money for performing job duties or for “sitting out” the right time, it is unlikely that he will become a key and active employee. Such personalities, as a rule, cannot interest the interviewer. Some, on the other hand, speak very clearly about what they did, what they created. The detailed answer indicates two key factors at once. First, a person knows what he is doing and what he can do. Second, it is aimed specifically at work, and not at "walking" in order to receive a salary.

Evgeny Demin

CEO and one of the owners of the company Splat, Moscow. What to look for, what questions can be asked additionally.

Evgeny notes that the duration of the interview depends on the position. It can take 10 minutes or an hour.

Thinking ... To understand how a person thinks, it is worth asking him a question, which can be answered in different ways. Alternatively, ask who is the authority for him or what he can teach the employees of the company. Questions like these give a person a free-form answer. At the same time, he unwittingly demonstrates his character traits.

Principles and priorities ... These components are important factors. It is necessary to compare the principles of the person with the principles of the company. It is important that they do not contradict each other. You can learn to feel the interlocutor over time. The more such negotiations, the faster you can understand whether a person is suitable for the position or not. Negative factors are closedness, detachment of the gaze, unclear answers, changeability in their opinions. Perhaps the job seeker uses techniques and approaches in his work that will seem unacceptable or inappropriate for the interviewer. For example, when hiring someone from a competing company, the negative factor would be their willingness to share business information.

Learnability, ability to learn from your mistakes ... A person often exaggerates his successes and tries to minimize failure. Everyone makes mistakes, but it is important to understand whether the applicant is able to learn from them any lessons, to adjust their activities. Much also depends on the specific situation, the scale of the consequences that occurred as a result of incorrect work.

Unusual questions to ask a candidate during negotiations:

  1. What kind of superhero would you like to become if you had the opportunity? The answer will help to identify those qualities that a person considers the most important and valuable.
  2. Ask the candidate to describe the ideal job. This applies to the place, time, field of activity and specifically functionality. So you can learn about hobbies, interests, life principles. This will allow you to understand how honest a person is, whether he wants to work.
  3. The issue of shortcomings can be replaced with a kind of game. To do this, draw a square on a piece of paper and ask the candidate to shade it in accordance with how professional he is. A completely filled figure means that knowledge and skills are at the highest level. As a rule, people leave part of the square unhatched. In this case, you can ask why it is not completely painted over, what the person lacks specifically.
  4. What shortcomings of yours would be immediately apparent to a new leader? This question will also help to clarify the weaknesses of the interviewee. In this case, the candidate will have to look at himself from the outside.
  5. Why do you want to change jobs now? Maybe this is how a person wants to radically change something in his life, maybe the work environment or relationships with the team. At the same time, the employer will also be able to learn about the priorities and motivation of the applicant.
  6. If I contact your previous employer, what will he say about you? This question will also help the candidate to look at himself from the outside and understand why he wants to change his place of work.
  7. How will you join the new team? The new employee is not aware of how the work process is going in the company, so he needs more attention. A person will have to contact many colleagues in order to understand the principle of work, to get help, explanation or advice. The answer to the question will help to understand whether the applicant himself is aware of this, whether he understands what will be required of him in the first months of work.
  8. Explain to an 8-year-old child a concept from your field of activity (you need to name a specific one). Any professional term will work here. The clarity and speed of explanation will show whether a person is able to explain the whole essence of his work to a child who is absolutely uninitiated in this field of activity. This will once again demonstrate the professionalism of the candidate.

Vladimir Saburov

ГGeneral Director of the company "Clay processing", Bryansk. Don't give time to think.

It is important to ask about the presence of a family (children, spouse, parents), to clarify their age ... It will seem to many that this question will not help to clarify anything. In fact, these answers will help to understand whether the applicant has an incentive to work intensively and productively, whether he will be able to work with concentration and intensity, approaching his duties with a high degree of responsibility and genuine interest.

Ask to rank priorities ... At the same time, the following factors can be indicated that can affect the choice of a place of work: wages (size, availability of benefits), the possibility of career growth, independence, location close to home, the opportunity to improve their professional skills, a good atmosphere in the team, the complexity of the work.

Situational question ... Here it is worth asking what the applicant will do if he is entrusted with work that is not part of his job responsibilities. Refusal indicates a lack of desire to develop. Such a person will constantly have reasons and circumstances not to do what he should not. Such employees can be hired except in the accounting department.

Acquaintance with the place of work ... It is important to show what the applicant will be dealing with. Sometimes expectations are often not the same as reality. In such situations, job seekers themselves can often refuse to work.

Vital interests ... Vladimir shared a case from his practice. Once a young applicant with an economic education came to his firm for the position of the head of the procurement and logistics service. The decisive factor in choosing this candidate was that he plays sports and trains children. Vladimir realized that such interests certainly mean that the applicant has a firmness of character, endurance and a clear understanding of the value of time. All this was just necessary to work in the proposed position. The leader was not embarrassed by his small age, he invited the young man to his work. All in one year, this employee was able to positively influence the work of the service on a global scale. He established a supplier monitoring system, improved the interaction between different services of the organization. Such activities allowed to significantly reduce the cost of purchasing components and transporting finished goods.

Honesty check ... You can also ask a situational question here. For example, a job seeker is preparing to go on vacation with his family when he is unexpectedly called to work for an urgent assignment. What will he do in this case? Even if the person is insincere, it will immediately be noticeable.

Self-assessment ... Here you can also resort to modeling the situation. Let the applicant pretend that he has done a great job on which he spent a lot of time and effort. The results of his work turned out to be unclaimed. How will he react to this? What she will feel. If a person has low self-esteem, he will probably think that no one appreciates him, and time and effort was wasted.

A manager who does not know how to lead? It makes sense to ask the next question in a situation when an employee is being searched for a managerial position. You can ask what the candidate will do if their employee does not complete their work on time. If he says that he will perform it on his own, it means that the person does not have the makings of a leader, he is only a performer.

Rigidity. This question should also be asked to those who want to get a management position. You should ask what the applicant will do if a subordinate is rude to him. If he resorts to moralizing, then it is unlikely that the employee will be able to work as a leader. To work requires strict discipline, subordinates must carry out assignments on time and in accordance with the requirements. A positive answer will be the application of penalties, dismissal if the case repeats. A particularly tough stance is needed for those who work in production.

Is there any interest in the work? It is very important to understand whether the applicant is interested in the activity or simply wants to receive a decent salary. Any manager wants to see their employees interested in the process and the result. This is the only way to build a solid system.

Life principles - what suits the company ? It is necessary that the principles of the company coincide with those of the applicant. Vladimir again shared a situation from his life. Once he did not ask a job seeker during an interview for the position of production director what "culture of production" means to him. It was important for the manager that everything on the territory of the shops was always in order and cleaned. It is this factor that directly affects the size of wages. A similar culture is associated with honesty at work. The selected candidate showed himself well, was able to join the team, organize work. But he also had one serious drawback - he tried to hide shortcomings in his work. The employees worked in perpetual disarray. Vladimir tried to fight this for some time, until he found out that the director and the house had the same situation. It became clear that there was no point in bringing up such a person. I had to part with him. The issue of cleanliness is very serious in production, because disorder increases the likelihood of injuries at work, equipment breakdowns. Ultimately, this leads to additional costs. In addition, the workers themselves have a very different attitude to the company when there is a mess around them and they do not support it in any way.

How to formulate questions correctly

To get a true answer, you need to ask open questions. They always begin with interrogative words - when, how, why, how many others.

Closed questions Open questions
No need to ask So it will be as effective as possible to ask them.
Didn't you like your previous job? Why did you decide to change your job?
You did this, this, and this? How do you see your work in our company, what will it be?
Are you outgoing? Will you be able to join the team? How would you describe the team at the previous place of work? What was your relationship with your boss and colleagues? What traits of a leader repulsed you?
Can you handle the job? Why are you suitable for this position? What are your knowledge and benefits?

Closed the same names are those questions that do not imply a detailed answer, only yes or no. They are used solely to collect formal information. Do you smoke? Have a family? Have your own car? And others.

There is no need to give the applicant hints, offer options for the answer, or say something else immediately after the question.

No need to ask It will be right
If it's not a secret, tell me, what was your salary at your previous job? What salary would you like to receive from us? What are you counting on?
What exactly did you dislike at your last job - boss, team, low salary? Why did you decide to change your job?

You shouldn't be used as an example of other applicants. In no case should a leader say much himself.

Backfill questions

The following questions help the manager to figure out whether he is an employee or not, reveal the motivation of the applicant:

  • Have you been criticized lately? Do you agree with critical assessments in your direction or do you prefer to challenge the statement? Why is it so?
  • How do you see yourself in a couple of years? What do you need to do for this?
  • What are the goals you are guided by, revealing the desire to take this position? Are your career and skills development plans related to the development of the company?
  • What is missing in your work to make it perfect?
  • What job responsibilities do you enjoy the most?
  • Which three adjectives would you describe yourself? What adjectives would your subordinates use?
  • What does “achieve a result” mean to you?
  • Tell us about three situations in which you achieved recognition, success?
  • Is there a way to make people do better? What motivation do you give your subordinates?
  • Are you able to praise a person for their merits sufficiently?
  • What difficulties at the new place of work will be expected for you? Which ones would you not like to find? 3 examples for each.
  • Tell us about three things you would like to change.
  • Why did you decide to change your job? What do you dislike about your current (former) place of work?
  • How do you organize your work with “difficult” subordinates? How will you continue to communicate with an applicant whom you will not hire?
  • What new do you want to bring to the work of the company?

Question form: what question to ask in a specific situation

The manager must formulate the questions so that the applicant is not engaged in decoding them, but in answering them. They should be formulated clearly and clearly. The sentence should use simple words. Don't ask a few questions at once.

  • Open-ended questions help uncover a candidate. They are used most often.
  • Closed-ended questions are useful in situations where the manager expects to receive a positive answer or wants to receive clarifying information.
  • If the manager really liked any of the answers, it is worth asking a question for a negative balance. So, you can ask, have there been situations in life that did not proceed so well?
  • If something suddenly alerted the employer, he can ask a question that will confirm or deny negative information.
  • Clarifying questions are used as additional questions when the manager would like to know a little more about what was said before.
  • Questions ending with "right?" They help steer the conversation in the right direction.
  • Mirror questions. The person uttered a statement, the leader repeated after him, only in an interrogative form.
  • Questions with choice or justification. In this case, the most effective way to obtain reliable information will be to simulate a certain situation.
  • Provocative statements. The manager asks a specific situation and asks for the opinion of the applicant.
  • Guiding questions that already contain the answer.
  • A series of questions help to immediately learn about all aspects of a particular situation, to see it through the eyes of the applicant from different angles. This is a more stressful mode in which you can understand how the candidate perceives a large amount of information.
  • Questions related to the previous answer. They provide an opportunity to learn more about the statement or situation that interested the employer.

A lot depends on the preparation of the manager for the interview. The more thoroughly he approached this issue, the sooner he will be able to find a suitable person to work in his organization.

Conclusion

Here is such a long article turned out, but we tried to collect all the tips and tricks for the correct interview. But these recommendations are only a support for you, and you will build your own interview format yourself. Because there are no identical leaders.

If you have your own interviewing methods, please share in the comments!

Years of experience and knowledge of recruiting specialists allowed us to form a typical list of questions that an applicant hears during an interview.

The applicant's answers make it possible to determine how the applicant meets the requirements stated by the employer.

In this article we will talk about what questions you need to ask a candidate during the interview and how to interpret them correctly, what to learn at the interview first of all?

Dear Readers! Our articles talk about typical ways of solving legal issues, but each case is unique. If you want to know how to solve exactly your problem - contact the online consultant form on the right or call 8 (800) 302-76-94. It is fast and is free !

The right questions or what not to talk about with the candidate

Today JCat. Job will tell you about the right questions and what not to talk about with the candidate at the first meeting. Our tips will help executives to easily select the most suitable employees based on interview results.

Preparing for the meeting

Traditionally, preparing for an interview is seen as an important task for a job seeker - an applicant for a vacant position. However, for the employer, this is an equally important procedure that should be carefully prepared in advance. The choice of how to interview a job candidate depends on the goals of the company and the requirements for the job seeker. It can be a strict business conversation, an interesting conversation, non-standard tasks and strange questions that are perplexing. An interview can and should be creative, but there are a number of rules that you should follow when looking for a new employee.

Only internationally renowned corporations can afford to disregard the principles of effective interviewing. For example, Sergey Brin, a developer and co-founder of the Google search engine, admitted that at the beginning of his journey, he and Larry Page personally recruited employees to the company. At the same time, the co-founders had a list of "crown questions" that could surprise any applicant for a position in the company. Also Sergey Brin often asked to teach him "something new" in the most interesting way. Many candidates for this assignment recalled the entire theory of programming instead of approaching the assignment with humor and talking about abstract topics.

Lesser-known organizations must approach interviews responsibly. HR specialists know about many techniques in theory, but in practice they use standard questions asked to candidates at an interview. Leaders of small companies that are engaged in recruiting personally, it is especially important to know all the subtleties of choosing employees.

Interview objectives

The main purpose of interviews is completely the same in all organizations, even among companies in opposite fields of activity. During a meeting with a potential employee, the employer needs to collect enough information to decide whether he will cope with his job duties better than other applicants. After an effective interview, there should be a holistic view not only of the candidate's personality, but also of his potential place in the organization. Therefore, during the meeting, it is important to disclose such questions:

  • to what extent this person is suitable for the vacant position;
  • whether his level of professional suitability meets the requirements of the company;
  • whether the applicant has a sufficient level of special knowledge and skills;
  • what kind personal qualities the candidate can be useful to the company, and which one needs to be developed;
  • whether the applicant has negative psychophysiological characteristics that may become a problem for the employer in the future;
  • how the candidate differs from other applicants for the position, what are his advantages;
  • are there any prospects for his further career growth - the position for the candidate will be a new level of professional development or a "step back".

Also, the recruiter must determine if the information provided by the candidate is accurate. This is due to the fact that the current level of technology development makes it possible to falsify any data.

During the interview, it is important to mentally "fit" the new person into the team, the corporate culture of the organization, to determine whether he will be able to accept the principles and norms of the company.

Applicant Evaluation Methods

In psychology, different tools are used to get to the bottom of a person: to find out all his personal motivational forces and even secret fears. The whole difficulty lies in the fact that an employer or HR-specialist needs to get the full amount of information for a fair assessment of a candidate in a short time.

Interviews differ in the pattern of communication between the interviewer and the potential employee:

  • Structured. The second name for these types of interviews is "tough". The interview plan presupposes a strict order of questions, the conversation does not go into a "free flow". An interview like this is more like a dry questionnaire. Today, almost all companies have abandoned it due to inefficiency.
  • Free. Unstructured interview methods allow the applicant to speak out, stop being nervous and open up to the employer as much as possible. This method implies light moderation, but not tight control over the flow of the conversation. However, the applicant may turn out to be too sociable, then the conversation will turn out to be long and useless.
  • Combined. The middle ground is always the best option, which is why well-known corporations choose this method for evaluating applicants for a position in an organization. In this type of interview, options are possible: sometimes the conversation begins in a free form, and then the employer moves on to the prepared part. You can also act the other way around: start the interview with clear questions and short answers, and then move on to free communication on topics remotely related to work.

Also, interviews are divided by the number of participants in the process into the following types:

  • Personal. Individual interviews take place in person - face-to-face with the leader. In this format, the most open and trusting atmosphere is created, there is no effect of a “commission of examiners”, thanks to which the candidate can relax and open up during the interview.
  • Group. This type of interview involves the communication of the employer with several applicants at the same time. This creates a competitive spirit: applicants will try to show their best side. However, in this case, it can be difficult to understand the advantages of a particular candidate, because the biographies of applicants are easy to confuse, and communication with potential competitors is unlikely to be confidential.
  • Panel. They differ from group ones in that there are several interviewers for one applicant. At the same time, the assessment of the candidate will be more objective, and the presentation of the company will be interesting and complex, however, a person's experiences in front of the commission can negatively affect his answers.
  • Serial. In contrast to the panel method, the interview takes place with each of the “employer's team” in turn. The only disadvantage of the method is the time and discomfort for the applicant.

Stress interviews take a special place in the classification of methods for assessing applicants. This method is ambiguous: it may not show the ability of a person to work in unforeseen circumstances, but only worsen the reputation of the organization. Stories about "mock interviews" through social media can be made public.

It is important to remember that reviews of failed employees can be both a compelling reason to apply for a job, and the reason for unpleasant associations with the organization.

Experienced HR professionals provide guidance on how to interview a job candidate, advise managers and recruiters give up the stressful method. They are also asked to reflect during the interview if the stress test is happening unknowingly for the employer himself.

How do I prepare for an interview?

An important rule: you need to clearly define your expectations from a specialist, and do it as realistic as possible. Of course, every employer wants to find a competent, responsible, efficient and versatile employee who does not have high salary expectations. However, in practice, a new member of the team will have to be trained and adapted to the specifics of work in the organization for some time. The question is only in the duration of the "internship": to what extent a person is ready to perceive new information, to comply with the principles corporate culture and follow the established rules.

In books for recruiters, different authors agree that it is better to educate a capable person "for themselves" than to try to re-educate, because this will not bring long-term effect. If the employer is not satisfied with the character traits, business qualities, intrinsic motivation or other characteristics of the candidate, it is better to politely refuse the job and continue the “casting”.

In order to have time to find out all the information during a conversation with an applicant for a position, an HR specialist or company manager needs to draw up an interview algorithm, determine the sequence and timing of questions, and also think over a system for evaluating the answers received.

What questions can you ask in an interview?

The ability to find out information is a subtle art that experts in this field have tried to learn throughout their professional lives. It is important to constantly improve your skills, read thematic literature, not stop at the chosen method and be in constant search of effective ways to conduct an interview. For example, the bestselling book by American journalist Frank Cesno, “Learning Everything You Need to Know By Asking the Right Questions,” explores the topic of polling. A correctly prepared and timely voiced question can fully disclose all the necessary information.

There are ready-made questionnaires to help recruiters and company leaders. However, the use of ready-made questionnaires found on the Internet only speaks of the employer's unwillingness to competently approach the interview. The applicant will immediately understand what they want to hear from him, so he will answer "according to the protocol." In addition, he may not agree to work in a company with such a "soulless" attitude towards search for employees .

Regarding what questions you need to ask in the interview, HR managers and business owners can also benefit from the hiring experts Jeff Smart and Randy Street. In the book “Who. Solve your problem number one ”they reveal all the cards: how to avoid common mistakes in interviews and attract the right people to work. The authors propose to use the method of "detailing" - to tell the cases in which the qualities indicated by the candidate in the resume are revealed.

One type of interview is a competency survey. It involves finding out the level of knowledge and skills that the ideal employee should possess. In this case, the questions asked by candidates in the interview relate to:

  • whether the candidate has a special education, its quality and duration of training;
  • academic success;
  • work experience in the chosen field;
  • difficulties with the first work experience;
  • dynamics of the candidate's work in the chosen field;
  • motivation for further development.

End each candidate story with leading questions. Imperceptibly for the applicant himself, the conversation will go on the right track, he will show all his professional competencies.

It is important to evaluate how easily the applicant for the position talks about his own failures. Ideally, he should admit mistakes without fear, but clarify what conclusions were drawn from unpleasant situations.

The second survey method is a situational interview (or the so-called "case-method"). The methodology determines the ability to quickly navigate unexpected situations and find effective ways to solve problems. In this case, the recruiter or manager simulates a case in which a potential employee is involved. This will be the question for the applicant.

You can also "go through" the following points:

  • a short story about yourself;
  • career achievements;
  • clarifications about readiness for certain working conditions, dedication, striving for career growth.

You can ask the applicant about his hobbies. This will reveal important traits of his character, as well as relieve the tense atmosphere.

Should we talk about money? It is important to discuss the potential salary of the employee, as well as his expectations regarding his own income in the foreseeable future. It is good if the candidate ambitiously declares a high salary, but at the same time realizes that this requires a lot of quality work.

Keep in mind that open-ended interview questions should always be prioritized. Then the applicant will be able to fully disclose the topic of the conversation. You cannot invest your expectations in the question: the applicant for the position will do everything in his power to justify them.

What questions shouldn't you ask?

Now let's discuss the most important thing: what you don't need to talk about with the candidate.

All platitudes should be eliminated at once:

  • The question "Where do you see yourself in 5-10 years?" in modern changeable conditions has lost its relevance.
  • Attempts to find out the reason for leaving the previous job are unlikely to be successful. None of the candidates speaks about problem situations at the first meeting.
  • "What qualities in yourself do you consider to be positive?" - a question that has long been answered for the applicant. You can find articles and even books on this topic to prepare for your interview.

The questions asked to candidates at the interview should not be personal in nature: few people like it when strangers ask about their innermost. In cases where the topic of the conversation is not directly related to work, leave the questions for conversations in the "manager-subordinate" format, if appropriate.

Personal conversations include conversations on topics:

  • family life (status in personal life, decree planning);
  • religion;
  • political preferences.

Do not repeat questions from your resume. This will highlight the fact that the document was not read carefully, if at all.

Errors

Major employer violations of good interview rules include:

  • Late. The general impression of the company is created at the first meeting of a potential employee with an employer. If the leader of the organization allows himself to cancel plans without warning, then this will become an occasion for the applicant to think about his dishonesty in other matters.
  • Recruiter's incompetence. It is important that the interviewer can answer all the questions of a potential employee about the specifics of working in the organization. Also, an inexperienced person will not be able to appreciate all the advantages of an applicant for the position. That is why you cannot ask someone to "replace" the director or HR-specialist at the interview.
  • Lack of a clear outline of the conversation. If the storyline of the interview constantly deviates from the topic of the work, there is a risk that the employer will forget to clarify important points with the applicant and only therefore will not take it.

The employer's main mistake is the lack of clarity of requirements. In this case, either all interviews will fail, or the choice of an employee will be made at random.

The honesty of the employer is not even worth mentioning. If, during the interview, the applicant is promised favorable conditions, which later turn out to be "bait", he will quickly leave the new job, and the company's reputation will be hopelessly damaged.

Analysis of the results

One of the most important steps in an interview is analyzing the results. In this case, the employer should rely only on his own expectations, intuition and experience.

Experts suggest employers develop a system to help quantify applicants. For example, assign a certain number of points for each candidate criterion.

General assessment scales are freely available, however, in order to maximize the candidate's specific expectations, the manager must create such a system on his own. In the first places in the scale, you can put items such as:

  • special education;
  • experience of similar work;
  • good references from previous employers.

It is also important to evaluate not only the content, but also the form of the responses. By the style of a person's communication, one can understand his nature and interest in the position. Clarity and literacy of presentation of thoughts, politeness, good manners are important criteria that should not be forgotten when analyzing the results of interviews.

Neither the job seeker nor the employer will be able to prepare for the interview ideally. At the first meeting of a potential employee with the "boss" there will always be stressful factors and elements of surprise.

It is important for the employer to treat this process creatively and with genuine interest. The applicant will definitely feel this and reciprocate.

When choosing a future employee, you need to weigh the pros and cons without emotion in order to give the most suitable candidate a chance.

I've interviewed 20 times in my life and haven't done more than half of them.

Veronica Netsova

passed several interviews

В some I took a moment and figured out this issue. I'll tell you how to prepare for a meeting with an employer and what to look for.

Interviews are conducted when applying for a job, when applying for a magistracy, when obtaining a visa and in some other cases. In this article I will only talk about job interviews.

What is an interview

Job interview - a conversation between a potential employer and a job seeker - someone who is applying for a position. It can take place by phone, Skype, or in person.

A telephone interview is a preliminary stage in the selection of candidates, which usually only invites applicants for a face-to-face meeting. But it does not always go away so quickly. It happens that on the phone the employer asks many questions in order to invite the most persistent to a meeting.

I have had several such interviews. And I remember two of them: one by phone, the second by Skype. I'll tell you how it happened.

After the decree, I was looking for a job, found a vacancy for an assistant manager and responded. First, the recruiter of the company called me - to meet and ask, do you agree I have a phone call with the supervisor. I agreed and the manager called me. My first telephone interview took place with him.

We talked for about 15 minutes. He talked about the company and his great employment. This was the main reason he was looking for a personal assistant. I talked about education, experience and knowledge. But the interview ended abruptly as soon as I said that I had not worked for three years. due to decree. The manager interrupted me and said that I was not suitable for him. It's good that we found this out during a telephone conversation, and not in a personal meeting - we saved time.

The second interview was via Skype. I applied for a copywriter job at a children's goods store. The store manager warned me that a series of tests lay ahead of me. The first is a Skype conversation.

We phoned. The director told about the company and asked me to tell about myself in a free form. We talked for about an hour, and the director invited me to a personal meeting. He conducted a face-to-face interview in English. In the end, I didn't fit him. If I learned about the language requirements back in Skype - could save time and effort.

Over time, I realized that a telephone interview before a meeting is important. By phone, you can ask the employer questions and make sure that the company suits you. For example, over the phone, I always clarify how they draw up - officially or not, as well as the schedule of work in the company. It is important for me to be officially employed and finish work no later than 18 in order to keep up with the child in kindergarten. And if on the phone the employer says that everyone in the company works until 19 and it is impossible to shift the schedule, I no longer consider this vacancy.

At a personal meeting, the employer and the applicant get to know each other, discuss working conditions and communicate in order to understand whether they are suitable for each other or not.

All about work and earnings

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Types of interviews

There are several types of interviews: a personal meeting, communication with a group of candidates, or a special commission.

Personal meeting. The employer and the applicant meet one-on-one. An interview in the format of a face-to-face meeting is divided into several subspecies. I'll tell you more about each one.

In a structured interview the employer asks the candidate calm and consistent questions about education, work experience, reasons for looking for a new job, expectations and career plans. All meetings begin with him, and the task of such an interview is to get to know the candidate and get to know him better.

In a situational interview, or case interview ,the employer invites the applicant to present various situations and asks to tell how he will act in them. For example, he asks what the candidate will do when he concludes a contract for a large amount, and the desired product is not in stock. Case interview helps to understand how a person thinks, and to compare with the methods of solving problems accepted in the company.

In a projective interview the employer asks the candidate to rate people or the behavior of a certain character. It is based on the idea that a person transfers his life experience to other people and thus explains their behavior. For example, an employer asks why people lie. Based on the candidate's answer, he concludes why he is the one who cheats. Or he asks what motivates people to do their job better, and hears reasons that are important to the candidate himself.

For a competency or behavioral interview, the employer asks the applicant to talk about various situations that happened to him in his previous job. For example, in which cases the qualities of a candidate from a resume were useful - responsibility and diligence. Thus, he assesses competencies - the abilities of a person that help him to effectively do his job. And he correlates them with the qualities that, in his opinion, will be needed in this position.

During stress interviews the employer creates a tense environment for the candidate: asks provocative questions and makes the candidate feel uncomfortable, angry and have a full range of feelings. For example, he may declare that he did not wait for the candidate, or make him wait for a meeting for several hours, condemn his appearance, ignore during the conversation, ask uncomfortable questions and shout. The task of the stress interview is to find out how the applicant reacts and acts in unusual situations.

From experience I can tell that companies that use stress interviews, as a rule, do not deserve the attention of candidates. Stressful techniques are often understood to include, for example:

  1. File a chair leg and see how the candidate behaves when he falls.
  2. Yell at the candidate.
  3. Make you wait a long time.
  4. Put in an uncomfortable place.

It is ineffective and bad for HR brand companies - job seekers talk about such things on social networks and share with colleagues. If it is a narrow area, the word for methods quickly spreads among potential candidates. Strong and successful candidates hardly will go to such a company. Therefore, normal companies that are interested in strong employees usually do not arrange stress interviews.

If you come for an interview with the company, behave in such a way that there are no “critical factors” that can prevent the employer from making a choice in your favor. I'll tell you a real case from practice: the applicant for the position of personal assistant behaved with restraint and professionalism when I interviewed her. When she met with the head of the company, she suddenly began to flirt, lick her lips and smile invitingly. They didn’t take her.

Another interview is a reason to tell a little more about yourself than is on the resume. For example, once we were looking for a person for the position of director of company development, so that he would work closely with the marketing department, sales and be responsible for new markets. There were several candidates, and the customer hesitated whom to choose.

An interesting fact was revealed during a personal interview - one of the applicants participated in the construction of a building in which the customer's company was located. And it was he who was given preference: the customer felt the connection with the candidate. Very often the final decision is made irrationally, especially if all candidates are worthy.

An employer can combine the above types of interviews and thus weed out candidates who do not meet his expectations.

In general, the task of a personal interview is to get to know the candidate, understand the level of his knowledge and competencies, assess his qualifications and interest in this vacancy. The interview can be conducted in one or more stages. If there are several stages, the applicant first meets with the HR manager, then with the deputy head or with the immediate supervisor. How many meetings there will be and in what sequence they will take place depends on the company.

I've done all kinds of interviews except stress interviews. On the Internet, users share stories of how employers were rude to them, locked in the meeting room and even smoked in their face.

In stress interviews, employers behave differently: they make the candidate wait for a meeting, ask provocative questions or are rude
In stress interviews, employers behave differently: they make the candidate wait for a meeting, ask provocative questions or are rude
For business ethics, the employer must warn the candidate that the interview will be stressful.
For business ethics, the employer must warn the candidate that the interview will be stressful.
The source of these wild stories is "Pikabu"
The source of these wild stories - "Picabu"

Communication with a group of candidates. Several applicants are present at such an interview, and the meeting itself takes place in the format of group communication and business games .

Group interviews are conducted when there are a lot of people who want to take a vacant position and the employer needs to quickly select suitable candidates from the group of applicants. Typically, applicants for retail positions are selected in this way - salespeople, administrators, and those who work with customers or customers outside the office. Also - managers, promoters, or when active candidates are needed.

The purpose of the group interview is to weed out the inappropriate and focus on those who have proven themselves and have passed the initial selection. It is important here to be active, proactive and friendly to other job seekers. And if the interview takes place in the form of a game, it is important to become the leader of the team and show that you know how to cooperate and subordinate other people. After all, such applicants are invited to the second stage and then hired.

While studying at the university, I worked as a promoter. And about once in two three month there was an interview in the format of a group meeting to work on a new action. Once I was not hired because I spoke too quietly about myself. In the next interviews, I tried to be loud and active - to get taken.

Commission. This is an interview format in which several company representatives and one candidate are present. The commission asks the candidate questions and after the meeting gives him marks. As a result, the commission evaluates all candidates and selects the best among them to invite to work. The interviews with the commission are usually conducted upon admission to the civil service.

In what format the interview will take place depends only on the employer. Even if you are applying for a design position, it may happen that the meeting will be with a group of candidates. The source of the story is a commentary on Pikaba
In what format the interview will take place depends only on the employer. Even if you are applying for a design position, it may happen that the meeting will be with a group of candidates. The source of the story is a commentary on "Pikaba"

Interview stages

The stages of the interview differ depending on the type of interview and the company's approach to hiring. The scenario of an individual meeting will be one, and communication with a group of candidates will be different.

Stages of an individual interview usually like this:

  1. Filling out the application form by the applicant.
  2. The employer's story about the company and the job.
  3. Applicant poll.
  4. The applicant's questions to the employer.
  5. Test.
  6. Parting.
  7. Feedback.

Similar stages and interviews with the commission.

The sequence of steps in an individual interview may vary. The employer may offer to do the test before, during or after the meeting, or not give it at all.

The test assignment allows you to assess the real skills and abilities of the candidate. Usually it is given to people of creative professions or those for which special skills are required, for example, designers, editors, programmers. As a test task, the designer will be asked to draw a banner, the editor - to put the text in order, the programmer - to write the code.

If the candidate coped with the test task and suits the employer, he is invited to a second meeting, internship or immediately to work. There may be several personal meetings and assignments - it depends on the company. As a rule, the larger and more serious it is, the more thoroughly it checks the candidate before hiring.

Stages of communication with a group of candidates such:

  1. Filling out the questionnaire by applicants.
  2. A story about the company.
  3. Games and tasks for candidates.
  4. Parting.
  5. Feedback.

The employer gives feedback in same day or a few days after the interview. If the employer did not mention it at the meeting, ask after the meeting when to expect an answer.

Group interviews are usually the first stage of selection. Successful candidates are invited to the second stage of the interview - a personal interview. And it usually follows the scenario that I described above.

Methods for selecting candidates for an interview

Interview candidates can be selected in a variety of ways. I'll tell you about the most common ones.

Questioning. At the first stage, most companies invite the applicant to fill out a questionnaire and tell about himself in it. This is an auxiliary selection method that allows you to get more information about the candidate than is on the resume. For example, a questionnaire might include questions about your family and hobbies. Large companies are asked to fill out a questionnaire to check the candidate by the security service.

Conversation with HR manager is constructed in such a way as to find out is it suitable the candidate for the position and how interested he is in it. Usually the recruiter asks the candidate to tell about himself and asks questions about education, work experience, asks what the vacancy and the company are interested in and what he expects from the job. The manager does not check special knowledge and skills, but he can transfer a test task or request a portfolio to show it to the manager.

Interview with an in-house psychologist there are two types: conversation and special tests. During the conversation, the psychologist evaluates the candidate's behavior - his gestures, facial expressions and intonation - and compares the behavior with the job for which the applicant applies. For example, if it is work with people, the psychologist assesses how sociable and stress-resistant the candidate is.

As an exercise, the psychologist may suggest various tests, for example:

  1. for intelligence, he is i-q ;
  2. Luscher's test is when a candidate is given colored cards and asked to arrange them from a more pleasant color to a less pleasant one;
  3. The Rorschach test is when a candidate is shown blots and asked to describe what he sees on them.

Testing. If the job requires special knowledge and skills, the employer will offer the applicant a test task. So he will make sure that the candidate can cope with the job duties.

Interview in a foreign language carried out when a foreign language is needed for work. Typically, the employer asks you to tell about yourself and asks simple questions, such as why you left your previous job, what achievements you are proud of, and what are your hobbies.

Polygraph test, study of facial expressions, handwriting and fingerprints candidate - these are all legal methods of selection.

You shouldn't be afraid of such research. On the contrary, an employer who offers to go through a rather expensive procedure is most likely very interested and once again wants to make sure of your honesty.

I went through many methods of selecting candidates, except for a conversation with a psychologist and a polygraph and handwriting test. Most often, the company used several selection methods: questioning, talking with a recruiter, and testing. I had interviews in English only twice in my life, but the language was not useful to me in my work. But I did the test tasks often. For the last six months I have been working as an internet marketer, and when hiring, employers asked me to confirm my special knowledge: to collect a semantic core, draw up a media plan and prepare several advertisements.

How to prepare for an interview

A resume is not a substitute for a personal meeting between the employer and the applicant. And it's important to prepare for the interview. Preparation does not guarantee employment, but it does increase the odds in front of untrained candidates.

Call. If you are in doubt about the company or have important questions, call and ask your employer. Ask about dress code if you do not know what to wear to a meeting, or how best to get to the office if it is located in an unfamiliar part of the city.

Dial the employer's number when you get to the building where the office is located. If the employer meets you downstairs, discuss a neutral topic, such as the weather or traffic jams, on the way to the office. This will release tension and set you up for conversation.

Clarification of the place and time of the interview. If you have lost the note with the address and time of the interview, call the employer and clarify everything. It's better than being late for the interview or not showing up at all.

Collection of information about the company. Take a look at the company's website and make sure that its field of activity is interesting to you and you share its values. Look at the photos of the team, a map with the location of the office. Read the testimonials of former employees about working for the company. Record and discuss the embarrassing moments in the interview.

The Internet is full of sites with reviews of work in various companies. Fill in the search phrase "company name reviews" or go to a special site, for example Pravda-sotrudnikov.ru, Antijob.net or Otrude.net, and look there for reviews of a potential employer
The Internet is full of sites with reviews of work in various companies. Fill in the search phrase "company name reviews" or go to a special site, for example Pravda-sotrudnikov.ru, Antijob.net or Otrude.net, and look there for reviews of a potential employer

Preparing a story about the key moments of your career. At the interview, the employer will ask about your past job: what results did you achieve on it, what difficulties you faced, how you see your career further - and ask other similar questions. Prepare examples that show your knowledge, experience, competence.

Preparing questions for the employer. During the interview, questions are asked not only by the employer, but also by the candidate. Prepare questions about responsibilities, salary, job prospects in the company and organizational issues.

About work and responsibilities:

  1. What are the responsibilities of an employee in this position?
  2. Was the open position already in the company or is it new? In the first case, specify where the last employee went. If he got fired, what was the reason? In the second, why is this position needed and what results are expected from the candidate who will take it.
  3. Who is the immediate supervisor?
  4. Whether there is a trial period and how long does it take?
  5. What results should be achieved during the trial period?

About salary:

  1. What is the salary?
  2. Is it official salary and how many times a month is it paid?
  3. Are there delays and why?
  4. How can you influence the size of your salary?

About prospects:

  1. Whether there is a career growth in the company?
  2. What results do you need to achieve in order to get promoted?
  3. Whether there is a training in the company, how often employees are trained and how?

On organizational issues:

  1. What is the work schedule?
  2. Will there be business trips?
  3. What is included in the social package?
  4. How to take time off from work if you need to see a doctor or suddenly get sick?
  5. Does it pay hospital and does it pay vacation pay?
  6. When to expect feedback?

Ask other questions about the company, the answers to which are important for you to know.

Dress code for an interview. Dress code the company may be strict, democratic, or not at all. Take a look at the company's website and look at the pictures of its employees to understand how it is customary to dress in this office. If there are no photos or it is not clear on them how to dress, call the company and clarify this point. Or follow one rule: clothes and shoes should be discreet and comfortable. They should not hinder movement, be frank or too bright.

Preparation in the office before the interview. Before entering the office, go to the restroom or look in the mirror and make sure you look neat. Call your employer and let them know that you have arrived. He may come down to pick you up or offer to go into the office on his own. In the meeting room, take out a pen and notebook with questions prepared for the employer.

How to behave in an interview

I am always worried during an interview, although I need to behave confidently. So I have three rules in mind in case I get very nervous:

  1. Warn your employer about this.
  2. Imagine a funny situation.
  3. Imagine not getting hired as if I didn’t try and stop pleasing.

The last tip is weird, but it works. Once I got a job at a federal company and was an hour late for my first interview. I didn't even hope to get this job At first , due to lateness, Secondly , because before that, two small companies had already refused me, and here is a federal one. In the interview, I forgot all my fears and relaxed. I decided that they would not take me and that I could calm down. And in the end I got this job.

Establishing contact. Any conversation begins with eye contact and a greeting. Say hello, smile, and if you think it's appropriate, start a conversation on a neutral topic, such as the weather and traffic jams, if you didn't do it in the elevator or on the way to the meeting room. But don't talk a lot - let the employer start the interview already.

A story about the organization. The interview begins with a story about the company: its history, results and plans. Even if it seems to you that the story has dragged on, do not interrupt the employer - let him finish it calmly. Then ask a few clarifying questions about the company, if any. It is advisable to ask a couple of questions so that the employer does not think that you have not listened to him or are not interested in the company.

Interview. After the monologue about the company, the interview begins. First, the employer asks the questions to the applicant, then vice versa. It is not known in advance what questions you will be asked. But be prepared to hear provocative or personal questions. For example, women are asked are they going they are on maternity leave. If you do not want to answer the question, tell the employer about it and add the reason why you do not want to do this.

Feedback. Ask how long the employer will give feedback and where to call or write if you have not received an answer within the specified time. Ask how best to contact the employer if you have questions.

End of the meeting. Thank the employer for the interview and say goodbye.

Interview questions and answers

There are questions that most employers ask in interviews. And it is better to think over the answers to them in advance in order to show your best side. These are the questions.

Who do you see yourself in the company in five years. By asking this question, the employer wants to understand do they match your plans and company plans to each other, can you you implement them in a new place and what you want from a career.

The company may have a specific career development scenario. For example, when an assistant becomes a junior specialist, then just a specialist, a department head and, finally, a director. The gradation may vary from company to company. Here it is important to understand whether it is there or not. There may be no career development scenario at all: there is one position, and there is nowhere to go from it, except to move to another department or quit.

To answer the question which of the positions you would wanted to work and after what time, find out about the number and structure of the company: what departments it consists of, what positions are there in the departments. If you did not find information about the structure of the company in the public domain, ask the employer to tell you about it.

I often came across this question in interviews. But usually employers asked who I see myself in the company in a year and how much money I get. The last time I got a job as a marketing assistant and answered that in a year I see myself as a specialist who earns twice as much. The employer replied that it was hardly , but took him to work. As a result, after six months I had to leave, because the need for the position of an assistant disappeared.

The reason for dismissal from the previous job. If you are an experienced worker, there is a 99.9% chance that the employer will ask you about the reasons for leaving your previous job.

Reasons for dismissal are as follows:

  1. You hit the ceiling and you have nowhere else to grow professionally.
  2. We moved and it became inconvenient to get to work.
  3. The previous company was closed or reorganized.
  4. You were laid off or fired.
  5. Began not to arrange a salary.

There are other reasons as well. But whatever it is, tell us honestly about it.

If you have achieved high results in the previous place and do not see further growth in it, say so and list past achievements. Add that before leaving, you discussed growth prospects with your past boss and did not find a solution, which would suited both.

If you were not satisfied with the salary at your previous job, do not hesitate to say so. But be prepared to ask questions about what results you achieved, why you needed to be promoted, and what you did to get it.

If you are laid off or laid off, tell the recruiter about the criteria for the layoff or layoff so that it becomes clear that it was not your competence.

Why you should be chosen. Several candidates usually apply for one position. And by asking this question, the employer wants to hear what advantages the candidate has and how they will help him cope with the job. An effective answer is to provide examples of your professional skills and merits and compare them with those required for the job.

I'll show you how to do this using the example of an accountant's vacancy:

Demand Your experience
Secondary specialized or higher economic education Higher education in the specialty "Finance and Credit"
At least two years of experience as an accountant I have been working as an accountant for 4 years
Work experience as an accountant in the section "Settlements with customers" and "Salary" from 1 year Worked at the section "Settlements with customers" for 1 year and at the site "Salary" - 2 years
Knowledge of legislation within the sections "Settlements with buyers", "Salary" and "Tax calculation with payroll" Yes I know. I am able to work in legal bases and track changes in legislation
Confident possession of the programs 1C 8.2, 8.3, ZUP 8.3 and the system " Bank-client »At least two years She worked in 1C 8.2, 8.3 for four years, with " Bank-client "- only a year

Demand

Secondary specialized or higher economic education

Your experience

Higher education in the specialty "Finance and Credit"

Demand

At least two years of experience as an accountant

Your experience

I have been working as an accountant for 4 years

Demand

Work experience as an accountant in the section "Settlements with customers" and "Salary" from 1 year

Your experience

Worked at the section "Settlements with customers" for 1 year and at the site "Salary" - 2 years

Demand

Knowledge of legislation within the sections "Settlements with buyers", "Salary" and "Tax calculation with payroll"

Your experience

Yes I know. I am able to work in legal bases and track changes in legislation

Demand

Confident possession of the programs 1C 8.2, 8.3, ZUP 8.3 and the system " Bank-client »At least two years

Your experience

She worked in 1C 8.2, 8.3 for four years, with " Bank-client "- only a year

If you sort out the requirements for the position and your experience, you get such a table. And based on it, it is easy to compose a short and well-reasoned answer.

Why do you want to work with us. To answer the question, evaluate the proposals of other companies and write down what distinguishes the proposal of this company from the rest. Tell the employer what attracts you in this job: tasks, prospects, politics and corporate culture, location. All other things being equal, companies pay attention to the applicant's loyalty to it. And if you are already familiar with the company's activities, tell us about it and note what you liked: for example, that the company took part in an environmental or other important project.

What will you do if the boss is wrong and this can harm the company. Answer like this, as if you actually did it, and tell us why. Your task is not to please the employer, but to find a company with similar values.

Why did they look for a job for so long. The task of such a question is to understand the reasons why you have not yet got a job, and your attitude to this. Answer honestly. We were engaged in career guidance, improved their qualifications, did not look for work for family reasons, and this is the first interview in six months - whatever no reason, it is always normal for a new job search. But just do not name it as a reason that you are not taken anywhere.

What are the best qualities you have. When answering the question, tell us about the qualities that help you to be more productive. If you are applying for the position of an analyst, talk about perseverance, attentiveness and responsibility. If you're getting a job as a journalist or PR manager, talk about your sociability, creativity, and persistence.

What salary are you counting on? Give specific numbers or a surebet, the minimum price in which suits you. Look at the salaries of specialists of your level and correlate the desired salary with the market one. Calculate how much you spend on needs - renting an apartment, utilities, food, sports. Add the amount you want on top to save or spend on nicer things. It is much better not to agree with the employer on the price than to go to work with a salary that does not suit you.

Check the salaries of specialists of your level on Hh.ru. For example, a payroll accountant with 3 years of experience in St. Petersburg earns from 45 to 68 thousand rubles a month. Data for October 2019
Check salaries of specialists of your level on Hh.ru. For example, a payroll accountant with 3 years of experience in St. Petersburg earns from 45 to 68 thousand rubles a month. Data for October 2019

What mistakes did you make in your previous job. Don't ignore this question. Instead, prepare a story about the failure and share what you learned from the bad experience.

Employers don't expect an open position candidate to be perfect. They want to understand do you know how you admit your mistakes and learn from them. And what do you mean by errors.

When preparing a bug story, recruiters advise using the STAR technique. Here is the formula:

situation - task - action - result (Situation - Task - Actions - Results).

Start with a background: give a brief overview of the situation, such as who you worked with and which project failed. After - details of what exactly happened and led to the failure. Then tell us how you found a way out of the situation or coped with your worries and relieved your colleagues of them.

If you refuse to answer a question, the employer may decide that you are hiding a serious failure, not taking risks, not setting a high bar, and, accordingly, do not fail or think that you are too perfect.

Ekaterina Smaga

freelance recruiter

When you show up for an interview, ask yourself honestly what you really want to do in your work life. There are other questions - in which team will your work be more productive or in which company you really are we could be useful. When you honestly answer these questions, you can determine exactly where you want to go and why.

I see a lot of people go with the flow. They go to various interviews and want to find a job faster. They perceive refusal as defeat, which greatly affects self-esteem. Therefore, they study information about the company, collect feedback and build their own successful "sales image". They often get the desired position and salary. But then they have to act out the image they sold to the employer every day. And often this image does not correspond to reality. Disappointment sets in, and then professional burnout.

In my practice, there have been only a few cases when candidates honestly admitted at an interview that the vacancy they applied for was irrelevant to their expectations. Although the description fit their experience 100%.

For example, a candidate for the position of personal assistant to the CEO admitted after a conversation that she was more interested in marketing. Education and personal qualities - attentiveness, perseverance and good analytical skills - allowed her to try for such a vacancy. We found a vacancy for her in this area, and she is still successfully working there.

There is another important point. Each vacancy implies a set of certain competencies - the knowledge and skills that are necessary for this job, personal characteristics to integrate into the corporate culture, and the company's internal informal rules. And if a recruiter observes a person at an interview and understands from his behavior that he will not be able to integrate into this culture, he refuses. Candidates take rejection to heart, because they do not understand the reason for the rejection or do not hear it at all.

Such things, such as internal rules, are not always broadcast publicly. But the recruiter won't hide them if you ask. It is better to ask more questions about what difficulties you will have to face or why the vacancy has such a requirement as stress resistance or flexibility. This usually means that there are work situations in which you will have to adapt to existing conditions and constantly show these qualities. If a recruiter asks about specific situations and your possible behavior, in most cases at work you will have to deal with this.

And last but not least. The greatest annoyance of all recruiters is caused by memorized and formulaic phrases from the Internet. It is important to prepare, but it will be great if you give several supporting examples from life for each memorized phrase or your characteristic. For example, not only say you know how to be flexible, but also give examples of this from past work.

What to do after the interview

After the interview, wait for the decision and, if you want, write a letter of thanks.

It takes time for an employer to make a hiring decision. He evaluates candidates, compares them to each other, and proposes to someone who, in his opinion, is more suitable for the company. For a while it is necessary 7-10 days or more depending on the company's approach to recruiting. If the employer does not respond for a long time, call or write him a letter and ask about the result of the meeting. If it turns out that you failed the interview, ask for feedback: what you liked and what caused the refusal to hire.

Immediately after the meeting, you can thank the employer for the meeting and for the chance to become part of the team.

Jobseeker mistakes in the interview

Job seekers make mistakes that prevent them from getting a job.

Fear or shy student syndrome. Insecure behavior spoils the impression of you as a specialist and reduces the chances of getting an interview to zero. Even if you are a suitable candidate for this position and a confident person in life, do not be timid in the meeting. Before the meeting, take a few deep breaths and exhalations, drink water, straighten your shoulders, smile - all this relieves tension. Participate in the conversation at the meeting - this will distract you from the excitement.

At interviews, I was terribly shy and afraid that I would not be hired. Immediately after graduation, I went on maternity leave and did not work anywhere for three years. For a long time no one took me to work. Then I just wanted to work, no matter where and by whom. At the interview, I tried to please and please the employer - if only they took me. After two unloved works, I realized that I shouldn't strive to please. You need to figure out where and by whom you want to work, and go to the employer.

Unpreparedness. If you don't know what a company is doing, you most likely won't be hired. You will also find yourself in an awkward situation if the employer asks you a question about the organization, and you cannot clearly answer it. For example, he might ask what you know about the company and its recent success.

Translation of an interview into a heart-to-heart conversation. The interview is built according to a specific scenario, and there is always room for the candidate's questions to the employer. When asking questions, it is important for the job seeker not to go over personal topics and not start pouring out his heart to the employer. Forbidden interview topics: personal life, religion, politics, musical and culinary preferences, if they are not related to the job.

If a recruiter translates the interview into a heart-to-heart conversation, politely ask him, are there other questions for you and when to expect feedback.

Depression and feeling unwell. If you feel unwell, arrange to reschedule the interview and share your reasons with the potential employer. If this happens in the office, warn that you feel bad, and ask for water. No employer wants to hire someone with poor health. And if you get sick, reschedule the appointment and go through the interview in a healthy state.

When you are depressed or upset, reschedule the appointment or refuse it if the job does not seem attractive to you. Indifferent candidates are rarely hired, and you will only waste your own time and take it away from the employer.

Vulgar behavior not a single employer will appreciate. Be kind and polite, adequate in your behavior. If you something angry at the interview, for example, incorrect questions from the employer, refuse to answer them and calmly motivate your refusal.

Here are some more common job seeker mistakes:

  1. Late.
  2. Improper appearance.
  3. Attendance with an accompanying person, such as mom or boyfriend.
  4. Fussiness.
  5. Loquacity.
  6. Lies.
  7. Criticism of former bosses and colleagues.
  8. Excessive candor.
  9. Arrogance and inflated self-importance.
  10. Answering a personal call during an interview.

Features of the interview for a managerial position

Any position requires certain knowledge and skills. And candidates for a managerial position must have a certain experience and personal qualities that allow them to manage a unit and lead people.

Interviewing for a management position takes longer than hiring a front-line employee. And it's always not just one interview, but several meetings with a wide variety of company faces - from a recruiter to a CEO.

The applicant at each of the meetings must look presentable: observe business dress code look well-groomed. It is worth coming to the interview early to show yourself in charge and to observe the company.

Questions in such an interview will be different: about work experience, achievements, failures, responsibility, the nature of the applicant and his personal qualities, plans for future work. Most likely, the candidate will not only be asked, but also tested in various ways to check:

  1. Intelligence.
  2. Leadership skills.
  3. Way of thinking.
  4. Features of character and personality.
  5. Motivation.
  6. Communication and speaking skills.
  7. Ability to defend your point of view.
  8. The skill of managing other people.
Here
Here's a test called Ineffective Leader. To pass it, you need to answer “no” to most of the statements - this will show your high managerial potential. Source: portal "Golden gates of the Urals"

The main thing: how to get an interview

  1. Gather information about the company and make sure that its field of activity is interesting to you and you share its values. On the phone, ask the employer questions to which it is important for you to find out the answers before a personal meeting.
  2. Prepare a story about yourself, about the key points of your career and questions for the employer.
  3. Please check before the meeting whether there is a in company dress code ... If so, dress appropriately. If a dress code no, wear comfortable and dull clothes and shoes. Take a pen and notebook with you.
  4. When meeting with an employer, say hello and smile. If you feel insecure, take a few deep breaths, drink water, straighten your shoulders, and smile.
  5. Participate in the conversation - this will distract you from the excitement and show you are active. Be polite, but if the questions seem uncomfortable to you, refuse to answer them, explaining your refusal.
  6. After the interview, ask when to expect feedback. Thank your employer and say goodbye.

Everyone has had a chance to participate in an interview at least once in their life. Someone took part as a candidate for a vacancy, someone, on the contrary, acted as an evaluating party, being a potential employer. There are different practices for organizing this conversation between the two parties, depending on the rules adopted by different companies and even industries.

What is an interview for?

An interview is the process of communication between an employer and a candidate who applies for an open position in the company. As a rule, the entire organization of the interview lies on the shoulders of the HR manager or hr-manager. This person must first find a suitable candidate, get the approval of his resume from the management, and then arrange a meeting with the candidate. Some companies do not have a dedicated specialist to work with personnel, so organizational issues can be solved by other people, for example, secretaries or managers who are directly interested in the new employee. Someone prefers to outsource personnel search questions to an agency or work with a remote freelance recruiter. In this case, the first interview takes place on the premises of the recruiting company.

An interview is necessary for both parties for an initial assessment of each other. The employer assesses the professional skills of the candidate and his psychological qualities, and the candidate, as a first approximation, examines the potential place of work, gets acquainted with the list of possible tasks and often with his immediate supervisor.

What types and methods of interviewing are there

Depending on the level of the position for which the candidate will be interviewed, on the conditions of the interview and on its goals, recruiters can use different types and methods of interviews:

  • structured interview;
  • situational, or case interview;
  • projective interview;
  • interview on competencies (behavioral);
  • stressful (shock) interview;
  • brainteaser interview.

Some companies also deliberately practice a group interview format that is not the most respected among job seekers. Several applicants take part in it at once, forced to compete with each other. At the same time, the employer can choose the most interesting from several candidates.

The personal experience of the author of this material shows that very often fragments of different types are collected in one interview. For example, a recruiter conducts basic acquaintance with a candidate in a structured interview format, asking expected questions about education and work experience. A potential leader who participates in the first interview with the recruiter can ask several cases or arrange a small stressful interview.

Structured interview

The most common is a structured interview. This format is the most logical and simple in terms of organizing the event. The interview is held in a tete-a-tete format. The employer's representative asks the applicant standard questions and receives direct answers about the candidate's education, qualifications, work experience, professional and life expectations. Such a conversation allows you to understand the level of compliance of the candidate with the formal requirements for the position, as well as how easily he will be able to fit into the work team.

Two women at the table

Most often, an interview is conducted according to a given pattern.

Situational interview

The case interview implies that, in addition to standard questions, the candidate will be asked to solve several practical problems from the practice of a given company or industry as a whole. This way you can determine the candidate's line of thought and suggest how he will act in a work situation.

Projective interview

A projective interview involves a shift in emphasis from the candidate to an imaginary third person who solves some problems. The task of the applicant in this case is to comment as quickly as possible on the actions of the people participating in the situation set by the interviewer. This method is based on the principle that each of us has a tendency to analyze other people's actions from the standpoint of our own experience. So, in order to identify the life values ​​of the candidate, they ask the question of why an employee could be fired, in which case the employee can steal from the employer or lie to him. Asking why people are late for appointments can help reveal attitudes toward punctuality.

Behavioral interview

The longest time is usually the competency assessment interview. Here, it is the professional experience of the candidate that is closely studied, and the results of his answers are carefully evaluated according to various types of scales (competencies).

Shock interview

A stress interview is used to assess the level of conflict and stress resistance of the candidate. This method is non-standard and is most often practiced in relation to representatives of certain professions. In particular, the ability to stay cool in the face of a looming conflict is very useful for top managers, sales specialists, and insurance agents. It is very easy to realize that you are participating in a stressful interview. The interviewer may deliberately provoke conflict, make inappropriate comments, and ask inappropriate questions in order to throw the candidate out of balance.

Brainteaser interview

Brainteaser interviews are used to assess candidates' creativity. To successfully pass such an interview, the candidate must demonstrate a level of resourcefulness sufficient for solving non-standard logical problems and strong skills of independent work.

Man in various positions on chairs under the clock

Waiting for a long time before the meeting may not be the forgetfulness of the interlocutor, but a test for stress resistance

Other types of interviews

When organizing interviews, various special communication tools are widely used today. In general, it should be noted that the format of the interview very much depends on the level of the position for which the candidate applies, as well as on the industry itself in which the person wants to work. So, for the selection of performers in creative professions (film actors, models, etc.), the interview is called casting or audition and takes place in a format that is significantly different from the introductory interview for office employees.

New forms of interviewing have also opened up thanks to the availability of modern technology. So, video interviews are becoming more common in some circles. Such interviews can be organized using various computer services, the most famous of which is Skype. The convenience of this format lies in the fact that both the applicant and the recruiter, as well as other interview participants, can be located in different parts of the world. The main prerequisite for a Skype interview is a good Internet channel. This is how many IT companies conduct at least one of their first interviews with a candidate.

There are also special services that allow you to conduct video interviews in a different way. Its essence is that first the recruiter records on video his questions to the candidate, then the candidate answers these questions in front of the video camera and sends his answer to the recruiter. He can view the candidate's answer at any convenient time. This format helps the HR specialist to process more requests.

Video: types of job interviews

How is the interview going

It is a common practice today to conduct a whole chain of job interviews. A modern candidate will have to go through two to five interviews before receiving the coveted offer. There are no uniform requirements for the number of interview stages, and each company independently determines the procedure for communicating with candidates for each of the vacancies.

Communication most often begins through telephone conversations or e-mail correspondence. If a recruiting agency is looking for candidates, the first contact can also be established by the manager of this agency.

The first interview in the company is traditionally held with an HR manager. To save time, some employers prefer to conduct the first conversation by phone or Skype. Adherents of more conservative methods immediately invite the candidate to the office. At this stage, the HR specialist evaluates the overall adequacy of the candidate, as well as compliance with the formal criteria for the vacancy. Some positions require mandatory preliminary testing of the candidate. After the level of professional competence is confirmed, line managers and, in some cases, the top management of the employing company are involved in interviews.

Of course, we are not always talking about such a long chain of interviews. In most cases, people try to save their time and make a job offer after two or three interviews.

The pattern of each of the interviews in the chain is to some extent standard and is determined by the host. As a rule, the recruiter sets the pace and general mood of the conversation. The professionalism of this person also largely determines the results of the interview and the conclusions that each of the parties will make for themselves. Most often, the conversation diagram looks like this:

  1. The recruiter offers the candidate the opportunity to tell about themselves what the latter deems relevant in the context of a particular job.
  2. Those present ask him various clarifying questions.
  3. If a potential leader participates in the meeting, he can ask the applicant to solve or comment on any problem from the practice of the enterprise.
  4. After the participants on the part of the employer find out everything that interests them about the candidate, it will be his turn to ask questions about the company.

What questions are often asked to candidates and how to answer them correctly

Candidates for an interview can be asked absolutely any question. Of course, most of the questions will be standard and aimed at finding out various formal details of the applicant's biography. Answering questions about where you studied and worked should be calm, confident, and truthful. There are no special tricks here.

The most uncomfortable interview questions

A well-prepared candidate shouldn't be confused by interview questions

Questions with a greater degree of abstraction will turn out to be much more interesting and difficult - those for which there may not be a single correct and unambiguous answer. It is important to remember that when you are asked such a “strange” or “stupid” question, the recruiter will be interested not so much in the content of the answer as in your first reaction. The question may be directed at something unpleasant for you, at a point in your bio or resume that can trigger negative emotions.

In interviews, people are often asked to talk about their biggest failure and greatest success. In answering, one must be honest, since everyone has ups and downs, and a person who has never experienced either victories or defeats makes a rather negative impression.

Non-standard includes, for example, the question of professional plans for the next five (ten, fifteen, and so on) years. According to the answer, the recruiter will get an idea of ​​the direction in which you are interested in developing and whether it is interesting at all what kind of career you are going to build. So, if you want to leave for another country in a few years, you may not be accepted to work in a government organization, but for an international corporation with offices in different countries, you will be a very deeply motivated worker. The socially desirable answer is to show that you are moderately ambitious and seriously thinking about your future. True, you need to be prepared for the fact that this answer will be followed by an insidious request to tell what exactly you are already doing to achieve your goals. If you do not have a ready-made answer to this question, the plan voiced earlier will look like empty dreams and characterize you not from the best side.

Often at interviews you can hear the question of how the candidate is engaged in his professional development. From your answer, the recruiter will understand whether you seriously identify yourself with the chosen specialty, whether you are inclined to self-improvement, or will only work from call to call. Be prepared to ask questions about the last professional book you read or the training you took. It is in the interests of a motivated applicant to keep abreast of the latest innovations in their industry, to be able to tell in clear language the contents of the top books, to explain the methods used in the profession.

You shouldn't try to show yourself smarter than you really are. The use of concepts and terms, the meaning of which you are not familiar with, can go sideways.

Video: Frequently Asked Questions in Interviews and Answers to Them

How to get a job interview

On the Internet, you can easily find many articles that describe in detail what and how to do in order to pass an interview and get a job offer. At the same time, if everything were so simple, the very need for such articles would have disappeared long ago. It is important to understand that there is no magic pill, and even the most detailed instructions cannot guarantee a positive outcome of the interview. The expert articles provide general guidelines, following which the candidate will feel more confident in the interview process and will be able to better understand the expectations of the other side.

How to prepare

First of all, you need to study all the available information about a potential employer: a website on the Internet, social networks, offline points of sale, publications in the media, blogs, and so on. It is not worth neglecting this preliminary research, counting on the fact that you will be able to orient yourself on the spot. It is definitely worth checking the presence of the employer in various anti-ratings, looking for employee reviews, from which you can find out if there are problems with the payment of wages, whether the management is adequate, and so on. Some of the candidates, having studied the employer in more detail, will generally prefer not to go to an interview, since they will come to the understanding that this company, for some reason, is not suitable for them. Those applicants who make it to the employer's office for a meeting on the appointed day and hour will also benefit from these findings. It is rare for an interview candidate to avoid being asked what he knows about the company he wants to work for. Obviously, a person who has devoted at least some time to thematic Internet surfing will look much more advantageous against the background of citizens who did not want to pay attention to this issue.

The girl at the mirror measures clothes

Appearance at the interview is very important - the clothes of the candidate must match the general style of the company

For professionals applying for certain positions, for example, in the field of marketing, PR and public relations, preliminary research of the company in open sources is critical. When searching and analyzing information, they should not only form a certain image of the company for themselves, but also note the strengths and weaknesses in promotion, think over options for optimizing the strategy for working with the external environment. In 99 cases out of 100, the employer will ask the marketer to analyze the site as a test task, and the PR specialist will ask how he will promote the company's product or resolve conflicts on social networks.

As you prepare for your interview, ask yourself why the employer needs a person for this position, what the company can expect from the candidate. Evaluate your resume with someone else's eyes and think about what slippery moments it contains, how you will comment on them if asked. For example, breaks between work, frequent transitions from place to place, short duration of work in specific companies.

Prepare questions that you will ask the recruiter about the company and the job. In addition to the standard question about the content of the work, you have the right to inquire about the reason for the vacancy, in particular, whether it is a new position, for example, due to the expansion of the department, the replacement of a departed employee, or the result of the fact that the owner dispersed the entire old department in anger. An indirect indicator by which you can evaluate a company is the date of publication of the hiring announcement. That is, the length of time during which the employer cannot find a suitable candidate. Staff turnover data can also tell a lot about working conditions.

Video: preparing for an interview

How to behave correctly

If you come for an interview ahead of the appointed time, and you were asked to wait on the couch in the lobby, try to spend this time usefully. Instead of monitoring social media on your smartphone, look around. You may be interested in the quality of the design of the premises, the convenience of the layout, the appearance of the employees who catch your eye. Listen to how the receptionist answers incoming calls, how colleagues communicate with each other. If you smoke, go to your local smoking room before your interview. Sometimes, from conversations in an informal setting, you can learn the whole story.

The author of this material was convinced from his own experience that it is worth paying attention to such an ambiguous thing as toilets. Of course, the quality of the organization of the restroom cannot be the only argument in favor of accepting the proposal or rejecting it, but an observant person will be able to draw the right conclusions for himself. The author once had the opportunity to attend an interview at a construction company focused on private suburban construction. In order to increase accessibility to potential customers, the company moved to an office near one of the central metro stations, but there was no growth in sales. The company's management saw the solution to the problem in strengthening the marketing department. The author was greatly embarrassed by a note pasted on the door of a toilet stall, in which an unknown author appealed to colleagues with an appeal not to steal toilet paper and air freshener. This is unlikely to create in potential clients a sense of reliability and safety from interacting with the contractor. It is difficult to expect competent business decisions and at least some kind of concern about personnel from people for whom such inscriptions are not something out of the ordinary.

If, following the interview, you have not been called back, be sure to try calling the recruiter to find out the true reason for the refusal. Try not to drive the person into trying to get rid of you at any cost. Explain why you need truthful information. Don't try to challenge the results of the interview.

Common mistakes when passing an interview

Candidates make a lot of mistakes in interviews every day. The most common is non-observance of simple and well-known forms of ethics, politeness and business etiquette: come too sooner or later, dress in an inappropriate way, be the first to be "you" or, conversely, behave too tightly or formally when interviewers offer a soft and friendly manner of communication. Both a lack of contact and excessive swagger will not play in your favor. You need to be able to navigate the situation, feel the interlocutor and be flexible, but be sure to maintain self-esteem in any atmosphere. For example, it is helpful to show interest in a job, but showing that you are willing to do anything to get the job is wrong. It is always recommended to stick to a balance, a golden mean.

Job interview: infographics

Interview mistakes are largely due to the inability to leave a good impression of yourself.

You should not try to win over the interviewer or potential boss personally (to make eyes, joke when inappropriate, be too wordy). You need to be able to hear what is being asked about, clearly identify the main message of the question, answer succinctly and specifically and, if asked, expand the answer in more detail. You should not immediately answer in detail and start a conversation from afar.

An example of a correct answer.

Interviewer: "How many people were under your leadership in this project?"

Applicant: "6 people".

An example of a wrong answer.

Interviewer: "How many people were under your leadership in this project?"

Applicant: "This project has employed people both in-state and out-of-state, and there were also several freelancers who changed frequently ..."

Often candidates come for an interview without first studying the company and its position in the market. This is also a common mistake. Candidates who are unable to demonstrate even knowledge of the market and the industry as a whole display blatant incompetence.

The employer is negatively impressed by overly outspoken candidates, as well as by inspiringly lying candidates. The ideal tactic is to be honest, not to lie, but to understate a little in some detail. For example, do not indicate the real motives for leaving the company if the real reason was a serious personal conflict with the management, regardless of whether you were right in this situation or not. Conflict is not the best characteristic of an employee. You should not lie in response to a direct question, but you also should not focus on slippery moments. It's better not to lie at all during the interview. When you don’t know something, we can say that you don’t remember exactly, but you can assume and speculate a little on this topic, if they allow you. This behavior will give the impression of an honest person who does not give up and is ready to look for options.

Video: common mistakes of job seekers

How to prepare for a job interview in English or another language

Preparation for an interview in a foreign language essentially has few differences. Of course, a lot depends on how fluent you are in the language. Confidence in your language skills will make the interview process much easier for you. To refresh them, you can watch videos on Youtube with typical questions and answers. Don't memorize ready-made answers. Recruiters are suspicious of candidates who respond very smoothly, with a well-delivered voice and extremely logical and verified text. This answer contains all the indicators of memorization and over-preparedness for the interview. You need to be confident and positive, but come across as natural. It is necessary to be natural, not to portray and seem.

Video: How to Prepare for an English Interview if Your English is Imperfect

What methods of evaluating candidates exist

The assessment of the candidate begins even before the first call of the interviewer. This is a review of a resume and a cover letter, which show the skills of working with text, the ability to structure information and submit it in writing, the level of Russian or foreign language, the adequacy of salary requests, and self-presentation skills. The next stage is the assessment of the candidate by telephone conversation. It is performed based on the tone and timbre of the applicant's voice, as well as taking into account the content of the answers to the questions. Of course, the so-called human factor also plays a significant role here, so the first fleeting impression made even by a phone call can ruin the situation for the candidate. That is why it makes sense to talk to a recruiter on the phone only when you are really ready for it, that is, you are not busy with anything, extraneous sounds or involuntary witnesses do not bother you, your voice is calm, you can give thoughtful answers. If you do not feel mentally prepared for a telephone conversation, it is better to drop the call or ask to call back at another time.

It is very difficult to make an objective assessment of a person, therefore, there is no uniquely recommended universal test or method for performing such an assessment. In fact, tests and methods are only a tool for collecting data about a person according to a certain system. The main role in performing analysis and conclusions belongs to a recruiter or other specialist.

For a fair assessment of the applicant, you must remember the following recommendations:

  • it is worth evaluating not so much the psychological and other qualities of a person as his behavior and specific results of activity;
  • not only the results should be taken into account, but also the conditions in which they were obtained;
  • the results of formal tests can be correctly assessed only by an experienced recruiter with rich professional and life experience, who is a psychologically and socially mature personality.

The methods used for the assessment include:

  • peer review method, when an expert from the industry, in the presence of an hr-manager, communicates with a candidate in narrow professional or behavioral areas;
  • professional testing to determine the qualification level of a candidate or to identify, for example, creativity;
  • solving cases and situational tasks;
  • filling out personality questionnaires;
  • verification of the recommendations submitted by the candidate.

In practice, recruiters most often use a combination of these methods, as each has both advantages and disadvantages. For example, a completed personality questionnaire may provide comprehensive information on a candidate, but the information may be implausible because a quick-witted candidate will calculate socially acceptable answers. Another option is that the personality questionnaire will show the candidate's sincere desire for a certain activity, but his professional experience and skills may not correspond to his desires at the moment.

Recruiting Methods

The assessment of a potential employee can be carried out in different directions

There are also non-standard assessment methods based on role models of behavior, for example, a film test. Its essence lies in the fact that a person is asked about his favorite films or offered to evaluate situations from well-known films. An experienced researcher will draw conclusions about the person himself, depending on what intentions and behavioral possibilities a person will ascribe to certain heroes.

What is a candidate scorecard

For each position, there is a set of essential requirements for the personal and professional skills of the candidate. They are put on a separate sheet, in which the assessing specialist places points or comments on the compliance of the applicant with the required level. When each of those present at the interview has such a sheet, all these questionnaires are taken into account in the final analysis. This approach allows you to evaluate the same quality from different angles.

Tip for Job Seekers: Never try to look over the recruiter's shoulder to find out what he writes on the score sheet. Instead, make it a rule to take notes during the interview as well. So you will make a positive impression on the employer, form the image of a person who is collected, rational and interested in analyzing the results of the meeting.

A case from the practice of an IT recruiter familiar to the author. During interviews, one of the candidates of a technical specialty never hesitated to ask again unfamiliar terms or new technologies for him and always wrote everything down in a notebook. In his free time, this person additionally studied information on the identified updates. So he learned what was relevant in the market, what employers needed, and every next interview, even if it did not end with a job offer, in any case made him more prepared. You can, of course, rely on your memory and not write anything down, but in this case one of the employers really liked this person's approach to self-education and his focus on self-development. The life values ​​of the applicant coincided with the corporate values ​​of a particular company, and our specialist received a job offer.

The scorecard can also act as a mandatory reporting form when conducting an interview by a hired recruiting agency.

How to draw up your interview results

Interview results are most often presented in the form of a scorecard. The more participants from the employer's side take part in the meeting, the more voluminous the “portrait” of the candidate will appear. The most important are the assessments received from the potential manager of the applicant, as well as from the leading expert in this specialty.

Photo gallery: an example of filling out a scorecard

Example Scorecard, page 1
First, basic information about the candidate is presented
Example Scorecard, page 2
The personal qualities of a candidate can be assessed on various scales.
Example Scorecard, page 3
The assessment of the level of knowledge and skills of the candidate will vary in different fields of activity
Example Scorecard, page 4
The assessment of the candidate's experience is carried out depending on the specific requirements
Example Scorecard, page 5
Final entry in the evaluation sheet - recommendations for the candidate

Job interview protocol

The interview transcript is a standard document and should include a short summary of the candidate's assessment, conclusions about the strengths and risks that the interviewer found in it. Each company has the right to develop its own form of protocol.

Sample interview form

Each company has the right to create its own standard protocol template.

Of course, going through a job interview is stressful for the job seeker. However, you can try to minimize the emotional stress during the meeting by paying sufficient attention to the preparatory process. Inner calmness and self-confidence will help the candidate maintain the correct mood during the interview and make a good impression on the potential employer.

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