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面试技巧及各情况应答方法（Interviewskillsandresponsemethods）Interviewskillsandresponses:.Txtyesterdaywasaninvalidcheck;tomorrowisanoutstandingpromissorynote;onlytodayiscash,youcancashitatanytime.Peoplealwayslovetodeceiveourselves,becauseitmoreeasilythantodeceiveothers.Question:aftertheinterviewforalongtimenonews,howtodo?A:Generallyspeakingaweekaftertheinterviewdidnotreplyisverynormal,becausetherecruitmentofcandidateschosenrequirescertaintime,otherrecruitersmayalsowanttotravel,orhaveotherthingswillstart.Ifthereisstillnoreplyaftertendays,youcansendalettertotheinterviewerwhointerviewedbyrecruitmentcompanytoaskaboutthesituation.Oneistoremindtherecruiterthatheisinterestedinthecompany;two,whentheinterviewerisunabletomakeajudgment,yourlettermayincreaseyourchancesofbeingselected.Telephonecallsarenotrecommendedhere.First,callsmayinterferewithotherpeople'swork;two,iftherecruitersfeeluncomfortable,theanswermaybeembarrassed;three,theywillappeartooanxious.Q:whatdoyoudoaftertheinterview?Answer:afterthefirstinterview,ifyouareinterestedinthiscompany,andhaveagreatgraspofyourselfintothesecondroundofinterview,thenyoushouldactivelyprepareforthesecondroundofinterview.Thepreparationincludes:understandingoftheoverallframeworkandoperatingstatusof thecompany,understandingofthescopeofresponsibilityandabilityrequirementsofthepositiontobeapplied.Usually,thefirstroundofinterviewismainlypresidedoverbythehumanresourcesmanagementdepartment,mainlyinspectstheapplicant'spersonalbasicquality,educationbackgroundandpersonality,temperamentandtheoverallsituationandthejobmatchingdegree.Andthesecondroundofinterviewsaremainlyconcentratedinspecificpositions,usuallypresidedoverbythesupervisor,mainlyinspectsthecandidatesandpositionsrelatedtotheactualworkability,professionallevelandpracticalexperience.Ifyoufeelthatyoustilllacksomepracticalexperience,ifnecessary,youcanknowabouttherelevantindustrybackgroundandpeoplewithworkexperience.Itisnoteworthythatthebestpossiblequestionsfortheinterviewertomakeaplan.Ifyouareapplyingforasalesposition,firstorganizeyoursalesorrelatedexperienceinyourinternship,includingperformance,sothatitcanreflectyourabilityinaconcentratedandclearway.Q:ifthefirstinterviewfailstoplaywell,butyoureallywanttogetthischance,canyoustandforanotherchance?Answer:Generallyspeaking,thefirstroundofinterviewintervieweristolookattheoverallquality,includingimage,educationbackground,communicationskillsandrelatedpracticalexperience,etc..Thereareseveralreasonsforthepoorinterview,suchastheabilitytowithstandpressure,lackofresilience,orunfamiliarwiththenatureofthework.Theinterviewerisgoldeneyes,whichtheywillconsider.Therefore, ifyoufeelthatyouarenotgood,youcanmentionintheletterofthankstotherecruitmentcompany,toexplainthereasonsfortheirpoorperformance,issick,orbywhatotherinterference?.Butdon'thavetowriteagreatdealaboutsuchdeepened,othersplaypoorlyimpressionofyourinterview.Successfulinterviewhastheappropriatetimelimit,talkaboutshort,nolonger,longertime,onlycorrespondingtestpeopleunfavorable.Interviewisnotachat,notheme,nogoal.Theinterviewisnotanegotiation,bothsideshavetheirownconditionsmusttakethetimetojabber.Inasense,aninterviewisacommunicationbetweenstrangers.Ofcourse,noonespecifiedthespecifictimelimitfortheinterview,thelengthofconversationtimedependsonthecontentoftheinterview,generallyshouldbeinhalfanhourto45minutesorso.So,howcanwegraspthetimelydeparturetime?Generallyspeaking,youshouldtaketheinitiativetoleaveaftertheclimaxtopicorafterthemainperson'ssuggestion.Aftertheexamineehasintroducedhimself,themaintestpersonwillputforwardthequestioncorrespondingly,thenturntotalkaboutthework.Theprincipalwillfirstintroducethenature,contentandresponsibilitiesofthejob,andthenletthecandidatestalkabouttheirfutureworkplansandideas.Thereafter,thetalksandwelfareissueswerediscussed.Thesearehightidetopics,aftertalkingaboutit,Youshouldtaketheinitiativetosaygoodbye,donotblindly delaythetime.Theinterviewerthoughtthatwhentheinterviewwasfinished,thefollowingwordswereoftensaid:"Imgratefulforyourconcernaboutthejobatourcompany."(Iappreciateyourattentiontoourcompany'swork.)"Thankyouforyourconcernaboutourrecruitment,Weshallinformyouassoonaswehavemadeourdecision."(thankyouforyourattentiontotherecruitmentofourwork.).We'llletyouknowassoonaswemakeadecision"Wehaveknownsomethingaboutyou.Youknow,wehavetointerviewseveralapplicantsbeforewemakeourfinaldecision."(yoursituationwehaveunderstood.Youknow,wehavetointerviewseveralapplicantsbeforewemakeafinaldecisionAfterlisteningtosuchhints,theexamineeshouldstandup,smile,shakehandswiththeinterviewer,thankhim,andpolitelywithdrawfromtheinterviewroom.ThetimelydeparturealsoincludesnotbeforeIendtheconversationshowedrestless,anxioustoleave,oranotherdateofappearance,wanttoleaveprematurelywillmaketheinterviewerthinkyouarenotsincereornotpatientofficercandidates.1.Personalinterview Personalinterviewisalsocalledindividualinterview.Interviewswithexaminersandinterviewersarethemostcommonformofinterview.Therearetwoseparateinterviews,oneisthatonlyoneexaminerisresponsibleforthewholeinterviewprocess.Thisinterviewismostlyemployedinsmallerunitsemployinglowerpositions.Twoisattendedbyanumberofexaminersthroughouttheinterviewprocess,buteachtimeonlywithacandidatetotalk.Mostofthecivilserviceselectioninterviewsareinthisform.Personalinterviewhastheadvantageofprovidingaface-to-faceopportunitytocommunicatemoredeeplybetweentheinterviewerandtheinterviewer.Onceinterviewedindividually,youcantakepartingroupinterviews.Throughgroupinterviewandgroupdiscussion,thecandidateswhocanparticipateinthefinalinterviewcanbescreenedout.Finally,therewillbeanotherpersonalinterviewintheinterview.Atthistimetheremaybefiveorsixexaminers,theremaybemoreexaminerssittinginfrontofyou,anyofthemmaypresentavarietyofproblemstotheinterviewer,lettheinterviewertoansweryoursituationasatargetforall"".Aninterviewwithaperson,facingsuchasceneandtheatmosphere,theheartmaybelikehanginginthethroat,mustbepsychologicallypreparedinadvance.However,nomatterwhatkindofsituation,personalinterviewseeksistodigouttherealconnotation,candidatesthroughconversation,mutualunderstanding,toremembertheirpurpose istolettheotherpartytoacceptyourself,thisisthecandidateanswerstartingpointandtherootsoftheproblem.2.CollectiveinterviewCollectiveinterviewismainlyusedtotesttheinterpersonalcommunicationabilityoftheexaminee,insightandgrasptheenvironmentability,organizationandleadershipability.Inthecollectiveinterview,thecandidatesareusuallyaskedtodogroupdiscussions,collaboratewitheachothertosolveaproblem,orletthecandidatestaketurnstopresideoverthemeeting,speechandsoon.Leaderlessgroupdiscussionisthemostcommonmethodofgroupinterview.Theexaminersatinacertaindistancefromthecandidates,nottoparticipateinthediscussionorquestions,throughobservingandlisteningtoscoresofcandidates,thecandidatesexaminergivenfreediscussiontopicsfordiscussioninthistopicgenerallyfromtheaspiringpostofficeneeds,orisahotissueinreallife,hasverystrongthespecialposition,realisticscenariosandtypicalityandoperability.3.Interviewandinterviewdisposablestages1)onetimeinterviewOnetimeinterviewreferstotheinterviewofemployerscorrespondingtothetest.Inaone-timeinterview,theinterviewer'slineupisgenerallyrelativelystrong,usuallybytheemployer,personneldepartment,businessdepartment headsandpersonnelevaluationexperts.Inaninterview,Whetherthecandidatecanpasstheintervieworevenbehired,dependsontheperformanceofthisinterview.Inthefaceofsuchinterviews,candidatesmustconcentratetheirefforts,preparecarefully,andgoallout.2)stagedinterviewStagedinterviewcanbedividedintotwotypes:"sequentialinterview"and"step-by-stepinterview".Ordinalinterviewisgenerallydividedintothreesteps:preliminaryexamination,reexaminationandcomprehensiveevaluation.Thepreliminaryexaminationisgenerallypresidedoverbythepersonneldepartmentoftheemployingunits,andtheunqualifiedoneswillbeeliminated.Thefirsttestqualifiedpersonentersthesecondexamination.Retestisgenerallypresidedoverbythecompetentdepartmentofpersonnel,inordertoexaminetheexaminee'sprofessionalknowledgeandbusinessskillsbased,measuringthecandidatesforthepostisappropriate.Attheendofthereexamination,thepersonneldepartmentandtheemployingdepartmentshouldcomprehensivelyevaluatetheresultsofeachcandidate,anddeterminethefinalqualifiedperson.Stepbysteptheinterviewisgenerallybytheleader,directoroftheemployer(section)andgeneralstaffinterviewteam,teammembersinaccordancewiththelevelfromlowtohighorder,inordertointerviewthecandidates.Thecontentoftheinterviewaccordingtothelevelofeachemphasis,thelower levelisgenerallytoexamineprofessionalandbusinessknowledgebased,themiddletotestabilitybased,high-levelimplementationofcomprehensiveinspectionandfinalchecks.Itismoreandmorestricttoimplementeliminationandscreeningbylayerbylayer.Candidatesshouldbeawareoftherequirementsofeachinterview,andstrivetoleaveagoodimpressionateachlevel.Inthelowlevelinterview,shouldnotbeunderestimated,careless,inthefaceofhighlevelinterview,alsodonothaveexcessivetension.4.Regularinterviewandsituationalinterview1)regularinterviewTheso-calledregularinterview,isthatweseedailyexaminersandcandidatesfacetofaceintheformofquestionsandanswersbasedinterviews.Underthiskindofinterviewcondition,theexaminerisintheactiveposition,theexamineegenerallyisthepassiveresponseposture.Accordingtotheexaminee'sanswertothequestionsandtheexaminee'sinstrumentdeportment,bodylanguage,emotionalresponseduringtheinterviewprocess,theexaminermakesanevaluationoftheoverallqualityofthecandidates.Theexaminerasksquestions,theexamineeanswersaccordingtotheexaminer'squestions,soastoshowhiscomprehensivequality.2)situationalinterviewSituationalinterviewisanewtrendinthedevelopmentofinterviewforms.Intheinterviewscene,breakingthroughtheconventionalinterviewthatexaminersandexamineesaquestion andanswermode,introducedtheleaderlessgroupdiscussion,documentprocessing,role-playing,speech,defense,caseanalysisandscenariosimulationmethodinpersonnelselection.Inthisinterview,theinterviewmethodflexible,interviewsimulation,realisticstrongcandidatetalentcanbemorefullyandmorecomprehensiveshow,theexaminerexamineequalitycanmaketheevaluationmorecomprehensive,morein-depth,moreaccurate.Inthesituationalinterview,thecandidateshouldbeaharmonioussceneintoliberalanddignified,restlessandanxious,removalofpsychology,theonlywaytoplaythebesteffect.5.Otherformsofinterview1)tableinterviewTableinterview,thatis,candidatesinconjunctionwiththedepartmentheadsofvariousdepartmentstoeattogether,duringthedinnerandthecandidateseatwhiletalking.Tableinterviewisusuallyusedtoevaluateseniororimportantstaff.Thisinterviewiseasytocreateanatmosphereofaffinity,letthecandidatestoreducethepsychologicalpressure,soastoreflectthequalityofthecandidates;butalsoinspecificcircumstances,therealsituationofcomprehensiveexaminationcandidatesofthesocialculture,localcustomsandpractices,tablemanners,publicrelationsstrategy,theabilitytospotstrain.Becarefulnottoorderthecheapestdishesorthemostexpensivedishesatthedinnertableinterview.Themostexpensivedishiseasytomakepeopleunderestimateyourvalue; themostexpensiveLevin,butalsoeasytomakepeoplefeeldisgusted,youarenotverycarefulinreckoningforthecompany,mustnotonlythinkisinorderonly,likeintherealorder,istoexaminethe.2)conferenceinterviewConferenceinterviewistolettheapplicantattendthemeeting,discussthetopicofthemeeting,determinetheprogram,anddrawtheconclusion.Thisinterviewisusuallyanalyzedanddealtwithinaspecificcase,Fromthis,wecanintuitively,concretelyandtrulyreflectthelevelandabilityofpracticalknowledge.Meetinginterviewmainlyexaminestheapplicant'sabilitytoanalyzeandsolveproblems,fromwhichyoucanexaminethelevelofknowledge,vision,analysis,judgment,applicationdecisionsandotherqualities.3)questionnaireinterviewQuestionnaireinterviewistousethequestionnaireform,listthequestionstobetested,theexamineraccordingtotheinterviewer'sperformanceintheinterviewtoevaluateitscharacteristics,andquantifyit.Itisacommonmethodintheinterview,itsadvantageliesincombiningqualitativeevaluationwithquantitativeevaluation,andithastheoperabilityandaccuracy,avoidingthedefectsandshortcomingsofsubjectiveevaluationbyfeelingandfuzzy.4)guidedinterview Guidedbythemaininterview,theexaminerconsultsomeadvicetojobseekers,demandorgetsomemoreaffirmativeanswer.Suchquestionsassalary,welfare,treatmentandworkarrangementshouldbeinterviewedwithsuchmethods.Guidedinterviewischaracterizedby"specific"answerstothe"specific"questions,mainlythroughthelevelofjobapplicantstoanswerquestionstotesttheirreactionability,intelligencelevelandcomprehensivequality.5)nonguidedinterviewContrarytoaguidedinterview,anonguidedinterview.Inthenonguidedinterview,theexaminer'squestionsareopen,richinconnotation,involvingawiderange.Aftertheinterviewerquestions,theapplicantcangivefullplay,trytospeaktheiropinions,opinionsorcomments.Ithasno"specific"answer,andno"specific"answer.Comparedwiththeguidedinterview,thenonguidedinterviewcanhelptheapplicanttospeakfreely,soitcanobtainmoreabundantinformation,andisconducivetomakemoreobjectiveevaluation.6.SpecialinterviewformSometimes,theexamineralsoaccordingtothespecificcircumstancesandactualneeds,takesomewonderfulanduniqueformofinterview.1)aninterviewwithamealOnoneoccasion,theinterviewerheldabanquetinterview,and askedtheapplicanttoeatadumpling.Afterthat,themainsubjectsareaskedtheapplicanthowmanytoeatdumplings,somedidnotcounted,ignorant,othersarecountedandtheirindividualBoileddumplings,notonlyeattheirownnumber,evennexttopeoplehowmuchtoeatareclear.Thisisanunconsciousactivitytounderstandtheapplicant'sobservationandcarefulness,suchasaccounting,insuranceandotherwork,thisisanimportantquality.Youcanseethatmoreattentionwillgiveyoumoreopportunities.Once,amainsubjectstreatcandidatesDunganbabadifficulttoswallowfood,theexperimentertoldthemtoeatslowly,eataftertothenextmeetingroom.Infact,thisisa"mealspeedtest"".Soon,thepersonwhofinishedthemealbecamethewinneroftheinterview.However,interestingly,theinterviewrankings,andafterenteringthecompanyisproportionaltotheresults.Fastfoodalsoshowsgoodhealth.Indeed,theworkerswhohavebeenscreenedoutbythismethodarealmostneversickoraskedforleave.Visible,sometimesso-listen,keepyourownindividuality.2)thechildisfatherofthemanoftheinterviewAsthesayinggoes,thedewissmall,butitcanreflectthelightofthesun.Lookattheworldwithagrainofsand,talkabouthumanfeelingswithseveralpetals.Asmallthingintheinterview,seeminglyordinary,fromunintentionally,butoftencanreflectaperson'sinnerquality,andbythemaintestpeoplecaptureandappreciate.IntheUnitedStates,therewasaninterviewexample:after graduatingfromcollege,Fordwenttoacarcompanyforajob.Atthesametime,thethreeorfourcandidatesarehigherthanhisdegree,whentheinterviewbeforeseveralpeople,Fordfeltthatthereisnohope.ButTakethingsastheycome.Heknockedintothechairman'soffice,andwhenheenteredtheoffice,hefoundapieceofpaperontheground.Hestoopedtopickitupandfounditwasapieceofpaper,andhethrewitintothewastebasket.Thenhewenttothechairman'sdeskandsaid,"I'mheretoapplyforFord."."Thechairmansaid,"verywell,verywell,Mr.Ford.You'vebeenhiredbyus."."Fordsurprisedtosay:"thechairman,Ithinkthefrontseveralpeoplearebetterthanme.",Howdidyougetmyjob?"Thechairmansaid:"Mr.Ford,thefirstthreedegreehigherthanyoudo,buttheireyesandnobleanddignified,onlytoseetheevent,don'tseethings.Youreyescanseesmallthings.Ithinkpeoplewhocanseesmallthingswillseegreatthingsinthefuture.Apersonwhocanonlyseegreatevents,hewillignoremanysmallthings,hewillnotsucceed.So,Ihiredyou."Later,asexpected,FordbecamethefounderoftheFordMotorCo.3)spyinterviewThevigilanceagainst"beinginterviewedatanytime"mustnotbeignored.Intheinterview,thestaffintheloungeusuallyhavecompanystaffcominginandout.Inthiscase,theinterviewee,thoughspeakingbetweenclassmatesorcolleagues,shouldalsopayattentiontothecontentandattitudeoftheconversation,becausealittleattentioninthechatwillrevealthetruthwhichisnotwillingtospeakintheinterview. AJapanesemultinationalenterprisesintheinterviewroom,deliberatelyarrangesomestaffinpretendunintentionalcircumstances,andoutofthelounge,inordertounderstandthecandidatesareexposedineachother'sconversationintention,todecidewhethertohireandcollectmaterials,somenewemployeeswillbedressedinuniforms,doreceptionworkinthelounge,theythecompanywillbeinaccordancewiththeinstructionsoftheapplicantandactivelytalktosnoopandcollecttherequiredinformation,candidatesunderstandtheintention.Smartcandidatescanusethis"spy"formofinterview.Intherestoftheindoorconversation,suchasthecompany'sstaffpresent,jobseekersmaywishtoshowsuchas"thiscompanyisreallymyfirstchoice","nomatterhowdifficult,Imustenterthecompany"andsoontheideathatbecausethecompany'spersonneldepartment,theexaminationofthejobseekerscanexposetheirtruethoughtsintherestroom,chatinthechatinthelounge,decent,catertotheexaminerpsychology,tohire.So,intheloungechat,alsomusthave"interviewconsciousness"".Whenitcomestosubstantiveproblems,evenininformalinterviewssuchasthelounge,becareful,trytoexpressyourfavorableviews,andincreaseyoursuccessrateininterviews.4)earlyarrivalinterviewAsthesayinggoes,manoftenspringsearly,andtheearlybird catchesworms.Theinterviewtimetocatchearly,becausenotonlyreadytoparticipateintheexamination,theexaminerwillleaveandattention,cherishthegoodimageoftheposition,diligentandresponsible,givetheexamineratrustworthyandreliablefeeling.NecCorp,throughthecollectionofworkearlyorlateworkactualtestandlong-termdata,concludethattheworkofsleepy,belongincoming,inahurry,suchpeopledonotworkpoorly,whatadecentjob;andearlypeoplehaveenoughtimetoleave,inthoughtthereisalsosufficientpreparation,itmightdowell.Onecompanysentanoticetotheapplicant,whichstipulatesthatthecompanyshouldbetestedonacertaindayormonth.Onthatday,theexaminerarrivedatthetestsitehalfanhouraheadofschedule,andsentanoticeof"preliminaryemployment"totheapplicantswhohadalreadyarrived.Thenoticereads:ourcompanyonlyemployspeoplearrivingaheadoftime.Thosewhofollowtheprescribedtime,ofcourse,getnothing.Earlyarrivalreflectstheexaminee'sattentiontothismatter.5)interviewwithacoatOncetherewasabig,bigcompanythatadvertisedtherecruiter.Theadvertisementsaysthattheapplicantmustwearacoat.Manypeoplefindthisalittleodd,butwhentheyhearit,theyweartheircoatsandgototheinterview.Thepersonwhoappliedforthejobwasintroducedintoaspecialoffice.Therewasonlyonedeskandachairintheoffice,andtheexamineratthetop ofthechairhadnothingelseintheoffice.Theexaminerhaspolitelysaid:"pleaseputthecoatonthecoatrack,please!"andthencontinuetodohisthing,heseemstohavealottobeonthetableofthefile.Thecandidatesappearedinthefollowingsituations:Thefirstkindofperson,standingasideregularly,Waitingpatientlyandpatientlyfortheexaminertofinishthejob.Secondkindsofpeople,verypolitelytotheexaminersaid:"sorry,sir,youmayneglect,therearenocoatrackandchairs."Thirdkindsofpeople,thefirsttosay"yes!",thenfourforcoatrackandfoundnochairs,whenthesetwothings,thenalosstostandaside,feeluncomfortable,getsomesoundfromtimetotime.Thefourthkindofpersonbravelyspokeout:"that'swhatthewordssay,butthere'snohatrack,nochair."Fifthkindsofpeople,outoftheoffice,lookingfor,andfinallyfindachair.Thecompanychosefourtypesofpeopleaccordingtotheirdifferentperformances:First,thirdkindsofpeople-thispersonhasadaptability,donotdoamazingstatements,leadershipispoor,onlysuitable forcalculation,managementandothermechanicalwork.Secondkindsofpeople--responseformandpeoplearenotthesame,althoughheclearlypointedoutthatunreasonablerequest,buthealsoconsidereachother"boss"positiontodealwiththeproblem,goodsense,heisapioneerofleadershiptalent.Fourthkindsofpeople-suitableforsalesmanandsalesman,hehasapositivemarketingability,toughpersonality,thecouragetochallengethetarget.Fifthkindsofpeople-thiskindofpersonreactionisveryspecial,hiswordsanddeedsareintheforefrontofthetimes,suitableforpublicrelationsplanningwork.Becauseheisgoodatthinking,changingthestatusquo,butoftenmorethanothers.Originally,thecompanyaskedcandidatestowearcoatstotesttheirinterviewpsychology.6)theinterviewmustbesaidInordertodevelopbusiness,apublishingcompanyispreparingtorecruitabatchofeditors.Likeothercompanies,theirrecruitmentnoticessay:"onemonthorso,awrittentest,aninterview.".Theformofpreliminarytestistobedetermined.Soon,manypeoplegotacallfromthepublishingcompany,andthecandidatesunderstoodthatthiswasthefirstattempttomakeaphonecall.Thereisnothingspecialaboutthepreliminarytest,thequestionissimpleandeasytoanswer, andeveryonecanhandleitwell.Somecandidates,outofpolitenessanddesireforwork,alwayssay,"Ihopetoseeyouagain."."Whoknows,thissentencehasbecomethestandardthatcanbeemployedasaneditor,thatistosay,thepersonwhosaidthiswillbehired,notsay,willbeeliminated
