What are the types of interviews?

What are the types of interviews?

The best way to learn your future employee, his professional skills, personal qualities, attitude to work, to the team and to labor property is an interview. And also on the interview and employee can clarify the amount of remuneration, the possibility of career growth, the nature of the work.

The interview helps both parties to adopt a weighted and correct decision for further joint cooperation. Consider in more detail what kinds of interviews exist.

Main formats

In order not to make a mistake in the choice of a new member of the labor collective, first of all it is necessary to determine which type of interview is best suited for the task. Existing types of interviews for certain criteria can be divided into several subgroups.

By content they may be several varieties.

  • Biographical. This type of interview is most often used to interview when receiving. It implies questions about the identity of the newcomer: about educational institutions where he received professional skills, about his experience (and for the intended position) and the previous job. You can learn about the reasons for dismissal from the past place of work, marital status, the features of the character that are necessary for further work.
  • Situational. This interview contains a set of specific tasks that help the employer to determine the level of professionalism, stress resistance, the presence of certain character traits and psychological features of the applicant.

The form of the interview is the following:

  • Individual+
  • Group.

On the organization, you can select the following varieties of interviews:

  • in one stage+
  • in several stages.

Consider the main types of interviews.

Stressful

For some specialties, it is necessary to determine the level of stress resistance of candidates. therefore Use interviews with questions that hide the senses of man, his family values ​​and professional skills, or include tasks requiring increased attention and concentration, But the fulfillment of which distracts a variety of distracting factors: noise, temperature excesses, presence of outsiders, other applicants, unusual setting.

Such a specific type of interview is necessary when admission to the work of people of certain specialties, Whose labor sphere is associated with risk, with everyday communication with a large number of people, with everyday stressful situations at work. It is often used in full-time interviews on vacancies of banking workers, tax, insurance, various departments for working with clients, the sphere of journalism and television, trade and psychology.

Such an interview, in contrast to the biographical interview, helps to identify the real psychological qualities of a person, his professionalism and the ability to be calm, polite and tactful in a difficult situation.

Situational

This interview is applied when testing a applicant without experience or when admission to a senior position, or to a position requiring large communication skills. During the interview, the employer In the form of a business game gives the applicant certain tasks that allow you to reveal the level of knowledge, professional experience, smelting, level of thinking, creativity and response to the situation. And using this method, you can estimate the personal qualities of the applicant, suitable or not the charter and the internal values ​​of the company.

As simulated situations, the way out of which should find the applicant, use or real problems of this enterprise, or fictional, but possible according to the specifics of this enterprise.

Structured

When carrying out such an interview, it is understood that All questions interviews are clearly divided by specific topics, there is a certain structure. Most often before full-time interviews used Method of filling out an account Large amounts of applicants, and all identical questions are identical and designed so that they require an open and detailed response.

Based on this questionnaire, the selection of suitable candidates and their subsequent full-time interview. Further, the questions in the interviews are also defined not by the rules, but according to the planned plan, where all questions are divided into groups. Each group of issues helps to disclose certain properties of the challenger’s character, its professional skills, moral qualities, the ability to cope with the stressful situation.

For competence

Competence is a set of personality and professional qualities of the person necessary to fulfill labor duties on a specific position. With such an interview employertakes into account the experience of the applicant at the previous job place and evaluates his behavior and labor skills on the basis of real past situations. A person ask such questions to get answers in a detailed form about the last positive experience of work, about various critical situations and the way out of them.

Preference is designed Check-list with a set of necessary competencies for this position, and on the basis of these requirements are drawn up questions for interviews. The results of such an interview is desirable to immediately fix in specially compiled forms with a prescribed score system, where each competence is estimated from several positions.

For example, such a skill as communicative abilities can be estimated on the score of points from 1 to 5 by such parameters, as literacy, the ability to listen, the ability to convince, the experience of public speeches and the presentation of oneself as a specialist.

Projective

Another name is such an interview – Project. Its essence is that Applicant ask questions about people and situations that are not related to him personally, and on the basis of its estimated judgments, His chains of logical reasoning make a conclusion about the identity of the applicant for this position. Human thoughts as it were to give a projection to a description of other people, their thoughts and ways to exit life situations.

Technical

This species consists only of questions, concerning labor skills, professional experience and knowledge available in a specific area of ​​employment. Such an interview helps to appreciate real experience and professionalism, the level of preparation of future personnel.

Types

Group

Group interview is two species.

  • Interview with multiple applicants at the same time. It is carried out in the form of the competition, form groups from five to twenty people. With this method, the employer can introduce the features of the company, with a vacant place at once all applicants and learn how a person behaves in a non-standard situation, with unfamiliar people and the team. For this, each candidate is asked to talk about themselves, answer questions, to express themselves in some skills, skills, knowledge when solving the tasks. Tasks are collective (for a subgroup of several people) and individual.
  • Interview of one applicant conducts a group of specialists of this enterprise. Among them there may be a psychologist, a personnel department employee, a specialist from that department, where the subject wants to do. Most often this is done in order to determine the availability of the necessary employee of professional qualities and certain properties of the personality.

Usually used for professions with narrow-controlled activities, with the necessary set of personal and labor qualities.

Individual

This is an intersion of an employer one on one with the applicant. This interview passes in a calmer, relaxed setting, unless it acts as part of a stressful interview. With an individual interview, the applicant for the position easier to show itself in a more advantageous light, since the level of excitement and fear is lower than with the massacre of people. But you need to remember that The main role in the assessment of candidates is played by the subjective opinion of the head, his personal preferences.

  • In one stage. The decision to accept the work is made after one interview with a person with an employee of the recruitment department or with a direct supervisor. Most often it is a job that does not require special professional skills.
  • In several stages. With this method, the person expects an individual interview at once with several representatives of this company. Interviews are held in stages, sometimes a few days. Such a method allows you to cut out unsuitable candidates at the very beginning to continue to test the most experienced and most relevant future candidate posts, and on the basis of all interviews to choose the most worthy.

Methods of holding

Basic interviews and issues set by interviewed, make up the basis of each method of interview and allow them to divide them on systems.

  • British. Interviewer combines questions from biographical interviews and technical. It is important to find out what a person has family values, what kind of education he received, whether his own family has and which traditions exist in it, some data from the biography characterizing this person. This technique is suitable for those firms that are important not only to the level of technical preparedness of their specialists, but also the moral appearance of the company where there is a continuity of generations and has passed the large historical path of development.
  • Chinese. A written presentation of their biography is often applied, as well as a person should describe that he attracted him in a new job, what his main qualities and features that help in this work. Professional skills are evaluated in the form of the exam.
  • German. Preview recommendation letters from the previous place of work, as well as from teachers and masters, who have passed training. It is believed that the acquired experience and skills of this specialist are assessed.
  • American. The main focus is aimed at the study of the creative characteristics of a person, its creativity, stress resistance, the multifaceted perception and the ability to make the right decision. Most often, the interview is informal.

All types of interviews and interviews are rarely in its pure form, where only one method is present.

If the vacancy requires certain skills, experience or is a candidate for a senior position, then Typically, the interview is a mix from a variety of techniques and methods, a phased passage of interviews and solving business tasks. It is called assessment. Each company makes their assistance for a specific position, because they are designed to determine the competence suitable for this work available from the applicant.

What are the questions?

Accordingly, issues depend on the type, type and method of interviewing. But according to the generally accepted rules, they can be divided into several types.

  • Closed. When the answer to this question can be given alone, affirmatively or negative. An analysis of the response does not give an accurate representation of the psychological and moral qualities of a person, but shows his professional experience and knowledge. Examples: “Have you experienced public speeches?”,” How many people were in your division?”.
  • Open. Encourage the interlocutor to give a detailed answer, reflect, deeper to disclose ways to solve certain tasks. For example: “What a target audience is calculated by this product?”,” What solution to this problem you can offer?”.

Questions and tasks of interviews directly affect the stages of the human biography, the stages of becoming it as a specialist and its capabilities. It turns out that it can offer to improve the work of this enterprise and obtaining maximum benefits and profits.

More details about the types of interviews will tell the following video.

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