Interview - a meeting with a potential employer or his representative when applying for a job. The purpose of the interview is to get to know one's own eyes, to understand how the employer and the applicant are suitable for each other, and also to discuss the details of cooperation. At the interview, the employer asks questions regarding the education of the applicant, his experience, acquired skills and knowledge. Personal questions are also possible: goals, aspirations in life, what the applicant wants to achieve, what are his plans.
Large companies often conduct several levels of interviews: with a recruiter, with the security service, with a psychologist, with the head of the department, with senior management.
When hiring, candidates are often asked to take tests or similar tests. Tests are both psychological and professional. The Labor Code of the Russian Federation does not contain provisions on the testing procedure for hiring, but there is no ban on testing. An employee may refuse to take the test, but in this case, his chances of being hired are significantly reduced. [one]
Stress interviews are held for some positions [2] .
Content
Interview Structure
- Establishing contact. The task of the interviewer is to create a good impression of the company, to enable the applicant to relax.
- A short (5-20 min) conversation about the company.
- Direct interview: the candidate answers questions and performs a number of situational tasks.
- The candidate is given the opportunity to ask the interviewer questions that interest him.
- PR vacancies (the stage may be absent if the candidate is not interested in the company).
- Discussion of the algorithm for further interaction [3] .
Types of Interview
Situational interview
During a situational interview or case interview, the applicant is asked to tell how he will behave in the situation proposed by the interviewer. Depending on the goals, the proposed situations can be divided into several groups:
- Test specific skills. The applicant is invited, in particular, to voice the algorithm of actions; take part in a role-playing game, demonstrating the skills necessary to work in the desired position and appearing precisely during communication; complete a written or technical task.
- Testing stress resistance, flexibility, creativity.
- Checking the motivation and values of the applicant [4] .
Biographical
An analogue of the questionnaire touches upon such issues as work experience, education, hobbies, family circumstances, plans for the future
Competency Based Interview
Analysis and assessment of the professionalism and personal qualities of the applicant and their relevance to the position. It considers not only the result, but also the ways to achieve it. Such an interview makes it possible to identify and evaluate, in particular, such competencies as leadership, communication skills, initiative, result orientation, flexibility, teamwork, decision-making, etc. As a rule, an interview is conducted by a group of interviewers of two three people. The decision is made after discussion.
Free interview
Talk about yourself interview: it allows you to, among other things, evaluate your self-presentation skills. It can take a lot of time and requires good interviewer training.
Stress interview
This type of interview differs from the usual one in that the HR manager intentionally tries to create a conflict, provokes the candidate to see how he behaves when he is in a stressful situation. It is effective if for future work a high level of stress resistance is needed. During the interview, the applicant may be asked to quickly answer questions, ask provocative questions, etc. To conduct such an interview requires an experienced interviewer [5] .
Notes
- ↑ Testing for employment . Archived March 13, 2012.
- ↑ Stressful interview: under the breath with good goals
- ↑ Ivanova, Svetlana, 2011 .
- ↑ Svetlana Ivanova, 2013 .
- ↑ Baskina, Tatyana, 2014 .
Literature
- Tatyana Baskina. Successful recruitment techniques. - M .: Alpina Publisher , 2014 .-- 288 p. - ISBN 978-5-9614-4540-4 .
- Svetlana Ivanova . The art of recruiting: How to evaluate a person in an hour. - M .: “Alpina Publisher” , 2011. - 269 p. - ISBN 978-5-9614-1678-7 .
- Svetlana Ivanova. How to find your people. The art of recruiting and evaluating staff for the leader. - M .: Alpina Publisher, 2013 .-- 174 p. - ISBN 978-5-9614-2240-5 .