1. The meaning of the interview

Employers need to pay a high cost for the interview, in order to obtain information beyond the examination and written materials, through interpersonal communication, judge whether the applicant can work with the people. The right prospective employee should be able to communicate at the same level and have plenty of common ground.

2. What should interviewers do

2.1 The role of the interviewer

Employers should get more effective information in the shortest time through the interview and select the most suitable candidate. The interviewer should take the lead in the interview process.

During the interview, the interviewer actually faces more risks:

  • Hire the wrong person
  • Recruit less than people

Both of these are losses for the unit.

2.2 How to Ask a Good Question

A good question should be sufficiently differentiated to distinguish competence, thinking, and initiative from the candidate’s answers. Take Wu Jun’s question:

Give you a bunch of really, really messy numbers, how do you find the median.

You don’t have to expect the interviewer to answer all the difficult questions.

  • You can have a minute to think about it.
  • Need some hints;

If a candidate can take the initiative to seek hints, give good answers to the questions under the hints, and show sufficient thinking ability, such a person can be developed.

2.3 How to judge a Candidate

A competency-based employer does not place too much emphasis on a candidate’s “interview skills.” But if the candidate lacks basic preparation for the interview, such as dress, etiquette, greeting, and sloppy materials, then such a casual candidate will not be a final choice. This is common sense in any job search ABC book. Failing to do something that doesn’t cost much is considered lazy or, more objectively, “stupid.”

A prospective interviewer, at least, should understand the employer’s business, products, values. Not a blank sheet of paper.

3. What should the interviewer do

3.1 the attitude

The interviewer can be active in the interview, but it is necessary to grasp the scale and appropriately show a certain “passive” attitude.

3.2 Core Values

Lack of interviewing skills can be a disadvantage, but you’ll never get a job preference just because you’ve mastered interviewing skills. No unit of choose and employ persons needs professional “face bully, actor”. It’s your value and job fit that counts.

3.3 How to answer a question Well

An effective interview doesn’t ask meaningless questions. There is deep information behind every question. To answer a question well, first understand the question:

  • Think for a moment, why is the interviewer asking this question?
  • What is the concern?
  • What Angle are interviewers looking for?

There is no right or wrong answer, but there are good and bad answers.

It’s normal to have difficult questions. However, if you don’t understand the question and give a random answer, it shows a lack of in-depth thinking. In practice, rushing to a far-fetched solution before you know what the problem is is actually a dangerous way of doing things.

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