most common type of interview, facing the majority of applicants called qualifying (structured) interview .Usually it consists of a series of standard questions, allowing for a short time to get acquainted with the professional and personal qualities of the candidate, verify the information in the summary.
also such an interview may include questions creative , which are commonly used to assess the creativity and individual qualities of character.Sometimes the purpose of such questions - the applicant to withdraw a frank conversation, which standard questions will not do.
to narrower subspecies of the interview can be attributed biographical interviews (emphasis on biography and life experience of the candidate) and attestation interview (including strictly professional issues to assess the level of qualification of the expert).
This technique interview tested by time and experience, but have information that is hard to get, just by asking questions .In addition, the most common interview questions are well known to most people in search of work, so that recruiters often do not correspond to the truth, but the fact that (according to the applicants), they want to hear.Therefore HR'y use other types of interviews that allow the candidate gently pull out the right information.
One of these types of interviews - is case interview (situational interview) .Interviewer candidate describes the problem situation, the task of the applicant - to tell how he would have acted in this situation to solve.Case interviews help to learn more about personal qualities of character.It often happens that the candidate signs the summary of his resourcefulness and ability to handle stress, and situational interview "fails."But
case interview is not as hard as it may seem at first glance: you do not press and give time for reflection.There are much more stringent forms of interviews designed to catch you off guard.These include stress interview , during which the recruiter has the candidate of psychological pressure on asking provocative questions, using accusatory tone, and so on. N. The challenge of this type of interview - check the candidate stress tolerance.
Some applicants take the stress interview at face value and withdraw, losing a good place.Therefore, if the recruiter pressure on you, do not hurry to say goodbye and go : perhaps this is part of the test.
cheerleaders need in the event that all interview takes place in an atmosphere of psychological pressure : Recruiters are usually combined stress interviews and traditional interview, because of the stress of the interview will not get all the necessary information about a candidate.
also should alert the use of this type of interview in the interview for the post for which the ability to handle stress is not one of the main requirements.In general, look closely to recruiter , to understand who he is: a lover of new techniques in the field of recruitment, or simply an inadequate person.
Do not be surprised if you are offered an interview to present himself as a hero tales: the so-called projective interviews .It is something like a case interview, but the difference is that situational interview you suggest to simulate the real situation, and you have the chance to guess what it is you want from.A projective interview you will unknowingly carry the hero of his own experience and knowledge, so the interviewer better chance of getting accurate information from you.But this kind of interview requires the recruiter great professionalism, otherwise it just will not be able to interpret the results.
With a large number of candidates for one position group used kinds of interviews .Usually they are the business game: a group of candidates given the task, and in the course of its implementation is observed, both in group work manifest certain qualities and skills.
should also mention these types of interviews as the telephone interview and online interviews.The peculiarity of the fact that communication with the recruiter does not take place in person and over the phone or via Skype.This interview can be a standard, and so situational. N. (Except the stress interview in this communication is difficult to expose).With the passage of these types of interviews should take into account peculiarities of mediated communication with the employer .
There are other kinds of interviews, which are allocated according to different criteria. short list them :
- On target: a preliminary (sift) and selective interview .The first is used to narrow the pool of candidates, the second - to choose a single, suitable for the position.
- The structure: hard (structured, formalized) and free (non-formalized) .The first is carried out at a pre-arranged plan, the second is more like polite conversation.Typically, for a better result, these types of interviews are combined.
Some companies practice serial interview , in which the candidate consistently communicates with different representatives of the company: personnel manager, head of the department, and so on. N.
As you can see, there is a species of the interview very much, and do not worry,Faced with one of them : Assemble yourselves, and you will certainly succeed!