User:Saniya dugalova/Interview

Interview - a meeting with a potential employer or his representative when applying for a job. The purpose of the interview is to get acquainted with potential employees, to understand the attitude of employers and applicants to each other, as well as to discuss cooperation issues. Interview the employer asks a question on the topic: Work and earnings there is an answer can Also be separate questions: the applicant's goals, the desire for life, plans for the future.

In large companies often held several stages of interviews: recruiter, security personnel, psychologist, head of Department, senior executives. When hiring a candidate, testing or similar tests are often recommended. As applied tests can be psychological and professional form. In the Labor code of the Republic of Kazakhstan, there is no Provision on the method of testing when hiring, but testing is not prohibited. The applicant may refuse testing, but in such cases the employment opportunity is significantly reduced. In some cases, stressful conversations are held.

Interview structure
Establishment of relations. The interviewer's task is to give the applicant an opportunity to relax and leave a good impression about the company.

Brief information about the company (5 – 20 min).

During the direct interview, the candidate answers various questions and solves a number of situational questions

The candidate is given the opportunity to ask questions to the interviewer.

Discussion of vacancies of the company (this period may be absent if the applicant does not correspond to the company).

Discussion of the algorithm of further interaction.

Types of interviews
Situational

Management, consulting firms and investment banks conduct situational interviews. During the interview, the candidate will be asked questions, situations, questions that will be answered. Situational questions are most often related to business situations or business problems obtained by the interviewer from his experience. Currently, companies working in design, architecture, marketing, advertising, Finance and other sectors have started to use methods similar to situational dialogue. Modern technologies have transferred the process of situational and technical conversations from counter meetings to online conversation via Skype.

Panel

The form of interview for professional and academic titles is called interviewer. It is conducted by representatives of interested parties. There are several types of interviewing in this format:

Display format

The candidate is given a General theme. It should make a presentation on this topic and submit it to the Commission. Often occurs in academic and trade conversations.

The format of the roles

The task of each member of the Commission is to ask the candidate questions about the nature of their role. For example, the first interviewer asks technical questions, may ask on the second management, the next Commission member asks about maintenance, etc. b.

The Format Of The " Scissoring»

Scissoring is a sport in which participants try to accurately touch the targets, derived from the gun. Skitouring in the interview was checked by the ability of the applicant to withstand stressful situations and quickly ask each other various questions.

Advantages of the panel method: saves a lot of time when communicating with the interlocutor, the interviewer is compact and focuses, the members of the Commission spend less time on the General interview, easily compare candidates for vacancies, as the interviewers ask the same questions to each candidate.

Team

Several applicants take part in the group interview at the same time. This type of interview is organized for group selection, promotion or assessment of group work skills. Interviewers also use group interviews to test the applicant's stress management skills. At the same time, in such interviews, the perseverance of the applicant is checked, since in this case he is evaluated together with other applicants applying for this position. Group interviews can be more expensive than face-to-face or panel interviews, especially when many applicants need interviews as soon as possible. Because of this value, the method of group communication is often used. Despite the benefits of group conversation, there are some problems. The interviewer must evaluate several candidates. Even in a face-to-face conversation with the same person, the interviewer does a lot of things: keep track of what the candidate says, how he holds himself, evaluate answers to questions, get records, etc. b.  Therefore, the interview with several applicants at the same time will be very difficult, first of all, for the interviewer. In such cases, it does not adequately affect the interviewer's questions and the effectiveness of the overall interview.

Stress

The stressful interviews have still spread. They have several species. The first type of employer invites a few interviewers. Their task is to intimidate and exclude the candidate from the balance when asking various questions. At such interview the candidate leaves a comfort zone and shows true character. The main purpose of this interview is to test the calmness of the interviewer. Questions about excessive work, simultaneous implementation of several projects, the end of the industrial conflict are common.

In another form of stress interview, there can only be one interviewer. He keeps himself in a hostile and uninteresting style. For example, the interviewer can not look at the eyes, sharpen his eyes, defend it after the answer of the applicant, violate his words, boring to remember. Sometimes the interviewer starts talking on the phone during the interview. The reason for such actions is to check the candidate's resistance to psychological pressure and call for emotional responses.

Examples of stress communication issues:

What do you do if you see your colleague telling a lie?

In a tough style: "what do you think this interview is about?»

(Heavy aggravation) " if that's your best answer...  Suited " (shake head).".. following question»

A strange question: "what do you say about the design of a hockey stick?»

(See under question), " I very much do not believe in these words. Or maybe you will start talking jargon?»

In some cases, the candidate is invited to make a presentation. According to the stress method for this task is given 20 minutes, but the selection Committee will arrive prematurely and always asks to start the presentation.

Technical

This type of interview draws attention to problem solving and creation. Questions are checked for logical problems and skills of creative solutions to problems arising in the work. As a rule, the technical interview is conducted directly on the network via Skype before a personal meeting with the applicant.