2招面試技巧教你學(xué)會(huì)了解候選人
Two Interviewing Techniques That Help You Really Get to Know Candidates
During interviews, candidates often offer practiced responses.
Try taking a few risks to help you probe past their canned answers.
On-the-spot interview coaching is a simple way to get your candidate to open up and answer your questions more thoroughly. Give the person a coaching directive, such as “Can you please answer the same question by telling me a story with an arc?”
This strategy enables you to assess whether the candidate is receptive to feedback and whether they can integrate that feedback into the rest of the interview.
If you want to change the environment of the interview and understand a candidate’s social capability in high-stress situations, try group interviews, which naturally create scenarios that strain social dynamics. This will help you determine who stands out as a natural leader.
These techniques will ensure that you find stronger employees who are well-suited for your company.
在面試的時(shí)候，候選人常常會(huì)用事先演練過的答案來回答你。
試著冒點(diǎn)險(xiǎn)就能幫助你識(shí)破他們事先準(zhǔn)備好的答案。
現(xiàn)場(chǎng)面試輔導(dǎo)就是一個(gè)簡(jiǎn)單的`方法，可以讓你的候選人更詳盡具體地開口回答你的提問。給面試者一個(gè)輔導(dǎo)指令，例如“麻煩你用講故事的方式重新回答一下同樣的問題。”
這個(gè)策略可以讓你評(píng)估候選人的反饋是否可以接受，以及這些回答是否能跟面試中的其他部分相一致。
如果你想改變面試的環(huán)境，了解候選人在高壓力情境下的社交能力，可以試試群面，這種面試很自然地創(chuàng)造了限制社交動(dòng)力的場(chǎng)景。這樣可以讓你確定誰(shuí)會(huì)是一個(gè)突出的天生的領(lǐng)導(dǎo)者。
這些技巧可以讓你找到與公司非常吻合的優(yōu)秀員工。
Adapted from “Interview Techniques That Get Beyond Canned Responses,” by Alicia Bassuk and Jodi Glickman
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