Interview How To "Look, Smell, Ask, Cut"

Author Yuan Ming teacher, Human Resources Management Consulting Co., Ltd.

In order to accurately identify the disease, traditional Chinese medicine pays attention to the way of diagnosis, such as "hope, smell, ask and cut".

Interview is one of the most important links in the recruitment of employees. Its biggest advantages are strong adaptability, two-way communication, human touch, and access to relevant information of the subjects through multiple channels. This fits the theory of "diagnosis, hearing, questioning and cutting" in Chinese medicine, so that we can adopt similar methods to achieve a comprehensive understanding of the candidates in the interview.

Now let's talk about how to interview according to "hope, smell, ask and cut".

Look: watch the words, watch from the outside, and watch the inside.

Generally speaking, the interviewer has already got a general understanding of the information of the examiner before the interview, especially the corresponding academic qualifications, expertise and character of the examiner.

"Hope" is to further verify these knowledge and collect more non-verbal information.

Each person will "look" countless people in his life, but it is not easy to "look" a person in a systematic way and look for someone with purpose.

Next, let's talk about the three elements of "Hope".

The first element of "Hope" is clothing.

The traditional requirements for dress are formal, such as suits and skirts.

But in today's job differentiation, many professions do not necessarily need suits or skirts. Therefore, the formality of traditional interview requirements has gradually weakened and replaced by tidiness.

That is to say, the clothing of candidates is not necessarily formal, but must be neat.

It is difficult for a poorly dressed candidate to connect him with a competent image.

At the same time, those who do not pay attention to health will increase the risk of diseases.

The second element of "look" is behavior.

To walk is to raise your head and lift your chest or to lie idle. It represents different personality traits.

The former tends to be aboveboard and the latter may be the other way round.

When you enter the room, pay attention to closing the door behind you. When you sit down, you should pay attention to the details and act steadily.

If he is carefree after entering the door, he may be careless and easily forgetful.

Gestures, small movements reflect the big character.

The third element of "look" is look.

God is born from the heart, a healthy and active examinee with a healthy mind.

In the interview, the interviewees often ask questions that candidates are not prepared to do. If they change their faces, they will not be able to hide anything from the background.

A good examinee will quickly calm down even if he can not deal with problems for a short time, and it will be difficult to calm his mind when his mental state is poor.

Although "Wang" can judge some of the candidates' personality traits, it can not be completely based on the "Hope" conclusion, but also combined with other means to judge.

There are two reasons, one is that due to the wide spread of interview skills, most of the candidates today have been "packaged" and must be conscientiously identified.

The second is "people can not be looked at". Can anyone say that this is not contradictory to the previous assertion?

No!

In fact, "people can not be looked at" is only a special case, that is, in a few cases, "people can not be looked at", but in most cases, it can still be "appearance".

Wen: gentle and quiet.

Smell and smell include voice and smell, such as phlegm and wheezing in patients' throat, dry cough, phlegm is lung dryness, cough is low and weak is lung asthenia.

Halitosis is mostly stomach heat, and its mouth is sour and odorous. It has persistent food and cold smell.

The news in the interview also includes smell and smell, but smells more than smell.

Listening is one of the most effective ways to get information from candidates. It has always been welcomed by interviewees.

The speed of speech can distinguish character.

A steady man's voice is slow and forceful, and his expression is seldom repeated; radical words are strong and straight, and his words lack room for manoeuvre; cowardly people are flickering, often speaking, or repeatedly trying.

Listening and answering logic can detect the style of doing things.

Everyone who is good at doing things is clear about priorities and priorities.

The content of the answer is to decide whether to stay or stay.

Although it is not enough to rely solely on interviews to decide whether to employ or not, it can be analyzed in ten to nine.

It is quite complex and important to grasp this point.

The smell of smell is not as important as smelling sounds, but it can't be underestimated.

There are many diseases in body odor, not body odor, or physical changes.

For women's perfume, people with too much perfume generally lack self-confidence, while those with perfume oddly are more changeable or overly paranoid.

Therefore, try to choose those who have no taste or body odor as the candidates.

In addition, we must grasp in general that in the process of hearing, we must be "gentle and calm".

The concrete operation is not to show any joy, anger, sorrow or joy to the answers of the candidates.

That is, no matter whether the candidate's performance makes you think he is a genius you need, or you think he is a mediocre person, do not show it.

In short, about the smell, personal experience is more concentrated.

So the interviewer's feeling is the most important, and you should believe in your feelings based on accumulated experience.

Q: step by step, sincere words.

There is a popular saying: as a veteran examinee, it is necessary to "strengthen strengths and circumvent weaknesses" in their own situations.

Although the interview examiner has a certain initiative in the interview, we must be vigilant, not to be laughed at by the candidates, but to think of ways to "set things up". The more the candidates say, the more truthfulness they will reveal.

The skill of asking is gradual.

There are two key points to be grasps. First, step by step in accordance with the order of basic (background) and professional (ability). This requires interviewers to start asking questions, such as work experience, education level and so on, which are expected by the candidates, then slowly pition to the main part, ask questions about whether they are competent for the job, and secondly, grasp the core questions and ask questions in depth, step by step.

This means that we should have the skills of interrogation, including inquiring inquiries and reflective interrogation.

The skill of asking "two" is sincere.

Do not show superiority or patience to the answers of the candidates, and do not argue, preach or teach others.

Speaking sincerely, on the one hand, it can show the good professional quality of the interviewer, and more importantly, it can also reveal a good corporate image in sincere words, and lay a solid foundation for attracting more job seekers.

At the same time, sincere words can also help candidates get rid of tension and show their true side better.

The skill of "ask" is three -- detailed and appropriate.

The purpose of the question is to fully understand the qualities and abilities of candidates and needs.

Therefore, in the process of asking, ask less about the basic situation of the individual, ask more about work related situations, ask less about successful experiences, ask more questions about failure (to deal with the experience of failure better reflect the wisdom and inadequacy of candidates), ask more about previous work, and ask less about future work.

A detailed question can get as many effective information as possible in a limited time.

Cut: make a comprehensive judgement and follow this example.

Chinese medicine believes that the whole body of blood vessels circulate in all directions, covering all parts of the body, circulate around the body under the action of the heart and lung. As long as any pathological changes occur in the human body, it will affect the changes of Qi and blood and show it from the veins. Therefore, the condition of Qi and blood in the whole body can also be understood through pulse taking.

The understanding of cut is simply how to identify the problem.

As far as interview is concerned, the interview process should be controlled, and some interview obstacles should be set up for the candidates. By observing the responses of the candidates, this will restore the candidates' ability and quality, and guess the matching degree between the candidates and their positions, so as to confirm the candidates.

How to operate it concretely?

The first is to grasp the "point".

In the interview process, which step is the most important and what kind of problems are useful for the judgement of job matching?

For example, in the interview, when it comes to the professional skills of the candidates, we can set the "point". When it comes to professional ethics, I can also set up the "point". When it comes to career development, we can also set up the "point", which is closely related to our selection criteria.

Next is to cut the "face". When cutting "point" is relatively fixed, we should consider the problem of "cutting face".

The principle of grasping the cut surface should be small and not wide. That is to say, we should set the interview barriers as thin as possible and not be too broad. Just like digging a well, the wellhead is not necessarily big, as long as it is deep enough.

For example, if we want to know the candidate's vocational skills, we need not ask him what courses he has taken, nor do he have to ask him where he went to college. What we need to ask is what have you done?

How did you do it?

What are the problems encountered in the process?

How did you solve this problem?

What did you get from it?

With such an in-depth question, the ability of examinees to discover, analyze and solve problems emerges.

Finally, the meaning of reduction and reduction is to synthesize the information collected through the interview, and show the true ability and quality structure of the candidates.

Recruitment is a gamble. From the overall perspective of both candidates and recruiters, win win and lose everything are the best choice.

We try to restore a true candidate through the "cut out" information of the interview, so that we can provide jobs to meet the needs of the candidates' career and life, and enable candidates to contribute to their jobs and enterprises. Only by doing so can we achieve the best results.

The key to restore is information and accuracy, so that both can achieve accurate restoration.

In short, the four diagnostic methods of "hope, smell, ask and cut" have their unique functions in the interview. They can not be replaced each other. If we want to make a comprehensive and correct judgement on the subjects, we must combine the four together and make joint use.

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