Interview Skills

关于面试技巧Interview Skills技巧Interview SkillsCollege is an important stage in one’s life, during this period, students will learn how to prepare for their future. When they graduate from college, they need to get many job interviews to pick out the favorite job. It needs some skills in order to impress the employer.大学是人一生中重要的时期，在这个时期。

学生学会为将来做准备。

当他们从大学毕业的时候，他们需要在众多的面试中挑选出最喜欢的工作。

为了给面试官留下好印象，这需要一些技巧。

First, you need to prepare some answers for the possible questions. As we all know, the employers like to ask to some questions to test you, like introducing yourself, what is your opinion about the job position. You’d better prepare some answers for them, if you can not react right way, your hesitation makes employers think that you are not ready forthe job position.第一，你需要准备一些可能问到的问题的答案。

众所周知，面试官喜欢问一些问题来测试你，比如介绍你自己，你对于职位的看法。

职场英语 English interview skills q： can you sell yourself in two minutes？ go for it. （你能在两分钟內自我推荐吗？大胆试试吧！）a： with my qualifications and experience, i feel i am hardworking, responsible and diligent in any project i undertake. your organization could benefit from my analytical and interpersonal skills.（依我的资格和经历，我觉得我对所从事的每一个工程都很努力、负责、勤勉。

我的分析能力和与人相处的技巧，对贵单位必有价值。

）q：give me a summary of your current job description. （对你目前的工作，能否做个概括的说明。

）a：i have been working as a puter programmer for five years. to be specific, i do system analysis, trouble shooting and provide software support. （我干了五年的电脑程序员。

详细地说，我做系统分析，解决问题以及软件供应方面的支持。

）q：why did you leave your last job？（你为什么离职呢？）a： well, i am hoping to get an offer of a better position. if opportunity knocks, i will take it.（我希望能获得一份更好的工作，如果时机来临，我会抓住。

）a：i feel i have reached the “glass ceiling” in my current job. / i feel there is no opportunity for advancement. （我觉得目前的工作，已经到达顶峰，即沒有升迁时机。

Interviewing is a learned skill, and there are no second chances to make a great first impression. So let’s look at the following moive to enhance your interview skills.Preparation before Interview: A light make-up is appropriate. Whether you wear a suit or something less formal depends on the company culture and the position you are seeking. For most interviews, a suit is the appropriate attire. The interviewee need to prepare for resume, and should arrive in 10 minutes earlier.Etiquette of knocking door: the formal way is knocking door 3 times long and 2 times short.Greeting etiquette: the formal greeting way is natural and easy.Etiquette of walk-posture: the formal way to walk is holding your head high and chest out, this seems to be in high spirit and full of confidence. Walk on a straight line, the main part of the body should be a little forward, the head must be ahead, the eyes should look forward with the smile face. Upper body is upright and shoulders is flat, shaking arm harmoniously, the swing scope of shaking arms is about 45degrees. It couldn’t be smaller or bigger. The step should be about 40 to 45 centimeter. The female should walk in a line ,never shake your hip, look around and put your hand into pocket.The etiquette of handshake: When we shake hands with others, we should use the right hand. The time of handshake is about 2 to 3 seconds, it is too bad to catch people’s hand long time. When you shake hands with women and someone, the time is about 1 second. However, it is impolite to refuse the others’ initiative handshake. Of course, the smile face should be with your handshake, and show our greeting. There are something important need to pay attention when we shake hands. We need to look at the others’ eyes with smile, hand must be clean ,nails should be trimmed, the power should be moderation. However , when the others’ hands are dirty or wet, we can refuse to shake hands, and we need to explain it and show apology.Etiquette of standing posture: When we stand, the upper body should be upright, through the chest out and receive the abdomen, the shoulders keep flat sways naturally, the waist keep straight, two legs keep straight closely. When female stand, two feet show “v”, heels should be close. If the female feel tired ,they can backward half step, remember that never to deviate feet too big.Etiquette of sending resume: When send a resume, upper body should be a little forward, be sure of that each interviewer have one, show respect with our two hands to send resume. The middle is first, the right is second, the left is final. The front of resume should face interviewer, not ourselves.Etiquette of sitting posture: When we sit, we should be light and slow. The upperbody must be straight, the main part of body need to be straight down, spine and waist keep straight, chest out, shoulders keep relax naturally. The hands put on knees, the legs keep close, eyes look forward straight with smile. And never to be full of chair, bend forward and backward and shake legs and feet. And lazy action is forbidden, such as pulling cloth, playing fingers, clean hairs up.Etiquette of talking:When we talk with the interviewer, we need eye-contact to show respect. The talking voice need to be proper. There are four forbidden rules need to be attention: we cannot interrupt interviewer’s talking, we don’t need supply the interviewer, we cannot correct the interviewer’s mistakes, we cannot query interviewer. When we talk, our action need to be careful. Remember that never to be hesitate and avoid the eye-contact, this is in confident.Forbid us to cottoning up to interviewers.We need clear voice, balanced intonation and speed when interview. It shows people physiological quality and literary quality.In order to avoid some embarrassing action, such as sneeze, we need to say sorry to ease the embarrassing atmosphere.Etiquette of smile:Smile is the basic etiquette .True smile can make people who come from different culture close and create a good atmosphere to communicate.The end of interview: Stand up lightly and put the chair back to the original position. Shake hands with the interviewer politely and show thanks.Say good bye to the interviewer.。

Job Interview SkillsPreparing for the interview1.Make a good first impression给对方留下良好的第一印象Preparing for the interview3. Sell yourself to the company进行自我推销Preparing for the interview5. Show loyalty to previous employers or teachers and professors 表现出对以前的雇主、老师或教授的忠诚Preparing for the interview7. Talk about your weaknesses谈你的弱项Preparing for the interview9. Dress to impress穿着得体Preparing for the interviewOnline or written interviewE-mail interviewTelephone interviewSerial interview连续式面试适用于职能和职权职位，管理层。

Sequential interviewPanel interviewGroup interviewPreparing for the interview面试程序：1、Greetings and small talk寒暄问候2、Interviewer asks general questions about you and your experience oreducation面试官对你的经历或教育背景提问Preparing for the interview3、 Interviewers asks more specific questions about how you would handlecertain situations.面试官会问你一些具体的问题，看你在特定场景中如何处理4、You ask questions about the company and job你可以提出与公司及工作相关的问题Preparing for the interview5、Conclusion面试官给出结论。

面试中的语言沟通技巧耐心& 专心& 细心只听不问听而且问听、问、看听．：用耳朵听& 用心聆听& 用眼睛看看．：动作& 表情问．：应对自然& 针对性强& 巧避陷阱& 慎提问题目的明确．．．．：你应聘的组织& 你应聘的职位& 你的你的个性特长& 主考官可从主考官的提问方式看出其水平和个性。

喜按履历．．。

面试过程平淡乏味，似乎成了履历．．．．或缺乏激情．．表顺序提问者———大多缺乏经验复述课。

对此，只须按章回答即可。

喜从工作经验．．提问者———大多经验较为．．。

他们认为，面试应有的放矢，因此，只要了．．．．丰富解从履历表中难以获知的信息。

似乎漫不经心．．．．”。

他们为“套．”出求职者的真实情况，往往从一些．．．．提问者———大多“老奸巨滑看似同面试主题不太有关或较为轻松的话题切入，如“昨天的球赛你看了吗？”以打乱你原先准备好的“套话”，然后一步一步按照其设下的“路线”前进。

喜标新立异．．．．．。

他们的兴趣是把你逼入“死角”，因此会提出一．．．．的提问者———大多好卖弄学问些不着边际的问题，以此难倒求职者。

对此，你最好尽快“认输”，否则，会遇到更大的难题。

喜欢大谈．．本单位者．．．．———最容易对付。

他们对本单位有浓厚的“敝帚自珍”感，总想让求职者了解自己的成功之处，因此，总是在“推销”自己的单位。

对此，你只要多吹捧，大多能成功。

避开陷阱激将式．．．这是面试官用来淘汰．．．．．．．．大部分应聘者的惯用手法。

采用这种手法的面试官，往往提问之前就会用怀疑、敏锐、咄咄逼人的眼神逼视对方．．．．．．．．．．．．．．．．．．．．，先令对方心理防线步步溃退，然后猝不及防地用一个明显不友好的发问激怒对方。

1、“你的经历太单纯，而我们需要社会经验丰富的人。

”——“我确信如果有缘加盟贵公司，我将会很快成为社会经验丰富的人，我希望自己有这样一段经历。

面试技巧注意事项英文Interview Skills: Tips and Considerations1. Preparation: Research the company and the role you are applying for. Familiarize yourself with their values, goals, and recent news. Prepare answers to common interview questions, and identify specific examples from your past experience that highlight your skills and achievements.2. Dress appropriately: Dress professionally and present yourself in a neat and tidy manner. Your appearance should reflect the company's culture and the position you are applying for.3. Punctuality: Arrive on time for the interview. Plan your route in advance and consider possible delays. Being late can create a negative first impression.4. Body language: Maintain good posture, make eye contact, and give a firm handshake when greeting the interviewer. Sit upright and avoid slouching or fidgeting during the interview. Engage in active listening by nodding and responding appropriately.5. Answering questions: Listen carefully to each question and take amoment to gather your thoughts before responding. Be concise and to the point. Use specific examples and achievements to support your answers.6. Be positive and confident: Present yourself in a professional and positive manner. Show enthusiasm for the role and the company. Confidence in your abilities and experiences will leave a lasting impression.7. Ask questions: Prepare insightful questions to ask the interviewer regarding the company, the role, and the team you will be working with. This shows your genuine interest and engagement.8. Adaptability: Be flexible and open-minded during the interview. If faced with unexpected questions or situations, remain calm and think logically before responding.9. Follow-up: Send a thank-you email or letter after the interview, expressing your appreciation for the interviewer's time and consideration. This gesture reinforces your interest in the role and the company.10. Continuous improvement: Reflect on your interview experience and identify areas for improvement. Consider seeking feedback from the interviewer or researching further interview strategies to enhance your skills.Remember, interview skills can be developed and improved with practice. Stay positive, be yourself, and showcase your unique qualifications and experiences.。

最全hr面试技巧（Most full HR interview skills）Interview skills1. ways to ask questions(1) terminationJust answer "yes" or "no"". "Do you understand the position?" "do you like to do XXX?"". The question is lively and concise, but less useful, because such questioning does not encourage candidates to speak.(2) open typeOpen questions force candidates to answer "what do you think about OJT (onthejobtraining= workplace education)?" "what do you think of the current market situation?"".Open question is the most correct and most frequently used questioning method.(3) guiding typeThe purpose of questioning is to lead the candidate to answer your desired answer. What do you think of the current market situation?...... Not very well, right?"This question is usually best avoided unless you know what you think.(4) hypotheticalAdopt "if" questions, such as, "if you negotiate with the customer, what will you do?"". If used properly, it is possible to let you know the candidate's ideas and abilities.(5) radio typeQuestioning asks candidates to take advantage of the two evils. If you quit your job, do you think you can't do it? Or do you think you're too conceited? That's too much of a problem. It should be avoided.(6) polynomialSeveral questions are raised at the same time. Such as "what did you do in your previous position? What are your characteristics? What are your strengths and weaknesses in your position?".2. host's "self questioning" preparationBefore the interview, the interviewer will do the following "ask yourself" to prepare himself for the opportunity to succeed:(1) what kind of interpersonal skills and technical skills does the applicant need to be qualified for the job?(2) how long do I need the applicant for the position concerned?(3) how long has the applicant worked in the relevant positionbefore?(4) what kind of promotion opportunities will we be given? Will there be any training?(5) what difficulties will I face if the job performance of the candidates is not satisfactory or the job demands are too high?(6) will the applicant work with a colleague like a path? DoI need them to participate in a substantial process?(7) in what form will I cooperate with the applicant?(8) does the applicant have the opportunity to speak on behalf of the company or disseminate information in the field of work?3. how to prepare interview questions outline(1) the interview outline is the outline of the interview process. According to the interview outline, the interviewer asks the candidates questions, understands the candidates' quality and ability, and controls the interview process.(2) the outline of the interview must be organized around the main content of the interview.(3) the questions should be specific and definite.(4) the interview outline consists of several interview items, such as "public relations ability", "professional knowledge", "professionalism" and so on. Each interview project should beprepared corresponding questions outline, in order to interview questions targeted, inspected.(5) at the same time, candidates have different situations and experiences, and it is not necessary for each candidate to use the same set of syllabus to ask in the end. As a result, each interview project can provide a group of topics from different perspectives to facilitate interview selection.(6) the interview outline can be divided into two parts: general outline and key outline. The general outline involves many questions and is suitable for asking candidates. The key outline is put forward according to the characteristics of the candidates so as to know something representative of the job requirements.Two interview relaxation skillsIn the preparation stage before the interview, the main job of the interviewer is to set himself and the candidates relaxed.1. relax yourselfSome people love the main trial recruitment interview to other senior colleagues that he has good interview skills, or make the applicant speechless eloquence, they may ask some very difficult questions, to interview atmosphere to the negative direction of development. There are also some people think they can hold the main trial reins, holding a sword, which is more arrogant attitude, not willing to use friendly behavior to contact with candidates, virtually for the interviewcandidates extra pressure, make the negative psychological burden.This behavior will first make the examiners distracted, it is difficult to concentrate for interviews; and experienced applicants will take advantage of a weak point, while I have the occasion will be ready for a long time. Recite,Leading the interviewer into the interview misunderstanding (about the interview misunderstanding, see below), made the wrong recruitment decision. And the more experienced candidates will be more nervous, affect the normal play.The following methods can help the interviewer to calm down before the interview:(1) fifteen minutes before the end of the interview, other work, walked out of the meeting, or set aside the documents; to go Restroom, tidy clothes, walked slowly back to the office.(2) remove the candidate information, look at it again, don't force yourself to memory, just remember the name, to successfully open the box.(3) put the original interview questions into the file folder, and then look through the interview evaluation scale to review all the job performance and dimensions that you want to know during the interview.(4) if there is no paper and pen in the interview room, prepare two pens and some paper.(5) prepare a business card and the applicant may claim it.(6) before starting an interview, read in your heart: "I'm ready."." Smile at yourself and ask the candidate to prepare.2. relax the candidateGenerally speaking, candidates will be more nervous than the main test, and some people who are not good at controlling their emotions will behave badly. I think maybe, he look at the candidates how to react in the face of strangers under pressure, will understand the performance of the day after. But the reality is that there are only a few jobs in the company that require employees to respond quickly and appropriately to strangers, and most jobs have nothing to do with "change performance.". If you presided over the interview often make the panic of the people to win, then members of your organization may not have other talents. Therefore, in order to evaluate the candidate's daily performance more accurately, the interviewer should try his best to make him feel comfortable and comfortable, and gradually adapt himself to the atmosphere of the interview and bring himself into full play.The candidate relaxation work, should be in an interview before the start, instead of using in the interview process, otherwise the candidate position has been chaotic, to calm down is not easy. Here are a few simple ways to help candidates relax themselves:(1) when notifying the applicant of the interview, in additionto clearly specifying the date, time and address, the following matters are also indicated:Who should I report to?What documents and additional information do you have?Company contact number(2) notify the receptionist beforehand when the applicant will be here and where to wait.(3) reserve rooms so that candidates are quietly waiting and will not be harassed by other visitors or colleagues.(4) if the applicant is required to fill out the data form or receive a technical test before the interview, sufficient time and adequate stationery must be set aside.(5) ask for the consent of the applicant and give a drink.(6) do not keep candidates waiting for more than fifteen minutes.(7) candidates who have been interviewed are separated from the non recipients.(8) if the interviewer wishes to record or videotape the interview process, he must first notify the interviewee and ask for permission.When everything is ready, a job interview can begin at the lowest level of pressure and the performance of both parties will be maintained.Three interview evaluation methodThe interviewer should separate the interview stage from the decision-making stage, and should not evaluate the applicants or make the recruitment decision at the time of the interview. In the recruitment interview, the interviewer must ask questions carefully, listen carefully, observe and record, and interview evaluation and recruitment decisions should be made in the next step.1. recruitment interview evaluation procedure(1) interview record;Keep an accurate record of the interview process.Cannot write the subjective and general words, nor should the candidates say in their own way to describe, but with the verbatim "way to write, it can be distinguished by the use of the candidate's performance, avoid different employees get almost comment records.(2) fill in the evaluation scaleTry not to look through other applicants' rating scales.Score according to the original job requirements.Do not make recruitment decisions in this step.When scoring, refer to the record of the previous step, review the candidate's key points, pay attention to the dimensions of the job performance, and then write down the score.Try to avoid the effects of subjective factors. Look for evidence from the record to support yourself. Don't judge by impression or personal preference. If the record does not support the evidence, the performance dimension should be scored low when the master is scoring,To try to remain objective, you should only show the behavior of the applicant, not the personal appearance, educational background or figure, until the background information.(3) Check score and recordRecords should be taken to check and see if different applicants have the same answer. If there is a similar answer, the interviewer will have to examine the scale further to see if he gives the same score.The same behavior should be given the same score. In other words, no matter who the applicant is, as long as he has done some work in line with the requirements of the behavior, the master will be given high scores, and otherwise be given a low score.The interviewer also reviews the key evaluation elements from the rating scale, compares the answers of the high achieverswith the low achievers, and re - examines their behavior to match the score. If necessary, the master can adjust the score at this time.(4) making a recruitment decision;In the same situation, the interviewer needs to look at the rating scale. If you use the weight scale, the candidate who gets a high score in the higher weight class should first consider hiring.2. interview evaluation scale designThe interview evaluation scale is composed of several evaluation elements. It is the interviewer's on-the-spot evaluation of the interview process to record the candidates' scores in the evaluation of the merits and failures. The interview is to evaluate the candidates according to the job requirements of the position, whether the applicant has to clear the qualification process, therefore, the design of the interview evaluation scale, the evaluation factors besides reflecting the job requirements, but also should be evaluated by interviewing skills.(1) interview evaluation scaleName, test number, gender, ageJob titleInterview items (evaluation elements)Evaluation standards and gradesComment columnExaminer's signature columnOther(2) scoring standard;In order to make the interview objective as objective as possible, in the design of evaluation scales, the scoring should have a definite scoring range and evaluation criteria.Grade A. evaluation criteria, in the design of interview evaluation scale, the interview is divided into three grades, grade four, grade five, there are certain content standards in a grade in grade words, try to embody the principle of equal, maintain propriety, continuity degree and quantity, to avoid the larger jump.B. quantifies the levels. Grade quantification is the calibration of each evaluation criteria. Can be quantitative, such as 1, 2, 3, 4, 5...... Divided into 10, 20, 30, 40, 50, and also can be qualitative, such as good, good, medium, bad, bad or A, B, C, D, E.(3) interview evaluation scale format;There are three types of interview rating scales:A. questionnaire evaluation scaleIn the form of questionnaires, the items to be evaluated are listed and evaluated by the interviewer according to the performance of the candidates in the interview.B. rating scaleSelect the evaluation elements of this interview and divide each element into several standard levels. The examiner graded the performance based on his performance.C. comprehensive evaluation scaleAccording to the order of questions, each evaluation element corresponds to a number of items, and finally the average scores are consolidated on an evaluation table. This scale is composed of three parts: interview questions list, question scoring table and comprehensive scoring table.Four, avoid misunderstanding interviewIn the interview process, there are the following mistakes, must be careful to avoid:1., "bad news travels" effectMany subjects tend to believe in negative information after listening to the interviewees' statements, and lower the level of positive information. As the saying goes, "good things don'tgo out, bad things go thousand miles", that is, people have a deep impression of negative things and are interested in knowing more. In the recruitment interview, this phenomenon will make the main test "partial listening", making the recruitment decision will be biased.2., recency effect (big symphony effect, preconception effect)According to the laws of memory in psychology, the subjects tend to have a deeper impression on the content at the beginning and at the end. It's like listening to a great symphony. Some listeners focus on the beginning and the ending, which is strange to the middle. If the candidate knows how much he can do in opening the Rhizoma Bletillae statement, he will have a better chance of making a good impression. On the contrary, those who are progressive in order to perform well in the middle, but end up with bland candidates may be rated mediocre.3. halo effectMany interviewers have an ideal candidate image in their hearts, or they are typical. If you find someone with your dream in a way, as if to give this man a halo, mistakenly thought he was good in all aspects, thus affecting the interviewer to make objective and accurate evaluation to the interview object. This phenomenon can also be called the halo effect (HaloEffect).4. "off the line kite" phenomenonUnconsciously talking to the interviewee about something that has nothing to do with the job and losing the direction of theinterview, there is a chance that the candidate will have the interview and take the initiative and develop in the direction that is beneficial to him. We also tend to make talk with your interviewer candidates advantage.5., "only listen, not see" phenomenonThe interviewer focused his efforts on recording the answers of the interviewees and forgot to look at the interviewees themselves. The interviewer should look at the applicant's response to his speech to verify the content of his speech and to check whether the two are the same.Five, the main test of the choice and training1. who acted as the principal participant?(1) the head of the employment department;(2) Human Resources Manager(3) the senior and senior positions shall be the general manager or deputy general manager(4) the general initial interview is carried out by the human resources department, and the HR supervisor or designated person is the principal. Through the initial interview, filter the qualifications, experience, qualifications and other basic requirements of unsuitable candidates. Interviews or interviews with quality assessment are conducted by the employer's Department head.(5) the interview team is usually composed of the head of human resources, the head of the employment department and other selection experts or senior managers.2. main test conditions(1) good personal accomplishment and character(2) have relevant professional knowledge;(3) good command of interpersonal relationship(4) just and objective;(5) skilled use of interview skills(6) understanding the organization status and job requirements3., the main test trainingThe interview is a special technique, and the training of the interviewer will help him to succeed in the interview.(1) interview technical training;(2) a thorough understanding of organizational conditions and job requirements.(3) how to conduct training on behalf of the company. The interview is a two-way street. Not only does the interviewerinterview candidates, but the interviewee also interviews the company. Therefore, the interviewer represents the whole company. The training of how to represent the company helps to achieve the recognition of highly qualified personnel for the company and the candidates.。