An average job interview has a typical structure. It consists of usual things: greeting, introduction, getting to know the candidate’s job experience, personality, motivation. Then comes the presentation of the workplace and the job and finally the questions of candidate. Similar to fashion, job interviews also have their latest styles that change rapidly.
Here I
collected the latest job interview trends that HR managers utilize in 2015 and
supposedly almost all of them will remain useful in 2016 too.
Situational
job interviews or behaviour-based interviewing: It is not a new form of interviewing, but it is very
popular nowadays. It means you ask applicants to tell a story or a situation
when they managed to handle an angry customer or solved a difficulty in their
previous job. It helps you get to know your candidates’s experiences, their
ability to solve problems and it helps you see whether the candidate is a fit
to the organization’s culture.
Group interviews: There is a type when more applicants are on the
interview in the same time. This makes
it easier to compare the candidates with each other. The most important thing
by this type to handle everybody equally.
Panel
interviews: The
candidate does not sit in front of only the recruiter. He or she has to face
multiple interviewers. Generally all relevant departments represent themselves
between the panel members. In the same time a group of staff members ask the
candidate. All members can ask relevant questions and with this type of
interview we can reduce the chance to hire an
inappropriate person.
Video
interviews: It is more
and more popular nowadays, because it is comfortable for both sides. The
candidates do not have to go anywhere, just sit in front of their computer. The
recruiter and the candidate can see each other via camera.
Surprise on-the-spot interviewing: It appeared with the spread of the mobile
recruitment. When somebody sends his or
her CV, you call him or her immediately. In this case you surprise your
candidate. They could not prepare. You can discover how they perform in an
unexpected situation.
Freaky
questions: If you want to get to know the candidate’s
personality in tricky ways, you just ask one of these questions: "What's
your favourite Disney Princess?", or „Who would win in a fight between
Spiderman and Batman?" or "What would you do if you were the one survivor
in a plane crash?"
Presentation
interviews: Applicants
prepare a presentation in advance or do one on the spot. With this task you can
know the appropriate capabilities of the contestants. You know their
presentational talent and their knowledge in the presented topic.
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