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A personal interview is aimed at analyzing the key personal characteristics of a candidate for a vacant position that are necessary for the effective performance of professional duties. For example, self-esteem, communication skills, the ability to cope with several tasks at the same time, etc. Often, the applicant is asked questions about hobbies, which allows you to evaluate his interests and reveal personal qualities that can affect work performance.
Business interviews are used to select top managers and executives. The task here is to evaluate the candidate's strategic thinking, specific leadership and management qualities, and their level of knowledge of business processes.
Projective interview. The overseas chinese in uk data candidate is asked to evaluate the actions and behavior of fictitious specialists in the context of solving work problems. The technique is based on the assumption that when analyzing the behavior and thinking of others, people tend to project their own experience. Questions are asked in such a way that the candidate does not have the opportunity to give answers that correspond to social standards or expectations.
Group interview is a special method of selecting and evaluating candidates. Several candidates are placed in one space, where they must show their best. This type of interview can be classified as a stress interview: candidates for the position demonstrate their skills in a competitive environment.
Testing .
The candidate is assessed based on his/her answers to questions from specially designed questionnaires. There are a huge number of options from several main categories:
The pre-test is a special modification. It covers all the questions needed for a comprehensive overall assessment of the applicant.
Tests for specialized skills and abilities. They help assess the candidate's professional competencies.
Personality tests. Help identify the character traits of a job applicant that contribute to the effective performance of work tasks.
Cognitive ability tests. Aimed at assessing the level of learning ability, the ability to adapt to the environment, the ability to think analytically and make decisions.
Situational judgment testing. The technique allows you to analyze how the applicant solves problems and reacts to certain conditions in the work context.
Business case .
The method includes tasks that simulate everyday tasks that a candidate may encounter at work. Going through business cases allows you to assess how well a potential employee is able to handle simple and more complex issues.
The recruiter determines not only the candidate’s professional skills, but also his ability to quickly and effectively solve assigned tasks.