Interviewing: Basic Techniques

It would seem that, under the conditions of globalization, there must beit does not matter which country is interviewed: work is work, and in America or in the UK it is a secondary issue. In fact, national traditions and mentality peculiarities leave their imprint on conducting an interview in a particular country.

Historically four methods of interviewing: British, German, American and Chinese. This does not mean that an interview on the Chinese method is possible only in China, about the British - only in the UK, etc. All these methods of conducting interviews have long been adopted by HR-managers of different countries.

Learn about these techniques in more detail will be useful and for personnel, and for applicants. HR staff can use this information to optimally plan the conduct of the interview, and applicants will be aware of what they can face when they come for an interview.

British interview technique. Britain is a country of traditions (they do not even abolish the monarchy, because it is accepted, and if accepted - why change something). Therefore, the conduct of the interview on the British method is based on personal conversation. Members of the personnel commission will be the mostinterest in the biography of the applicant, the traditions of his family and, of course, the place of education. If the relatives of the applicant are in positions of responsibility, if they have an impeccable reputation, then the vacancy is practically in his pocket. Education is also important - Oxford and Cambridge are preferable not only because they are the best, but also because they are the oldest. Oxbridge (both in Britain called both universities) is an incarnate tradition.

German interview technique. Stereotyped German - neat, pedantic andeven meticulous. This left its imprint on the conduct of the interview on the German method. Before the candidate is admitted before the interview, he will have to prepare a large number of different documents, among them - written recommendations of knownspecialists and scientists in a certain field. A strict expert commission will analyze the documents of the applicant, paying attention not only to the content, but also to the correctness of the design. The applicant will be admitted before the interview only if he can pass a number of mandatory strict procedures.

American interview technique. Conducting an interview on the American method is based on "two whales": testing and "testing in an informal setting." Tests mostly computerized, they help determine the psychological characteristics, creative and intellectual abilities of the candidate. A informal communication (lunch in the office, participation in the presentation, weekendtogether with potential colleagues) helps to assess the nature of the applicant, his dignity and shortcomings. In the test, you can and lie; informal communication will more fully reveal the potential of the person, will show whether he can work in a team, make him show qualities of character suitable (or vice versa, not suitable) for work in this particular firm.

Finally, Chinese interviewing technique, like the British, is a tribute to the historical tradition. The Chinese are a people with a rich historical past. Therefore, conducting an interview on the Chinese method involves checking not only professional, but also general knowledge. Applicants are invited write several essaysto test their knowledge of history and classics,literacy writing. Of all the applicants participating in the competition, the required number of points gain only a few percent. They write the final essay, the theme of which is related to their future work. And only those who write it successfully, will be invited for an interview. Points for the exam often affect the official position of the applicant, who was taken to work after the interview.

Which of these methods is the best? There is no answer to this question. By itself, each technique does not guarantee 100% efficiency. To conduct an interview was really successful, you need use the elements of all these techniques, skillfully combining them. Only then can you get a really objective picture of the applicant.