The effective interviewing

Selection of senior managers may require dozens of interviews with different experts of the organization. However, studies have revealed a number of problems which reduce the efficiency of interviews as the main frame selection tool.

The basis of these problems is the emotional and psychological. For example, there is a tendency decision about the candidate based on the first impression of it unfolding in the first few minutes of conversation. Home Information about the person coming in the future, there is almost no attention and has little influence on the decision on hiring. Another problem is the tendency to evaluate the candidate in comparison with the previous person is interviewed immediately before. If the previous candidate look bad, then the subsequent mediocre specialist will look good or even very good. It has cadres and this trend as higher assessment of the candidates, appearance, social status and behavior which are more in line with their own characteristics. Studies show that structured interviews with standardized and written questions and answers, improve the accuracy of the interviews as a selection method. Of course, the fact that the interview should focus on those issues that affect the essence of the work.

If the interviewer is well aware of the work, which is conducted by an interview and know what kind of people can succeed in it, it will be more objective and waste experts will be better.

Some general recommendations the effective conduct of the interview are as follows:

 It is necessary to establish mutual understanding and sincere relationship with the candidate and give him or her the opportunity to feel free and natural.

 During the interview, try to be objective and to focus on the requirements for use.

 Not judged by the first impression of the candidate, and not jump to conclusions until you listen to the end and not get all the information.

 Prepare a structured list of questions that will be given to all candidates, but be flexible enough in it to explore other questions.

 Be experienced and skillful conduct of the candidate in the conversation.

Appearance

Everyone knows (special studies confirm this) - the appearance is essential in the human evaluation of other people. There are persistent stereotypes through which holders of a certain appearance is credited with the corresponding features of it. American psychologists, for example, have found that it is in a beautiful, good looking people around suggest a variety of advantages. In one experiment, students described the nature of the people only in pictures: more attractive and evaluated as a more successful professional career and personal life.

Typically, beautiful have higher self-esteem, less anxious and more resistant to pressure from the others. They are able to exert greater influence on others. Psychologists have found that beautiful receive a higher salary and less severe judicial sentences, are considered the best of friends, colleagues, lovers. This applies equally to men and women.

Physiognomy - the teaching of supposedly unambiguous relationship between a person's appearance and his character - has no scientific basis. Physiognomy originated in ancient times with the idea of ​​predestination mental and physical in a person that initially prescribed by nature.

Many people consciously or unconsciously based on the data of physiognomy, strive to simplify the understanding of the human personality. Such stereotypes of people well known to psychologists. For example, people with a high forehead, bald, in the eyes of others seem to be smarter than narrow-minded, hairy and without glasses. People are well-fed, seem to be good-natured and calm, and the bad - nervous and angry. Agree that a direct link between the qualities listed there. Often the first impression about a person develops only by his appearance, indicating that the HR consultant unprofessionalism. You should be aware of these stereotypes of people, to weaken their impact on the assessment of the business and personal qualities of the candidate.

You can get enough reliable information on the state of health, the nature and habits of the candidate, if the focus on the following features:

 Eye proteins having red streaks vessels indicate the exhaustion of the nervous system and chronic fatigue;

 anemic pallor of skin found in people with reduced overall vitality and poor health (but the man cowardly nature pale with fright when they came to you for the interview);

 reddening of the skin may be indicative of elevated blood pressure (hypertensive often aggressive, and irritable conflicted) or fighting character, drive and purposeful;

 dark circles under the eyes indicate disorders of the cardiovascular activity, urological diseases or fatigue;

 "Bags" under the eyes and swelling of the face may be the result of disease or excessive drinking (known joke: a drunkard asked where he keeps the money, and he says, "in a poke" - and shows them at home under the eyes);

 dandruff in the hair and hands humidity are signs of increased sensitivity and irritability of the nervous system;

 cold hands are under reduced blood pressure, accompanied by fatigue and low workability;

 restless eye movement can be at bay, neurasthenia;

 unblinking, "snake eye" happens when mental disorders and altered states of consciousness;

 red nose, red skin of the face and hand shake may be signs of alcoholism;

 inconspicuous white nail holes indicate heart failure and poor circulation;

 stoop, staggering gait, walking waddle, inability to climb stairs or go down to find her spinal column or joints;

 halitosis is for diseases of the teeth, throat, nose or gastrointestinal tract, as well as non-compliance with elementary hygiene;

 skin on the neck reflects the biological age of the person;

 look "eye to eye" shows the business attitude of the interlocutor;

 look to the mouth of the interlocutor contributes to an atmosphere of secular easy communication;

 look, exciting area of ​​eyes, mouth and chest, called intimate;

 sideways glance with raised eyebrows and a smile shows the interest and is often used as a signal of courtship;

 glance sideways, accompanied by drooping or furrowed brows and drooping corners of the mouth indicates suspicious critical attitude or hostility;

 overweight indicates metabolic disorders or low self-esteem person, trying to "seize" your feelings, to calm down (in the United States passed a law on the right of employers not to employ too fat people who do not have diseases that cause such weight gain).

A man leading a healthy lifestyle is a good complexion, warm and dry hands, fresh breath, clean, shiny hair, smooth skin, light emits unpleasant odors, slender and fit. Physiognomists argue that the strong nature as indicated by the large cheekbones and ears, thick eyebrows, prominent chin, the wide top of the head, full lips, the plastic base of the thumb, clearly visible white nail holes and strong calves. Sympathy call persons who have under the eyes so-called appeal rollers.

clothing

We are told from childhood that you can not judge a book by its cover, and the person - their clothes. Remember, too, that on clothes meet, and escorted to the mind. But not too often as the new man we meet and see off - on clothes. We have already talked about the power of first impressions, the role of appearance at the same time, on persistent stereotypes of perception.

The error in determining the kind of human activities on his appearance and clothing is very common, though people do not like to admit it. Assuming that each category of people dressed a certain way, seeing a human characteristic appearance, we automatically refer it to the appropriate category. Then we expect from him certain behaviors and angry if it does not meet our expectations.

What should be alerted to the exterior of the candidate?

 non-business style of dress (sportswear and shoes, leisure wear or special occasions);

 defiantly bright clothes and footwear (fancy jackets, bright printed pattern fabrics, shiny fabrics and shoes);

 massive or numerous decorations for men;

 expensive jewelry for women in the daytime;

 no stockings female summer;

 Do not combine elements of clothes (suit and sneakers, business jacket and jeans, not matching fabric, white socks);

 shabby or unkempt clothing;

 too old-fashioned clothes, shoes and accessories;

 clothes with someone else's shoulder, in which the awkward feeling;

 non-compliance Bag (large road, a theater, a grid for products, backpack).

Each one of these specific features and their combination can tell a lot of experimental psychology.

A smart business person knows the etiquette, it tries to be presentable:

 have successful perspective view;

 to behave naturally and easily;

 have a strict business clothing (men desirable suit of gray, blue or brown, women - English suit, a suit of a skirt and blouse or a strict dress);

 wear a minimum of jewelry and cosmetics;

 women have beautiful, soft manicure and make-up;

 wear fashionable clothes from expensive fabrics;

 have a nice and quite expensive accessories (handbag, briefcase, watch, pen, notebook, cuff links);

 be neat and collected;

 speak calm and friendly tone;

 do not be nervous and do not be annoyed if it is something not to like.

The decisive criterion

Truthfulness of the candidate for many activities can be a decisive criterion for selection as the main quality of the employee is often brought his honesty and devotion to the company. A worker with average abilities aimed at a permanent job in the company is more likely to get a position than a classy professional, ready at any moment to go to another company in search of higher wages and benefits. You can teach a man to perform some work. But it is impossible to improve his character, to teach him the decency to change their way of thinking and attitude towards people. Character is unchanging.

Another important selection criterion should be called a high level of motivation of the candidate. His interest in high personal achievements and success of the company.

The result of the interview the employee or manager of the personnel department should be issued in writing and give an opinion on each candidate for prefabricated objective criteria. Written opinions are especially important if the candidate is interviewing several different people.

If the proposed candidate for the position is not appropriate, it should be in writing to substantiate tangible and objective reasons for the refusal. It is advisable to communicate these reasons to the candidate, but in the wording, does not hurt his feelings. Often the true reasons for the refusal and those who declared the candidate variety.

The most common causes of failures:

1. The pathetic appearance.

2. The desire to show their superiority.

3. Inability to speak well: the faint voice, poor diction, an error in the accents and pronunciation.

4. Lack of a career plan: clear goals and objectives.

5. Self-doubt and insincerity.

6. Lack of interest and enthusiasm.

7. Inability to overtime.

8. interest only in a high salary.

9. The low level of academic achievement during their studies.

10. The high level of claims on the position and salary, the reluctance to start from a lower position.

11. Constant self-justification, references to adverse factors, evasive answers.

12. The lack of tact, lack of knowledge of business etiquette.

13. Lack of maturity of judgment.

14. aggressive behavior, lack of courtesy.

15. contemptuous comments about previous employers and managers.

16. Unwillingness to learn, improve their skills.

17. Excessive tardiness, retardation reactions.

18. Avoiding look into the eyes of the consultant.

19. Sluggish (fishy) handshake.

20. Indecision.

21. sloppy.

22. The absence of specific objectives. Consent to any work.

As job seekers prepare for interviews conducted can be found in the article "How to prepare for a job interview."