2招面试技巧教你学会了解候选人
Two Interviewing Techniques That Help You Really Get to Know Candidates
During interviews, candidates often offer practiced responses.
Try taking a few risks to help you probe past their canned answers.
On-the-spot interview coaching is a simple way to get your candidate to open up and answer your questions more thoroughly. Give the person a coaching directive, such as “Can you please answer the same question by telling me a story with an arc?”
This strategy enables you to assess whether the candidate is receptive to feedback and whether they can integrate that feedback into the rest of the interview.
If you want to change the environment of the interview and understand a candidate’s social capability in high-stress situations, try group interviews, which naturally create scenarios that strain social dynamics. This will help you determine who stands out as a natural leader.
These techniques will ensure that you find stronger employees who are well-suited for your company.
在面试的时候，候选人常常会用事先演练过的答案来回答你。
试着冒点险就能帮助你识破他们事先准备好的答案。
现场面试辅导就是一个简单的`方法，可以让你的候选人更详尽具体地开口回答你的提问。给面试者一个辅导指令，例如“麻烦你用讲故事的方式重新回答一下同样的问题。”
这个策略可以让你评估候选人的反馈是否可以接受，以及这些回答是否能跟面试中的其他部分相一致。
如果你想改变面试的环境，了解候选人在高压力情境下的社交能力，可以试试群面，这种面试很自然地创造了限制社交动力的场景。这样可以让你确定谁会是一个突出的天生的领导者。
这些技巧可以让你找到与公司非常吻合的优秀员工。
Adapted from “Interview Techniques That Get Beyond Canned Responses,” by Alicia Bassuk and Jodi Glickman
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