Traditional interview result is disappointing, so besides, some of what choosing hires a technology to choose for us after all? Here chooses the method that gave 4 kinds to 17 kinds are used extensively and be accepted to make the introduction.

The first kind: Ugly

1) is not structured interview

Although everybody knows the result is bad, because it is real petty gain, convenient,can be, looking plus the surface is so return a responsibility, the person that uses so is not little still, be in China especially. As to can bring how many loss to the company, it is potential anyway, also care with respect to nobody -- include a boss.

2) structuralization interview

Excellent structured interview program makes choose the effectiveness that hire to rise greatly. But develop interview of a structuralization to be not easy thing however, want to undertake thorough job is analysed above all, in working in order to make clear, what example reflected good performance, what example reflected poorer performance. Next, by the executive personnel of working expert and existing job specific to these example is undertaken evaluating, offer for interview personnel then measure fiducial, the performance that the object tries on undertakes evaluating. Subsequently, build conditional sex to inscribe a library, learn angle to give out from behavior the standards of grading of each problem (good, general, poor) . These answers offerred the grading program of a kind of systematization, conduce to the effectiveness that enhances judgement candidate to the greastest extent and dependability. If do not use these standards of grading, structured interview and blame structuralization interview also differred without what. Once determined the basic content of interview, interview personnel is in with respect to need of process of skill of observation, human association, judgement skill, interview carry out and the respect such as the organization of the problem is accepted groom. Next, interview personnel has a practice with respect to the question that raises actually even, get corresponding feedback according to practicing a result.

The 2nd kind: The quantity is expressed (tool) test

All sorts of test tools are very much, include skill test, intellective test, body ability test, success (experience) test, interest test is waited a moment.

The 3rd kind: Working imitate

This is the effect best most high also evaluation fashion, commonly used Yu Zhonggao the promotion of layer controller or choose.

1) job example chooses (WorkSamplingTechnique)

"Of the behavior that the behavior in the past is in the future had better forecast " , working example technology is designed accordingly, carry out the skill of some job job actually with the person that will check to apply for a job. Common practice is: Choose a few very crucial to drafting recruit position job jobs first, ask candidate is finished, observer is versed in his tabulation shows a record to be on test detailed list.
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