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Three psychological characteristics of interviewing examiners

Three psychological characteristics of interviewing examiners

In fact, the interview is also a psychological contest between the supply and demand sides.

As a candidate, knowing the psychological characteristics of the other party and “clearly understanding his heart” can change from passive to active.

Therefore, proper study of psychology, mastering the basic psychological characteristics of interviewing examiners, and being prepared to participate in interviews in a targeted manner will greatly improve the success rate of the job application.

According to the author’s understanding, interviewers have a lot of three basic psychological characteristics that candidates should master, namely: initial impressions and increasing trends, employment pressure and hints, pleasing to the eye.

  The initial impression and elevation have been seriously aggravated by some scholars from abroad. It has been suggested that at least 85% of the examiners had made their initial impressions based on the applicant’s application data before the interview actually started.

Initial impressions play a very important role in the interview process and results.

According to the principles of psychology.

If your initial impression is not good, it will be difficult to change that impression, which is the potential effect of the above.

Knowing this psychological characteristic of the examiner, we can prepare our application materials carefully so that our shortcomings and deficiencies can be covered by advantages and strengths.

Of course, don’t leave a bad impression on the examiner because of his own dress and every move at the beginning of the interview.

  Employment pressure and hints The employment pressure mentioned here refers to the pressure on the examiner to complete the recruitment task.

Examiner employment pressure is an opportunity for candidates.

Some people have done experiments: merge human resource managers and tell one group that they are far from completing the hiring target; to the other group, they have almost completed the hiring task.

As a result, the defendant said that the group with far-reaching job assignments had a much higher evaluation of the interviewer than the other group.

Of course, it is more difficult for candidates to know the pressure of the examiner’s employment, but in the interview, the examiner may unconsciously show this emotion.

Because of the rush to complete the recruitment task for a position, the examiner may unconsciously express this emotion with hints, and even actively guide the candidate to answer the question correctly.

For example, they would say: “In foreign languages, you should have no problems,” “based on your experience, it may not be a problem with a technical problem,” and so on.

In most cases, the hint will not be so naked and not a little vague, for example, when the examiner thinks your answer is correct, he will smile or nod slightly.

Grasp the examiner’s employment pressure without losing the opportunity, catch the hints in time, and reverse this path, and you may achieve your goal.

  Pleasing and pleasing here refers to the dress and dress of the candidate, and more prominent is the eyes and facial expressions of the candidate when applying.

Studies have shown that the success rate of candidates who are good at expressing their emotions with eyes, facial expressions, and even simple small movements is far higher than those who do not squint and smile.

There is an experiment with 52 human resources experts: let these experts decide who to invite for the second round of interviews by watching previous interview videos.

These experts are divided into focal points. Each of them watched a video of a candidate who had many eye communication and flickered vigorously. As a result, 23 of the 26 experts invited the candidate to participate in the interview again;It is a video of an applicant who has little eye communication and shows little vitality. As a result, none of the 26 experts invited him to participate in the next round of interviews.

  This shows that it is clear that the examiner’s heart has a great effect.