Several points should be paid attention to in structured interview: Structured interview is different from traditional interview methods, and it consists of a series of job-related questions that are continuously asked to job seekers in a certain position: 1. The preparation time before structured interview is longer than that before traditional interview, and the workload of preparing (1) examination room layout is heavy.

This can reflect the corporate culture, reflect the management level of the organization, give the applicant a preliminary impression of the enterprise, and also affect the applicant's acceptance of the enterprise. (2) Before the interview, the materials should be fully prepared. Including the applicant's personal data, structured question table, interview score table and interview procedure table.

(3) Reasonably determine the interview time. It is necessary for the interviewer to fully obtain the real information of the candidate without increasing the interview cost too much. Generally speaking, every candidate will be psychologically prepared for the interview, and the psychological vigilance period is between 20-30 minutes. If this time period is exceeded, people's psychological vigilance will be reduced. Therefore, a longer interview time is conducive to finding problems.

Each interview can be arranged for more than 40 minutes in a row, and the company can arrange multiple rounds of interviews if conditions permit. (4) Cooperation and division of labor of interviewers. Participants in the interview include: personnel from the human resources department, personnel from the employing department, and sometimes consultants and experts are needed to join.

The personnel of the Human Resources Department are responsible for the investigation of general matters such as work, study experience, salary and welfare, job hunting motivation, etc. Personnel in the employing department are responsible for the inspection of professional services such as skills, knowledge and work experience; Consultants and experts check special projects. 2。

In the process of structured interview, the interviewer moderately induces the candidate to provide job-related information by obtaining and transmitting effective information. When asking questions, the interviewer should adopt an open-minded attitude towards the answers of job seekers, and regularly send signals, nod and smile to show his interest in the job seekers' conversation.

The interviewer should also control the progress of the interview to ensure that questions are answered within a reasonable time. When you need to know the specific situation, job seekers can describe it in detail. The interviewer should provide appropriate information about the organization and work, usually after collecting all the necessary information of the job seeker, which includes both positive and negative information.

The interviewer should honestly answer any questions about the organization and work mentioned by the job seeker, which will help the two-way selection in the recruitment process. 3。

Evaluation and statistics of interview results After the interview, the final scoring method or question-and-answer method can be used to evaluate the results. Scores can be simply added up according to predetermined criteria, or obtained by weighted summation of scores reflecting the relative importance of each attribute (the relative importance of each attribute is specified in job analysis), or by weighted summation of scores according to the interviewer's authoritative program.