Kinh nghiệm phỏng vấn để chọn đúng ứng viên phù hợp | Vân Nguyễn HR

Summary

In this training session, Vân shares essential strategies for effective recruitment interviews. She emphasizes the importance of understanding candidates beyond their visible traits, likening it to an iceberg where hidden qualities like values, emotions, and beliefs play a key role. Vân introduces questioning techniques like EKS (Experience, Knowledge, Skills), VIP (Values, Interests, Personality), and 4P (Perseverance, Precision, Positivity, Progress) to assess candidates more holistically. She advises interviewers to ask open-ended, thoughtful questions, avoid closed ones, and create a friendly atmosphere to encourage transparency and deeper insights for more informed hiring decisions.

Takeaways

• 😀 Use the EKS (Experience, Knowledge, Skills) question model to assess the candidate’s experience, expertise, and professional skills during the interview.
• 😀 Ask open-ended questions to encourage candidates to provide detailed responses, giving you better insights into their capabilities and personality.
• 😀 The VIP (Values, Interests, Personality) question model helps understand the candidate’s values, interests, and overall personality beyond their professional qualifications.
• 😀 The 4P (Perseverance, Perfection, Positivity, Progress) question model evaluates the candidate’s work ethic, attitude toward challenges, and long-term growth potential.
• 😀 Frame questions positively to avoid putting the candidate on the defensive. For example, ask about what motivates them rather than asking why they left a previous job.
• 😀 Avoid using closed-ended questions, as they limit the amount of information you can gather from the candidate.
• 😀 Ensure your tone and approach are friendly and open to create a comfortable environment that encourages the candidate to share more.
• 😀 Refrain from asking probing or overly direct questions, especially on sensitive topics like previous salaries or reasons for leaving a job, which may make candidates uncomfortable.
• 😀 Focus on listening actively during interviews, rather than just asking questions. This will help you gather more insights from the candidate’s responses.
• 😀 Prepare a list of interview questions based on models like EKS, VIP, and 4P to ensure you cover all the necessary areas in evaluating a candidate.
• 😀 Asking ‘why’ questions can help uncover the candidate’s motivations, interest in the position, and alignment with the company’s values and goals.

Q & A

What is the iceberg metaphor in recruitment?

The iceberg metaphor refers to the visible and hidden aspects of a candidate. The visible part includes behaviors and preferences shown during the interview, while the hidden part covers deeper emotions, thoughts, motivations, fears, and values that are not immediately visible.

Why is it important to use specific questioning techniques in recruitment?

It's important because these techniques help uncover the deeper, hidden aspects of a candidate's personality and qualifications, such as their motivations, values, and how they approach challenges, which are critical for making informed hiring decisions.

What are the three types of questions recommended for assessing a candidate's capabilities?

The three types are: 1) Experience-based questions, which inquire about the candidate's previous job history and relevant experiences; 2) Knowledge-based questions, which check their educational background and expertise; 3) Skills-based questions, which assess their ability to handle specific tasks or situations.

How can recruiters assess a candidate’s experience in a particular role?

Recruiters can ask questions like, 'How long have you worked in this field?' or 'Can you describe the processes you followed in your previous role?' These questions help gauge the depth of the candidate's experience.

What is the purpose of using VIP questions in interviews?

VIP questions aim to uncover a candidate's values, personality, and motivations. For example, asking about their beliefs, what drives them, or their career goals helps determine if they align with the company’s culture and vision.

What does the 4P model assess in a candidate?

The 4P model assesses a candidate's perseverance, attention to detail, positivity, and growth mindset. Questions related to this model help evaluate how a candidate handles challenges, their work ethic, and their attitude toward personal and professional growth.

Why should recruiters avoid closed-ended questions during interviews?

Closed-ended questions often result in brief answers that do not provide deep insights. Open-ended questions encourage candidates to elaborate, offering a more comprehensive view of their experiences, values, and personality.

What is a key interviewing tip for recruiters to build rapport with candidates?

Recruiters should adopt a friendly and open approach, using positive language and asking non-threatening, open-ended questions. This creates a comfortable environment where candidates feel encouraged to share more openly.

How should recruiters inquire about a candidate's previous job and reasons for leaving?

Instead of asking why they left a previous job directly, recruiters should ask, 'Why are you looking to change your work environment?' This phrasing invites a more detailed, positive response.

How can recruiters effectively address questions about salary expectations during interviews?

Rather than asking directly about their previous salary, recruiters can ask, 'What are your salary expectations?' or 'How does your current salary compare with what you're seeking?' This approach feels less invasive and invites more honest answers.