Did you know that employers from different countries to conduct interviews in different ways? Conducting interviews in China, for example, will differ significantly from the interview in Germany. Today in the land of the Soviets — "peculiarities of the national interview".

It would seem that in the context of globalization shouldn't matter in what country does the interview: work is work, but in America or in the UK — this is a minor issue. In fact, national traditions and mentality of their imprint on conduct the interview in a particular country .

Historically four methods of conducting the interview. British, German, American and Chinese. This does not mean that an interview at the Chinese technique only possible in China, about the British — in the UK, etc. All of these methods of conducting the interview has already been adopted by HR managers in different countries.

Learn about these techniques in detail will be helpful and for HR and for job seekers. Personnel officers can use this information in order to optimally plan the interview and applicants will be informed of what they may face in coming in for an interview.

The British technique of interview. Britain is a country of traditions (they even monarchy is not abolished, because it is not accepted, and if accepted — why to change something). Therefore, an interview at the British technique is based on personal conversation. Members of the personnel Committee will be most interested in the biography of the applicant, the traditions of his family and, of course, a place of education. If relatives of the applicant had held responsible posts, if they have a flawless reputation — the job practically in his pocket. Education is also important — the Oxford and Cambridge it is preferable not only because they are the best, but because they are the oldest. Oxbridge (as in Britain, decided to call both of the University) is an embodied tradition.

German methods of interview. Stereotypical German — neat, meticulous, and even thorough. It left its imprint on the conduct of the interview the German method. Before a candidate will be allowed to interview, he will have to prepare a large number of different documents. among them, the written recommendation of renowned experts and scholars in a specific field. Strict expert Commission will analyse the documents of the applicant, drawing attention not only to the content but also for proper clearance. The applicant will admit to the interview only if he can pass a series of strict procedures required.

American methods of interview. An interview on the American technique is based on "two pillars": the testing and "test in an informal setting". Tests mostly computerized, they help to identify the psychological characteristics of creative and intellectual abilities of the candidate. And communication in an informal setting (lunch in the office, participation in the presentation weekend along with potential colleagues) helps to estimate the character of the applicant, his strengths and weaknesses. In the test, and you can invent

Finally, the Chinese method of conducting interviews. as British, is a tribute to historical tradition. The Chinese are a people with a rich historical past. Therefore, an interview at the Chinese technique involves checking not only professional, but also General knowledge. Applicants are encouraged to write a few essays. to test their knowledge of history and classics, literacy, writing. All applicants participating in the competition, the required number of points you collect only a few percent. They write a final essay, which is related to their future work. And only those who will write it successfully, will be invited to interview. Points for the exam often affects the position of the applicant, whose interview got the job.

Which of these methods best? To this question the answer is no. By itself, each technique does not guarantee 100% effectiveness. So the interview was really successful, you need to use elements of all of these methods, skillfully combining them. Only then can we get a really objective picture of the applicant.