Many job seekers have gone through a lot of interviews. Some interviews end in 10 minutes, while others chat for 30 or 40 minutes. Have you found that the admission rate of those who have been interviewed for more than 40 minutes is much higher than those who come out in 10 minutes? Have you estimated how long a general interview is reasonable?

其實(shí)從求職者面試的時(shí)長就可以推算出面試結(jié)果。關(guān)于面試時(shí)間有一個(gè)“40分鐘定律”。“什么是40分鐘定律？”下面聽聽獵頭公司是怎么說的。

In fact, the interview results can be calculated from the length of the interview. There is a "40 minute rule" about interview time. "What is the 40 minute law?" Let's hear what the headhunting company says.

所謂“40分鐘定律”就是說，面試時(shí)和你聊天的時(shí)間超過40分鐘的人才是值得考慮的候選人。在面試過很多人之后，不少HR都會(huì)，發(fā)現(xiàn)所有不合適的候選人的面試時(shí)間都在20分鐘左右，而所有合適的候選人的面試時(shí)間都超過了40分鐘。那么，20分鐘和40分鐘有什么本質(zhì)的區(qū)別呢？

The so-called "40 minutes law" means that people who spend more than 40 minutes chatting with you during an interview are candidates worth considering. After interviewing a lot of people, many HR will find that the interview time of all unsuitable candidates is about 20 minutes, while the interview time of all suitable candidates is more than 40 minutes. So what's the essential difference between 20 minutes and 40 minutes?

“面試的40分鐘包括什么”

"What's included in the 40 minutes of the interview"

從經(jīng)驗(yàn)來看，面試的前10分鐘會(huì)用來討論候選人之前的學(xué)習(xí)和工作經(jīng)歷，之后還會(huì)有10多分鐘用來討論候選人和公司之間的匹配度（技能、經(jīng)驗(yàn)、文化、薪資等等）。大部分面試基本由這兩個(gè)部分組成，所以大部分面試的時(shí)間都在30分鐘之內(nèi)。

From the perspective of experience, the first 10 minutes of the interview will be used to discuss the candidate's previous learning and work experience, and then more than 10 minutes will be used to discuss the matching degree between the candidate and the company (skills, experience, culture, salary, etc.). Most interviews are basically composed of these two parts, so most interviews are within 30 minutes.
                

而超過40分鐘的面試時(shí)間會(huì)比以上的流程多一個(gè)重要的部分：關(guān)于公司發(fā)展方向的討論。

The interview time of more than 40 minutes is an important part of the above process: Discussion on the development direction of the company.

對于創(chuàng)業(yè)公司來說，每一個(gè)創(chuàng)始員工都在參與公司未來發(fā)展方向的制定和推動(dòng)，所以合格的創(chuàng)始員工候選人，會(huì)在面試中提出很多他在這方面的想法。以自媒體項(xiàng)目為例，的候選人一般都會(huì)和面試官花不少時(shí)間討論一個(gè)問題：我們的自媒體會(huì)采用什么樣的商業(yè)模式？因?yàn)樽儸F(xiàn)是幾乎所有自媒體的發(fā)展瓶頸，所以有想法并且“懂行”的候選人都會(huì)問到相關(guān)的問題并和創(chuàng)始人切磋交流。

For a start-up company, every founder employee is participating in the formulation and promotion of the company's future development direction, so the qualified founder employee candidate will put forward a lot of his ideas in this aspect in the interview. Taking we media projects as an example, excellent candidates usually spend a lot of time with interviewers to discuss a question: what kind of business model do we media experience? Since cashing out is the bottleneck of almost all we media development, candidates who have ideas and "know the industry" will ask relevant questions and exchange views with the founders.

“如何延長面試時(shí)長”

"How to extend the interview time"

延長面試時(shí)長其實(shí)就是面試成功率提高的表現(xiàn)。求職者可以從面試時(shí)長來評價(jià)自己這次的面試。而成功的面試主要有三部分，學(xué)習(xí)工作經(jīng)歷、崗位匹配度、公司發(fā)展方向，一般的求職者都會(huì)有個(gè)部分的面試過程，所以求職者需要在介紹自己的經(jīng)歷時(shí)有所選擇，盡量挑選自己更相關(guān)的經(jīng)歷進(jìn)行介紹，讓自己的崗位匹配度更高，才有機(jī)會(huì)進(jìn)行之后的對話。在后面的深入自我介紹時(shí)，將之前崗位的工作內(nèi)容往面試崗位上靠，表明自己能夠勝任該崗位。這樣才能和面試官進(jìn)行一個(gè)比較長時(shí)間的談話，求職成功率也會(huì)變高。

Extending the interview time is actually the performance of improving the success rate of the interview. Job seekers can evaluate their interview by the length of the interview. The successful interview has three parts: learning work experience, job matching degree and company development direction. The general job seeker will have the first part of the interview process. Therefore, job seekers need to choose their own more relevant experience to introduce their own experience, so that they can have a better job matching before they have the opportunity to have a dialogue later. In the following in-depth self introduction, the previous job content to the interview position, show that they are competent for the post. Only in this way can we have a long conversation with the interviewer, and the success rate of job hunting will be higher.