I’m sure much thought before the interview with the question: how to make an impression, so I took on the job? What and how to speak correctly? How to behave? Which way to choose?
I have bad news, but it is also good – there is no uniform rules.
There is no magic instructions that will help you a 100% chance to please the employer. Each following interview will be different from the previous one. Why? Because recruitment is always subjective.
Yes, some companies seek the most modern to abstract from the personal preferences, using techniques and tools that are implementing innovative approaches. But exclude the human factor is completely impossible, because in front of you at the table sits a man. With his life experience, well-established rules and mood.
Moreover, when you reach the level of the head, it is, except for all of the above, intuitively determines with whom he wants to, or willing, or can work. The only thing in your power – desires, and preferences of the individual to determine directly during the interview.
How to do it? Listen carefully and ask questions. Questions to help you understand what kind of person is needed for this position, what requirements are important, but not mentioned in the vacancy.
Imagine that you have come to the interview. You have been asked to talk about yourself. Are you having fun began, for example, from a distance, with the theme of the diploma, detail and proudly listed their achievements and carefully avoided the sharp corners of your professional career? Twenty minutes of quality of the monologue. You – in the spotlight, you are – on the stage. The man on the side of the table may ask you some questions, and perhaps just listened attentively.
And it seems to you – that’s it! You are 100% fit for this position, and the interviewer was a pleasant, polite man. A refusal to get a couple of days. Terribly offended, asked to explain the reasons or wondering to himself.
Take a look at this situation from a different angle. You talked about himself but did not learn anything about the desires of a particular employer for a specific position. Experienced recruiters tend to quickly assess the situation, and if they do not ask – do not tell too many words. Why? Because waiting for the initiative from you. Look: how much you are willing to meet, and how deep you are in the topic. In other words, how well you understand what will work, and why you think that a good fit for this job.
Many companies now directing your reasoning is much more important retelling resume. A summary fact already read. No matter how you say what you think, and what you can offer.
So long as you do not ask questions about the job – you are in the zone of uncertainty. And the general knowledge of the company, even if you scoured the Internet, to help, but is not essential. We need details, specifics of work and rules of the game. There are a number of issues that can be set to almost any job, but it is better to include the brain and ask questions based on what you said specific recruiter at a particular moment. Question answer. Another question – and the answer yet. Lead in this dance. Before you – the media. Source.
For example, the following issues are pertinent:
- Tell us why position open (this is a new position, or you are looking for a person to replace). If the replacement of why the person has left or been fired? Is there any objective reason why he lost? If a person has been promoted – how quickly this growth occurred, and what position he moved? At the same time, you make a conclusion, as a matter of fact, the company going career.
- Ask who is the head of the employee in this position – a man or a woman. Ask what his / her own requirements for the candidate.
- If you will be the people in subjection, ask how many of them. What is the situation in the team at the moment as a whole? When was the last time was to optimize the command or a set of new people? Why?
- What are the requirements for a person in that position, other than those specified in the job? What particularly draws attention to?
- As the interviewer evaluates your chances? Ask to give at least an intermediate feedback.
For example, specifying a step-by-step, the picture will become a little clearer for you. The interview, in fact, – trade, where one sells a product (you), and the second to buy this product (the candidate).
Even if the first meeting you got “naive fool”, the next step you will encounter an experienced person who is in a meeting with you is to ask yourself these questions:
- how this person is suitable to my problems?
- how to fit into the team and into the atmosphere?
- comfortable if I would work with him already, for example, tomorrow?
These requirements will never be published. Find out about them, you can only carefully talking with someone.
Furthermore, Smile, be friendly and collected. It is important. The friendliness and openness of the covers set, including professional and disadvantages. A pleasure to work with nice people.
However, there are cases of the pervasive nature of subjective evaluation – impenetrable, and you have no chance, as if you did not try. You do not like you, period. And you are smart and savvy, and experience you an impressive, and come in financial terms, but there does not come out you stone flower. What to do? Nothing.
If you can jump over your head – jump. Look at the job exits the client, tell him about themselves, take risks, we see Arguments! If you succeed – the recruiter will have to admit defeat. But if the boss trusts his HR-service, so no luck.
But do not despair. Recruiters come and go, try again after some time. And once again, if you want.
Remember: every interview – contribution to the treasury of your experience. All less nervous, more ease, logic and sharpness in the answers, clear, well-formulated questions on your part. This is only possible when training. Train even for those who do not appreciate it.
Remember – do not take the job, on the job and take the appropriate company specific person team. And some of the lyrics: it may seem that this material is written exclusively for the Z generation, which is not afraid of any crisis or shift work or bezrabotnitsy. This is not true. Now on the market a lot of people looking for work, the expected deterioration of conditions or significant changes to many job search – a serious test for some – elementary question of survival.