Studies Candidate

What happened?, What do you wrong?, Have I not been convincing?, “” I fell bad for the interviewer? , Will I notice “nervous, false” to answer questions? Reasons You should know that the above mentioned is commonly referred to in articles of this genre. They are recommendations and should be considered as recommendations. There is no magic wand to ensure overcome an interview successfully. There are a number of factors affecting the outcome. Mainly two: “The job profile” (features personal, educational and business-seeking behavior) and “The experience of the interviewer (oddly enough, there are interviewers that you” sung responses, such as those under the principle of “interview on need” to mistreat applicant) . The job profile is sometimes tends to publish part of that profile: Studies, experience in certain areas, language, behavior sought.

You need only read the job advertisements to realize it. However, there are criteria that usually remain “hidden.” These hidden criteria which determine the discard or not the applicant. Example: How much you want to win?. The experience of the interviewer A friend recently had a personal interview. The interviewer was younger in age than the candidate with more experience and especially with treatment at various levels and to be more severe, human resources specialist. The interviewer was interviewed (My friend was able to meet the educational background, employment and family of the interviewer, and the name of the company The estimated salary and pay all “critical point” for disposal “). And what do I do? “To mourn the river.” Do not worry. What if you should avoid are some typical situations that the candidate self-rule.

Avoid them, and have a better chance of staying in the race: 1 .- Transparency If the candidate has called for a false statement on a resume and has not been detected in a first level of selection, it is normal that the truth comes to light during the interview. In this case the candidate is discarded. 2.-No desire to improve if the people have no desire for growth or ask what time it ends on working hours, have committed a cause for self-exclusion. Today people are looking for results-oriented and non-compliance. 3 .- Do not dwell on the answers did not star in the interview. Whoever takes the interviewer. Do not stop on the questions they ask. 4 .- Do not be open to criticism The applicant should be as natural and spontaneous as possible. That builds confidence, a of the values that most companies look.

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