Interview Should Avoid Twelve Kinds Of "Bruising".

At the beginning of the interview, the candidates were not good at breaking the ice and waiting for the interviewer to open the phone.

During the interview, the candidates were reluctant to speak voluntarily for a variety of concerns, resulting in a cold interview.

Even if we can barely break the silence, the tone and intonation are extremely stiff, making the scene even more embarrassing.

In fact, whether it is before an interview or in an interview, the interviewer's initiative to greet and talk will leave the interviewer with a good impression of being enthusiastic and good at communicating with others.

Interlocking with the interviewer

An interviewer with a certain professionalism is a taboo against the examinee, because the relationship between the two parties in the interview is too casual or too tense, which will affect the interviewer's judgement.

Too much "near" will also objectively prevent candidates from making professional experience and skills in a short interview time.

Smart examinees can give you one or two pieces of solid evidence to praise recruiters, so as to show your interest in this company.

For prejudice or prejudice.

Sometimes, the negative evaluation of the interviewer or the recruited unit before you participate in the interview will affect your thinking in your interview.

It is very stressful to think that the interviewer who seems cool or harsh or unsatisfied with the corresponding candidate.

Sometimes, the interviewer is a young lady who looks much younger than herself. In her heart, she starts to whisper, "how can she be qualified to interview me?"

In fact, in the recruitment interview, this special procurement relationship, candidates as a supplier, need to actively face different styles of interviewers, namely customers.

A real salesperson can not choose his attitude when facing customers.

There are no examples to be made.

When a candidate talks about personal achievements, skills and skills, a clever interviewer asks, "can you give one or two examples?"

The candidates will be speechless.

The interviewer thinks that facts speak louder than words.

In interviews, candidates should be trusted by their so-called communication skills, problem-solving skills, teamwork skills, leadership skills, etc.

Lack of positive posture

The interviewer often raises or touches something that makes candidates feel embarrassed.

Many people are blushing, or dodging, or telling lies, rather than honest answers and positive explanations.

For example, the interviewer asked, "why did you change 3 jobs in 5 years?"

Some people may talk about how difficult work is and how their superiors do not support, rather than telling the interviewer: though hard work, I learned a lot and matured a lot.

Loss of professional style

Some candidates perform well in interviews, but once they are asked about their present company or previous company, they will attack their boss or company angrily or even abuse it.

This behavior is very taboo in many large international enterprises, or in the face of professional interviewers.

Not good at asking questions.

Some people ask questions when they are not asking questions, such as interrupting interviewer's conversation while interviewing.

Some people are not prepared enough to ask questions before the interview, but when it comes to asking questions, they do not know what to say.

In fact, a good question is better than the countless words in the resume.

Vague plans for personal career development

For individual career development plans, many people only have goals and no ideas.

For example, when asked about your career development plan in the next 5 years, many people will reply, "I hope to be the director of sales in 5 years."

If the interviewer asks "why", the candidate often feels puzzled.

In fact, any specific career development goal can not be separated from your assessment of your personal skills and the rough skills development plan you need for your career goals.

Pretend to be perfect

Interviewers often ask, "what weaknesses do you have in your character?

Have you ever suffered setbacks in your career? "

Someone will answer without hesitation: "No."

In fact, such an answer is often irresponsible to oneself.

No one has no weaknesses, no one has never suffered setbacks.

Only by fully recognizing their weaknesses and by correctly understanding their frustrations can we create a truly mature personality.

Be led into the urn

The interviewer sometimes examines the applicant's business judgment and business ethics.

For example, the interviewer introduced the company's honest and trustworthy corporate culture or simply did not introduce anything. He asked, "if you are a financial manager, if I ask you to evade 10 million yuan a year, what will you do?"

If you are thinking about tax evasion on the spot, or thinking quickly, you can list a lot of schemes and prove that you are in their trap.

In fact, in almost all international enterprises, law-abiding is the basic requirement of employee behavior.

Actively explore salary and benefits

Some candidates will ask the interviewer about salary and benefits of the position at the end of the interview.

Interviewers with human resource expertise are taboo.

In fact, if the recruitment unit is interested in a candidate, it will naturally ask about its salary.

I don't know how to end it.

Many job seekers end up with incoherent success or excitement because of fear of failure.

In fact, at the end of the interview, as an examinee, you may wish to express your understanding of the position you are applying for, and enthusiastically tell the interviewer that you are interested in this position and ask what the next step will be. Shake hands with the interviewer and thank the interviewer for your reception and consideration.