• <abbr id="ck0wi"><source id="ck0wi"></source></abbr>
    <li id="ck0wi"></li>
  • <li id="ck0wi"><dl id="ck0wi"></dl></li><button id="ck0wi"><input id="ck0wi"></input></button>
  • <abbr id="ck0wi"></abbr>
  • <li id="ck0wi"><dl id="ck0wi"></dl></li>
  • Home >

    Remember. Twelve Kinds Of High Level Mistakes In Interviews

    2008/8/8 14:51:00 41856

    In job interviews, no one can guarantee that they will not make mistakes.

    Only smart job seekers will constantly correct mistakes and become mature.

    However, there are some mistakes in the interview, but some very smart job seekers can not avoid committing them again. We call them "advanced" mistakes.

    The author summarizes the experience of human resource management in multinational companies in recent 10 years, and lists twelve common "advanced" mistakes, which are discussed with readers.

    One, not good at breaking the silence.

    At the beginning of the interview, the candidate was not good at breaking the ice, and waited for the interviewer to open the box.

    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.

    Two, "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.

    Three, for prejudice or prejudice.

    Sometimes, the interviewer, or the negative evaluation of the recruited company, will control the thinking in his 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.

    Four, we can not give an example.

    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.

    Five, 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 or positive explanations.

    For example, the interviewer asked, "what changed 3 jobs in 5 years?

    Some people may talk about how difficult work is and how their superiors do not support them, rather than telling the interviewer: though they are very hard at work, they learn a lot and mature a lot.

    Six, lose 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.

    Seven. 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.

    Eight, vague about individual career development plan.

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

    For example, when asked, "what are your career plans for the next 5 years?"

    Many people will reply, "I hope to be the director of national sales in 5 years."

    If the interviewer asks, "why?"

    Candidates often feel puzzled.

    In fact, any specific career development goal is inseparable from your assessment of your current skills and the development of your rough skills plan for your career goals.

    Nine, 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.

    Ten, 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 asked you to evade taxes for 10 million yuan in 1 years, what would you do?"

    If you scratched your ears and thought about tax evasion or thought, you would immediately list a lot of plans to prove that you were in their trap.

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

    Eleven, take the initiative to 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.

    Twelve. 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 is. Smile and the interviewer's handshake and thank the interviewer for your reception and consideration.

    • Related reading

    The Effect Of New Labor Law: Enterprises Are More Cautious In Recruiting People, And The Pressure Of Employment Is Further Increased.

    Workplace planning
    |
    2008/8/7 11:46:00
    41916

    The Ten Most Popular Career Secrets In The Future

    Workplace planning
    |
    2008/8/7 11:41:00
    41854

    Beijing Olympics Triggering Competition For Professionals

    Workplace planning
    |
    2008/8/7 11:41:00
    41759

    Olympic Talents Are Becoming New Favorites For Talent Restructuring.

    Workplace planning
    |
    2008/8/7 11:40:00
    41752

    Self Checking Before Job Hopping

    Workplace planning
    |
    2008/8/6 12:43:00
    41754
    Read the next article

    Specification For Customs Declaration Of Import And Export Goods Of People'S Republic Of China Customs

    The General Administration of Customs announced on 2008 No. fifty-second (for revising the "People's Republic of China customs import and export cargo declaration specification") to standardize the declaration behavior of import and export consignees and consignments, and to unify the import and export declaration requirements. The General Administration revised the original customs declaration specification for import and export cargo of People's Republic of China customs (Custo

    主站蜘蛛池模板: 日本口工全彩无遮拦漫画大| 成人免费福利视频| 亚洲国产欧美日韩一区二区三区| 精品无码一区二区三区爱欲| 国产大片黄在线观看| 中文字幕第233页| 最近免费韩国电影hd无吗高清| 亚洲精品**中文毛片| 精品免费久久久久久成人影院| 国产交换配偶在线视频 | 亚洲国产欧美在线看片一国产| 直接进入免费看黄的网站| 国产swag剧情在线观看| 黄a大片av永久免费| 国产精品久免费的黄网站| 一级一级女人真片| 欧美性大战xxxxx久久久| 人妻人人澡人人添人人爽 | 涂了媚药的玉势| 动漫裸男露ji无遮挡网站| 色吊丝最新网站| 国产免费无遮挡精品视频| 好吊色青青青国产在线观看| 国产精品电影一区二区三区| 99久久精彩视频| 女人18片毛片60分钟| 中国一级特黄特色**毛片| 日日操夜夜操视频| 久久国产精品99国产精| 日韩第一页在线| 二级毛片在线观看| 男人桶女人j的视频在线观看| 午夜爽爽爽男女免费观看影院| 老司机精品视频在线观看| 国产亚洲欧美日韩在线看片 | 精品国产污污免费网站| 嗯啊h客厅hh青梅h涨奶| 老子影院在线观看| 国产mv在线天堂mv免费观看| 色网站在线播放| 国产乱xxxxx97国语对白|