Why interviewing is such a difficult test
The interview is the most exciting stage of employment. Unfortunately, you can carefully prepare for it, be a true professional in your field, but still not pass the selection. Work.ua publishes a note by Julia Rich, an experienced HR manager and author of the article “Major Mistakes in Writing a Cover Letter”, why all your efforts, skills and experience may not help in the interview.
I have bad news, but good news at the same time - there are no uniform rules. There is no magic instruction that will help you with a 100% probability that the employer will like you. Each subsequent interview will be different from the previous one. Why? Because the selection of personnel is always subjective.
Yes, some modern companies strive to abstract as much as possible from personal preferences, use techniques and tools, and introduce innovative approaches. But to exclude the human factor is completely impossible, because a person is sitting at the table opposite you. With his life experience, established rules and mood.
Moreover, when you reach the level of a leader, then, besides all of the above, he intuitively determines with whom he wants, or is ready, or can work. The only thing in your power is to determine the desires and preferences of this particular person directly during the interview.
How to do it? Listen carefully and ask questions. Questions that will help you understand: what kind of person is needed for this position, what requirements are important, but are not described in the vacancy.
Imagine that you came for an interview. You were asked to tell about yourself. You with pleasure began, for example, from afar, with the topic of a diploma, detailed and proudly listed your achievements and carefully went around the sharp corners of your professional biography. About twenty minutes of such a monologue. You are the center of attention, you are on the stage. The person on the other side of the table might be asking you some questions, or maybe just listening carefully.
And it seems to you - here it is! You are 100% fit for this position, and the interviewer turned out to be a pleasant, polite person. And after a couple of days you get a refusal. Terribly offended, ask to explain the reasons or are perplexed to yourself.
Look at this situation from a different angle. You talked about yourself, but did not know anything about the desires of a particular employer for a specific position. Experienced recruiters, as a rule, assess the situation quickly, and if they are not asked, they will not say an extra word. Why? Because they are waiting for initiatives from you. They look: how ready are you for the meeting, and how deep are you in the subject. In other words, how exactly did you understand what you will work with and why you think you are suitable for this job.
Today, for many companies, the direction of your discussion is much more important than retelling your resume. After all, the summary has already been read. Now it matters how you say, what you think, and what you can offer.
So, while you are not asking about the vacancy, you are in a zone of complete uncertainty. Moreover, general knowledge about the company, even if you searched the entire Internet, will help, but not significantly. You need details, specifics of work and rules of the game. There are a number of questions that you can ask almost any job, but it is better to turn on the brain and ask questions based on what a specific recruiter tells you at a particular moment. Question answer. Another question - and another answer. Lead in this dance. Before you is a storage medium. The source.
For example, the following questions are relevant:
Tell us why the vacancy is open (is this a new position, or are you looking for a replacement person). If for a replacement: why did the person leave or was he fired? Are there objective reasons why he could not cope? If a person went up, how quickly did this growth happen, and what position did he move to? At the same time, we conclude how the career growth actually takes place in the company.
Specify who the manager for the employee in this position is male or female. Ask what his / her own requirements for the candidate are.
If you have people in subjection, ask how many there are. What is the current situation in the team as a whole? When was the last time you optimized a team or recruited new people? Why?
What are the requirements for a person in this position, other than those indicated in the vacancy? What is the focus of attention?
How does the interviewer evaluate your chances? Ask for at least intermediate feedback.
So, specifying step by step, the picture will become for you a little more understandable. An interview, in fact, is a trade, where one sells the goods (himself), and the second buys this goods (candidate).
Even if at the first meeting you came across a “naive fool”, at the next stage you will encounter an experienced person who will ask himself questions at a meeting with you:
How does this person fit my tasks?
How to fit into the team and the atmosphere?
Will it be comfortable for me to work with him already, for example, tomorrow?
I have bad news, but good news at the same time - there are no uniform rules. There is no magic instruction that will help you with a 100% probability that the employer will like you. Each subsequent interview will be different from the previous one. Why? Because the selection of personnel is always subjective.
Yes, some modern companies strive to abstract as much as possible from personal preferences, use techniques and tools, and introduce innovative approaches. But to exclude the human factor is completely impossible, because a person is sitting at the table opposite you. With his life experience, established rules and mood.
Moreover, when you reach the level of a leader, then, besides all of the above, he intuitively determines with whom he wants, or is ready, or can work. The only thing in your power is to determine the desires and preferences of this particular person directly during the interview.
How to do it? Listen carefully and ask questions. Questions that will help you understand: what kind of person is needed for this position, what requirements are important, but are not described in the vacancy.
Imagine that you came for an interview. You were asked to tell about yourself. You with pleasure began, for example, from afar, with the topic of a diploma, detailed and proudly listed your achievements and carefully went around the sharp corners of your professional biography. About twenty minutes of such a monologue. You are the center of attention, you are on the stage. The person on the other side of the table might be asking you some questions, or maybe just listening carefully.
And it seems to you - here it is! You are 100% fit for this position, and the interviewer turned out to be a pleasant, polite person. And after a couple of days you get a refusal. Terribly offended, ask to explain the reasons or are perplexed to yourself.
Look at this situation from a different angle. You talked about yourself, but did not know anything about the desires of a particular employer for a specific position. Experienced recruiters, as a rule, assess the situation quickly, and if they are not asked, they will not say an extra word. Why? Because they are waiting for initiatives from you. They look: how ready are you for the meeting, and how deep are you in the subject. In other words, how exactly did you understand what you will work with and why you think you are suitable for this job.
Today, for many companies, the direction of your discussion is much more important than retelling your resume. After all, the summary has already been read. Now it matters how you say, what you think, and what you can offer.
So, while you are not asking about the vacancy, you are in a zone of complete uncertainty. Moreover, general knowledge about the company, even if you searched the entire Internet, will help, but not significantly. You need details, specifics of work and rules of the game. There are a number of questions that you can ask almost any job, but it is better to turn on the brain and ask questions based on what a specific recruiter tells you at a particular moment. Question answer. Another question - and another answer. Lead in this dance. Before you is a storage medium. The source.
For example, the following questions are relevant:
Tell us why the vacancy is open (is this a new position, or are you looking for a replacement person). If for a replacement: why did the person leave or was he fired? Are there objective reasons why he could not cope? If a person went up, how quickly did this growth happen, and what position did he move to? At the same time, we conclude how the career growth actually takes place in the company.
Specify who the manager for the employee in this position is male or female. Ask what his / her own requirements for the candidate are.
If you have people in subjection, ask how many there are. What is the current situation in the team as a whole? When was the last time you optimized a team or recruited new people? Why?
What are the requirements for a person in this position, other than those indicated in the vacancy? What is the focus of attention?
How does the interviewer evaluate your chances? Ask for at least intermediate feedback.
So, specifying step by step, the picture will become for you a little more understandable. An interview, in fact, is a trade, where one sells the goods (himself), and the second buys this goods (candidate).
Even if at the first meeting you came across a “naive fool”, at the next stage you will encounter an experienced person who will ask himself questions at a meeting with you:
How does this person fit my tasks?
How to fit into the team and the atmosphere?
Will it be comfortable for me to work with him already, for example, tomorrow?
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