What questions can be asked to the employer. Identification of the vital position of the candidate

What to speak at the interview:

1. Tell me a little about yourself.

When you answer a candidate for a question, pay attention to the following: - Formally sets out the biographical data or immediately lay out the "trump cards", emphasizing his desire and the opportunity to take this position; - only the main thing, that is, speaks of his qualifications, experience, responsibility, interest, diligence and decency, or leads not relevant facts; - Says briefly, exactly, clearly or for a long time, mumps and poorly expresses his thoughts; - keeps or speaks calmly, confident or unsure of himself.

2. How to look at life, what kind of complexity in it and how they cope with them?

Some people speak in the sense that life is difficult, there are a lot of problems, most of which are unresolutes that people are evil and unfavorable that there are few joys in life and everything decides fate, a case or other people, but not he himself. It means that you are a passive person, insecure, not trusted by another, pessimistic and unhappy (loser). Other people speak out about life positively: life without problems does not happen, the difficulties are overcome, the fate and career of a person in his hands, people are friendly and ready for cooperation, the man himself of Kuznets his own fortune. So says a person who is acting an active life position aimed at success, ready to take responsibility, successfully interacting with people and able to enjoy life.

3. What is your job attracted in this position?

Poor, if they meet crowd phrases: "I am attracted to the prospects for growth, interesting work, a solid firm ...". Must cause serious and concrete arguments: the desire to apply your qualifications and experience where they can give the greatest return and will be appreciated, the attractiveness of work in a strong team of professionals.

4. Why do you consider yourself worthy to take this position? What are your advantages to other candidates?

This is the best question for a candidate, so that without false modesty to name your main advantages over other applicants. At the same time, he must demonstrate his ability to convince, emphasizing its advantages. Bad, if the candidate and on this question meets weak arguments and leads its formal biographical characteristics.

5. What are your strengths?

The candidate must underline first of all the qualities that are required for this work and bring convincing confirmation on specific facts. But you can hear stamps, repeated thousands of times: "I am sociable, neat, executive", etc. Ask to clarify what its sociability is manifested, accuracy, the execution, what is his manner to listen to the client, which he reached, thanks to his strong qualities.

6. What are your weaknesses?

From a smart candidate you are unlikely to hear repentance in sins and a long list of its flaws. He will try to turn the answer so as to increase its chances even more. For example, say: "Many consider me a workaholic" or "I do not know how to relax, I feel good only when I work" or "too demanding to yourself and others." If the candidate is too glanced and you will want to bring it to the frank recognition of your flaws, you can tell him such a joke. In a similar situation, the candidate characterizes himself: "Good, hardworking, I do not drink, do not smoke ..." Then he is surprised: "You do not have a single drawback?" "One is - a candidate is recognized - I love to learn."

7. Why did you leave with the previous work?

Bad, if the cause was a conflict, if the candidate scolds the former orders and his former leader. Care from work due to conflict is a flight from difficulties, recognizing its own defeat that imposes an imprint on self-esteem. A negative attitude towards people, the habit of conflicting with employees, and especially with the leadership, is a sustainable personality characteristic and will definitely manifest itself in one form or another. A good candidate will emphasize that positive, which was in his previous work and relationships with people, and will call such decent reasons as the desire for more interesting (highly paid, which gives the possibility of professional growth) work and the desire to most fully realize their capabilities.

8. Why did you decide to change the place of work?

This question is asked to someone who works at the time of the interview. As with the answer to the previous question, the candidate about the conflict is characterized from the best side. While the desire for professional growth, expanding the scope of their knowledge and skills, is respected and welcomed in all developed countries.

9. Have you received other job offers?

The authority of the candidate will rise if he tells about other invitations to work, but will notice a special interest in this. Well, if the desire to get the maximum satisfaction from his work. His mood not only affects his health and moral climate in the team, but is the most important necessary condition for the high performance of labor, a reliable guarantee from errors, negligence and marriage, and ultimately the main key to the prosperity of the company.

10. How successful did you pass the interview in other places?

It is important to find out for what reasons did not pass the interview in some places and successfully passed in others. If convinced that you are interested in your competitors, then you try to keep it.

11. Does your personal life prevented this work related to additional loads (abnormal working day, long-term or long-distance business trips, permanent connectors)?

This question is often asked for women. In some firms, trying to bypass the law, they put tough conditions, such as not to start children a certain time, not to make sick leave for child care, do not make holidays without maintaining content, etc.

12. How do you present your position in five (ten) years?

Many sensitive people who do not plan their careers and life answer that they do not imagine such long-range prospects. And a person aimed at personal success will readily talk about his planned professional growth, and perhaps and personal goals. Max Eggert in his book "Brilliant Career" told about the importance of career planning. In one famous business school on the first day of classes, students were asked who writing writing the stages and goals of the personal career. Only 3% of them raised their hands. After 10 years, it was these 3% that achieved financial success more than everyone else, combined.

13. What changes would you make on a new job?

Well, if you show your initiative, acquaintance with the situation of innovations and reorganization. However, this is permissible only with deep knowledge of problems on the company. Bad, if the state of affairs knows not too well, but to strive to remake everything in your own way.

14. To whom you can seek your feedback about your work?

Must be readily to provide phone numbers and addresses of former colleagues and managers. Cashing such information will immediately find the lack of positive recommendations or inexperience of the applicant.

15. What salary do you count on?

Russian proverb says: "Whoever does not know about themselves, he will always be extended." A good specialist always knows its price counts on a high salary. Let the candidate better will overestimate the expected payment of his work than she will take off. If the proposed salary, do not forget to "increase the pie" and transfer benefits available in the organization: premiums, medical insurance, children's preschool institutions, free travel and food, free advanced training and other manifestation of personnel care. [...] If the Candidate is clearly bluffing, you can "knock it out of role", cool it with a sharp understatement of the accompanying salary and benefits. Remember a similar joke? The arrogant young artist retracts its conditions to the main director of the theater in the device to work: "Salary 500 dollars, main roles, 8 performances per month and the provision of a separate apartment." To which the chorement calmly puts forward its own: "$ 50, daily performances, extras and a room in a hostel." - "I agree".

On the main one, you can add another 5 questions.

16. What can you tell about your professional connections that could be used on a new job?

17. How do you raise your professional qualifications?

18. What do you like to do in your free time?

19. What time can you start a new job?

20. What questions do you have?

What questions should be set on an interview

Our article will help those leaders who independently conduct an interview when receiving a new employee. First, you should ask a few common questions:

How long does the applicant look for a job?

What vacancies consider which areas of work are most interesting?

What is the minimum salary interests?

What requirement for future work puts forward (work schedule, the presence of business trips, social package)?

Now it is worth learn a little about previous work places.

Summary should be indicated - the names of organizations occupied by positions, the nature of the organization's activities.

You can find out additionally the number of employees of the organization and the number of employees in the department.

Ask the candidate:

Tell about job responsibilities, functions, tasks, download level, wages;

Give examples of numerical performance indicators, talk about achievements;

To assess the former leadership and work as a whole;

Talk about the reason for dismissal.

Also ask the applicant to give you the phones of those persons who can act as a recommender - former head, department staff. Pay attention to both professional characteristics and reviews about human qualities.

Now it is worth talking about the formation of a candidate.

Information on the main and additional education obtained is also contained in the summary.

You should ask about:

Motives for obtaining such education;

Plans for education in the future.

Learn about specific skills that may be needed at this work - work in certain computer programs, driver's license, car availability, driving experience, etc.

If the candidate is currently learning, ask what is his schedule for visiting an educational institution, how long does the delivery of sessions, coursework / diploma works, passage of practice.

Ask the plans for the future - whom a person sees himself in a year, in five years, what are his professional aspirations.

If you think it is important - ask about marital status, what are the plans in this area.

Now you know about the candidate for a vacant position enough, you can move to professional issues.

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Odnoklassniki.

From this article you will learn:

• How to effectively conduct an interview
• What questions need to be asked for an interview to the applicant
• What questions should ask a applicant at the interview

Adoption in the staff of the next employee is a significant event not only for the applicant itself, but also for the company. Incorrect personnel policy can cause serious problems in the enterprise. Therefore, hiring a new employee - the process is quite complex, which necessarily includes conversations, and sometimes checks and testing. The idea of \u200b\u200bwhat matters to ask the applicant to the interview, worries both managers and HR managers.

At some point, each managers confronted with the need to personally hold an interview with the applicant to one or another vacancy. According to the statistics of recruiting firms, more than 24% of those who are looking for work, embellish their professional skills, experience and achievements to successfully talk with the employer and get to the desired position with good salary, comfortable working conditions and career prospects.

It is important for the company exactly and objectively to evaluate what a candidate is really capable and what he represents whether it is suitable for a vacancy that claims. To understand this, you need to ask the applicant on the appointment of the right questions.

To the interview, it is necessary to prepare not only a candidate, but also a manager who will ask questions and analyze the answers.

1. Make a list of basic questions to the applicant.

Before starting a meeting with the candidate, prepare a list of questions that need to ask him at the interview. Answers to them will reveal the most suitable challenger.

This list of questions for interviews is drawn up in such a way as to find out whether the applicant is capable of performing the tasks supplied by the employer. To do this, you need to understand what professional achievements and actual results of the candidate's activities.

Do not limit yourself to the trained list and clarify the applicant all obscure moments, ask additional questions. Your task is to form as an objective and holistic idea of \u200b\u200ba person who wants to work in your company.

Questions for the interview are drawn up in accordance with the post claiming a candidate. According to his answers, the employer should be clear whether this person is suitable for the position chosen by him. If there is no clarity, it means that the issues for the interview were chosen or are defined correctly, we must change them (we will return to this topic in the next section).

1. Control the applicant during the interview.

Interviews must be guided, not a candidate. Stop the applicant to the position when it deviates from the topic or informs unnecessary information. Your goal is to ask him all the necessary questions.

Suppose you asked about the achievements of the applicant, but instead of answering, he begins to tell about how important it is to raise the qualifications and continue to learn. Politely interrupt it and ask to return to the initial topic - personal success.

With those candidates who cannot be clearly responsible for your questions (talking to foreign topics, go away from direct answers, intercepting the initiative in conversation), just stop communication. If a person so clearly demonstrates his unguardment and inability to obey the rules even at the stage of the interview, it is unlikely that it will be a good worker.

1. Keep away from the applicant of clear answers to questions.

The interview is required in order for the employer to understand what kind of person in front of him, whether he corresponds to the desired position and what is the effectiveness of his work. In the interests of the company, get from the applicant interspersed, specific and truthful answers to the questions asked.

For example, for a candidate for the position of the sales manager of a key characteristic will be its sales indicators. This figure is enough to the employer to assess the effectiveness of the applicant: if the employee gave high results at the previous job place, it will be able to be as useful and your company.

However, applicants for interviews are far from always seeking clearly and briefly answer questions. Some are too deepened in details and respond long and thoroughly, someone is just talking and easily knocked down with the theme, and some people have too complicated and abstract manner.

Therefore, the task of who conducts an interview is to ensure that the conversation was in essence and took strictly allotted time. Do not hesitate to politely interrupt the candidate if he takes a conversation to another direction, and immediately warn that you have a limited amount of time on an interview and the shorter and clearer it will answer, the more likely that he will be hired.

1. Stick up temporary frames at the interview.

The competent leader (or personnel manager) not only assigns the interview time, but also determines the time frame for him. It is quite enough for an effective interview: during this period, you can have time to ask the applicant all the questions you need and get answers to them. Lucky, long conversations, as a rule, do not bring additional essential information, but only tire both sides and fill the time of the chatter.

In order for the interview to go at the right pace, it corresponded to the plan and led to expected results, use standard conversation moderation. Make sure that the candidate answers the question to return it to the topic, if necessary, repeat your question or specify the clarifying, require specific facts.

To go to the next step or semantic block, use phrases: "I understand you", "Thank you", "clearly", "enough", etc. If there is a ready-made list of questions that need to be set on an interview to the applicant, with the help of these non-hard Receptions can be made up a clear idea of \u200b\u200ba candidate's profitiness for a pilot interview.

What questions to ask for an interview to the applicant plus examples

The sequence of questions that ask the applicant on the interview is also important.

Below are their optimal order:

Want to know what questions most often sound on the interviews? Here is a complete list (with the most successful answers).

Some companies are non-standard suitable for interviews, but for the most part they ask standard questions (and receive standard answers).

Here is the list of the most common issues for the interview with the best answers:

1. "Tell about yourself"

If you interview, you probably know a lot. You read the resume and the accompanying letter, seen the pages of the candidate in LinkedIn, Twitter and Facebook.

The purpose of any interview is to find out whether a specific vacancy candidate is suitable, which must be filled, i.e. Does he have skills and personal qualities that will allow him to do work. Do you need a leader capable of putting yourself in place of another person? Try to find out if the candidate can become them. Do you want your company to recognize a wide public? Ask, can the candidate convey information.

If you are looking for a job, tell me why you were engaged in one business or another. Explain why left the previous place of work. Describe how the university was chosen. Notify why I decided to study in graduate school. Do not forget to mention that you traveled in Europe and about the experience that you managed to get at this time.

Answering the question, do not limit the list of facts (they can be read in the summary). Tell the interlocutor why you committed certain actions.

2. "Name your main drawback"

Each candidate knows how to answer this question. You need to choose abstract weakness and turn it into dignity.

For example: "Sometimes I am so interested in working that I am losing a bill of time. Friendly, I see that everyone went home. I know that I need to carefully follow the time, but I really like what I do, and I just don't I can think about anything else! "

So your "disadvantage" is that you spend more time to work than everyone else? Mda.

It will be much better to describe the real disadvantage that you work on. Tell us about what you do to become better. There are no ideal people, and you must prove that you can objectively assess yourself and strive to improve.

3. "Call your main advantage"

I do not know why representatives of companies ask this question. The answer to it is always contained in the summary.

If you still asked about this, formulate an accurate and specific answer. No need to argue long. If you can solve problems, be sure to provide examples that are related to the vacancy you are interested in. Confirm your words! If you are a leader with a high level of emotional intelligence, give examples proving that you know how to answer questions that have not yet been specified.

4. "How do you see yourself in five years?"

Answering this question, candidates follow one of the two possible scenarios. Some begin to describe their ambitions (it seems to them that the interlocutor wants to hear exactly this) and show all over their kind: "I need this work!" Others are modest (it also seems to them that the interlocutor of the Filler of a similar reaction) and give a self-sufficient answer: "There are so many talented people around so much ... I just want to get a job and see what success I can achieve."

Both types of responses do not give any information about the candidate - with the exception, maybe their ability to sell themselves.

If you interview, paraphrase the question: "If you could create your own company, what would she do?"

This is a universal question, because everyone needs employees with entrepreneurial vest.

The answer to him will tell about the dreams and hopes of the candidate, his interests and true passion, preferences in the work, people with whom he easily converges ... Everything you need is to listen carefully.

5. "Why should we hire you?"

As the candidate cannot compare himself with those whom he does not know, he can only describe his love for business and the burning desire to benefit. In fact, the company makes candidates begging to meet them. By asking this question, representatives of many companies lean in the chair and cross their hands on the chest. This gesture is how to say: "Well, I listen! Let's convince me!"

Alas, this is another non-informative question.

But it can be changed: "What do you think we forgot to talk about?" Or "If you had the opportunity to re-answer one of the previous questions, what would you say?"

At the end of the interview, rare candidates think that they showed everything that they were capable of. Perhaps the conversation went in the unexpected direction. Maybe the interlocutor defeated emphas in his resume in his own way, focusing on some skills and forgetting about others. Or maybe at the beginning of the interview, the candidate was too nervous and could not correctly formulate everything that he wanted to tell.

In the end, the interviews are intended to learn about the candidate as much as possible, why not give him a second chance?

Be sure to support the conversation at this stage, do not let the candidate speak with himself. Do not listen silently, to say then: "Thank you, we will contact you." Specify clarifying questions. Ask to give examples.

If the candidate asked you a counter question, be sure to answer it and try to post new information, which before that remained in the shade.

6. "How did you find out about the vacancies?"

Portals for searching for work, ads in newspapers and the Internet, job fairs ... Many people are looking for the first job there, and there is nothing wrong with that.

But if the candidate is constantly using these channels, most likely, he has not yet decided than and how he wants to do.

He is just looking for a job. Any job.

Therefore, you should not just tell about how you learned about the vacancy. Notify that a colleague or employer told you about her that you watched vacancies of a particular company because you want to work in it.

Companies do not need people who just need work. Companies need people who need the company.

7. "Why do you want to get this job?"

A little deeper into the details. Answering this question, it is necessary to tell not only that you want to work in this company, but also about why the vacancy is perfect for you and what you want to achieve in the short and long term.

If you do not mean, why the vacancy suits you, look for another job. Life is too short.

8. "Call your main professional achievement"

The answer to this question should be directly related to the vacancy. If you say that over the past year and a half increased production by 18%, claiming the staff of the personnel department, the interlocutor considers your answer curious, but absolutely not informative.

It is better to tell about the problematic employee who "saved", or about the conflict between the departments that you have exercised, or on subordinates that have enhanced over the past six months ...

9. "Tell me in the last conflict with a colleague or client. What happened?"

When people work hard to achieve a common goal, conflicts are inevitable. We all admit mistakes. Of course, good remembered better, but it is impossible to forget about bad. Ideal people do not exist, and this is normal.

However, people who seek to shift their guilt and responsibility on others, definitely worth avoided. Employers prefer those who focus not on the problem, but on its solution.

Everyone needs employees who are ready to recognize their wrongness, take responsibility for the error and, most importantly, to extract a lesson from this experience.

10. "Describe your perfect work"

Formulating the answer, remember - it should be relevant to the vacancy!

Nevertheless, it is completely optional to invent. You can learn and develop, whatever you do. Try to determine what skills you can purchase, taking the position to which you apply, and then imagine how these skills could come in handy in the future.

Do not be afraid to admit that one day you can go in search of another work or maybe even start your own business. Employers have long been not waiting for employees to remain forever.

11. "Why do you want to leave a job that you have now?

Let's start with what you do not need to say (if you submit an employer, you should be alerted):

Do not talk about what you do not like your bosses. Do not say that you can not blame with colleagues. Do not water the mud to the company itself.

Focus on the benefit that this step will bring you. Tell us about what you want to achieve. Tell us about what you want to learn. Tell us about how you plan to develop. At the same time, do not forget to mention the benefit for a potential employer.

People who complain about the bosses and colleagues are like gossip. If they are gossipped about someone else, the day will come when they start gossiping and about you.

12. "What working conditions seem to you most attractive?"

If you like to work alone, but you are applying for the call center operator, an honest answer will sound inappropriate.

Think about the vacancy and the company's culture as a whole (the culture has an artificial or elemental culture.) If a flexible schedule is important for you, but you do not offer it, focus on something else. If you need a constant support for the leadership, and the employer encourages self-government, forbid about it.

Find ways to combine your needs with the rules adopted. If you can't do this, most likely you should look for another job.

13. "Tell us about the most difficult decision that you had the opportunity to take over the past six months."

By asking this question, the employer wants to appreciate the ability of a candidate to solve problems and look for arguments, as well as readiness for risk.

If you have no answer to this question, it is very bad. Each has to make complex decisions, regardless of position. My daughter somehow worked on a grave in the next restaurant. She constantly took complex solutions - for example, how to behave with a constant client, whose actions sometimes bordered with having a habitation.

A good answer should include arguments that helped make a decision (for example, the analysis of large amounts of data to identify the optimal direction of movement).

The excellent answer also describes the relationship with all who was involved in the decision-making process, as well as its consequences.

Of course, the results of the analysis is an excellent argument, but almost every decision affects people. The best candidates usually consider issues from different sides and take decisions.

14. "Describe your management style"

This is a question for which it is difficult to answer, without resorting to banalities. Try to bring examples. Tell me: "Let me tell you about the difficulties I encountered by taking the position of the head. I think they will give a complete picture of my style." After that, describe how you solved the problem, motivated the team, overcame the crisis, etc. Explain what and why did you do to the interlocutor understand how exactly you manage other people.

Do not forget to mention the results you have achieved.

15. "Tell us about the situation in which you did not agree with the majority decision. What did you do?"

People around us sometimes make decisions with which we disagree. And this is normal, it is important only how we show our disagreement. (We all know those who love to stay after the assembly to challenge the decision they enjoyed supported.)

Demonstrate your professionalism. Prove that you know how to constructively express your fears. If one day you managed to change the general opinion, and this change was successful, good. If there are no such examples, emphasize that you can support the solution, even if it seems to you incorrect (it is not about unethical and immoral solutions).

16. "How would other people describe you?"

I hate this question. This is an empty spect of words! True, one day I still asked him and received the answer I really liked.

"People would say that I am he who I seek," the candidate replied. - "If I say something, I do it. If I promise to help, I must help. I don't think that I like everyone else, but they can count on me, because they know how I work."

What could be better?

17. "What should we expect from you in the first three months of work?"

Ideally, this issue must come from the employer who wants to decide on its expectations regarding the new employee.

You need to answer like this:

• You are trying to determine what benefits your job brings. You do not just pretend that are busy. You do what you need.
• You learn to help all participants in the process - management, colleagues, subordinate, customers, suppliers, implementers ...
• You find out what you get better. You hired because you have specific skills, and these skills must be applied.
• You seek positive results, work with enthusiase and feel part of the team.

Use this response plan by adding details into it, taking into account the specifics of your work.

18. "What do you like to do no time?"

Many companies believe that their culture is very important, and use information about the preferences of the candidate outside work to determine whether it will enter the team.

Trying to convince the interlocutor that you are perfectly approach, do not admire the classes that you really don't like. Focus on classes that allow you to develop - to study something new, to achieve higher goals. For example: "My children are still very small, therefore there are almost no free time, but on the way to work and back I teach Spanish."

19. "How much did you pay at the previous job?"

This is a difficult question. Usually they are asked before making a salary offer, and you must answer honestly, but at the same time not to guess.

Try the method proposed by Liz Ryan. Tell me: "Currently, I focused on vacancies that would allow me to earn about 50 thousand rubles. Your vacancy is suitable for this criterion, right?" (Actually, you probably already know the answer, but why not play?)

20. The snail is sitting at the bottom of the well depth of 9 meters. Every day she crawls 2 meters away, and overnight slides down 1 meter. How many days do she need to get out of the well? "

Recently, such questions are becoming more and more popular (thanks, Google!). Perhaps your interlocutor does not expect that you will immediately quit. Most likely, he wants to understand how you think.

Try to solve the task, commenting on every step. If you made a mistake, do not be afraid to laugh at yourself - it is possible that this is a stress test, and the interlocutor wants to see how you react to failure.

21. "You wanted to ask something?"

Do not miss the opportunity! Ask a smart question - not only in order to emphasize your individuality, but also to make sure that you have chosen the right company. Do not forget that the interview is a bilateral process.

Examples of questions:

22. "What results should I achieve during the first three months of work?"

If you did not ask this question, ask it yourself. What for? Good candidates seek to take the case without delay. They do not want to spend the weeks and months to "get better recognizable organizational structure." They do not see the meaning in orientational events and prefer to study on the go.

They want to benefit now.

23. "Name three qualities that your best employees possess

Good candidates want to be good employees. They know that all companies are different, and for successful work in them requires different qualities.

Maybe all good employees work late. Maybe you appreciate the creative approach higher than the ability to clearly follow the protocol. Maybe you are aiming to conquer new markets, therefore attracting new customers for you more important than long-term relationships with old. Or maybe you need those who are ready to spend an equal amount of time on a novice buyer and on a wholesale regular customer.

Good candidates need to know. They want to make sure not only in the fact that they will fit into the team, but also that they can achieve success.

24. "What is actually dependent on the results of work in this post?"

Investing in employees, employers are waiting for them to bring him profit (otherwise why pay them at all?).

Each work has activities that bring great returns than others. You need a HR specialist to fill out open vacancies, but in fact it should find the right people, thereby minimizing the percentage of personnel of personnel, reducing the costs of learning new employees and increasing overall performance.

You need a repairman to repair the devices, but in fact it should effectively solve customer problems and build relationships with them so that they appeal to it again and again.

Good candidates want to know which qualities will allow them to make the greatest contribution to the common cause, because their personal success depends on the success of the entire company.

25. "List the company's priorities for this year. What contribution will I make if I loans this position?"

Each candidate wants to know that his work is important for others.

Good candidates want to do a significant thing, serve as a higher goal and work with people who share their values.

Otherwise, the work loses its meaning.

Employees who love their jobs necessarily recommend the employer to their friends and acquaintances. The same applies to managers - they necessarily lead with them those with whom they used to work. They needed a lot of time to prove their competence and build relationships based on trust, so people are instinctively followed by them.

All this speaks about the quality of the work environment and about the atmosphere in the team.

27. "What will you do if? .."

Each company has problems - technologies are obsolete, new competitors appear on the market, economic trends are constantly changing. Not everyone has economic rs, capable of protecting them.

Even if the candidate considers the employer as a starting platform for a high jump, he still hopes to grow and develop. By accepting the employer's proposal, each employee hopes to get away from him on their own request, and not because the company was crowded from the market.

Suppose you own ski shop. Approximately a kilometer from you another store opened. How do you plan to deal with competition? Or, suppose you have a poultry farm. What do you do to reduce feed costs?

Good candidates want not only to understand how you think. They want to know what you are going to do in the near future and whether there will be a place for them in your plan.

Jeff Haden Inc. Translation: Ayrapetova Olga

• Career, Work, Study

If you rephrase well-known aphorism, then we can say: who owns information, he owns the situation at the interview.

Before you go to the office, find out:

• who you will talk with: with the head, head of the personnel department or its ordinary employee;
• interview format (group or individual, question-answer or self-presentation);
• dress code and things to have to have (documents, gadgets and other);
• how to get to (late is unacceptable).

It will help to find out this company website or a call to the office.

Make a map of answers to typical questions

The interview with the device for the work of the same type and at the same time is not similar to each other. Many have heard of stressful interviews, where they can suddenly shout to the applicant to knock him out of the gauge. There are also the so-called CASE interviews: the applicant is placed in some circumstances (for example, a conversation with a dissatisfied client) and are watching how he solves the problem.

It is not always possible to find out what type of interview is preferred in a particular company, so ready to be to everything.

To do this, make a map with answers to typical questions and requests (they are asked in 99.9% of cases):

• top 5 of your main advantages;
• what are you good;
• strategic directions of self-development;
• company proposals;
• your life and working philosophy;
• your short-term and long-term goals;
• unusual tasks that you have had to solve.

You should also prepare a list of the topics you would like to discuss with the personnel manager.

Interpret the questions of the employer

"A" does not always mean "a", and twice two are not always four. Recruiters sometimes ask cunning questions, where the sly plan lies in the simple wording - to force the applicant to say more than it follows.

A simple question: "What salary would you like to receive?". But the answer helps an interviewer to understand your motivation: money, social guarantees, work schedule, and so on. If you are asked if you have conflicts with the leadership and how you were allowed to be allowed, then, most likely, the HR manager wants to know if you tend to take responsibility or accustomed to shifting it on others.

Cute questions are a lot. You need to be able to see the "double bottom" (without fanaticism!).

Consider your non-verbal behavior.

HR managers are people, not automata. They, like everyone, pay attention to non-verbal signs: appearance, facial expressions, gait, gestures and so on. An experienced professional can refuse only because he missed himself.

Think up in advance body language. If you are habitually twitch from the excitement, then sit down on foot. If you knock your fingers on the table, try to take your hands with something, such as a ballpoint pen.

HR managers are people, not automata. They understand that you worry. But naturalness in non-verbal communication will increase credibility to you.

Set the taboo on some topics

"Tell me about yourself," asks the Interviewer. "I was born on April 2, 1980 (according to the horoscope Taurus). In his youth, he was engaged in football, was the captain of the urban team. Then he graduated from the Institute ... "- if the story of the applicant is about such, not to see his position as his ears.

There are things that are absolutely not interested in the employer and who do not characterize you as a professional. In the given example, this is a year of birth (it is possible to read in the summary), the sign of the zodiac and sports achievements.

There are topics for which the taboo must be applied:

• summary retelling;
• personal life goals (buy a house, raise children and so on);
• company reputation and its employees;
• skills and experience that are not related to future work (I cook perfectly, we understand the plumbing and the like);
• failures demonstrating incompetence.

Just as you have made a plan, you will talk about, write and remember the themes that should be ignored. Also think how to answer correctly, if you still ask about it.

Contemplate to calm down

Interview is nervous. You can forget what your name is, not to mention the demonstration of business qualities.

To calm down, look around. Examine office, equipment, employees. Details will tell you a lot about the company where you are going to get a job, and their analysis will help bring the nervous system to normal.

A critical look at the company and future colleagues can increase its self-important. Remember: the company needs a good employee as strong as you are in good work.

Take the initiative to your hands

In the interview, as a rule, the moment occurs when the interviewer and interviewee change in places and the applicant appears the opportunity to ask his questions.

Do not waste time for useless "Do you yourself call me or call me back?", "Why is this position open?" etc. Manage yourself as an initiative employee. Ask:

• Does the company have any relevant problem? What do you think, what can I help you?
• Could you describe how you imagine the perfect candidate for this position?
• What advice could you give someone who begins to work in your company?

There are also a number of questions that are not recommended. What - Tell click on the button below.

Following these advice will prepare you for an interview and increase the chances of employment.

Have add-ons? Write them in the comments.

In some companies like to ask how you imagine the perfect work. In others - why the lids to the sewer hatch are round, not square. Some employers consider standard questions at interviewing useless and improvise, others carefully think over each next step. We have collected 20 questions that will certainly ask you at the interview.

Different questions pursue different goals. But most often employers ask quite expected things related to the identity of the candidate, its professional level, career ambitions, an understanding of the working mission, the correspondence of the position.

1. "Tell me about yourself." You will be asked about this, so be prepared to tell the highlights of the working biography. Take advantage of the simple formula "Present - the Future". First, tell about who are at the moment, what do you know what. Then say that led you to the current situation: the totality of skills and experience. At the end, tell about your plans and prospects.

2. "Name your strengths." It is important here not to simply list your best qualities, but also to give an example, as they helped to achieve certain goals and success in work.

3. "Name your weaknesses." Position your weaknesses as points of growth: Tell us how you plan to work on the shortcomings, which has already been fixed.

4. "Why do you want to work with us?" Here you can demonstrate the degree of preparation for the interview, the level of knowledge about the company, interest in work. If you could not find enough information, do not hesitate to ask questions to the employer.

5. "Why did you leave the previous job?" It is not necessary to be frank here. If you have no relation to the relationship with the leadership or just became boring, the employer will be warned. : You would like work to be more diverse, or the perfect boss, in your opinion, does not bother you in hours.

Another 15 issues that you may ask:

6. "Who do you see yourself in 5 years?" To be accurate in the forecasts: here the employer is interesting to your thoughts and the direction of dreams.