Successful job interview with employer is a step towards employment
Self confidence
“Why did you come here? What do you need here ?! ”- the personnel officer reluctantly breaks away from the papers and looks at the next job applicant. This method is often used by experienced HR managers as “aggressive.” Yes, it’s unpleasant, but this is exactly the way many managers today check the potential employee’s resistance to stress, saying that he can adequately get out of this situation, so to speak, in a time pressure mode.
This implies that, as a rule, a real professional, i.e. with a stable nervous system, a little surprised, but still calmly answer these questions. And unbalanced people can be seen right away, they begin to be rude or immediately leave, slamming the door.
A shadow of the past
If, in answering the first questions, the future employee was not at a loss, the conclusion is that he is resistant to stress. Next, another test of the candidate for a very important aspect begins - a clean biography and honesty. It goes without saying, prestigious companies very carefully select staff. Therefore, it is better if applicants for the position do not have a criminal record, and they are not registered with a psychiatrist.
In fact, checking the biographical data of the future employee is not so simple. The legislation does not allow employers to demand from a person who has come to get a job full information about his personal life. Nevertheless, the personnel officer may take an interest in certain aspects of the life of a potential employee that are of interest to him.
The current labor law does not impose obligations on medical institutions, including neuropsychiatric ones, to provide employers with information about their patients. Moreover, the law obliges medical institutions to keep and not disclose such information. Also, the employer, according to the requirements of the law, has no right to disclose information about his employees - both former and current. Therefore, if in order to find out more from you, the HR manager will call you at your previous place of work, know that former colleagues are not allowed to tell your biography. Although, of course, this requirement of the law in Ukraine is practically not respected.
The HR manager should be a good psychologist. Indeed, very often the skills of a psychologist make it possible to learn more than enough about a person. For example, scratching the head or ear - difficulties in finding a plausible answer to an intricate question, a crooked (asymmetric) smile - a person is under stress, allotted to the side of the eye - a person is hiding something, etc. etc.
Polygraph
At the same time, some companies choose a simpler and more modernized way to distinguish truth from lies: in the West, in dealing with the applicant, the use of a lie detector (the so-called polygraph) has long spread. This device is able to recognize the false answers of the applicant by changing his pulse, pressure, muscle activity and sweating.
As for Ukraine, in our country lie detectors are increasingly being used in the pharmaceutical industry, since it is very important here that people working in this field, in the past and in the present, should not deal with drugs. They also use lie detectors in large banks. Money transactions are no laughing matter!
The traditional lie detector captures changes in the physical condition of the applicant who is undergoing tests, but his functions are limited to this: to evaluate the results and decide on the job application of the applicant (or on the refusal to hire) is the task of people. Therefore, relying on a lie detector is completely not worth it.
Monitoring the situation at the interview
An applicant for employment, passing an interview, should influence his course with his behavior. That is, the passive expectation of questions from the personnel officer and providing answers to them may not be enough to achieve the desired result, which is to receive an invitation to work.
Today, approaches to hiring are changing right before our eyes. So, for example, 90% of British firms conduct tough interviews, directly bombarding candidates with completely unexpected questions. The range of questions is enormous. For example, a candidate may be asked which famous person he would invite to dinner, or they may simply be asked to tell something about himself that he had not told anyone before. These murderous, unexpected and seemingly irrelevant questions are aimed at disorienting the candidate, depriving him of the ability to answer questions, thereby driving him into a dead end. For employers and human resources workers, this method is the best test of how a person reacts to unpredictability and behaves in stressful situations. It also allows you to check the general education and horizons of the applicant.
Tips for job seekers
Interviews are not as terrible as they are painted. Experts advise honestly and thoughtfully to answer even the most unexpected and strange questions. Of course, you should not say the first thing that came to mind, but you should not delay the answer either. It is necessary to try all the time to be collected, to answer laconic, but confident.
If the question is not clear, it will be more correct to clarify, ask again, and not say everything in a row, so as not to be silent. Remember that you are not required to answer very personal questions. And if it seems to you that the HR manager crosses all boundaries, politely put him in his place (legislation helps that!).
Of course, home preparation for the upcoming interview is indispensable. You need to know your own resume "from and to." It would be nice to make inquiries about the company in which the interview will take place - this knowledge can be very useful, in which case you show the employer that you didn’t come here by chance, and that everything related to the company really interests you.
In no case do not play "assent". Ask questions yourself. First of all, you should find out for yourself whether this work suits you. Record what you heard during the interview! Firstly, so you show that everything that the potential management says is really important to you, and secondly, these notes may come in handy during subsequent interviews. At the end of the interview, always ask when you can contact and who to approach (very often people leave and then wait weeks for an answer, but there is none and no ... agree, it’s better to call and hear the “sentence” yourself).
And some more important points
“Why did you come here? What do you need here ?! ”- the personnel officer reluctantly breaks away from the papers and looks at the next job applicant. This method is often used by experienced HR managers as “aggressive.” Yes, it’s unpleasant, but this is exactly the way many managers today check the potential employee’s resistance to stress, saying that he can adequately get out of this situation, so to speak, in a time pressure mode.
This implies that, as a rule, a real professional, i.e. with a stable nervous system, a little surprised, but still calmly answer these questions. And unbalanced people can be seen right away, they begin to be rude or immediately leave, slamming the door.
A shadow of the past
If, in answering the first questions, the future employee was not at a loss, the conclusion is that he is resistant to stress. Next, another test of the candidate for a very important aspect begins - a clean biography and honesty. It goes without saying, prestigious companies very carefully select staff. Therefore, it is better if applicants for the position do not have a criminal record, and they are not registered with a psychiatrist.
In fact, checking the biographical data of the future employee is not so simple. The legislation does not allow employers to demand from a person who has come to get a job full information about his personal life. Nevertheless, the personnel officer may take an interest in certain aspects of the life of a potential employee that are of interest to him.
The current labor law does not impose obligations on medical institutions, including neuropsychiatric ones, to provide employers with information about their patients. Moreover, the law obliges medical institutions to keep and not disclose such information. Also, the employer, according to the requirements of the law, has no right to disclose information about his employees - both former and current. Therefore, if in order to find out more from you, the HR manager will call you at your previous place of work, know that former colleagues are not allowed to tell your biography. Although, of course, this requirement of the law in Ukraine is practically not respected.
The HR manager should be a good psychologist. Indeed, very often the skills of a psychologist make it possible to learn more than enough about a person. For example, scratching the head or ear - difficulties in finding a plausible answer to an intricate question, a crooked (asymmetric) smile - a person is under stress, allotted to the side of the eye - a person is hiding something, etc. etc.
Polygraph
At the same time, some companies choose a simpler and more modernized way to distinguish truth from lies: in the West, in dealing with the applicant, the use of a lie detector (the so-called polygraph) has long spread. This device is able to recognize the false answers of the applicant by changing his pulse, pressure, muscle activity and sweating.
As for Ukraine, in our country lie detectors are increasingly being used in the pharmaceutical industry, since it is very important here that people working in this field, in the past and in the present, should not deal with drugs. They also use lie detectors in large banks. Money transactions are no laughing matter!
The traditional lie detector captures changes in the physical condition of the applicant who is undergoing tests, but his functions are limited to this: to evaluate the results and decide on the job application of the applicant (or on the refusal to hire) is the task of people. Therefore, relying on a lie detector is completely not worth it.
Monitoring the situation at the interview
An applicant for employment, passing an interview, should influence his course with his behavior. That is, the passive expectation of questions from the personnel officer and providing answers to them may not be enough to achieve the desired result, which is to receive an invitation to work.
Today, approaches to hiring are changing right before our eyes. So, for example, 90% of British firms conduct tough interviews, directly bombarding candidates with completely unexpected questions. The range of questions is enormous. For example, a candidate may be asked which famous person he would invite to dinner, or they may simply be asked to tell something about himself that he had not told anyone before. These murderous, unexpected and seemingly irrelevant questions are aimed at disorienting the candidate, depriving him of the ability to answer questions, thereby driving him into a dead end. For employers and human resources workers, this method is the best test of how a person reacts to unpredictability and behaves in stressful situations. It also allows you to check the general education and horizons of the applicant.
Tips for job seekers
Interviews are not as terrible as they are painted. Experts advise honestly and thoughtfully to answer even the most unexpected and strange questions. Of course, you should not say the first thing that came to mind, but you should not delay the answer either. It is necessary to try all the time to be collected, to answer laconic, but confident.
If the question is not clear, it will be more correct to clarify, ask again, and not say everything in a row, so as not to be silent. Remember that you are not required to answer very personal questions. And if it seems to you that the HR manager crosses all boundaries, politely put him in his place (legislation helps that!).
Of course, home preparation for the upcoming interview is indispensable. You need to know your own resume "from and to." It would be nice to make inquiries about the company in which the interview will take place - this knowledge can be very useful, in which case you show the employer that you didn’t come here by chance, and that everything related to the company really interests you.
In no case do not play "assent". Ask questions yourself. First of all, you should find out for yourself whether this work suits you. Record what you heard during the interview! Firstly, so you show that everything that the potential management says is really important to you, and secondly, these notes may come in handy during subsequent interviews. At the end of the interview, always ask when you can contact and who to approach (very often people leave and then wait weeks for an answer, but there is none and no ... agree, it’s better to call and hear the “sentence” yourself).
And some more important points
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