Things to consider when applying for a job. Top ten mistakes when applying for a job. Consider your non-verbal behavior

How to behave correctly in an interview

A source: newspaper "Work for You"

What is the main thing for you at an interview in recruiting agency or in a company? Of course, please the recruiter or HR manager. Candidates try to achieve this in different ways. But not all of them help to get the desired result. Some of the techniques you have in reserve can work exactly the opposite.

Don't press on pity

There are job seekers who try to pity the interviewer in order to get a job. At the interview, they begin to talk about their difficult financial situation family troubles, health problems and other troubles befell them. "Well, take me at least someone!" - such a candidate almost begs his interlocutor. But, most likely, such a tactic will not lead to anything good. And not at all because a completely heartless formalist is sitting opposite you, unwilling to enter your position. To pity you, he may, and will regret, but you still will not get a job. The point is, employers want successful, confident professionals, not failing whineers. “If this person is not able to solve his own problems, then he will definitely not be able to cope with the production ones,” - approximately this is the conclusion that many managers come to after meeting with an applicant who tried to “press on pity” during the interview. It is clear that such a candidate will not receive an invitation to a second meeting with their company.

Do not "talk" the interlocutor

Some candidates literally chatter during the interview. Including on topics far from their future work: about the weather, past vacation, politics, and so on. For some, this is just a common demeanor, for others - way deal with stress and demonstrate your sociability. But both should keep their mouths shut for their own good.

When I meet with a chatty candidate, says Sergei Somin, manager of a frame by frame of one of the Moscow enterprises, I immediately get a thought: does he have this verbal flow from excitement or is a person so disorganized by nature? Maybe he will distract everyone at the workplace with his chatter? As a professional, I am generally wary of those who tend to talk a lot off topic. Such people often have only conversations instead of business.

Don't be familiar

It happens that, in an effort to emphasize his professionalism, the applicant "presses" on the interviewer with his knowledge, tries to lead, plays familiar with the manager. This happens especially often when the candidate is older than his interlocutor. But this, and the fact that the interviewer is really not strong in your profession, is not a reason not to abide by the "rules of the game" adopted at the interview.

What do you think that your "coolness" will amaze the manager to the depths of his soul, and he will readily open his arms to you towards you? Not at all! Rather, you will be considered an arrogant type who does not know how to communicate, will not be able to get along in a team. Such a conclusion will definitely not increase your chances of taking a vacant position.

Do not scold the old company

Another quite often (and completely in vain!) Way that candidates will like at an interview is criticism of the previous company in general and its management in particular. Thus, the applicant tries to assert himself at someone else's expense: like, they are so-and-so, and I am all in white, they did not know what they were doing, and I noticed their every mistake. Keep in mind: with such angry accusations, you will only give the employer a reason to suspect that you, too, may be unfaithful to his company. What if after a while you and him will be accused of all mortal sins, describing in paints at an interview in the next company, what and how he did wrong? It is unlikely that any of the leaders will be pleased with such a prospect.

By the way, it is also not recommended to praise the former boss at the interview. By doing so, you seem to impose your standard of a suitable leader on the new boss. It is unlikely that your boss is ready to match it. He probably believes that both he and his company are unique by definition, so they simply cannot be compared with anyone or anything.

How will be correct?

An interview at a recruiting agency or company is more likely to be successful if you:

Maintain a friendly, formal tone of conversation;

Answer questions directly, clearly and briefly, and most importantly - after thinking about the answers;

Exercise special restraint if the topic of conversation is not directly related official duties... Such a conversation can be supported, but you should not develop a topic that is far from work on your own.

After the interview is over, thank the interviewer for their time. In any case, you spent it profitably: even if you didn't get a job this time for some reason, at the next interview you will probably need your existing experience of meeting and communicating with an employer or recruiter.

How to avoid cleverly arranged networks. Common Interviewer Tricks

Some interviewers tend to lure you into a trap during the interview. Sometimes this is justified, but more often the love for different tricks indicates the lack of professionalism of the interviewer. A highly qualified specialist with the skills of psychodiagnostics does not need "tricky" psychological techniques. Moreover, if they border on outright rudeness and humiliate the dignity of the candidate.

Regardless of what pitfalls you face, do not forget about your main task - to demonstrate your qualifications and personal qualities appropriate for the proposed position. As you watch the interviewer, be prepared to make adjustments as needed. Knowing some tricks will help you avoid cleverly placed networks.

1. Ignoring

Entering the office, you may be faced with the fact that the interviewer defiantly ignores you. “Not noticing” your presence, he busily rustles papers or talks to his colleagues. Perhaps he wants to see how confident you are and how you know how to start a conversation. In this case, you should quickly take the initiative into your own hands. Don't be silent at the door - walk up to the interviewer, say hello, identify yourself, and summarize the purpose of the visit. If he's talking to someone, politely apologize for interrupting the conversation. At the same time, avoid pleading intonations in your voice, otherwise you will immediately put yourself in the position of "bottom-up looking". You are a specialist who knows your worth and did not come to the master for mercy, but to a business meeting of equal partners.

In decent firms, it is customary for the interviewer to identify themselves and invite you to sit down. However, there are nuances here as well. The interviewer may suggest an uncomfortable chair or a chair that is too deep - do not hesitate to ask permission to change seats. The same should be done if the sun's rays or the light of a lamp strike your eyes - you are not being interrogated by the investigator. Even if you smoke or do not mind drinking, refuse the offered cigarettes and alcoholic beverages. Otherwise, the interviewer may think that you easily submit to someone else's will. (Not to mention the fact that you may be mistaken for an alcoholic.) If you are applying for a leadership position, "conciliatory" behavior will be unequivocally interpreted not in your favor.

2. Provocative questions

There are several types of tricky questions. For example, there are trap questions. The interviewer can demand lightning-fast answers to questions like: "Have you ever paid bribes to sign a contract?" An immediate response should be avoided. Do not give in to the pressure of the interviewer, but say bluntly that you need some time to think. The fact is that it is impossible to answer such questions correctly, since any answer can be turned against you. In addition, it is not known which option suits your future employers. You had better state directly about the inadmissibility of this kind of language. The best answer to the question about bribes that I have heard was this: “I do not want and will not answer this question, because any answer can be used against me. Having answered in the affirmative, I confess to a criminal offense. If I say no, "I may seem like a liar or a fool."

Clarifying questions. It happens that the interviewer demonstrates a slight degree of slow-wittedness: you answer the question, and he says that he did not understand you and asks to repeat it. You answer again, and again he does not understand you - and so on ad infinitum. At the same time, the interviewer makes it clear that he strongly doubts your ability to clearly express your thoughts. Many candidates in such a situation begin to panic and feverishly try to prove the opposite. This is not worth doing. Most likely, the interviewer is just trying to catch you on small inconsistencies in the answers or is checking your stress tolerance. Politely clarify what the interviewer misunderstood and patiently explain over and over again. Remember that you have a more advantageous position - unlike the interviewer, you have nowhere to rush.

The next type is non-specific questions. Sometimes the interviewer begins to behave like a character from a children's fairy tale, demanding from the candidate something like: "Go there - I don't know where, bring that - I don't know what." The reasons for non-specific questions can be very different. Most often, the interviewer hopes that you will be "carried away" and that you accidentally blurt out something unnecessary. In such a situation, you yourself should play a little dullness. Try to clarify exactly what the interviewer wants to know. The following strategy is also effective. To a non-specific question, you give the same non-specific answer, after which you indicate your readiness to clarify the details, if required. At the same time, do not spread your thoughts along the tree - try to keep within one or two minutes. Remember - interviewers do not like monosyllabic yes-no answers, but even more they do not like irrepressible talkers. (Plus, you may start to say something completely different from what they want to hear from you, so the sooner you stop, the better.)

Distortion questions. They represent a blatant perversion of what you said or a shift in emphasis. Used to confuse and disorient a candidate. For example, the interviewer asks you to tell about yourself, and after your story he says: “Why did you come to the interview? After all, you do not correspond to this position! " Another example. You are describing what outstanding successes you have achieved in previous work, and the interviewer, after listening carefully, suddenly says: "I realized that your business project has completely failed, isn't it?" Correctly refuting such claims will greatly increase your chances of success. Do not use lengthy reasoning. Just say that what the interviewer said is not true and you are ready to prove it on specific examples... At the same time, show restraint and do not rush to present your arguments. If you need proof, let the interviewer ask clarifying questions himself.

Repetition questions. During the interview, the interviewer may return to the same question several times. This is a kind of test for honesty - comparing the discrepancies in the answers, the interviewer tries to catch you in a lie. When answering key questions (for example, about your past work experience), be extremely careful about the little things. Like a spy, you must remember well all the details of the "legend" that you are telling the interviewer: the name of the previous positions, the length of work, the size of the salary, the number of subordinates, the names of the bosses, and so on.

3. Equanimity

Some interviewers try to throw the candidate off balance by imitating the dispassionate Egyptian Sphinx. They avoid eye contact, never nod back, never smile, and respond in a dry and cold tone. It makes a painful impression on people who are insecure. It seems to them that the interviewer doubts their professional competence. In fact, this is how the candidate's self-control and self-confidence are tested. If you come across a sphinx, don't go out of your way trying to stir it up. Answer all questions calmly and in a businesslike manner.

4 friendliness

Unlike the previous category of interviewers, these go out of their way to show their friendly attitude towards you. Such an interviewer looks at you with a “kind, fatherly look,” nods encouragingly in response, smiles affably, gives advice in a benevolent tone, and so on. Answer him in the same way, but be on the lookout: there is an attempt to get from you Additional information... Psychologists call this the "illusion of empathy" - the use of a set of techniques to make a person want to trust their interlocutor. Perhaps, in this way, they are trying to call you to frankness and find out details that in a normal situation you would hardly want to tell (see the previous chapter).

5 rudeness

The interviewer rudely disagrees with your answers, accuses you of insincerity, doubts your ability to do the job, demonstrates his disdain for you, makes ironic or offensive remarks about you, etc. (Alternatively: the interviewer starts the conversation in a friendly manner, and then suddenly bursts out with a series of painful kicks and injections, after which the candidate begins to stutter with fear and mutter something indistinct.) This is done in order to find out how you behave in tense situations, test your ability to "take a punch". Often, applicants for leadership positions... The dandy staff, who directly communicate with clients, can also "get under the hand". It includes sellers, waiters, croupiers in casinos, cashiers - those who at work should be able to smile at everyone: both aristocrats and degenerates.

It would be a big mistake if, in response to the interviewer's rude behavior, you begin to respond aggressively in a "fool yourself" style. Firstly, in such an attitude towards you, most often there is nothing personal. Many remarks, while serious, are really just a mask or strategy of the interviewer. It makes no sense to take offense at a person for the fact that he honestly does his job. Secondly, reciprocal rudeness and rudeness by no means indicate your self-confidence and ability to lead people. Quite the opposite. Flaunting your anger, resentment, anger - this very often characterizes you as a weak person and almost never will serve you faithfully.

Remain calm, collected, and have a sense of humor. Humor is the best way out of this situation, and it often completely disarms rude interviewers. You can also calmly and firmly state that you appreciated the interviewer's desire to give you a test of strength, but now, if possible, would like to focus on the specifics of the proposed job.

There is also the "elastic defense" method. It is used if the interviewer bombards you with remarks and objections in an irritated and unhappy tone. In this case, it is best not to respond to every comment. Most likely, you will not be able to do this - as soon as you begin to refute one remark, the interviewer will instantly attack you with the next one. Follow the general line of reasoning of your counterpart and try to answer "in one fell swoop", ie in one phrase, concentrating everything essential in it and avoiding endless discussions.

The interviewer can deliberately create nervousness, for example, speaking louder and louder, and even shouting. This usually tests the candidate's ability to withstand emotional pressure. Do not fall for provocation, continue to respond calmly and friendly. Record the content of the interviewer's speech, regardless of the modulation of his voice. If emotions start to overflow, again, calmly state that such an atmosphere interferes with your focus. Then politely but firmly ask the interviewer to slow down. If it comes to direct insults and mockery of you, then here it is already worth thinking three times - do you really want to work in a company that entrusts the recruitment of such people?

25 tips for tech interviewers

Even if you already have a lot of experience looking for a job, remember that you need to prepare for each new interview in advance. As a rule, the most qualified specialists, who justifiably claim to be the most qualified, are more responsible for the interview. Good work... Often, on the other hand, the lower the bar of a specialist, the worse he is ready for an interview. Therefore, whenever you receive an invitation for an interview, use the tips below.

Preparing for the interview

Try to provide yourself with information about the organization in which you want to work.

Have copies of everyone with you required documents, professional resume, copies of certificates of education.

Get ready to give the names and phone numbers of the persons recommending you, having previously coordinated this with them.

Find out the exact location of the organization and the route so as not to be late.

Make sure that you have enough time and do not get nervous if the interview is delayed.

Stick business style in clothes.

Make a list of expected questions and prepare answer choices.

Prepare specifically for the discussion on wages.

Practice the answers to the most likely questions well, doing it in the form of a game rehearsal for the interview.

Be sure to prepare the questions that you will ask if you are offered such an opportunity.

Interview behavior

When you arrive at the office, try to be polite and patient with everyone.

Fill in good faith all the questionnaires and forms that are offered to you.

Introduce yourself at the beginning of the interview. Ask the name of the interlocutor.

Keep eye contact.

Listen carefully to questions without interrupting the other person.

If you are not sure that you have understood the question well, do not hesitate to clarify ("Did I understand correctly that ...").

Avoid verbosity, answer to the point.

Be objective and truthful, but don't be too outspoken.

When faced with the need to give negative information about yourself, do not deny the facts that correspond to the truth, but be sure to try to balance them with positive information about yourself.

Be dignified, try not to come across as a loser or needy person; however, refrain from defiant demeanor.

If you are offered the opportunity to ask questions, be sure to ask, but do not get carried away (2-3 questions).

When asking questions, first of all, be interested in the content of the work and the conditions for its successful completion.

Avoid asking questions about pay at the first stage of the interview.

Be sure to clarify how you will find out about the result of the interview, try to negotiate the right to call yourself.

Be sure to follow the usual courtesy rules when finishing your interview.

For many questions, you do not have to prepare anew for the interview every time. But on some points, each new employer needs to be approached taking into account its specifics, in order not to miss these features, it takes time and effort to prepare for the interview. However, remember that, first of all, the employer is interested in qualified specialists, professionals. Try to demonstrate your relevant qualities during the conversation.

Employer interview

The most common questions to prepare for. Obviously, no one is able to determine in advance all the questions that can be asked in an interview. The theoretical exception is structured interviews, when all candidates are asked the same pre-prepared list of questions. But this type of interview is rarely used. However, in practice, you can make a list of 15-20 questions, many of which, in one form or another, are asked at almost every interview. Let's consider a number of such questions.

Tell us a little about yourself. This is a great chance to present yourself in the best possible light, especially if you have prepared in advance. Knowingly or unknowingly, the employer is looking for an employee who MAYBE to do work, i.e. has the appropriate qualifications, experience, etc., and WANTS to carry it out. The employer must see the employee concerned and understand how this interest is explained. In addition, the employer is looking for someone who is manageable, i.e. feels his responsibility, demonstrates obedience to discipline, susceptibility to criticism, knows how to listen and understand what he is told. You should prepare and work out such a story about yourself, which will show that you have the listed desired qualities, which are especially important from the point of view of employers. If you are applying for a certain position or job known to you, your story should be built with this in mind. When talking about yourself, abbreviate formal biographical information and do not get carried away with details. The most important thing - mention your practical experience, their knowledge and skills that can be useful to the employer, as well as their attitude to work and interest.

What questions do you have? This question can be asked right at the beginning of the conversation, and only preliminary preparation will help you to orient yourself correctly. It is advisable to prepare a list of questions in advance in order to offer them to the employer at the interview, taking into account the context of the conversation. You should not ask more than three differently directed questions, unless the current situation forces you to do so.

Why did you choose this job (organization)? Give strong reasons: willingness to apply your qualifications and work experience where they can provide the greatest return, growth opportunities, attractiveness of working in strong team etc.

Have you received any other job offers? If you did, then say it directly. The fact that someone else is willing to hire you will only increase your chances. Of course, it should be added that this work you are interested in more.

Have you interviewed elsewhere? As a rule, you can honestly say yes, but take your time to say exactly where.

Will your personal life interfere with this work related to traveling and irregular working hours? This question is often asked of women. To such an attempt to circumvent the law, answer firmly: "No, it won't hurt."

What are your strengths? Emphasize first of all those qualities that are useful for the given job.

What are your weaknesses? Do not answer this question in a straightforward, honest way. It should be rotated so as to shift the emphasis, mentioning the shortcomings, tell us about the advantages that overcompensate for them.

Why do you want to get this job? Why should we hire you? This is the best question to “sell” yourself. But you should carefully prepare for it in advance.

Why did you leave your previous job? One should not talk about conflicts, even if they were. Never criticize your former boss or employer. If the interviewer knows that you had a conflict, do not go into details, explain that this was a unique case associated with special circumstances and emphasize the positive things that were in the previous job: experience, skills, professional connections, etc. ...

Why did you decide to change your place of work? This question is often asked to someone who is working at the time of the interview. It is difficult to answer this question well. We can say that the organization has exhausted real opportunities for your professional and official growth, and you would not like to stop there

How do you imagine your position in three (five) years? Better to answer bluntly: I would like to work in the same organization, but in a more responsible job.

What salary are you expecting? At the beginning of the conversation, it is better to try to evade the answer by saying that you do not consider it necessary to discuss the salary in the first place. If the interviewer insists, name the amount that is attractive to you and meets the expectations, capabilities and norms of the organization. If you do not have such information, then do not underestimate the amount you call, but mark your readiness to discuss this issue separately after a detailed acquaintance with the content and conditions of work.

What else would you like to know? Never say you have no questions. Try to ask a question that speaks in favor of your hiring. For example, ask for clarification on something important to the job that was not highlighted in a previous conversation. Think ahead of these questions. But do not seek to ask all these questions during the interview if you are not asked to. Do not forget to thank the employer for the information provided.

What changes would you make if you came to this job? The question is more often asked to applicants for positions of managers and administrative workers. You should show your familiarity with such situations and the ability to take the initiative, but do not overdo it, showing your willingness not to leave a stone unturned. Also, beware of suggesting changes if you have not had the opportunity to thoroughly familiarize yourself with the state of affairs.

These are the most common interview questions offered to candidates.

Sometimes, you may be faced with unexpected and seemingly harmless questions. For example: "What did you do today?" Think about how profitable for yourself you can answer this question. However, the problem is also how you actually spend your time and what lifestyle will increase your chances of getting a job.

Is confidence in the interview the key to success?

Source: Journal "Work & Salary"

How to behave in an interview? When is it worth being assertive, and when is it worth it? How can you make sure your inner confidence doesn't look like overconfidence?

When a job seeker goes to an interview, he must be ready for anything. However, this does not mean at all that it is necessary to prepare a list of answers to all possible questions, and if they suddenly ask something other than a cheat sheet, then try, like a student from a famous anecdote, to reduce the conversation to the topic of fleas.

An interview is an exchange of information. The candidate studies the employing company, and she, in the person of her representative, studies the candidate. Therefore, there is no need to worry like on an exam. If you are invited for an interview, it means that you are interested.

But the person who is currently out of work is usually very nervous, and the representative personnel service the organization may feel that he is not saying something or, on the contrary, is giving false information. At the same time, if the applicant behaves self-confidently, too assertive or harsh during the interview, it is possible that doubt will arise whether he will be able to settle down in the team. After all, a good HR officer understands that even one employee is capable of destroying the fragile microclimate of an organization. Thus, a calm, friendly tone is most appropriate, without ingratiating himself, but also without familiarity.

Of course, the hiring party pursues its own goals, they will try with all their might to knock the candidate out of the chosen position, force him to lose control over himself, to reveal his true face. It is difficult to judge whether such a technique is justified. In cases where the interviewer is overly addicted to stress-interview techniques and goes too far in his psychological experiments, it can rather harm the company. But within reasonable limits, such testing is quite justified: a beginner will have to face various situations, settle down in a team, get used to the leadership, therefore, it is necessary to check how ready he is for difficulties.

Time

The easiest and most common way to test the so-called stress tolerance of a candidate is to make him wait. We got involved in the modern pace of life: fast service in shops, the rapid movement of transport, the flickering of images on the TV screen, the instant finding of answers to all questions on the Internet - so any delay begins to annoy. We have lost the habit of queuing and waiting. And if each phrase of the applicant is interrupted by a phone call, if he is asked to wait 15 minutes, but it takes an hour and a half, if the interviewer leaves, referring to an urgent matter, and he himself has a meaningless conversation in the next room, then sooner or later the subject may leave himself, especially when he has other things to do or another interview.

The only chance to pass this test is to stock up on time and patience. You should warn your loved ones not to be distracted by calls on your mobile, not to make other appointments for this day. For the sake of a vacancy that really interests you, it is worth showing restraint. If, when asked whether a candidate can wait a little longer, he will answer with a smile: “Yes, of course,” this will characterize him positively. Everyone is pleased to deal with a friendly and calm person.

Pressure

Provocative questions, pressure, unexpected harshness or even rudeness are also used to throw a person off balance and make him talk a little more than he intended. For example, a job seeker is asked why he left with previous place work. The candidate gives a reason, but the interviewer does not believe. “Whom are you trying to deceive, everyone knows perfectly well that they don’t just leave, they probably made a mistake somewhere?” or even worse: "I made inquiries, you were simply fired because they were tired of your mistakes and shortcomings!"

Firstly, the employee of the personnel department expects that the person will split, that is, he will begin to confess all his sins. And secondly, he expects him to just get angry. Of course, in both cases, the place will be refused. Therefore, the job of the candidate is to be calm. After all, if there really was negative information, he would hardly be invited for an interview. But do not be overconfident and voice these thoughts out loud. Better to just say: "Probably there was a mistake, because I had no miscalculations and my work was always satisfied." The main thing is not to lose your temper and not start being rude in response. However, there is no need to make excuses. If the interlocutor actually made inquiries and found shortcomings or complex ambiguous situations in the previous work activity, the applicant should try to calmly state his version of events. But one should behave with dignity, without emotion: this always produces good impression... You can't give in to provocations.

Frankness

In addition to being harsh and pressured, the interviewer can show unexpected gentleness by using a technique like playing good and bad cop. A tense and agitated applicant, tormented by tests and stress tests, comes to an interview and sees in front of him an ordinary person, who offers him tea, asks how he got there, whether he found the office easily. In general, he behaves in a friendly manner. During the conversation, he shares with the candidate some personal experiences, and maybe secrets. As a result, as a payment for frankness, the subject, unwillingly, begins to tell about himself what he had not originally intended. Or he simply speaks too openly about his life priorities, interests, hobbies. And as a result of such a conversation, the interviewer sometimes comes to the conclusion that a person who is not very interested in it has come to get a job.

Sometimes the candidate's future direct supervisor resorts to this manner of interviewing. At the beginning of the conversation, he makes it clear that the position, as they say, is already in the pocket of the applicant, and is keenly interested in his future plans. If the boss sees in front of him a person who is ambitious and tuned in to career growth, he may be afraid that he is aiming at his place. He will not recommend a competitor to the personnel department, citing insufficient professionalism.

Therefore, you should not really trust gentleness and benevolence and deviate from professional topics. You don't need to talk too much about your family, health, or hobbies. Sharing plans for the future, you need to think about whether they run counter to the interests of the employee with whom they are currently being discussed. Unfortunately, too much zeal and diligence can also do a disservice.

Feedback

Often, the applicant, inspired by the employer's interest in his own person, misses the moment when it is necessary to transfer the conversation to immediate responsibilities. Indeed, if the interviewer asked many questions, sometimes tricky and difficult, and the candidate managed to answer them, and, as he sees, the HR representative was satisfied, then inevitably he relaxes and believes that he has passed the test. Such euphoria is understandable: a person, job seeker, worries about whether he will fit the position, tries to please, to impress. And if the interview is successful, then he seeks to complete it as soon as possible, so as not to spoil the opinion of himself. But in fact, only the first stage of the negotiations is over.

It is very important for the job seeker to make it clear to the potential employer that he knows his worth and wants to receive complete information about the future job. But you should also ask questions wisely: this part of the conversation is a good chance to demonstrate to the interviewer that you are aware of what the company is doing, and also show yourself as a professional. Therefore, it is advisable to prepare in advance: try to learn as much as possible about the organization - its history, structure, direction of activity, etc. First, it is worth asking about some details of the functioning of the entire enterprise, using the following construction: “I know that + but I would like clarify + »It is advisable not to ask tricky or absolutely stupid and meaningless questions. Next, you need to concretize everything related to the alleged responsibilities. Here there is an opportunity to emphasize the level of your professional knowledge. And after that, be sure to find out about salary, social package, conditions of registration, duration probationary period etc. Thus, the candidate will show that he values himself as a specialist.

The interview is in some way a lottery. The attitude of the employee who conducts it may be biased for reasons completely beyond the control of the applicant. Or, on the contrary, the interviewer will suddenly think that the candidate is somewhat similar to his old friend, and he will be imbued with sympathy and trust in the subject. However, there is also a pattern. An applicant for a vacancy communicates with a representative of the company who knows it from the inside, therefore, by some nuances, he will be able to understand whether this person will join the team or not. But sometimes during the interview it is difficult to be yourself, to behave naturally, demonstrating the best sides... Therefore, one must focus on the behavioral stereotype that is considered acceptable in business circles: confidence without impudence or familiarity, calmness and patience, politeness without ingratiating themselves. Having developed such qualities, the applicant will not only pass the interview without any problems and get the desired job, but also withstand the probationary period, establish good relationship with colleagues and management and will be able to easily move up the corporate ladder.

How to talk about your shortcomings

"What are your shortcomings?" - one of the most typical interview questions. In response, your prospective employer least expects to hear a heartbreaking confession. But the peremptory "I am perfection itself" is unlikely to please him.

How to answer the question about your shortcomings, says Yulia Sadykova, Business Development Director of ECOPSY Consulting :

Of course, when the interviewer at the interview asks to talk about your weaknesses, this does not mean that he wants to hear a detailed description of the reasons why you should not be hired for this position. This question can have very different connotations depending on a combination of factors: corporate culture the company, the specifics of the vacancy, the personality of the interviewer, finally.

First, your answer to a “slippery” question gives the employer's representative an opportunity to conclude about the degree of maturity of your personality. A mature person knows himself and realizes that he has not only strengths, but also weaknesses, he knows how to talk about it without false pathos, with humor, self-irony.

Secondly, by talking about your shortcomings, you demonstrate that there are clear criteria for self-assessment and their adequacy: all parameters must correspond to indicators of success. The phrase: "I am a purposeful person, I set myself many different goals" is an example of the use of inadequate criteria, since the presence of many goals does not in any way indicate purposefulness.

Third, you are given the opportunity to show your level of constructiveness. In addition to being calm about your shortcomings, this implies that you have found ways to compensate for them. And these ways of "dealing" with shortcomings can turn out to be more serious advantages in the eyes of the employer than a long list of your merits. However, it is important to correctly choose the very shortcomings, the story about which will be most appropriate. And this is the task of preliminary preparation.

For example, without making a secret out of your natural laziness, you can tell that you have found a way to "outsmart" it, doing the most urgent important things right away, without delay, and turning everything else into detailed plan, consisting of very small things, to take on which is "not scary." At the same time, you actively use the resource of your subordinates, entrusting them with part of the work.

Or, for example, knowing that you are a "night owl", you try to plan everything important meetings and business in the afternoon, when you feel “on the rise,” and devote the morning hours, for example, to sorting out documents, planning - in general, things that you can do in a measured way, in accordance with your morning mood. In this way, you demonstrate that none of your personality traits will interfere with effective work.

Finally, asking about your weaknesses is also a test of your resilience to stress. Excessive excitement, inadequate reaction when answering an "uncomfortable" question can "outweigh" all the strengths of the candidate.

What salary to ask for at an interview

To paraphrase a well-known aphorism, we can say: who owns the information, he owns the situation at the interview.

Before heading to the office, find out:

with whom you will talk: with the head, the head of the personnel department or his ordinary employee;
interview format (group or individual, question-answer or self-presentation);
dress code and things you need to have with you (documents, gadgets, etc.);
how to get there (it is unacceptable to be late).

It will help to find out whether the company's website or a call to the office.

Make a map of answers to common questions

Job interviews are of the same type and at the same time they are not similar to each other. Many have heard of stressful job interviews where they may suddenly start yelling at a job seeker to unsettle them. There are also so-called case interviews: the applicant is placed in some circumstances (for example, a conversation with an unhappy client) and observed how he solves the problem.

It is not always possible to find out what type of interview is preferred by a particular company, so you need to be ready for 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 strengths;
what are you good at;
strategic directions of self-development;
proposals for the work of the company;
your life and work philosophy;
your short and long term goals;
unusual tasks that you had to solve.

You should also prepare in advance a list of topics that you would like to discuss with the HR manager.

Interpret the employer's questions

"A" does not always mean "A", and twice two does not always mean four. Recruiters sometimes ask tricky questions, where behind a simple wording lies a cunning plan - to get the applicant to say more than they should.

A simple question: "What wages would you like to receive? " But the answer helps the interviewer understand your motivation: money, social guarantees, work schedule and so on. If you are asked whether you had conflicts with management and how you resolved them, then most likely the HR manager wants to know if you are inclined to take responsibility or are used to shifting it onto others.

There are many tricky questions. 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 else, pay attention to non-verbal signs: appearance, facial expressions, gait, gestures, etc. An experienced professional can only be turned down because he has misbehaved.

Think ahead about your body language. If you habitually twitch your leg out of excitement, then sit cross-legged. If you bump your fingers on the table, try keeping your hands busy with something like a ballpoint pen.

HR managers are people, not automata. They understand that you are worried. But being natural in non-verbal communication will increase your credibility.

Establish taboos on certain topics

“Tell us about yourself,” the interviewer asks. “I was born on April 2, 1980 (according to the Taurus horoscope). In his youth he played football, was the captain of the city team. Then he graduated from the institute ... "- if the story of the applicant is approximately the same, he will not see the position as his own ears.

There are things that are absolutely uninteresting to the employer and which in no way characterize you as a professional. In the given example, this is the year of birth (you can read this in the resume), the sign of the zodiac and sports achievements.

There are topics that need to be tabooed for yourself:

retelling the summary;
personal life goals (buy a house, have children, etc.);
reputation of the company and its employees;
skills and experience that are not related to future work (I cook well, understand plumbing, and the like);
failures demonstrating incompetence.

Just as you made a plan for what to talk about, write down and memorize the topics to ignore. Also, think about how to correctly answer if you are still asked about it.

Contemplate to calm down

Interviewing is a nerve-racking affair. You can forget your name, not to mention the demonstration of business qualities.

To calm yourself down, take a look around. Inspect the office, equipment, employees. The details will tell you a lot about the company where you are going to work, and their analysis will help to bring the nervous system back to normal.

Looking critically at the firm and future colleagues can heighten self-importance. Remember: the company needs good worker as strong as you are in a good job.

Take the initiative

In an interview, as a rule, there comes a moment when the interviewer and the interviewee change places and the applicant has the opportunity to ask questions of interest.

Do not waste time on useless "Will you call me yourself or should I call you back?", "Why is this position open?" etc. Show yourself as a proactive employee. Ask:

Does the company have any urgent problem? How do you think I can help you?
Could you describe how you envision the ideal candidate for this position?
What advice would you give to someone who starts working for your company?

There are also a number of questions that are not recommended to be asked. Which - will tell you by clicking on the button below.

Following these tips will prepare you for your interview and increase your chances of getting a job.

Are there any additions? Write them in the comments.

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Looking for new job, we first of all pay attention to the obvious things: the size of the salary, the social package, the possibility of official employment, and so on. But even in spite of all the "goodies", it quite often happens that the position of a dream in practice turns out to be a real nightmare due to an unhealthy environment in the team or not too adequate bosses.

site I have prepared for you a list of alarms that you need to pay attention to during the interview, so that later you will not regret your choice.

There are a lot of newcomers in the company

A couple of dozen more people came to the interview with you, and the company's employees look as if they just got a job yesterday? For a new company, this is a completely normal situation, but for a company that has existed for a long time, this is a bad sign. High staff turnover usually means that the working conditions do not meet the requirements.

The boss swears at the employees in front of you

If a potential boss lets all the dogs on subordinates in front of you, you should ask a few questions. First, why does he keep them? Secondly, is everything good for such a person with professional ethics? Finally, do you want to be treated the same way?

The credentials are very vague.

The widest possible wording and mysterious words in the job description indicate that the potential employer himself does not know what he expects from you and what responsibilities he wants to assign. And what he comes up with "along the way," you may not like at all.

The interviewee is clearly over-praising his company.

If they are struggling to lure you to work, promising mountains of gold and at the same time not making any special demands, this is a reason to be wary. It is unprofitable for a normal employer to form your high expectations so that you do not run away at the first disappointment later.

The vacancy "hangs" on recruiting sites for months

"Hanging" vacancies are a signal that the salary and social package do not meet the requirements for applicants. Or the company is simply exploring the market in this way and in fact does not need employees. One way or another, in order not to waste time, such vacancies should be avoided. Exceptions can be made only for those cases when very narrow and rare specialists are required.

Hazy career prospects

The question “Who do you see yourself in our company in five years?”, As well as all possible answers to it, have long been the talk of the town among those who are looking for a job. Meanwhile, as a job seeker, you have the right to ask the same at the interview in order to assess the opportunities career growth... An incomprehensible answer, as a rule, suggests that such opportunities are very, very scarce.

You are asked to pay tuition fees

This situation does not need any special explanation. No decent company will ask its potential employees to pay for employment, no matter what arguments are used: sewing uniforms, issuing a bank card, undergoing training or "cutting-edge psychological testing."

The interview is in full swing, and you have already managed to talk about your education, achievements and explain why you would like to work in this particular company. What can you add to consolidate your success and make the right career decision? It is very important to ask the right questions about your future job. Moreover, their sequence (which question to ask first, and which one is better not to rush to) also matters.

To make sure you don't miss out on your dream job, read the recommendations.

Question one: about the content of the work
Of course, during the interview, you've probably already discussed what your responsibilities will be. In addition, this is usually described in the vacancy announcement. Therefore, in your question, you need to clarify what remained unclear in the functionality.

For example, you get a job as a PR manager in an existing PR department. Clarify what your role will be in establishing PR communications. What is more important for a specialist to be hired on a team - to be a competent and creative author of texts or a talented organizer?

Another example is an interview for a sales assistant at a perfume store. You have already discussed that the responsibilities will include advising clients, working with the cashier and displaying the goods. Specify exactly how it is customary to advise buyers in trading floor- to wait for their questions or to provide information about the assortment of the store yourself?

Questions about the functionality must be asked, even if everything seems clear and understandable to you: this will emphasize your high motivation and show the recruiter that he is responsible and professional person.

Question two: about tasks
Be sure to ask about the strategic objectives of your future work. What does a future employer expect from you, say, in an annual perspective? What are the criteria for evaluating the effectiveness of your work?

For example, a salesperson applicant might ask what the sales plan is for next year. Personnel Inspector Candidate - Inquire about anticipated headcount growth and therefore workload.

Thus, you will show that you are able to think strategically and plan your activities. In addition, a clear understanding of your tasks in the company is a real career engine. You will always be able to independently evaluate your work, applying the performance criteria specified during the interview.

Question three: how to quickly join the team
Be sure to ask what your first working days will be like. Is there an induction or training planned? Will you have a mentor to turn to for any issue? What are the criteria by which the success of the probationary period will be assessed?

This question is especially important if the job will be something new for you. For example, if you previously worked in small firm, and now they have come to an international corporation. Or if you were engaged in PR in the field of retail, and now - in restaurant business.

Question four: why did this vacancy appear?
The answer to this question can give you food for thought. If the vacancy is new, then you yourself have to draw up a work plan and discuss in detail the responsibilities and strategic goals with the head and HR manager. You will also have to think about the means to achieve these goals - after all, the vacancy is new, and this work has not been carried out before you.

If the position has existed in the company for a long time, pay attention to the reasons for the dismissal of the previous employee. Of course, they can be very different - a specialist found a more interesting job, did not cope with duties, went on parental leave or was even fired for unethical behavior ...

It is not a fact that the recruiting manager will give you reliable information on such a delicate issue, but it is still worth asking and thinking. If five people left the position you are interested in in a year, it is worth looking for additional information about the company and the atmosphere in the team.

The fifth question: salary, vacation, lunch ...
There is no need to rush with these questions - ask them at the very end of your meeting, discussing all responsibilities, tasks and work plan .. The main thing is to adequately assess your own value in the labor market and not overestimate the importance of a lunch break in your career.

We wish you not only to ask the right questions at the interview, but also to hear the answers that suit you.

So, the interview has been passed, all working conditions have been agreed upon, you have come to the personnel department for registration. tax. "In this case, the employee receives a TIN in good faith, not realizing that labor legislation does not provide for the provision of a Certificate with a TIN, moreover, it prohibits employers from demanding documents from employees in addition to those provided for in the Labor Code of the Russian Federation.

What are these documents:

firstly x, your passport or other identity document (for example, a passport);

Secondly, work book, except when you are applying for a job for the first time, then the work book is drawn up by the employer or, if you are applying for a part-time job, then the entry in work book is entered by the employer at the main place of work on the basis of a document confirming the combination of jobs;

third, insurance certificate of state pension insurance If the employment contract is concluded for the first time, the insurance certificate is drawn up by the employer at the first place of work;

fourthly, military registration documents for those liable for military service and subject to conscription;

fifth, a document on education or qualifications (diploma, certificate of completion of courses) - if the work requires special knowledge or training.

Article 213 of the Labor Code provides for the provision of medical certificate workers Food Industry,‭ ‬Catering and trade, treatment-and-prophylactic and children's institutions.Also, medical examinations are provided, for example, for such categories of workers as drivers.

What should not be required, but usually required:‭

- providing a TIN (taxpayer identification number) .As a justification for this requirement, the employer calls the need to submit information about personal income tax to tax office But when submitting information on personal income tax for employees, putting down information about their TIN in the certificate is not necessary.The law calls for, but does not oblige, citizens of the Russian Federation to receive a TIN, this is a voluntary right. and the responsibility of the employer for the absence of a TIN by employees.

- temporary or permanent registration at the place of residence. I think everyone understands that the employment of an employee cannot be made dependent on whether or not he has permanent or temporary registration. individuals and is not related to employment and, moreover, does not provide the employer with the right to monitor the implementation of the registration of his future employees.

After clarifying the issues with the documents provided, a conclusion follows with you employment contract .‭ The contract must be signed within three working days Upon the expiration of this period, the contract is considered concluded regardless of whether the employment was duly executed (Article 67 of the Labor Code). After signing the contract, the order about hiring, with which you must be familiarized within three days from the date of signing the employment contract. rules of internal work schedule ,‭ ‬job description and others local acts enterprises.

Next, the employer makes an entry in the work book.The employer is obliged to make entries in the work book of each employee who has worked for him for more than five days, with the exception of entries about part-time work, which has already been mentioned in this article.

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