The job interview o Labor is the instrument most used by human resources professionals to select who will be the future employees of the company in which they work.
The tips / advice for a job interview that I will comment on later, will help you overcome them more comfortably, better understand how the process works and know what will increase your chances of being chosen.
For some job offers, you will go through other tests first (probably dynamic or psychotechnical tests), although it is almost certain that you will have to answer several questions.
And generally, higher-paying and more training-intensive positions test more stringent and difficult to pass. Not because you lack skill or training, but because the competition is stiff and some people will adjust better to a certain position..
You are in luck, this knowledge will allow you to have a great advantage over other candidates who have not been interested in information..
In turn, I am going to explain other aspects with which you will understand better why this assessment instrument is used so much and how it is used by Human Resources professionals. You will undoubtedly learn a lot about this process, probably more than 90% of candidates and may, theoretically at least, more than some interviewers..
I would also like you to give me your opinion in the comment section. Are you having trouble getting selected? What other tips have helped you?
Article index
-It is easy to use and anyone can do it without preparation. Logically, a quality and efficient interview will be carried out by someone trained and experienced.
-It works for any position, company or situation.
-It is relatively cheaper than other screening instruments.
-The candidate can personally explain his experience, training and merits.
-It is the best way to meet the candidates physically and personally.
-The company can give information to the candidate.
In reality, interviews do not always serve to select the best candidate out of hundreds or thousands. Not because it is a useless tool in itself, but because it is often misused.
According to research, a well-done interview -with certain characteristics and conditions- has reliability and validity, that is, they have the ability to choose a person who later does a good job and is profitable for the company.
And this is due, above all, to the structuring of the interview.
They are interviews that do not have a series of fixed questions that the interviewer will ask you. That is, the HR professional or whoever asks you, will ask the questions randomly, without any strategy or list of professional, personal or experience aspects to be evaluated. They mainly assess general mental ability and personality characteristics.
They have a series of fixed questions that the interviewer will ask you, although depending on the course of the conversation, the professional may ask you other complementary questions.
According to the research, these are the best, the ones that have demonstrated their ability to choose the candidate who best suits the job being offered, being one of the best tools for evaluating candidates. They measure knowledge of the job position and work experience, that is, if you will know how to perform the functions of the position correctly or not.
Particularly within this type are structured behavioral interviews. If the interviewer has been concerned about training, it is likely that he will do this type to you and they have the following characteristics:
Examples:
-Tell me about a situation from your previous job where you had a problem working as a team and how you reacted.
-Tell me about a situation where you had a problem with your boss and what did you do?.
-Tell me about a situation where you had to solve an unexpected problem.
On the other hand, in these types of interviews they may ask you questions that may be strange to you, however they are intended to assess personality traits or your usual way of acting.
For example:
-For a medical visitor: If the doctor tells you to wait and you've been sitting for half an hour, what do you do??
In this case, your ability to start a conversation and therefore begin to "sell the product" is being evaluated. If you say you would wait as long as it takes, very bad friend… Medical representatives have many clients to visit. In fact, in my first experience in an interview this case occurred.
At this point I will explain which personality traits are those that predict better job performance, that is, better performance and therefore greater benefits for the company..
A high percentage of each of the personality traits (+ -50%) is due to your genes, although there is a large part that can be worked on. For example, you can work on social skills, responsibility or kindness. This will help you to know how you can improve and the aspects that you can correct.
In Psychology, the Model of the Five Great Personality Factors is well known..
Each factor is made up of two extremes and people are closer to one extreme or the other. Only the minority of people are at the extremes.
It is composed of:
Neuroticism or emotional instability includes characteristics such as sadness, anxiety, insecurity, irritation, worry or anger.
Emotional stability includes emotional control, good humor, self-assurance, or peace of mind..
Extraversion presents characteristics such as assertiveness, ambition, activity or optimism. Introversion is the opposite.
The openness includes active imagination, aesthetic sensitivity, attention to internal feelings, preference for variety, intellectual curiosity and independence of judgment, while the opposite pole would be characterized by conservatism in personal views, conventionalism in behaviors, meaning practical and lack of imagination.
Friendliness includes kindness, the ability to make friends, cooperation, flexibility, trust, and tolerance. Antagonism includes selfishness, distrust, competition, hostility, and rigidity.
Consciousness includes a sense of duty, effectiveness, rigor, responsibility, perseverance, planning, order, and organization. The opposite extreme is that of irresponsibility.
Something important to understand is that most people are on an intermediate scale for each of the traits. That is, almost all of us are more or less emotionally stable or more or less extroverted. Some people are closer to one extreme and others closer to another extreme.
Now yes, what are important personality traits to show in an interview?
According to research, there are a couple of traits that predict success in training, job turnover, job satisfaction, counterproductive behaviors, or career potential:
If the interviewer is well trained or has been interested in reading the latest research, they probably know..
Recruiters are in a hurry sometimes, especially if it's a consulting firm that a company has delegated the selection process to.
If you go to the interview on a Friday at the last minute, they will want to leave, they will not do the interview well and they will have interviewed more candidates before.
Research has shown that people prefer what's at the top of the charts. This is unconscious, although it has a great influence on decisions.
Avoid:
On the contrary, choose the first hours of the day, particularly Tuesday from 10:00 to 11:00 seems to be the best time.
They will surely ask you if you have any questions. I find it incredible that some people say a simple "no", when it is a golden opportunity to show your interest and even knowledge to the interviewer.
Ask open questions, not that require a "yes" or a "no" and you can also ask questions that demonstrate your knowledge or experiences.
Bad answers (terrible questions):
Good Answers:
If the HR professional who interviews you is trained and cares about training, they will know what you have done in point 4 of the index.
Demonstrating responsibility and emotional stability is important, because they indicate that you will be able to do a good job if you are hired.
This is extremely important, because it is almost certain that the interviewer will ask you a question such as: do you know in which countries we are established? Have you read about our goals? What do you know about the company?
Not knowing anything will give a bad impression, in fact it indicates little planning and rigor.
On the other hand, it is very beneficial that you are aware of new news from the company's sector and from the company itself. You can do this with Google Alerts; every time there is a new news item you want to be aware of, you will receive a message.
For example, you will give a much better impression if you know which products have failed and which have succeeded than those sold by the company.
Companies seek financial benefits and are not required to hire you. There are people who think that the state or companies have to offer them work and that if they cannot find it, it is the fault of others.
However, a company owes nothing to job candidates. It will hire the best, the one who best adapts to the profile of the position they offer and the company culture.
This is not to discourage, quite the contrary; It is so that you take into account the need to prepare and work to be the best possible candidate. Someone who thinks that companies owe them something, will not prepare and will be waiting to be called. Someone who thinks that he has to give, will prepare and form.
We are 7,000 million people around the world and with globalization there is more and more competition.
It is no longer guaranteed that you will find a job because you have a degree, or because you have a master's degree, or even because you have two majors and a doctorate. Companies ask for training, but also experience, interest and talent.
Surely an entrepreneur will hire someone who has more experience and the ability to grow than someone who has two more degrees but has no attitude, motivation or experience..
On the other hand, knowledge is being renewed faster and faster. A training teacher told me that what I had learned in the master would expire after 6 months and that you have to be constantly training. This is known to the interviewers and in fact, the great experts and professionals invest significant amounts of money in new courses, seminars and training of all kinds.
It will surely help you prepare questions that are often asked in interviews; you will be calmer and you will give better answers.
If the answers are inspiring and indicate that you really serve the position, all the better..
Some are:
There are moments of the interview that can be decisive in your hiring or in the completion of your path as a candidate.
When you have entered the selection process, aspects such as your training or experience will not be controllable, but it is controllable how you give the answers and the content of them.
Therefore, prepare yourself before critical questions and avoid giving bad answers, or at least avoid giving painful answers..
Examples:
-Did you argue in your previous job with someone?
-What are your strenghts and weaknesses?
Particularly about weakness, make it clear that it is not of much importance and that you are working on it. Never point out a weakness that cannot be changed or is very negative.
As for the questions about problematic situations (if you have argued with someone, what problems did you have, why did you have to ask for help ...), you can use this structure in the answers:
I think this is key and few do it, in fact when new trends are growing few people are the ones who realize them and are trained in them.
For example, a couple of years ago I attended an interview at a prestigious hotel in Seville. First I spoke with the HR director and later with the hotel director, who asked me if I knew what Social Media was..
At that time, social networks were growing enormously. However, I only knew how to say “I know what social networks are; Facebook twitter… ". It is evident that if I had given a long explanation and with interesting data, it would have been very good.
The growing trends represent great opportunities that companies can use as competitive advantages and, if you know them, the company will see you as an interesting candidate.
Currently more than 90% of recruiters look for information about candidates on social media.
Why would you make a bad impression when you can make a good impression? Drinks, parties and possible drunkenness can be the end of your path as a candidate. You may think that that does not determine that you are a good worker or not, but the recruiter is not going to think the same.
Also, take advantage of visibility: communicate that you are interested, updated and that you know your profession. Linkedin is very important and you can use it both to improve your visibility and to get in touch with important employees.
Take advantage of Linkedin especially to expose something about new trends or something that you think is interesting in your sector and that represents a competitive advantage.
This advice may seem typical to you, although I have to mention it due to its importance. In fact, not all of them comply..
I remember a job interview at my old consultant in which a guy came dressed in street clothes: shirt and jeans. He was applying for an offer as a medical visitor, a position whose workers usually wear jackets. The one who was my boss at the time said that she liked it, but that it had given her a bad impression because of her neglect. Was not selected.
I'm not going to write about them, but first impressions matter a lot and clothing matters too..
Do you always have to dress very neat?
It depends on the organization. In fact, many companies indicate how to go, or say directly that it is not necessary to go with a suit jacket.
It will also depend on the culture of the organization. Some are more strict with the dress and others do not give it as much importance. An NGO will not ask for field workers to be well dressed, but for a position in a bank they will.
When in doubt, you saw fixed.
What if you knew what some of the best entrepreneurs of recent times think? They will surely help you, since they have the best teams, without them they would not have achieved the great achievements that their companies have obtained. Here they are:
-Hiring is difficult. It is the search for needles in a haystack. You can't know enough of one person in an hour-long interview. So in the end, it's ultimately based on your hunches. What does a person make me feel? How do they behave when challenged? I ask everyone why are you here? I'm not really looking for the literal answer, I'm looking for what's under that answer.-Steve Jobs.
-When I hire someone really with a lot of experience behind my back, being competent is the most important thing. They have to be really smart. But the real problem for me is, are they going to fall in love with Apple? Because if it happens, everything else will pass by itself. They will have to do what's best for Apple, not what's best for themselves, what's best for Steve Jobs, or what's best for anyone else.-Steve Jobs.
-From the beginning I realized that I had to hire more intelligent and qualified people than me for the different areas, and that I had to miss several “decision-making”. I can tell you how difficult it was, but if you imprinted your values on the people around you, you can trust that they will make the right decisions..-Howard Schultz.
-In recent years, Microsoft has deliberately hired a few managers with experience from companies that have failed. When you fail, you are forced to be creative, dig deep, and think night and day. I like having people around who have been through it.-Bill Gates.
And what has helped you to pass the job interviews?
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