Interview for the head of the department. Applicants will be asked various questions regarding

By the standard, the goal of every interview is to identify strengths and candidates.

But the interview of a manager is a rather specific process, because during it it is necessary to identify both the level of competence in terms of personnel management.

What the employer wants to see

At the interview of the future manager, the employer will not only find out information about the past and skills, but will also try to determine whether you have the following qualities:

• Effectiveness.
• Expressed leadership qualities.
• The way you think.
• The level of influence on other people.
• Ability for strategic planning.
• Ability to analyze and implement positive decisions.
• Self-confidence.

Your answers to questions and behavior in general will tell about these. Try to show that you are truly a leader:

• Don't speak too softly and timidly - speak confidently and clearly.
• Do not show your excitement through gestures or facial expressions - do not bite or lick your lips, do not snap your knuckles, do not twist the first object in your hands, etc.
• Dress presentable - not too provocative, and not too old-fashioned.

What questions will have to be answered

• Questions to identify the level of competence, for example "How well do you know the area in which our company operates?"

• Leader identification questions: "How do you see the ideal leader?" Try to match the set of ideal qualities with those that you possess. The main thing is not to over praise yourself and try to avoid hackneyed qualities (determination, determination, etc.).
• Questions regarding future success in the position: "What does it take to be successful in this position?"

To answer correctly, first read the list of requirements specified in the card of the proposed vacancy.

• HR management: “How to keep an employee in position?”, “How to motivate employees?”. If you do not have an intuitive understanding of this, then familiarize yourself with the basics of personnel management using the literature or the Internet.
• Mistakes and Failures: "What was the biggest mistake you made at work?"

Do not say that you did not have mistakes, as this will indicate that you do not know how to recognize them and that you do not adequately assess the situation and yourself in it. It is better to remember in advance some small

The purpose of each interview is to identify the positive and negative qualities of the applicant and decide whether to hire him or not. Interviews with a candidate for a managerial position can be quite specific. In this case, it is required to determine not only the professional qualities of the new employee, but also the level of competence in the field of personnel management. Therefore, the interview for a managerial position is quite difficult.

Questions that can be asked to a future leader in an interview can affect various aspects, and not only forward-looking thinking, organizational characteristics. First of all, you should define such parameters as:

• leadership skills;
• the level of influence on other people;
• way of thinking;
• strategic planning skills;
• effectiveness.

First of all, personnel officers touch on the topic of the prospects of this position, explaining not only the functions of the head, but also the general direction of the company. At this stage, applicants are encouraged to ask more questions to determine if the job is right for them.

It is very important that during the interview the HR employee mentions such basic qualities as:

• sociability;
• confidence;
• the ability to analyze their own activities;
• the ability to introduce positive innovations for the company's activities;
• ability and desire to maintain a positive attitude of subordinates.

In addition, the future leader, whose task is to determine the ability of the applicant to think creatively. As a result of the interview, the personnel officer should see in the applicant for the place of the leader a person focused on achieving a positive result.

Most common questions

A senior executive interview includes a number of common questions that job seekers are most often asked. First of all, the task of personnel officers is to determine the level of competence of the new leader. The applicant should talk about their past activities, as well as show their ability to change profiles and apply skills in another field of activity.

Leadership qualities of the leader are also important. You need to show your ability to manage personnel, talk about the merits, and at the same time not over-praise yourself too much.

The main indicator of skills is the result of past activities. Therefore, all statements should be supported by specific figures and facts. It is recommended to constantly emphasize that the high level of results has been achieved thanks to teamwork and team cohesion.

To answer the question of how the applicant is going to achieve success in the new position, it is necessary to familiarize yourself in detail with the requirements for the vacancy in advance. After analyzing the information, an experienced leader is able to outline at least an approximate direction for the company's development.

One of the key topics that will have to be discussed in the interview is employee management. In particular, the applicant will be asked about the methods of motivating staff that he knows about and which he used earlier. This aspect should concern not only a certain period of time: an experienced leader must know how to further develop the system of relationships between employees and how to increase motivation.

Questions about the past failures of the applicant for the vacant position are natural. In this case, you need to tell not only about the bugs and errors, but also inform the HR department about how the problems were solved. As for the development of personnel, in almost all cases it is necessary to insist on the need to conduct trainings, seminars, various training sessions aimed at increasing the level of qualifications of employees.

According to the answers and information provided, the personnel of the personnel department summarize the results, taking into account possible actions of the manager in the future. Therefore, each question, especially over such an important one, should be pondered very carefully.

Good afternoon, dear friend!

In the cab general's Internet candidate comes. General: “I can only give you five minutes! We already know something about you, everything is clear to me ”. "Of course, of course ... I will not delay you." - the candidate was visibly nervous. What are these attacks and tough ones used for?questions at the interview for a managerial position, today we'll talk.

The dialogue described above is a real situation from the practice of the author of these lines.

After the meeting, the general, in my questioning opinion, said the following:

“Why so tough? My friend, we are looking for a candidate for the position of COO. I need to know who I'm dealing with. Did you see how he flashed? The heads of the shops will simply bite him and all the questions will have to be solved by me. "

We need to be prepared for such turns when interviewing. Especially if we are applying for a managerial position.

It should be understood that the tough interview stage has nothing to do with how well you fit for the position in terms of your qualifications or experience. It has to do with you personally.

Typically, a leader (less often a recruiter) applies tough techniques for one of two purposes:

1. Test you for strength.Is it possible to deal with you as with an equal partner or can you dictate conditions now and in the future?
2. Make you weaker. If you do not act out “hitting”, fall into a stupor or show excessive emotions that will bother you, you become weaker and you can be pushed through, for example, for a salary. To the very bottom.

They negotiate with the strong, and dictate conditions to the weak.

Typical psychological attack techniques

• Attack on the person.

“Are you even competent in this topic? How are we going to talk to you? "

• Pressure by status

Waiting for a long time in the corridor, a time limit for the conversation (as in the example that I gave).

“You went to kindergarten when I was sorting out such questions!”

• Creating an awkward situation

Low or too high chair, light in the face from the window.

When you feel awkward at the body level, you do not grow in strength. The lion's share of your energy goes into maintaining this uncomfortable position.

• Silent dialogue

"Well, first tell me, and I'll listen, see what your level is."

To be fair, the hard part of the interview is the part, the initial test.

The content of the business part of the conversation largely depends on how you pass it.

Rules of the game

To survive a tough interview, you need to play the games that are offered to you correctly.

At every moment of time, you should test what stage the interview is in and what state you are in.

It is important to separate emotion and technology.

The basic tenet of a hard interview is to generate uncomfortable emotions.If you are fooled, you become weaker.

If you understand: yes, I have negative emotions, but this is part of the game, you can move on.

If you know that a status attack is an emotional game, then you just play by these rules.Try to play off the attack.If you didn't win back, you were dropped one rank lower.

Be aware that the first attack may be followed by a second and further until you sink to the bottom.

Try not to start the main part of the conversation if you have not restored emotional balance.

Provocation is part of this tough interview technique.

Response strategies

It is important to understand here:

1. What is this game for.

What type of person does the leader select for his team? Or why the recruiter is doing it.

If this is just a test for your emotional stability, you can simply ignore the attack.

2. What status in the further conversation and possibly the relationship will suit you... If you want to show the personal strength of a person of equal level with whom you need to negotiate, I recommend avoiding the following mistakes:

and) Ignore the attack. You will be immediately credited to the weaker category. If a suitable answer does not come to mind, apply. To joke? You can try it if you are sure it will be funny.

b) Make excuses. "Oh, I'll explain now, the point is ... you know ..."

You are giving up your positions.

in) Go to conflict

Argue, prove, if you understand that this is an attack on you, and not an ordinary fair question.

This is very important to share.

Worst response strategy — carry on a conversation from a state of need. Need is the fear of failing the interview. Dependence on the result, vulnerability to the final outcome.

You kind of become so small and dependent on the opposite person.

Need / fear markers:

• verbosity - as if you are afraid to be late, that you will not be heard or understood.
• no pauses and questions
• talking more about yourself, rather than the tasks of the company and partner
• rejection of the answer "no". You are making concessions because you are afraid of getting a no answer.

Best response strategy — save dignity, inner contact with your value and the benefits that you can bring.

The belief in your value and usefulness for the people with whom you communicate is a state of dignity. And nothing needs to be proved and convinced.

It is from this state of dignity that one should communicate. Like Vysotsky: "You can't ransack this ...")

Dignity State Markers:

• You are talking with the interlocutor, and not with your internal dialogue.
• Ask questions,.
• You can start talking freely about him and his needs. In case of need, you really want to tell about yourself.

One of the markers of this state: can you say the phrase: "You can refuse ..."?

Just make an offer: "You can say no and we don't waste our time." In a state of need it is very difficult to say this phrase.

Techniques for repelling a psychological attack

In this article, we said that you have a preliminary proposal. This is what you go to the manager with.

If still not, these may be your advantages, the answer to the question “?”. This is your strong point.

Reflecting an emotional attack is not a per se response.

This is not an excuse, a denial, or an argument.

This is the bridge for your skate.

In most cases, the answer begins with the words “You are absolutely right ...” or something like that. Accompanied by a slight smile at the tips of the lips. Just not to the ears and God forbid laughing.

1. Strengthening the attack

“I can only give you five minutes!

We pause, - you are absolutely right, I think 4 minutes will be enough to understand whether it is worth communicating further. That is why I will be brief and move on to what I would like to say ...

2. Break the template

- No need for portfolio, tell us quickly…. And he is waiting for you to flicker, to apologize ...

- You are absolutely right. Not worth showing. If you are ready to make a decision based on a short oral conversation, great. It is important that this will be your decision ... "

The main thing is that you have shown that you have value and that you value your time, that you are not afraid to leave.

3. Clarification of the content

- I heard your managers are not clean on hand ...

- You are absolutely right, it happens that employees are not clean on hand (remember?). I hope you have strong arguments and evidence. We can devote time to analyzing them or move on to what I would like to say ”

You have no need, you are not afraid that the work will slip away from you. And when you're not afraid, you are much more likely to get it.

4. Compliment the attack

“You are absolutely right, Lev Abramovich. Thank you for clearly and most importantly loudly communicating your position. Now listen, please, my ... "

5. I am flattered

“Rumor has it that you need to keep your ear sharp ...”

“I am flattered that a person of your level is interested in me, but it surprises me that he stands on other people's opinions. That is why we can give each other the opportunity to discuss this issue in today's conversation. ”

It is very important that there is no irony in your answers, let alone mockery.

6. Game of fog

Learn more about this technique. You can also use the other techniques in this article to relieve anxiety.

So, let's summarize:

1. Distinguish between the business and the harsh emotional part of the conversation.
2. In the tough phase of the interview, there are rules, response strategies.
3. It is important to constantly monitor your condition, in which phase of the interview you are.
4. Reflecting any psychological attack is not a meaningful discussion. This is a way to jump onto your skate.

You may have found the techniques of dealing with emotional attacks difficult. Especially if you are not one of those who will not go into your pocket for a word. Indeed, people are often lost in the event of unexpected arrivals.

But the very understanding that this is just a trick is an important step towards the ability to repel attacks and behave with dignity. The skill will come gradually. And it will serve you faithfully not only in the interview.

Thank you for your interest in this article.

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Have a nice day!

Before you start thinking about how to get interviewed for a leadership position, you need to be smart about your capabilities and abilities. In order to become a leader, one must have both innate and acquired leadership qualities. If you have vivid leadership abilities, you can become a leader without leadership experience. And having an education, a high intellectual level, a suitable specialty and experience is only a necessary minimum for further progress.

What should be the leader?

There are some qualities that can help you take a leadership position:

• have a clear position in life, a real goal and a desire to achieve it;
• be positive in achieving success, face the future with confidence;
• be able to work in a team, correctly build relationships with partners, managers;
• make decisions quickly and clearly in any situation;
• discipline and organize yourself and your team;
• be able to gain authority and respect from subordinates and leaders;
• be ready to use any innovations in work, be creative and modern;
• have the desire and ability to engage in self-education and self-development;
• make optimal use of all available resources: personnel, material and others;
• to be responsible, hardworking, efficient.

If you have all of these listed qualities, feel great potential and desire in yourself, you can safely write a resume and prepare for an interview. You have a chance to pass it successfully.

What to look for when preparing for an interview

You have all the leadership skills you need. Now the question arises of how to show these abilities to an employer or interviewer in an interview. That you are ready for a leadership position, he should not only hear from you, but also see in your appearance. It should be evident from you that you are a formed personality with a clearly developed position. Your appearance is proof that you have developed your own image, and it is combined with the position for which you are applying (since you are still greeted by clothes). And most importantly, in the race to externally demonstrate your willingness to be a leader, be sure to make sure everything looks natural and unobtrusive.

"Not!" excitement

Try to get rid of anxiety, as it creates tightness, and this can hinder your success. On the contrary, you must look convincing and confident - do not forget that you are applying for a managerial position!

Choose the right pose

There is no need to cross your arms or legs - with these gestures you close yourself off from the interlocutor, he can feel it, and many of the interviewers know sign language very well. The best position in this case is to put your hands on the table or just keep them on your knees. Remember to keep your posture. Calmly and directly look the other person in the eyes - this is an indicator of confidence and honesty.

Follow the speech

Of course, first of all, she must be literate, speak exclusively to the point, laconically, but at the same time, not dry and unambiguous. The ability to communicate is one of the essential qualities of a leader.

Think carefully about your appearance

It must match the position for which you want to apply. First of all, clothes, shoes and hair should be clean and tidy, accessories are tastefully selected, hairstyle and make-up are natural, hands are well-groomed. In short, you should be perfect, but not pretentious.

Be positive and open

Such people attract others, and this is important for a leader. The interlocutor should feel the energy and desire to work, your attitude for success and enthusiasm as a future leader.

Gather company information in advance

Prepare answers to the questions you might be asked. When the interviewer tells you about the company, you can demonstrate your awareness and even ask a few questions about it, for example, about the prospects for the development of work in a bank, in a savings bank. Thus, you will show your competence, intelligence and readiness for leadership.

Types of non-traditional interviews

You should be aware that there are several types of interviews for candidates for a leadership position and not the fact that you will have the traditional interview that you imagine. Therefore, you must be prepared for some trials and surprises. So what are the interviews?

1. Revealing competence. At such an interview, you will be offered any difficult situation that may arise at work. The goal is to test how you will behave. Or they will simply ask you to tell me what difficult work moments you had, how you found a way out of it.
2. Stressful interviews - They can be done in many ways: yelling at you, speaking dismissively, or ignoring you altogether. The goal is to try to unbalance the candidate. Keep in mind that this is a test of resilience and patience. In response, you should smile - this is better than being angry.
3. Panel interview - conducted by several people and each has its own criteria: one needs to learn about the experience of working in a managerial position, the second - to observe how you can get out of this or that situation, the third - to check psychological stability. Then each draws conclusions and presents them to the director.

Whichever of these tests awaits you, first of all, do not lose your calmness and goodwill, be thoughtful. Listen to all the questions to the end, do not interrupt and, if necessary, ask again. If you are mentally prepared for all these tests at the interview, then do not doubt that you will pass it successfully.

How to behave in an interview? What questions are asked during the interview and what are the most correct answers to them? How to prepare competently for hiring?

Hello dear readers! With you, one of the authors of the business magazine HeterBober.ru Alexander Berezhnov and today is our guest Ksenia Borodina - recruiting specialist, psychologist.

Ksenia has already conducted hundreds of interviews and knows all the intricacies of this important event. Our guest will share the tips and secrets of practicing HR specialists and give effective recommendations to job seekers.

In one of the previous articles, we talked in detail about. And now we have come to the logical continuation of the topic - the interview.

1. What is an interview and in what form does it take place

Ksenia, I greet you. I suggest starting with the most important thing. Please tell us what an interview is, how is it going and what types of interviews exist? This is necessary so that our readers understand where they have to go and what to expect, since for some of them this will be the first experience of getting a job.

Hello Sasha. Let's start with the definition.

Interview - this is dating process a job seeker and a potential employer (his representative), as a result of which the two parties want to receive the necessary information about how they suit each other.

There are several types of it.

For example, the number of participants distinguishes between individual and group interviews.

• Individual interview. It is one-on-one, where the employer or his representative, on the one hand, and the applicant, on the other, participate.
• Group interview. Typically conducted by a professional recruiter (recruiter) from a company in need of staff, with a group of potential job applicants. Group interviews are most often conducted for mass vacancies in companies, for example, for the position of "sales manager".

Also, interviews can be divided by the number of decision-making "instances". According to this principle, they are divided into single-level and multilevel.

As a rule, applicants go through one interviewer for executive positions that do not require a high level of training and great responsibility. Such interviews are called peer-to-peer, that is, they involve a conversation with one person.

If you want to get the position of a sales assistant in a home appliance store, then more often you will have an interview with the store director, where your further employment is expected. This is an example of a one-level interview.

Multilevel interviews involve the applicant's acquaintance with representatives of several management levels.

For example, if you are applying for the position of a marketing specialist in such a large company as Coca-Cola, then you will be interviewed with the head of the regional branch, the head of the marketing department of the company's plant and the director of this plant.

Sometimes multi-level interviews are conducted in person with each “level”, and sometimes communication with the candidate is carried out remotely.

Due to the development of modern communications, some executives prefer to conduct interviews via Skype (less often by phone).

This is especially true in cases where the applicant is looking for a job with the prospect of moving to another region or even another country.

Often the interview process itself is stressful for the candidate. After all, as a rule, a person sends his resume to several organizations at once and receives an invitation to be interviewed sometimes on the same day with an interval of several hours.

And every such meeting, where you need to competently present yourself, requires both physical and emotional efforts.

2. Stages of the interview

Ksenia, I think that now our readers have got an idea of \u200b\u200bthe interview as a process and its features, and now I propose to talk about the stages through which the applicant goes through the interview process and about the features of each of them.

Indeed, the whole process of passing an interview can be conditionally divided into 4 stages:

1. Telephone conversation;
2. Preparing for the meeting;
3. Interview;
4. Summarizing.

Each of them has its own characteristics, which need to be told so that you, as an applicant, go through each of the stages as efficiently as possible and get the position for which you are applying.

Stage 1. Telephone conversation

This is the first stage of direct communication with a representative of the company in which you are applying. This is usually a consequence of submitting your resume to this company.

If the company is more or less large, then in most cases the employee in charge of personnel selection will call you.

When talking to him, be polite, and also remember his (her) name and preferably position. Next, specify exactly where you need to go, (address) and at what time. Also specify the contact phone number for communication.

If you need to take something with you, for example, a passport, educational document or portfolio, then the recruiter will tell you about it during the phone conversation.

Stage 2. Preparing for the meeting

At this stage, I recommend that you imagine your future interview with a potential employer and “live” it. This will be especially true for people who are afraid of the interview itself or they have a fear of failing a meeting with a recruiter.

To tune in to the process and overcome possible fears, I suggest you do the exercise "Meeting with the president"... It is done on the eve of the interview.

Imagine that you were invited to the Kremlin and are now sitting at a meeting with the President of the country. The video cameras of the TV channel anchors are directed at you and a bunch of journalists record everything you say.

Try to imagine yourself in this situation and get used to this role. Think about what you will ask the president and what you want to tell him. What questions will he ask you and how will you publicly answer them.

To do this exercise, stay alone so that no one distracts you and imagine such a meeting for 7-15 minutes in all details.

Then head over to your interview. After such "visualization" it will be guaranteed to you to pass it easier. After all, you have already experienced the worst interview of your life.

A few more words about preparation.

Preparing for an interview includes 3 important points:

1. Preparation of self-presentation and its rehearsal;
2. Preparation of a portfolio (awards, articles about you), works and examples confirming your competence for this vacancy;
3. Rest and further entry into the "resource state". This term refers to your working condition, in which you are as collected and productive as possible.

Stage 3. Interview

To understand in detail how to get a job interview, you need to be prepared for different nuances.

For example, very often a specialist who conducts a conversation with you will ask you questions and offer to complete small buildings (cases).

Case - This is the modeling (analysis) of a problem or non-standard situation and ways of solving it by the candidate (applicant).

Let's say you are applying for the position of a sales representative or sales manager.

To test your erudition, stress tolerance, creative thinking and professional knowledge, a recruiter will give you case studies.

Case example:

Recruiter : You are on your way to meet an important client. The major negotiations that you have to conduct, if successful, could bring you monthly income levels and promotions. Suddenly your car breaks down in the middle of the road. Your actions?

You: I will get out of the car and try to get by taxi or passing transport to the meeting point with the client.

Recruiter : You were driving through a back road far from the city, there is no associated transport.

You: I will look at the navigator where I am and call a taxi to this place.

Recruiter : You do not have a navigator and the phone is off.

You: I will try to fix the car breakdown on my own and then continue driving.

And so your recruiter can "drive" you, each time complicating the conditions in which you find yourself.

As I understand it, this is done in order to see if such a force majeure will put you into a stupor and what exit options you offer (test of wit)?

Sasha, that's right. Also, the HR specialist in this case wants to see how long you will try to find a way out of this situation (testing your perseverance).

One of the most popular cases is called "pen sale". It is used primarily in job interviews for salespeople, but sometimes recruiters play similar games with candidates for other positions.

Stage 4. Summing up

If at the meeting you were confident and clearly answered all the questions of the HR specialist, then you will have a great chance of getting the desired job.

At the end of the interview, you will be told in what time frame you will be given an answer if you are hired. If you are going through a multi-level interview, then wait for an answer about passing the next stage.

I usually say this:

If I don’t call you back before such and such a time on such and such a day, it means that we have made a decision in favor of another candidate.

You can also ask the recruiter yourself when to wait for the result of the interview and in what form it will be.

Now, if I get a job, I will definitely work through possible cases. Ksenia, I'm sure our readers will be interested to know how to behave in an interview and what can confuse an HR specialist in the behavior or appearance of a job seeker?

Sasha, indeed, should understand that the higher and more responsible the position for which a potential employee applies, the more requirements are imposed on him.

Let me voice a few general key points from my practice that all candidates, without exception, need to take into account when passing a job interview.

1. Neatness and neatness.This applies not only to appearance, but also to your condition in general. Never come to an interview drunk, after a “stormy rest” or a sleepless night. In the eyes of a recruiter, you will immediately earn the status of “reveler”, and with him the rest of the process of the relevance of the interview will be called into question.
2. Friendliness and good manners.Whatever position you are applying for, good manners and adequate behavior will definitely add points to you. Find out the name of your interlocutor and address him by name. Moreover, it is worth contacting exactly as he introduced himself. For example, if a recruiter said that his name is Ivan, then call him “you”. "Ivan, you said that ..." If he gave his name and patronymic, then this is exactly how you should contact your interlocutor.
3. Proficiency in professional terminology.You will definitely like a recruiter if without overusing terms, use them 3-4 times during your interview, and also explain how you apply (applied) these terms in practice. For example, if you say that at your previous job you were able to increase sales by 30% per month, thanks to an increase in conversion, by analyzing the number of incoming calls and the size of the average check, then this will be counted as a plus.
4. General level of erudition.Also, a couple of times in the topic, you can mention famous books that you read or seminars in your specialty that you attended during the year. Recruiters pay attention to the craving for knowledge and a person's desire for self-education. This is especially important if you are applying for leadership or “intellectual” positions in a company.

In a word, you need to “sell” yourself and show your advantage. Moreover, this must be done both from a professional point of view and from the point of view of general human values \u200b\u200band rules. If you want to get a job, it is important to correctly and clearly answer the questions of an HR specialist.

4. Interview questions and answers

I've heard that there are a number of questions that virtually all recruiters ask job seekers. Ksyusha, can you give some examples and good answers to them?

Yes of course.

In addition to the cases that you will be given at the interview, for its successful completion you will need to answer a number of "tricky" questions. They are also not chosen by your recruiter by chance.

After all, the decision to enroll you in a job depends on how you answer them.

Interview questions and the correct answers to them:

1. Tell us about yourself. It would seem a simple task, but many people have a stupor at this very moment: "hum" or "poke". Here you must present yourself from the best side within the framework of the vacancy for which you are applying. Briefly describe your education, work experience and achievements that set you apart as a professional. Speak clearly, without unnecessary water and philosophizing.
2. Why did you leave your previous job? Tell us here about your motivation "k", that is, that you strive for development and new job opportunities that you see at the moment in this position. Do not say in the key of motivation "from", that is, "I ran away from bad conditions, low wages and decaying team." Do not in any way scold your previous place of work and your former manager. After all, any person, including your interlocutor, will think that changing jobs in the future, you will also speak negatively about his company.
3. Who do you see yourself in 5-10 years or your plans for the long term?The best answer here is that you associate your professional future with this particular company. This will give you the impression of yourself as a motivated employee who is ready to devote a lot of time to this work. After all, "staff turnover" is not welcome anywhere.
4. Do you have any weak points (disadvantages)? If so, name 3 of them. By asking this question, the recruiter wants to understand your level of maturity. A person who says that I do not see any shortcomings in myself or takes a long time to think about how to answer this question will lose points in the eyes of a personnel specialist. Do not answer like this: “My shortcomings: often I am late, I conflict with colleagues (management), I am lazy. " It is best to say here that you are a "workaholic", that is, you like to go headlong into work, and this is not always right, "perfectionist" - strive for excellence in everything and because of this sometimes you lose speed. And your third disadvantage is the desire to establish good relations with everyone. And sometimes you are too kind to subordinates, because you do not want to punish them for the improper quality of the work performed.
5. What are your strengths? Tell us about your real strengths that are directly applicable to the job you are applying for, and provide examples with facts and figures. For example: “I think one of my strengths is my ability to think in numbers. At my previous place of work, I analyzed the sales funnel, identified patterns and, based on this, developed a new sales model, which brought the company additional 500,000 rubles or 15 % in the first month of implementing my marketing model. "
6. Have you made mistakes in your previous job? What kind?Here, honestly tell us exactly what mistakes you had. But the most important thing is that they are not fatal and be sure to supplement the answer to this question with the fact that you yourself corrected them. For example, you gave a customer the wrong mobile phone and he returned to the store to exchange it. And you managed not only to avoid a conflict situation, but also to sell him additional accessories for the purchased mobile device.
7. What level of compensation (salary) do you expect?Here, you must objectively assess your competencies, say how much you want to receive and justify the benefits of the employing company if it makes its choice in favor of you as an employee. Also analyze the level of salaries offered by similar companies for similar vacancies.
8. How did you hear about our company?Usually this question is asked by a representative of the employer in order to find out which candidate search channel works. This question is not tricky, rather it is just informational and aimed at optimizing the search for personnel for this organization. Just answer, as is, for example, found out about the vacancy on the website of your company.

In addition to the answers to common questions, I have compiled a table to show which basic criteria are important for a candidate and how they are supported.

A visual table of the main criteria for evaluating a candidate for an interview

The first column contains the assessment criterion, and the second - indirect evidence that the candidate has this criterion.

5. How to pass a job interview - 7 main rules

That is, as I understand it, an interview is a rather creative process and there are no clear standards in its conduct, or is everything here individually?

Quite right, Sasha. Each HR professional approaches the interview process differently. There are recruiters who simply technically “run” a candidate through a list of questions, defining his prof. suitability.

I do it a little differently. That is, I approach the interview process individually for each applicant. I try not only to classify him according to the principle of “suitable / not suitable” as a specialist, but also to determine his psychological type, peculiarities of motivation and internal potential.

It's great, you can see that you really love what you do. Ksenia, let's now move on to the most important block of our interview and talk about what rules a candidate needs to follow throughout the interview from start to finish in order to maximize the chances of getting the desired job?

If you are going to be interviewed, then adhere to the following rules and then your interview will certainly open the way for you to career and financial opportunities in your new job.

Rule 1. Find out everything about a potential employer

This is the first and very important stage of preparation.

• Firstly, this information will help you find out with whom you intend to work with for a long time (possibly several years). Open the Internet, print media and see what exactly sets your potential employer apart from the rest of the company. Perhaps this is the introduction of innovations, working conditions or ways of promotion (marketing).
• Secondly, all the data and facts that you have learned about the potential employer will help you in the interview. During the interview, compliment the company and show off the facts about it. All this will have a positive effect on making the final decision on your candidacy.

What you need to know about the company you are applying for:

1. Creation history and guidance. When it appeared - the year of foundation. Who is the leader now and who was at the helm earlier. What are the features of the style of business leadership and what is the life philosophy of the senior management team. Also find out what the corporate identity and logo of the company symbolizes and what is its corporate culture. What values \u200b\u200bare at the heart of the organization.
2. Main directions of activity. What does this organization produce or sell, and perhaps it provides services. What is their feature? Why did she choose this particular market segment?
3. Features of doing business. Does the company have competitors and who are they? What scale of business is the organization running, in what territory (city, region, country or international company). How seasonality and other factors affect the success of the company. How many employees work in it and what is their organizational structure.
4. Achievements and important corporate events. Perhaps the organization has recently become a laureate of some kind of competition or has opened a new office. This information will also be useful for a comprehensive understanding of the current affairs of the company.
5. Facts and figures. What is the firm's market share in its segment and its financial indicators: revenue, growth rates, number of clients and open offices.

Having comprehensive information about all the features of a future employer, you will certainly get advantages over other job seekers.

Rule 2. Prepare a self-presentation and rehearse it

When you find yourself in an interview, in most cases you will be asked to tell about yourself. As I said earlier, it is this request that confuses many applicants.

So that this does not come as a surprise to you, you need to prepare in advance.

Self-presentation - this is a short and capacious story about yourself in the context of the vacancy for which you are applying.

I emphasize that exactly in the context of a specific vacancy... That is, the emphasis in the story about yourself should be placed on those qualities, experience and knowledge that will help solve problems within the framework of your future work.

For example, if you are applying for the vacancy of a sales manager, then, as part of your self-presentation, tell us about what recent sales courses you have taken, what experience you have in this area. Maybe you are so passionate about this topic that you have created your own website or a “club of successful sellers” in your city.

If you have an education that will help you in such work, for example, in specialties: marketing, advertising, PR, then focus on this. If you have a construction or medical education, then just say that you have a secondary or higher education, without indicating its profile.

It would be advisable to name the direction of education if you will sell products of a similar industry within the framework of the “sales manager” profession.

For example, if you get a job in a trading company selling building materials, then building education will be an advantage in your situation.

You should not focus on your hobby in self-presentation, unless it has a positive effect on the results of your work.

How to properly prepare a self-presentation for an interview

Divide your entire presentation into several blocks.

For example, your self-presentation may consist of 4 main parts that are interconnected in meaning:

1. Education and professional experience.
2. Your achievements with facts and figures.
3. The benefits of working with you for the employer.
4. Your professional plans for the future.

Once you have an outline of your self-presentation, it's time to rehearse it.

To begin with, say all the theses that you plan to voice to the HR specialist during the interview.

Then sit in front of the mirror and looking at yourself, say everything that you have prepared, based on your plan. Most likely the first time you will forget something or start to stutter. Then your task is to bring your story to the ideal and imagine that you are now at the upcoming meeting and are telling about yourself to your beloved.

Fact

Many people have a psychological barrier when it comes to presenting themselves in the best possible way.

Rule 3. Observe the appropriate "dress code"

As a rule, certain professions require a particular style of clothing. So, if you are applying for an office vacancy, then your appearance at the interview should be appropriate.

• For men a light-colored shirt and dark-colored trousers or jeans will do.
• For girls it can be a blouse, a skirt of sufficient length and shoes with low heels.

If your future work involves active interaction with people in person, then in this case the requirements for your style of clothing will be especially high.

The only exceptions to the rule are “creative” professions. For example, a designer or photographer can afford to come to an interview in an extravagant outfit. In this case, your style of clothing will emphasize a non-standard approach to solving creative problems.

In all other cases, "classic" and business style is your win-win!

Also, in addition to the main style of clothing, accessories are encouraged.

Accessories may include:

• wrist Watch;
• tie;
• decoration;
• stylish notebook;
• a pen;
• bag (purse).

Rule 4. Making written notes during the meeting

An indicator of the general level of training of a candidate for a recruiter is the presence of a notebook and a pen at the first. If you make notes to yourself during the interview, then first of all it will be very convenient for you. Indeed, at the end, relying on your notes, you can ask clarifying questions or ask to clarify the details of employment and other conditions of future work.

By the end of the meeting, you will have everything in full view. This is especially useful if you are going through several interviews at once in different companies so that you can then compare the working conditions in different organizations and make an informed decision.

It is also necessary to take notes if you are going through a multilevel interview. Writing down the main points on paper will help you remember what was discussed in the meeting and better prepare for the next stages of the interview.

Rule 5. Making a list of questions for the recruiter

Typically, at the end of the meeting, your interviewer will ask if you have any questions for him. To do this, think in advance about what you would like to learn more.

You can prepare some of the questions for the recruiter at home in advance, and write down some of them right at the meeting in the form of notes. To do this, you must have a notebook and a pen with you.

Make sure your notebook is aesthetically pleasing in advance. This means that if it is a “worn-out” pack of yellowed sheets, in which the fish was “wrapped”, it will characterize you as a sloppy potential employee.

Everything should be in harmony - this is an important principle of successful interviewing.

Rule 6. Behave confidently and naturally in interviews

Do not try to “wear a mask”, be not yourself, or please your interlocutor too much. Unnatural behavior is easily readable by humans. Your facial expressions, gestures and style of conversation will inadvertently bring you out into the open.

It is better to go the other way in order to achieve a positive result. Follow the basic rules of good manners, be polite and tactful.

Don't interrupt the interviewer, talk calmly, but with some enthusiasm in your head.

You must intuitively understand where and what is appropriate to say. After all, an interview is a process of mutual decision-making on cooperation between two parties: you and the employer.

Rule 7. We ask when and in what form the results will be announced to you

Hopefully, by using these simple rules, you can easily get through your job interview. At the end of the meeting, find out when and in what form to expect a response about the results of the interview.

Simply put, how do you know if you've been hired or not?

Usually the recruiter himself will tell you at the end that the answer will be on such and such a day, for example, until 6 pm.

I tell my applicants that if on such and such a day, for example on September 26, I do not call you before 18:00, it means that you have not passed the interview.

Calling and telling everyone in person that their candidacy has been rejected is usually too troublesome.

The rule works here:

“We called - congratulations, you've been hired! They did not call - your candidacy did not pass. "

6.5 common interview mistakes

If you want to successfully pass a job interview and do it without "noise and dust", then you should avoid the mistakes, which I will discuss next.

It is them that most applicants do, and due to a simple ignorance of elementary things, they fail, losing the opportunity to make a long-awaited career.

Mistake 1. Fear of the interview or "schoolboy" syndrome

I repeat once again that an interview is a process of mutual choice and both parties are equal participants in this process.

Some job seekers come to a meeting and their hands are shaking, palms are sweating, their voice is trembling. It is this behavior that is typical for students and schoolchildren when passing the exam. They seem to be in the position of a rabbit that a boa constrictor is looking at.

There is no need to be afraid of an interview.

It is a big mistake to think that now an evil uncle or aunt will torture you. After all, as a rule, a personnel specialist who was entrusted with hiring a person is a benevolent and attentive person whose goal is to find the very “gold bar” in a heap of ore and clay.

If you shine like gold with your talents, competent speech and show real examples of achievements and your competencies in an interview, then do not hesitate, you will be hired for this job!

Mistake 2. Passing an interview without preparation

In almost every previous block of our interviews, I talked about the importance of preparation before the interview.

Do not neglect this rule.

Impromptu is good in many situations, but not at the time of the interview. And as many people know, the best impromptu is a prepared impromptu.

Follow all the above rules and the consequences of this error will not affect you.

Mistake 3. Excessive heart-to-heart talk with a recruiter

Sometimes job seekers get so carried away during the interview process that they move away from the main topic and begin to “pour out their souls” to the personnel specialist.

This mistake is often encountered just among inexperienced applicants or candidates for lower technical positions, such as a loader, storekeeper, worker, and so on.

As a rule, this mistake does not occur among more prepared job seekers applying for more responsible positions in the company.

But still remember that you should not deviate from the topic if you want to get a job in a good organization and enjoy the respect it deserves.

Mistake 4. Feeling unwell and stress as a factor of failure

Anything can happen in life, and if you have an interview tomorrow at 10 in the morning, and you feel bad or something serious happened that completely unsettled you, try to postpone the meeting. In this case, notify the employer's representative in advance by phone.

After all, anything can happen: a child is ill and you need to go to the hospital, a relative got into an accident, or you simply poisoned yourself with stale food.

Don't go to an interview feeling depressed, in a bad mood, or feeling unwell.

Mistake 5. Inactivity, defiant behavior

Some job seekers are "like tanks" and turn the interview into a show, showing not their best qualities. Those who like to argue with the interlocutor will definitely not get the desired job.

If a person behaves tactlessly and disrespectfully towards the partner side, then this immediately characterizes him as a brawler and potentially unsuitable employee.

As the cat Leopold said in the famous cartoon: "Guys, let's live together!"

So, you need to make friends with your interlocutor.

After the meeting, the representative of your employer should get the impression of you both as a good specialist in your field, and as a pleasant and cultured person.

Don't make these 5 common mistakes and you are guaranteed success!

7. Illustrative video examples on how to successfully pass an interview from the TV channel "Success" in the program "Personnel Decide"

Here I want to give you some real-life interview examples with expert commentary.

Be sure to watch them, because from the outside it is much easier to analyze the strengths of some applicants and the mistakes they make.

1) Interview for the position of a corporate tour sales manager:

2) Interview for the position of assistant manager:

3) Interview for the position of TOP-manager:

You can find other episodes of this program on YouTube. It is possible that among them there will be an analysis of the case of the vacancy for which you are applying.

8. Conclusion

Ksenia, thank you very much for such detailed answers. I hope that now it will be much easier for our readers to pass a robot interview.

1. Prepare for your interview in advance;
2. Be natural in the meeting and don't worry;
3. Observe the dress code rules;
4. Be optimistic and welcoming with the person you are talking to.

Alexander, thank you for inviting me. I hope we will continue to cooperate.

I wish you all good luck and career growth!