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

According to the standard, the purpose of each interview is to determine the strengths and the candidate.

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

What does an employer want 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:

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

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

• Do not speak too quietly 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 presentably - not too flashy, not too old-fashioned.

What questions will you need to answer

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

• Questions to identify the leader: "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 overpraise yourself and try to avoid hackneyed qualities (decisiveness, 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 indicated in the card of the proposed vacancy.

• Personnel management: “How to keep an employee in a position?”, “How to motivate employees?”. If you do not have an understanding of this on an intuitive level, then familiarize yourself with the basics of personnel management using 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 inadequately assess the situation and yourself in it. It is better to remember in advance some small

The purpose of each interview is to identify positive and negative qualities applicant and make a decision on his employment or refusal. Quite specific can be an interview with a candidate for leadership position. In this case, it is required to determine not only the professional qualities of a new employee, but also the level of competence in the field of personnel management. Therefore, the interview for the position of the head is quite difficult.

Questions that a future leader may be asked at an interview may affect various aspects, and not only perspective thinking, organizational characteristics. First of all, you should define parameters such as:

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

First of all, personnel officers touch upon the topic of the prospects for 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 position is right for them.

It is very important that during the interview the employee of the personnel department noted such basic qualities as:

• sociability;
• confidence;
• the ability to analyze their own activities;
• the ability to introduce innovations that are positive for the company's activities;
• the 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 position of the head of a person focused on achieving a positive result.

Most Common Questions

An interview for a managerial position includes a number of typical questions that are most often asked to job seekers. First of all, the task of personnel officers is to determine the level of competence of the new leader. The applicant must talk about his past activities, as well as show his ability to change profile and apply skills in another field of activity.

The leadership qualities of a leader are important. You need to show your ability to manage staff, talk about the merits and at the same time not overpraise yourself too much.

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

To answer the question of how the applicant is going to achieve success in a new position, it is necessary to familiarize yourself with the requirements for the vacancy in detail in advance. After analyzing the information, an experienced manager 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 at the interview is employee management. In particular, the applicant will be asked about the ways to motivate staff, which he knows about and which he used earlier. This aspect should concern not only a certain period of time: an experienced leader should know how to further develop the system of relationships between employees and how to increase motivation.

Questions about the former failures of the applicant for a vacancy are natural. In this case, you need to tell not only about punctures and mistakes, but also inform the personnel 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 for trainings, seminars, various training sessions aimed at increasing the level of qualifications of employees.

According to the answers and the information provided, the employees of the personnel department sum up, while taking into account the possible actions of the manager in the future. Therefore, every question, especially such an important one as, should be thought over very carefully.

Good day to you, dear friend!

In cab The general's Internet is visited by the candidate. General: “I can only give you five minutes! We already know something about you, everything is clear to me. “Of course, of course… I won’t delay you.” The candidate was visibly flustered. Why are such attacks and hard 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 look, said the following:

“Why so hard? 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 flickered? The heads of the workshops will simply peck it and all the issues will have to be decided by me. ”

We must be prepared for such twists and turns in the interview. Especially if we apply for the position of leader.

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

Typically, a manager (less often a recruiter) uses hard tactics for one of two purposes:

1. Test your strength. Is it possible to deal with you as an equal partner, or you can be dictated to terms now and in the future.
2. Make you weaker. If you do not win back the “collision”, fall into a stupor or show excessive emotions that will interfere with you, you become weaker and you can be pushed through, for example, by salary. To the very bottom.

Negotiations are made with the strong, conditions are dictated to the weak.

Typical methods of psychological attack

• Attack on personality.

“Are you generally competent in this topic? How are we going to talk to you?”

• status pressure

A long wait in the corridor, a limitation in the time of the conversation (as in the example that I gave).

“You were still in kindergarten when I sorted out such issues!”

• Creating an uncomfortable situation

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

Experiencing awkwardness at the level of the body, you do not grow in strength. The lion's share of your energy goes into holding this uncomfortable posture.

• Silent dialogue

“Well, you first tell me, and I will listen, see what level you have.”

In fairness, I’ll say that the tough part of the interview is precisely the part, the initial test.

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

Rules of the game

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

At each point in time, you should test at what stage the interview is and what state you are in.

It is important to separate emotion and technology.

The main principle of a tough interview is to evoke uncomfortable emotions.If you are led, 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 status attack is an emotional game, you are just playing by those rules.Try to win back the attack.If you didn’t win back, you were lowered one rank lower.

Know that the first attack may be followed by a second and more 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 technology.

Response Strategies

It's important to understand here:

1. What is this game for?.

What type of person does a manager select for his team? Or why a recruiter does it.

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

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

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

b) make excuses. “Oh, I’ll explain now, the thing 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 an interview. Dependence on the outcome, vulnerability on the final outcome.

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

Need/Fear State Markers:

• verbosity - as if you are afraid of being late, that they will not hear you, they will not understand.
• no pauses and questions
• talk more about yourself, and not the tasks of the company and partner
• rejection of the answer "no". You make concessions because you are afraid of getting a “no” answer.

Best Response Strategy — keep dignity, inner contact with your value and the benefit that you can bring.

Conviction in your value and usefulness for the people with whom you communicate - this is the state of dignity. And you don't have to prove or convince anything.

It is from this state of dignity that one should communicate. How is it with Vysotsky: “You can’t rummage around like this ...”)

Dignity State Markers:

• You are talking with the interlocutor, and not with your internal dialogue.
• Asking questions.
• You can start talking freely about him and his needs. If necessary, 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 you and I 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 head with.

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

Repelling an emotional attack is not a substantive response.

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

This is a bridge for your skate.

The answer in most cases begins with the words "You are absolutely right ...", or something like that. Accompanied by a slight smile with the tips of the lips. Just not to the ears and God forbid laughter.

1. Strengthening the attack

“I can only give you five minutes!”

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

2. Template break

- Don't need a portfolio, tell me quickly .... And waiting for you to flicker, apologize ...

- You are absolutely right. Shouldn't be shown. If you are ready to make a decision based on a short oral conversation, great. It is important that it will be your decision...”

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

3. Refine content

- I heard your managers are not clean-handed ...

- You are absolutely right, it happens that employees are not clean at hand (remember?). I hope you have strong arguments and evidence. We can devote time to reviewing 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're much more likely to get it.

4. Compliment attack

“You are absolutely right, Lev Abramovich. Thank you for clearly and most importantly loudly conveyed your position. Now listen to my…”

5. I am flattered

“There are rumors that you need to keep an eye out for…”

“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 in the fog

More about this approach. You can also apply other techniques from this article to relieve anxiety.

So let's sum it up:

1. Distinguish between business and hard emotional part of the conversation.
2. In the tough phase of the interview, there are rules, strategies for responding.
3. It is important to constantly monitor your condition, in what phase of the interview you are.
4. Reflection of any psychological attack is not a meaningful discussion. It's a way to jump onto your skate.

Perhaps the techniques for repelling emotional attacks seemed difficult to you. Especially if you are not one of those who will not go into their pocket for a word. Indeed, people often get lost in the event of unexpected arrivals.

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

Thank you for your interest in the article.

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Have a nice day!

Before you think about how to interview for a managerial position, you should carefully assess your capabilities and abilities. In order to become a leader, one must have leadership qualities, both innate and acquired. If you have bright leadership abilities, you can become a leader without leadership experience. And the presence of 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 will help you get into a leadership position:

• have a clear life position, a real goal and a desire to achieve it;
• be positive in achieving success, look to the future with confidence;
• be able to work in a team, build relationships with partners, managers;
• make quick and accurate decisions in any situation;
• discipline and organize oneself and the 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;
• optimal use of all available resources: human, material and others;
• be responsible, hardworking, efficient.

If you have all 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 successfully pass it.

What to look for when preparing for an interview

You have all the necessary leadership abilities. Now the question arises how to show these abilities to the employer or interviewer at the interview. The fact that you are ready for a leadership position, he should not only hear from you, but also see in your appearance. It should be clear from you that you are a mature person with a well-defined 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 they are still met by clothes). And most importantly, in the race to outwardly demonstrate your readiness to be a leader, remember to make sure that everything looks natural and unobtrusive.

"Not!" excitement

Try to get rid of anxiety, as it breeds tightness, and this can prevent you from achieving success. On the contrary, you should 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 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. Don't forget to keep your posture. Calmly and directly look the interlocutor in the eye - 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, concisely, but at the same time, not dryly and unambiguously. The ability to communicate is one of necessary qualities leader.

Think carefully about your appearance

It must match the position you want to apply for. First of all, clothes, shoes and hair should be clean and tidy, accessories should be tastefully selected, hair and makeup should be natural, hands should be well-groomed. In a word, you must 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 mood for success and enthusiasm as a future leader.

Collect information about the company in advance

Prepare answers to questions that may be asked. When the interviewer tells you about the company, you can demonstrate your knowledge and even ask a few questions about it, for example, about the prospects for developing 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 applicants for a leadership position and it is not a fact that you will have a traditional conversation that you roughly imagine. Therefore, you must be prepared for some trials and surprises. So what are interviews like?

1. Identification of 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 what difficult working moments you had, how you found a way out of it.
2. Stressful interview - it can be done in different ways: yell at you, speak dismissively or completely ignore it. The goal is to try to throw the candidate off balance. Keep in mind that this is a test of stress tolerance and patience. In response, you should smile - it's better than angry.
3. Panel interview - conducted by several people and each has its own criteria: one needs to find out about work experience 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 everyone draws conclusions and provides 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 questions until 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 at the interview and what are the most correct answers to them? How to properly prepare for a job?

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

Ksenia has already conducted hundreds of interviews and knows all the intricacies of this important event. Our guest will share the tricks and secrets of practicing HR specialists and give actionable recommendations 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

Xenia, I salute you. I propose to start with the most important. Tell us, please, what is an interview, how is it carried out 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.

Hi Sasha. Let's start with a definition.

Interview- This dating process a job seeker and a potential employer (his representative), as a result of which 2 parties want to receive the necessary information about how they fit each other.

There are several types of it.

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

• Individual interview. It takes place one on one, where the employer or his representative on the one hand and the applicant on the other participate.
• Group interview. As a rule, it is carried out by a professional recruiter (recruitment specialist) from a company in need of personnel, with a group of potential applicants for a vacancy. Group interviews are most often conducted for mass vacancies in companies, for example, for the position of "sales manager".

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

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

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

Multilevel interviews involve the acquaintance of the applicant with representatives of several leadership 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 by 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 held in person with each "level", and sometimes communication with the candidate is carried out remotely.

Thanks to the development modern means communication, some managers 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.

The interview process itself is often stressful for the candidate. Indeed, 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 each such meeting, where you need to competently present yourself, requires both physical and emotional effort.

2. Stages of passing the interview

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

Indeed, the entire process of passing the 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 you need to talk about so that you, as an applicant, go through each of the stages as efficiently as possible and get the position you are applying for.

Stage 1. Telephone conversation

This is the first stage of direct communication with a representative of the company in which you are applying for a job. Usually it is a consequence of sending your resume to this company.

If the company is more or less large, then in most cases the employee responsible for recruiting 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 come, (address) and at what time. Also specify a contact phone number for communication.

If you need to take something with you, for example, a passport, a document on education or a portfolio, then the recruiter will tell you about it during a telephone 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". This is done before the interview.

Imagine that you have been invited to the Kremlin and are now sitting at a meeting with the president of the country. The video cameras of the leading TV channels are directed at you and a bunch of journalists are recording 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 he will ask you and how you will publicly answer them.

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

Then go to your interview. After such a "visualization" you are guaranteed to be easier to pass it. After all, you have already experienced the most “terrible” interview in 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 vacant position;
3. Rest and further entry into the "resource state". This term refers to your working state in which you are as focused and productive as possible.

Stage 3. Interview

To understand in detail how to pass 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 modeling (analysis) of a problematic or unusual situation and ways of its solution by the candidate (applicant).

Suppose you are applying for the position of sales representative or sales manager.

To test your erudition, stress resistance, creative thinking and professional knowledge, a recruiting specialist will give you cases for analysis.

Case example:

Recruiter : You are on your way to meet an important client. Major negotiations that you have to conduct, if successful, can bring you a monthly income level and a promotion. 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 a 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 passing transport.

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

Recruiter : You do not have a navigator and your phone is dead.

You: I will try to fix the car breakdown by myself 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 lead you into a stupor and what exit options will you offer (savvy test)?

Sasha is absolutely 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 very popular cases is called "selling a pen." It is used mainly in sales interviews, but sometimes HR people 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 how long you will receive 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 by such and such a time, it means that we have made a decision in favor of another candidate.

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

Now, if I get a job, I will definitely work out possible cases. Ksenia, I am sure that 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 placed on him.

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

1. Accuracy and neatness. This applies not only to the 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 a "reveler", and with it the rest of the interview's relevance will be called into question.
2. Friendly and good manners. Whatever position you apply 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 addressing 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 address your interlocutor.
3. Proficiency in professional terminology. You will definitely like a recruiter if without abusing terms, use them 3-4 times during your interview, and also explain how you use (used) 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, after analyzing the number of incoming calls and the size of the average bill, then this will count 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 the desire of a person for self-education. This is especially important if you are applying for management or "intellectual" positions in the company.

In a word, you need to "sell" yourself and show your best side. Moreover, this must be done both from a professional point of view and from the point of view of general human values ​​and 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 heard that there are a number of questions that almost all recruiters ask job seekers. Ksyusha, can you give some examples and good answers to them?

Oh sure.

In addition to the cases that you will be given at the interview, in order to successfully pass it, you will need to answer a number of tricky questions. They are also chosen by your recruiter for a reason.

After all, the decision to enroll you to work depends on how you answer them.

Interview questions and correct answers:

1. Tell us about yourself. It would seem a simple task, but for many people it is at this moment that a stupor begins: “mooing” or “nuking”. Here you should present yourself with better side within the vacancy for which you are applying. Briefly describe your education, work experience and achievements that distinguish you as a specialist. Speak clearly, without excess water and philosophizing.
2. Why did you leave your previous job? Tell us here about your motivation "to", that is, that you are striving for development and new opportunities in work that you currently see in this position. Don't use the "from" motivation key, that is, "I ran away from bad conditions, low pay, and a rotting team." In no case do not scold the previous place of work and your former boss. After all, any person, including your interlocutor, will think that if you change jobs in the future, you will also speak negatively about his company.
3. Where 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 way you will form an impression of yourself as an interested employee who is ready to devote a large amount of time to this work. After all, nowhere is the “turnover” of personnel welcomed.
4. Do you have weak sides(limitations)? If yes, please 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 shortcomings in myself or will think for a long time how to answer this question will lose points in the eyes of the personnel specialist. Do not answer like this: “My shortcomings: often late, conflict with colleagues (management), lazy.” It’s best to say here that you are a “workaholic”, that is, you like to go headlong into work, and this is not always right, a “perfectionist” - strive for perfection in everything and because of this, sometimes you lose speed. And your third drawback is the desire to get along with everyone good relationship. And sometimes you are too kind to subordinates, because you do not want to punish them for the inadequate quality of the work performed.
5. List your strengths. Describe your real strengths that are directly applicable to the job you are applying for and give examples with facts and figures. For example: “I believe that one of my strengths is the ability to think in numbers. At a previous job, I analyzed the sales funnel, identified patterns, and based on this developed new model sales, which brought the company additional 500 000 rubles or 15 % for the first month of implementing my marketing model.”
6. Did you make mistakes at your previous job? Which? Here honestly tell me 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 wrote to the client 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 to the purchased mobile device.
7. What level of compensation (salary) do you expect? Here you should objectively assess your competencies, say how much you want to receive and justify the benefit of the employer 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 the employer's representative in order to find out which channel for searching for candidates is working. This question is not tricky, rather it is simply informational and is aimed at optimizing the search for personnel for this organization. Just answer as it is, for example, you found out about a vacancy on your company's website.

In addition to answering common questions, I have compiled a table to show which key criteria are important for a candidate and how they are confirmed.

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

The first column contains the evaluation 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. Every HR professional approaches the interview process differently. There are recruiters who simply technically "drive" the candidate through the list of questions, determining his prof. fitness.

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 define him psychological type, features 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 part of our interview and talk about what rules a candidate needs to follow throughout the interview from beginning to end in order to maximize the chances of getting the desired job?

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

Rule 1. Find out everything about a potential employer

This is the first and very milestone preparation.

• First of all, this information will help you find out who you are going to work with for a long time (perhaps several years). Open the Internet, the print press and see what exactly sets your potential employer apart from other companies. Perhaps this is the introduction of innovations, working conditions or methods of promotion (marketing).
• Secondly, all the data and facts you have learned about a potential employer will help you in your interview. In the process of passing the interview, compliment the company, show off the knowledge of the facts about it. All this will have a positive impact on the final decision on your candidacy.

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

1. History of creation and leadership. 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 management and what is the life philosophy of the top management. Also find out what symbolizes form style and the company logo and what is its corporate culture. What values ​​underpin the organization.
2. Main directions of activity. What this organization produces or sells, 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 is the scale of the organization's business, in what territory (city, region, country or international format company). How does 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 won a competition or 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 market share of the company in its segment and its financial performance: revenue, growth rate, number of clients and open offices.

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

Rule 2. We prepare a self-presentation and rehearse it

When you find yourself at 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 specifically in the context of a specific vacancy. That is, the emphasis in the story about yourself should be done on those qualities, experience and knowledge that will help you solve problems in the framework of your future work.

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

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

It would be advisable to name the direction of education if you will sell goods in a similar industry as part of the profession "sales manager".

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

You should not focus on your hobby in your self-presentation, unless it will positively affect the results of your work.

How to prepare your presentation for an interview

Conditionally break your entire presentation into several blocks.

For example, your self-presentation may consist of 4 main parts, 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've mapped out your presentation, it's time to rehearse it.

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

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

Fact

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

Rule 3. We observe the appropriate "dress code"

As a rule, certain professions require a special style of clothing. So, if you apply for an office vacancy, then your appearance at the interview must be appropriate.

• For men fit shirt light tone and trousers or jeans in dark colors.
• 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 exception to the rule is only "creative" professions. For example, a designer or photographer can afford to come to an interview in an extravagant outfit. In this case, your clothing style will emphasize a non-standard approach to solving creative problems.

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

Also, in addition to the main style of clothing, the presence of accessories is welcome.

Accessories may include:

• wrist watch;
• tie;
• decoration;
• stylish notepad;
• pen;
• bag (purse).

Rule 4. Taking written notes during the meeting

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

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

It is also necessary to take notes if you are going through a multi-level interview. Keeping the main points on paper will help you remember what was discussed at the meeting and better prepare for the next stages of the interview.

Rule 5. Make 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 what you would like to know more.

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

Take care in advance that your notebook is of the proper aesthetic appearance. This means that if it is a “worn out” pack of yellowed sheets in which “fish was wrapped”, then this will characterize you as a sloppy potential employee.

Everything must be in harmony important principle successful completion of the interview.

Rule 6. Behave confidently and naturally in an interview

Do not try to “put on a mask”, be not yourself, or overly please your interlocutor. Unnatural behavior is easy to read by a person. Your facial expressions, gestures and style of conversation will involuntarily bring you to clean water.

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

Do not interrupt the interviewer, speak calmly, but with some enthusiasm in your head.

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

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

I hope that using these simple rules you will easily pass the job interview. At the end of the meeting, find out when and in what form to expect an answer 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, before 18 pm.

I tell my applicants that if I don't call you by 18:00 on such and such a day, for example, September 26, it means that you did not pass the interview.

Calling and personally telling everyone that their candidacy for this position was rejected is usually too troublesome.

Here's the rule at work:

“We called - congratulations, you have been hired! They didn’t call - your candidacy did not pass. ”

6. 5 Common Job Interview Mistakes

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

This is what most applicants do, and because of simple ignorance of elementary things, they fail, losing the opportunity to make a long-awaited career.

Mistake 1. Fear of an interview or “schoolboy” syndrome

Once again I repeat that the 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, their 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, which the boa constrictor is looking at.

You don't have to be afraid of the interview.

It is a big mistake to think that now an evil uncle or aunt will torment you. Indeed, as a rule, a personnel specialist who has been entrusted with hiring a person is a benevolent and attentive person whose goal is to find that very “gold bar” in a pile of ore and clay.

If you shine like gold with your talents, competent speech and show real examples of achievements and your competencies at the 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 interview, I talked about the importance of preparation before the interview.

Don't 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 impromptu prepared.

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

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

Sometimes applicants get so carried away during the interview process that they move away from main theme and begin to "pour out the soul" to the personnel specialist.

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

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

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

Mistake 4. Poor health and stress as a factor in failure

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

After all, anything can happen: a child gets sick and you need to go to the hospital, a relative got into an accident, or you simply got poisoned by stale food.

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

Mistake 5. Tactlessness, defiant behavior

Some job seekers "stick like tanks" and turn the interview into a show, demonstrating 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 have an impression of you and how good specialist his business, and as a pleasant in communication and cultured person.

Don't Make These 5 Common Mistakes and Success is Guaranteed!

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

Here I want to give you some real examples of interviews with expert comments.

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 sales manager of corporate tours:

2) Interview for the position of assistant manager:

3) Interview for the position of TOP manager:

You can find other episodes of this show 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

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

1. Prepare for the interview ahead of time;
2. At the meeting, behave naturally and do not worry;
3. Follow the rules of the dress code;
4. Be optimistic and friendly with the interlocutor.

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

I wish you all good luck and career growth!