What HR managers are thinking, or How not to screw up an interview

2024 Author: Malcolm Clapton | [email protected]. Last modified: 2023-12-17 03:44

If you often go to interviews or plan to change jobs in the near future, it is better to find out in advance what HR managers think, what they pay attention to and why they are actually asking their signature questions.

What do HR managers look for?

When going to an interview, be prepared that the manager knows a lot more about you than you think. Almost any person can be found on the Internet, as well as study their profile on social networks or call their previous place of work.

Of course, not every company will check so seriously, but in any case, get ready for the fact that the HR manager is a little paranoid.

If it seems to you that the words of the manager have hidden connotations, ask him: "What do you mean?"

Answering questions put you on the same level with an HR specialist and help you realize that not only he chooses an employee, but you also choose a job.

Unpleasant behavior vs professional qualities

The first impression is very important for all people, and it consists not only of the manner of conversation and appearance. Non-verbal communication means no less.

Many HR managers can turn down an experienced professional just because he was behaving unpleasantly: running eyes, hands under the table, tapping on the table, fidgeting, twitching legs, scratching his head or nose.

Even if these signs are manifested from excitement, they are perceived as signals of secrecy, lies, or difficulties with communication.

No one needs a person who is difficult to adapt to a team, of course, if his work is somehow connected with communication.

No need for standards - everyone is tired of them

Imagine how many resumes a middle-aged HR manager has read in his career. And in each of them the applicants are “responsible”, “sociable”, “learn quickly”. Experienced specialists simply do not notice such cliches, because they only say that the applicant has no imagination.

If your future job allows for creativity, get creative with your resume as well. Victor Petit suggested a good example. On the back of the resume there is a photograph of him, a slot for a smartphone and a QR code. If you scan it and put the gadget in the designated place, the applicant's mouth appears on the screen, which in his own words tells why it is necessary to hire him.

Do not be discouraged if you did not take

Many people get upset if they are not hired, thinking that it is all about their competence.

You forget that the choice of an HR manager can also depend on personal preference. He can even change the test results if he wants to promote a familiar person.

And the bosses themselves often put forward simply insane demands. For example, the boss can leave such selection criteria: "Only a long-legged girl with dark hair." Even if she does not have the necessary skills, they will take her, not you.

In any case, rejection should not affect your self-esteem. Even if the manager says that you did not fit in your professional qualities, it is not at all a fact that this is the case. He will not tell you: "Sorry, but you are not a leggy brunette."

What can they say at the interview and why?

HR managers ask the same questions to job seekers, but the meaning of these commonplace phrases is deeper than it seems. In the process of answering, HR evaluates the different sides, abilities and qualities of the applicant, and you will be able to show him only what you want.

Tell us about yourself …

You've probably already heard this question in the interview, but they ask it for several reasons:

1. Listen to HOW a person speaks … It is precisely clear, structured speech that is important here. A well-composed, logical answer speaks of rational thinking, the ability to learn quickly and make fewer mistakes in the first months of work.

2. Find out what is important to him … A person begins a story about himself with the information that worries him in the first place. For example, if your family comes first, you start with how many children you have; if a career, then tell us about the completed projects that helped the previous company.

Before answering the question, think about whether your beginning fits the essence of the vacancy. For example, if you’ve come to take a job as a sales manager, it may not be worth talking about little children in the first place.

Why did you change your place of work?

This question is asked to understand whether you are capable of taking responsibility and what your relationship with your boss was like. In addition, if you were less than three months late in your previous job, you may get the impression that you did not pass the probationary period.

What salary are you expecting?

The manager does not so much determine the amount (most likely, it is already known), but rather checks your self-esteem.

Is the human factor good or bad?

Remember that HR managers are people, not automata.

They love politeness and attentiveness, evaluate people by their appearance and non-verbal signs, have their own likes and dislikes.

But despite the disadvantages of the human factor, it also has positive features: a manager can understand, if you honestly explain a problem, you can come to an agreement with him.

In any case, behave naturally, because people always feel pretense. And if you are posing as someone you are not, would you be good at your new job?