How to better answer the questions raised by the interviewer during the interview?

12 all kinds of mistakes that should be avoided in a perfect interview. No one can guarantee that there will be no mistakes in the job interview. It's just that smart job seekers will constantly correct their mistakes and mature. However, some mistakes in the interview are inevitable for some quite smart job seekers, and we have the right to call them "advanced" mistakes. A human resource management expert of a multinational company summed up his experience and listed twelve common "advanced" mistakes for readers. Not good at breaking the silence At the beginning of the interview, the candidate is not good at "breaking the ice" (that is, breaking the silence), waiting for the interviewer to open the dialog box. During the interview, the candidates were unwilling to take the initiative to speak because of various concerns, which led to silence in the interview. Even if you can barely break the silence, the pronunciation and intonation are extremely blunt, which makes the scene even more embarrassing. In fact, whether before or during the interview, the interviewer will take the initiative to say hello and talk, which will leave the interviewer with a good impression of being enthusiastic and good at talking to people. An interviewer who is "intimate" with the interviewer and has a certain professional quality is forbidden to befriend the applicant, because the relationship between the two sides is too casual or too tense during the interview, which will affect the interviewer's judgment. Too much "making friends" will also objectively prevent candidates from presenting their professional experience and skills well in a short interview time. Smart candidates can give one or two well-founded things to praise the recruiting unit, thus showing your interest in this company. Influenced by prejudice or prejudice. Sometimes, the negative comments you get about the interviewer or the employer before attending the interview will affect your thinking during the interview. Interviewers who mistakenly think they look cold are either strict or dissatisfied with the candidates, so they are very nervous. Sometimes, the interviewer is a young lady who looks much younger than herself, and she begins to whisper, "How can she be qualified to interview me?" In fact, in the recruitment interview, a special procurement relationship, as a supplier, candidates need to take the initiative to face different styles of interviewers, that is, customers. A real salesman can't choose his own attitude when facing customers. When a candidate talks about his personal achievements, specialties and skills, a clever interviewer will ask, "Can you give me one or two examples?" ? Candidates are speechless. The interviewer just thinks that facts speak louder than words. In the interview, if the applicant wants to win the trust of others with his so-called communication ability, problem-solving ability, teamwork ability and leadership ability, there are only examples. Lacking a positive attitude, interviewers often mention or touch on things that embarrass candidates. Many people are red-faced, or evasive, or lying perfunctory, rather than honest answers and positive explanations. For example, the interviewer asked: Why did you change jobs three times in five years? Some people may say how difficult the work is and why the superiors don't support it, instead of telling the interviewer that although the work is difficult, they have learned a lot and matured a lot. Loss of professionalism Some candidates did well in all aspects of the interview, but once asked about their current company or previous company, they would angrily attack the boss or company and even insult them. In many large international enterprises, or in front of professional interviewers, this kind of behavior is very taboo. Not good at asking questions Some people ask questions when they shouldn't, such as interrupting the interviewer during an interview. Some people are poorly prepared before the interview, but they don't know what to say when it's their turn to ask questions. In fact, a good question is better than countless words in the resume, which will make the interviewer sit up and take notice. The personal career development plan is vague, and many people only have goals and no ideas. For example, when asked, "What is your career development plan for the next five years?" At that time, many people will reply, "I hope to be the national sales director within five years." If the interviewer then asks "why", the candidate will usually be confused. In fact, any specific career development goal is inseparable from your assessment of your current skills and the rough skill development plan that needs to be drawn up in order to be competent for your career goals. Pretending to be perfect, interviewers often ask, "What is your weakness in character? Have you ever suffered setbacks in your career? "Some people will not hesitate to answer: no, in fact, this answer is often irresponsible to themselves. No one has no weaknesses, and no one has not suffered setbacks. Only by fully recognizing one's own weaknesses and correctly recognizing one's own setbacks can one mold a truly mature personality. Interviewers who are "introduced into the urn" sometimes evaluate the business judgment and business ethics of candidates. For example, after introducing the company's honest and trustworthy corporate culture or simply not introducing anything, the interviewer asked, "As a financial manager, what would you do if I (the general manager) asked you to evade taxes within 1 year?" If you scratch your head and come up with a plan for tax evasion on the spot, or if you are full of ideas, you will immediately list a lot of plans, all of which prove that you are trapped by them. In fact, in almost all large international enterprises, obeying the law is the most basic requirement of employees' behavior. Take the initiative to ask about salary and benefits. Some candidates will take the initiative to ask the interviewer about the salary and benefits of the position at the end of the interview, but the result is that haste makes waste. Interviewers with human resources professionalism are taboo to this kind of behavior. In fact, if the employer is interested in a candidate, it will naturally ask about his salary. I don't know how to end it. Many job seekers will be incoherent and at a loss at the end of the interview, either because of the excitement of success or the fear of failure. In fact, at the end of the interview, as a candidate, I might as well express my understanding of the position I am applying for; Tell the interviewer enthusiastically that you are interested in this position and ask what the next step is; Smile and shake hands with the interviewer, and thank the interviewer for his reception and consideration. Career Forum/Respondent: 5d Lu- Manager Level 410-1317: 07 Do you think the best answer is good? At present, there is 1 person rating 100% (1) 0% (0). Are the other answers * * * ready? Interviewee: Zhang Tan 235300- Did you have any sales work before entering the third level of Jianghu10-1316:14? I'll give you a case for your analysis. In fact, there is no correct answer. I just want to see if you have seen the problem completely. Answer: Zhen _ Jessica- Assistant II10-1316: 251) Please tell me your greatest advantage, what will you bring to our company? (2) What is your greatest weakness? (3) What is your favorite job? What role did your boss play to make this job so different? (4) What is your least favorite job? What role did your boss play in your work at that time? Where will you be in five years? (6) What stand out about you? (7) In your recent work, what did you do to increase the business income of the enterprise? (8) What have you done to reduce the operating cost of your department or save time? (9) What is your most creative work achievement? (10) What do your current bosses think you are most valuable to them? (1 1) What are the responsibilities of a post? (12) What aspects of your work do you think are important? (13) How many hours do you think you need to work every week to finish the work? (14) What is the relationship between your position and the overall goal of your department or company? (15) What skills do you need to improve next year? (16) How many employees were fired at the same time? (17) How many people have not been fired? (18) How many times did you avoid the risk of being fired before being fired? (19) What does development mean to you? (20) If you didn't get the job, how would you behave differently in your current company? (2 1) Please describe your promotion and how you got this position in your current company? (22) How do you make your work more valuable? (23) In order to meet the changing needs of the company, how do you innovate or redefine your work, and what safeguards must you take to increase your post output? (24) Please distinguish between vertical promotion and horizontal expansion of responsibilities in your current company? (25) What is the logical change of your promotion in your current company? (26) What kind of coaching style training do you have? Do you naturally delegate responsibilities to others, or do you expect your direct subordinates to take the initiative to take on more responsibilities? (27) What were the shortcomings of your last company? How tolerant are you of defects and inconsistencies in a company? (28) What kind of organization, guidance and feedback do you need to complete the work well? (29) In terms of managers, do you "expect" more than "check", or vice versa? (30) How do you look at work from the perspective of reconciling career and personal life? (3 1) If we hire you, please describe the corporate culture you will create. Will you take a more centralized and paternalistic approach to the use of power in the hands of a few people, or will you delegate power frequently? Why did you choose this school (major)? How is your degree? A, are you ready to find a job in [a certain industry], or b, are you ready to be an excellent employee in [a certain position]? (34) Apart from academic aspects, what qualifications do you have that will enable you to successfully realize the transformation from theory to business? Do you think your achievements show your ability to succeed in business? (36) Which companies and positions are you still considering applying for? (37) How do you evaluate your ability to forecast demand? In other words, how do you evaluate your intuition, ability to deal with problems in time and proactive business style? Do you think your technical ability belongs to the primary, intermediate or advanced level? What projects have you completed with various software programs? (39) What aspects of your work do you usually lack patience with? (40) How do you evaluate your communication skills with superior managers, customers and colleagues? (4 1) What's your usual pace of work? (42) In terms of performance competitiveness, where do you rank among other salespeople? (43) What are the two most common reverse sales situations you face? What would you do with it? If you like, please do a role exercise with me. Suppose you are a salesman of a headhunting company, and you introduce yourself to me by phone. Then you tried to convince me of the products you sold.