Six taboos that must be avoided in interviews
One taboo is lack of confidence
The most obvious is to ask "How many do you want?" ?" For an employer, recruiting one employee is a recruitment, and recruiting ten employees is also a recruitment. The question is not about recruiting a few, but whether you have the one percent or tenth or unique strength and competitiveness. "Do you want a girl?" Women who ask like this first give themselves a "discount", which is a sign of lack of self-confidence. Faced with women who have shown timidity, employers just "go with the flow" and refuse them.
The second avoidance is to ask urgent questions about remuneration
"How is your remuneration?" "Do you care about food and accommodation? Are phone bills and car fares reimbursed?" Some applicants ask questions as soon as they meet. Asking these questions in a hurry will not only offend the other party, but also cause the other party to have the bad idea of ??"making conditions before the work is done, not to mention I haven't said I want you yet." It's your right to talk about remuneration, and there's nothing wrong with that. The key is to get the timing right. Generally, when both parties have preliminary intention to hire, they will put it forward tactfully.
Three taboos are illogical
The interviewer asked: "Please tell me about a time when you failed." The answer was: "I can't remember that I have failed before." It makes no logical sense to say so. Another example is when the examiner asks: "What are your strengths and weaknesses?" The answer is: "I can do any job." This is also unrealistic.
Four taboos: reporting acquaintances
During the interview, you are eager to get close to each other and say "I know so-and-so from your company" or "I am classmates with so-and-so, and we have a very good relationship" regardless of the occasion. etc. The examiner will be disgusted by such words. If the person you are talking about is his immediate boss, the examiner will feel that you are using your power to oppress others. If the examiner does not have a good relationship with the person you are talking about, or even has a conflict, then the results you elicit will be very serious. Maybe it's self-inflicted.
Five Don’ts Beyond the Scope
For example, at the end of the interview, the examiner asked the applicant: "Do you have any questions to ask me?" The applicant bowed. Asked: "How big is your company? What is the proportion of Chinese and foreign investors? How many Chinese and foreign members are there on your board of directors? What is your development plan for the next five years?" Questions like this. This is because the job seeker did not put himself in the right position, and the questions asked went beyond the scope of the job seeker's questions, which made the examiner bored. The examiner may even think: Why are there so many questions? Are you here to apply for a job or to investigate the situation?
Six avoidance of inappropriate rhetorical questions
For example, the examiner asked: " Regarding salary, what are your expectations?" The applicant asked: "How much do you plan to pay?"
Such rhetorical questions are very impolite, as if they are negotiating, and can easily cause the examiner's displeasure and hostility. . ;