Year after year is a peak time to quit and look for a job. In the face of so many job seekers, how can we make the interviewer pay more attention to you?
Let’s take a look!
After the Spring Festival, it is the peak time for recruitment and rescue.
The role of interview in recruitment has become more and more important, almost every slightly better job can be obtained through the interview.
As a candidate, how to stand out in the interview and win the favor of the interviewer?
The role of the interview in recruitment has become more and more important, almost every slightly better job can be obtained through the interview.
In fact, the interview is also a psychological battle between supply and demand.
Come AS THE APPLICANT, UNDERSTAND EACH OTHER’S PSYCHOLOGICAL CHARACTERISTIC, CAN CHANGE passiVITY FOR INITIATIVE.
In fact, before the interview really starts, the interviewer has already made an initial impression on the candidate based on his/her application data.
Initial impressions play an important role in the process and outcome of an interview.
If you make a bad initial impression, it will be difficult to change that impression. This is where the negative exacerbation tendency comes in.
However, if we understand the psychological characteristics of the interviewer, as an applicant we should carefully prepare their own application data, as far as possible to let their shortcomings and deficiencies by the advantages and specialties covered up.
Of course, you don’t want to make a bad impression on the interviewer by how you dress or behave at the beginning of the interview.
Hiring Pressure and implications During the hiring process, the interviewer’s own hiring pressure can be an opportunity for the candidate.
Of course, it’s harder for a candidate to know how stressed an interviewer is, but it’s perfectly possible for an interviewer to unconsciously reveal it during an interview.
In a hurry to complete the job recruitment task, the interviewer may unconsciously use hints to show this emotion, and even take the initiative to guide the applicant to answer the question correctly.
For example, they might say, “Based on your experience, it might not be a problem for a technical problem,” and so on.
In most cases, the cues aren’t quite so stark, such as smiling or nodding gently when the interviewer thinks your answer is correct.
Take the opportunity to grasp the interviewer’s hiring pressure, pick up on the cues, and follow that path, and you might just get there.
Interviewers love people who are pleasing to the eye.
Here, “pleasing to the eye” not only refers to the applicant’s dress, but also emphasizes the applicant’s eyes and facial expressions when applying for a job.
Research has shown that applicants who use their eyes, facial expressions and even simple gestures to show their emotions have a much higher success rate than those who don’t look away or smile.
Which would you prefer as an interviewer: a candidate who makes a lot of eye contact and appears energetic, or a candidate who makes little eye contact and shows little energy?
There is no doubt that the candidate with lots of eye contact and high energy will be preferred.
