As a human resources expert and interviewer, I can share some of the behaviors and traits that are most likely to be disliked by interviewers. The following are three common types of job seekers, which may make interviewers have a negative impression on them:
1. Unexpressed job seekers: Unexpressed job seekers may make interviewers feel that they lack ability and self drive. This type of job seeker may hesitate to answer questions, lack confidence in his ability and experience, and even be unclear about his career goals.
2. Unprofessional jobseekers: jobseekers who lack professionalism may make interviewers question their professionalism and work attitude. This type of job seeker may dress inappropriately, lack politeness and respect, or fail to fully understand and study the position applied for.
3. Unreal job seekers: Unreal job seekers may make interviewers feel cheated and disappointed. This type of job seeker may exaggerate his/her ability and experience in the resume, or lie or boast in the interview process. These behaviors may make interviewers doubt their integrity and reliability, so they will not consider hiring them.
As a job seeker, you should fully understand the position and company you are applying for, prepare your resume and interview, show confidence and professionalism, and remain true and honest. Only in this way can we leave a good impression on the interviewer in the interview and get the ideal job opportunity.
Many fresh graduates ask, what is the most boring behavior of interviewers? The behaviors and phenomena that interviewers hate include: unpunctuality, irregular dress, bad sitting posture, careless face, disrespect for interviewers, disdain in words, taking the company as a spare tire, etc. In fact, the interviewers hate the following three behaviors most: those who have bad views, bad attitudes, and bad character will be eliminated as long as they stick to one of them. No matter how good your educational background is, don't touch these three performances. If you touch a little, you will be out on the spot. Don't play a good hand of cards into thin pieces.
First, the three outlooks are not correct.
Not long ago, we interviewed a group of fresh graduates and asked, "What do you think is the most important factor affecting development after entering the workplace?"
A boy replied, "Relationship. Relationship is the most important." The interviewer looked at him face to face and carefully observed him. He was not joking, but seriously replied.
We continued to ask, "Why do you think so?" He replied, "His father's unit is like this. Everyone has a relationship, and it's impossible to move." We understood that this is the value he formed when he was young. It is not because he is cynical and deliberately angry, but because of his true values.
The "Three Outlooks" we said is not a problem that does not match our corporate culture and values, but a problem that goes against the simple values of Chinese people. For example, another student said that the elderly had no contribution to society, so it would be better to let them disappear, and so on. We interviewers want to hit people on the spot when we meet job seekers who have bad views.
Second, bad attitude.
Some students do not do any homework before coming to the interview, and they can't even remember the name of the company, which is very annoying to the interviewer. The interviewers also have a sense of collective honor and hope that others will respect their units. Applicants who do not respect the unit will not be recognized by the interviewer.
A few days ago, when we interviewed a student, we often asked, why do you want to apply for our company? He said, "I heard your company is good.". We asked him, "Give me an example you heard about.". He gave an example, and we said, "The example you gave is not from our company.". He answered casually, "Isn't this the company I applied for?" We stopped asking questions and eliminated the student. No interviewer likes candidates with improper attitude. You look down on the company. Why do you come to the interview?
Third, bad character.
Some students think that the interviewers are all fools, and they lie without blinking. Without saying that your resume is fake, answering questions is also a lie to the interviewer. For example, some students do strategies. When they hear that our company likes to recruit students with social practice experience, they forge their own experience and say, "Be honest and eloquent.". We are not fools. If we continue to question him for one or two rounds, we will know the seriousness of his lies. Slight exaggeration can be tolerated. It is difficult to pass the interview if he deliberately lies.
The new student is a blank sheet of paper, not a disadvantage, or even an advantage, because the company can cultivate and continue to develop your potential. Freshmen should not be afraid of being too pale, do not cheat, do not lie to the interviewer, and do not think that your IQ of lying is higher than that of the interviewer. The interviewer is also trained in structured thinking. Even if he or she does not know the major, he or she can also use logic to judge whether you are exaggerating or deliberately lying through questioning. Therefore, when interviewing new students, just play it normally, and don't lie to highlight one aspect.
There are many job seekers that HR hates most, and there are countless strange flowers. To sum up:
1. The intention of job hunting is not clear;
Now many candidates update their resumes casually, without even thinking about whether they really want to change jobs. HR called them and said, "I don't want to see opportunities!"! I bought a form and didn't want to see the opportunity to update my resume.
2. Ask about salary;
Salary is an important aspect of candidates' consideration of work, and they all understand it. But if they only look at salary, HR will feel that this person is not sincere enough, and will also doubt stability. If they have money, they will leave.
3. Late for interview;
No show, without reason and prior explanation, this kind of candidate is properly included in the blacklist, which reflects the integrity and emotional intelligence of the candidate. It is unlikely that the candidate who has lost contact without reason will gain the trust of HR again.
4. It is boastful and arrogant.
Now many candidates have worked for one or two years, and their salary expectations are double, which really makes HR wonder what's wrong with the world. He is arrogant and thinks that he is more powerful than others, but he doesn't know that there are people outside the world. Even if such impetuous candidates are recruited, team work will have big problems. HR resolutely rejects them.
5. Pay no attention to the image;
Although the external image of an IT man is plain, plain doesn't mean sloppy. Let me ask you a question. A candidate who wears a flip flop and wears a greasy head that is not washed for a week during the interview will not be accepted, no matter how excellent he is in other aspects, even if the company's culture is more unrestrained. The interview is a formal and serious occasion., Keeping your personal image clean and tidy is a respect for the company and the interviewer, and also a professional performance in the workplace. Therefore, it is necessary to wash your hair before the interview.
6. False resume;
Work experience and content can be packaged, but fraud is not allowed. Packaging refers to describing the work content truthfully in standard language, rather than writing some content that you have not touched or fabricating project content. Now there will be background checks for key positions. If there is any moisture in your resume, it's easy to ask. The company will not hire such deceptive candidates.
7. Poor communication skills;
Being an IT technician can tolerate candidates' introversion, but introversion does not mean poor communication. Any work is a work that needs communication and cooperation between people. Communication needs and reporting work are all good communication skills needed. Communication skills can be cultivated to grasp the key points of problems.
8. Use the company offer as a spare tire;
Excellent candidates are not short of opportunities, but every company does not want to be the last choice of candidates. Many candidates get a lot of offers and compare with each other in the process of applying for a job. This is understandable, but if they believe that they can't choose to enter the job even if they get the offer before the interview, what's the meaning of your interview besides wasting both parties' time?!
9. Entanglement with the company;
In the interview process, if someone succeeds in the interview, he or she must fail. No matter what the result, I hope the candidate can treat it with calm. Some candidates fail in the interview, and will not find the reason from themselves. They will criticize the interviewer, and the feedback given by the interviewer is unacceptable. For the company, the interviewer has the right to decide whether to hire the candidate, but not the obligation to hire the candidate.
10. Resume is not standardized;
I met many candidates who were innovative and wrote in their resumes, which had nothing to do with their work. HR wanted to see their work ability, not their writing ability, so their resumes must be standardized, concise and complete. There is no need to talk at length.
