Here are some simple yet powerful tips on how to handle your dream job interview. Nobody canceled your skills and experience, but there are things that recruiting agents and employers do not like very much.
The experience and professional skills are not always enough to get a job. Candidates for the position need to know how to behave correctly in interviews so that recruiting agents and employers will confidently entrust them with the job.
Punctuality
It is worth remembering that showing his lack of punctuality and being late for an interview without warning, the candidate declares disrespect for the personal time of future colleagues and the boss.
Presentable appearance
An unkempt appearance is repulsive, especially if the candidate has to work with people and participate in negotiations.
Excessive self-confidence
Arrogant behavior and overestimation of their abilities may be relevant only for high positions, in other cases, self-confidence may be evidence of a small mind.
False modesty and cutesy
Unnatural interview behavior makes it difficult to demonstrate true professionalism and complicates the dialogue between colleagues, partners and superiors. Although shyness and modesty in itself cannot be called a negative quality.
Answers on questions
The applicant must be able to maintain a casual conversation and be able to communicate coherently about their experience and professional skills. Refusing to answer the questions of the staffing agent and citing the presence of answers in the resume, the applicant can make a bad impression. In such cases, the employer begins to doubt the specified competencies of the person.
Scam
Fake testimonials and false information on a resume during verification always lead to rejection of the position. Misrepresentation, despite the candidate's other accomplishments, never suits employers who are inclined to be honest and open.
Insolence
In modern companies, familiarity can be welcomed, but for recruiters of serious companies, cocky behavior and frivolity are forbidden qualities.
