lifeissimpleinthemoonight

Interviews are different. Somewhere you are kindly asked about achievements in previous places of work, somewhere you are offered to complete a test task, and in some places they may supposedly accidentally knock over a glass of water on your new suit ... The last option is nothing more than a stressful interview. What is it and how to get through it? The main thing is to know the rules of the game In a new business suit, armed with recommendations from former bosses and tuned in for a constructive conversation, you go for an interview. Vigorous and positive, you arrive at the office five minutes before the meeting, however the HR manager for some reason suggests you wait a bit, and not in the meeting room, but in the corridor, where there’s nowhere to sit down. After five minutes of waiting, your positive attitude is replaced by a slight impatience, after ten - by a completely understandable irritation. Finally - in less than half an hour - a recruiter appears. In the negotiating ...

You have been preparing for an interview for a long time, you can use for this resume examples https://finditcareer.com/resume-examples , carefully thought out how best to present yourself in the resume and at the meeting, set yourself in a serious mood and look forward to an interesting dialogue with a recruiter. But, contrary to expectations, you are met not by an experienced personnel officer, but by a young girl. “Is she able to appreciate me as a specialist ?!” - you are indignant. Why is the first interview with the candidate conducted by the personnel manager, and not the immediate supervisor? It would seem that the boss knows better who will cope better with his duties. This is true, but even a super-professional candidate is usually not the only one. An employer can receive dozens, and sometimes hundreds of responses to one vacancy announcement posted on a recruiting website, and it’s not easy at all to choose the most suitable person from so many, half of whom are firmly ...

Questions at the interview are asked not only by recruiters, but also by applicants. It is no secret that on such issues an opinion is formed about applicants for vacant posts. What questions, in the opinion of recruitment managers, should applicants ask so that the interview is held for them with maximum success? According to the HR managers interviewed by the Research Center for the recruitment portal Superjob.ru, the most anticipated and relevant questions are ... About Functionality About a quarter of recruiters (26%) believe that, first of all, a jobseeker who is genuinely interested in finding a job should ask about his job responsibilities at his future job. “He is always attracted to a candidate when he asks clarifying questions on the functionality that he has to fulfill”; “Such questions indicate the applicant’s interest in the work and allow him to emphasize the availability of special knowledge,” they comment. About company According to 12% of the personnel, a pote...

Achievements of a candidate at a previous job are an important touch to his portrait, and HR specialists almost always ask applicants who come for an interview to share their accomplishments. It’s no secret that some candidates in stories about themselves are hindered by their tightness and excessive modesty, while others - real virtuosos of self-presentation - can create an enchanting impression about themselves, however, not always supported by real deeds. So what is the most competent way to answer one of the favorite questions of HR managers: “Please tell us about your achievements?” The main thing is the facts Remember, asking such a question, the personnel officer expects from you by no means lengthy stories about your life and the difficult choice of a profession. First of all, he wants to hear about the specific results of your work, which had a positive impact on the performance of the company as a whole and on your professional path in particular. If your job is to ...

In Superjob HR-club we are discussing the question: why are there so many bad HR? There are no more bad eychars than bad marketers or dentists. Or teachers at school ... There are no more bad HR than sloppy CFOs ... There are just a few good ones in any field. :) HR is no exception. More precisely, bad HR is the norm, as is a bad programmer. A good HR is an exception to the rule and a product of long-term corporate selection and continuous self-training, like a good salesperson or a good engineer. :)