Everyone has failed a job interview at least once. And what hurts most of all is that interviewers usually ask simple questions, which you think you cannot answer wrong. It turns out you can. The harmless curiosity of the “tell about yourself” question is an excellent test that reveals many of the qualities of a candidate. Including those that he or she would like to hide. Unfortunately for many, this has become a banana peel to slip on. How to stop stumbling in the same place and finally start giving quality answers? In this article you will find 9 most common questions that many jobseekers answer wrong. If you think about them and answer them the way we recommend, you can easily get to the next stage like aptitude tests or job offer.
Within the last 15 years we have seen a surge in interest to emotional intelligence in business. Almost all large HR websites and aptitude companies have been actively discussing this matter and introduced a few new aspects. But some of them proved to be far from the original understanding of emotional intelligence. Some authors even say that EI cannot be assessed properly, and situational judgement tests for emotional intelligence is a waste of time. Let us cover this topic in this article.
Most jobseekers, especially experienced ones, know that in order to land a job they need to send a resume, score high on psychometric aptitude tests and do well on a job interview. But many applicants do not know about some important features used in HR that can either help you or prevent you from getting a job. One of these features is ATS – applicant tracking system used by most large employers. In this article we will tell you about ATS and why you need to think about it when making your resume.
In 2010, a young freelancer Alec Braunstein decided to get a job. And not just anywhere, but in one of the five largest advertising agencies in the United States. Braunstein had no connections, no name. But he had some common sense and ingenuity. Alec rightly decided that it was futile to rely on traditional employment methods. Hundreds of candidates apply for this job with him, many of them were smarter and more capable than him. If he gets involved in an open battle, then the chances of getting a job he wanted were negligible.
So, what is this “Assessment”? The word “Assessment” means “getting a score, a mark”, and getting a mark in almost all of us causes unpleasant feelings even from school. But if at school only our grades and, to some extent, the reputation in the class depended on this, now salary, career and professional prospects depend on it.
For employers there exist few things are more frustrating than a talented employee who is unreliable and not consistently good. His successes are like flashes of lightning – impressive, but rare. The brighter the flash, the darker the calm between them. Levi King, CEO and founder of Nav, believes that constant excellence is better than random genius. It is not achieved quickly, but comes as a result of patient effort and the acquisition of a variety of skills. So what personality traits do employers seek in applicants?
HR agents all over the world strive to find the best candidates for their companies. They need to check numerous resumes and make dozens of interviews to pick the pros. And what many HR agents say is that very often laymen are more confident than real professionals. And sometimes it is a hard task for HR agents and employers to tell them apart. A pro can be shy, and a nonexpert can seem to be the most confident and proper candidate for a job. But the cost of a mistake for the employer can be too high, especially if they hire a senior manager. If this article we will compare laymen and pros and the Dunning-Kruger effect.
Large international employers are present in all parts of the world and you can find a job in a multinational corporation being virtually from any country. In this article, we will look at the main cultural characteristics of interviewing for American companies. As well as the expectations of US employers from foreign job seekers. In the subsequent articles of this series, we will consider the features of pre-employment and employment in other western (Germany, France, Sweden, Britain) and eastern companies (India, Japan, China, South Korea).
When it comes to pre-employment aptitude tests, you should be aware of some potential pitfalls. In this article we will try to warn you against them. Here are 10 common mistakes that job seekers make before their pre-employment psychometric tests questions that often lead to failures. But, if you are prepared, then these pitfalls will be easy to get around.
Sometimes it happens that you made a large preparation but failed in the end. If you are a jobseeker, you could make a perfect resume and cover letter, score high on your psychometric aptitude test. But in the end get a decline after your job interview. Of course, it is unpleasant to learn that you will not be able to get the desired job and the employer preferred another candidate over you. But every cloud has a silver lining, and even from this situation you can get some benefit, that is, find out what you should work on in the future. The answer can help you to never fail again.