We’ll tell you what it’s best not to mention during the interview and why.
The main rules of any interview:
don’t talk about what characterizes you on the negative side,
talk about what's interesting to the employer,
talk about future work
talk about the benefits that companies can bring
talk about professional achievements, operate with numbers,
Do not interrupt the interlocutor (s).
What exactly is not worth talking about in an interview
Talking about family and relationships has nothing to do with your career. Therefore, you can talk about the personal only if the interviewer himself started talking about it. Give true, short answers. Some points can be kept silent. For example, that you are fond of extreme sports, which are fraught with injuries - and, therefore, hospital.
Do not ask your interlocutor personal questions. You came for an interview to discuss your cooperation, not to gossip.
Your plans for life that are not related to working in this company. It is unlikely that the employer will be happy with the news that you consider him as a “reserve airfield” waiting for the vacancy of your dreams, or in a year and a half you dream of moving to another city.
You agree to any work. Do not admit to the employer that working in the company is interesting to you solely for the sake of earning. The desire to make money is understandable. But for employers, healthy enthusiasm and initiative are important. If you focus only on your own benefit, the interlocutor will immediately understand that you will not give all the best at work, and quit as soon as possible.
The main thing for you is money. Starting the interview with a discussion of salaries, after 5 minutes you will be interested in bonuses, and after another 10 - asking about bonuses, you will expose yourself in a very unsightly light. Of course, you need to discuss salaries, bonuses, and bonuses, but you should not demonstrate that the amount of earnings is the only important moment for you. Talk about career prospects and the development vector of the company, about your responsibilities and training opportunities, and only then about money. This will show that salary is an important, but not a determining factor for you.
You are a loser and a victim of circumstances. Stories about how you were not appreciated at the previous work, complaints about envious people or evil rock, which does not allow you to stay in one place, are of no interest to anyone. The employer needs clear information about your experience, achievements, benefits that you can bring to the company.
You are categorically against overwork, overtime, and other violations of the Labor Code. Constant references to the TC can play against you and create the image of a brawler who will download rights for any reason.
When you get a job offer and start discussing specific working conditions, then it is more appropriate to demonstrate legal literacy.
You are a star! Despite the understandable desire to put yourself in a favorable light, you should not overestimate your achievements and attribute successes in the previous work exclusively to yourself. Your interlocutor understands perfectly well that it is impossible to achieve serious success alone, and will regard your boasting as a star fever. If you don’t want to look like a know-it-all, talk about the success of the team, emphasizing, but not exaggerating, your role in it.
We hope our tips will help you in your job search!
Tuesday, September 17, 2019
Interviewing Testing
Tests for proficiency testing: what are they? What candidates are they offered to? What questions can you ask? And how do they influence the employer's final decision?
Risk Group
“If you are applying for a position that“ at the entrance ”implies the presence of special knowledge and skills, and it is difficult to identify them during the interview, wait for professional tests,” warns Olga Kryuchkova, head of the personnel department of the Corpus Group company. - For example, in our company, professional candidates are tested for positions: “economist”, “accountant”, “assistant manager”. ”
Accountants can be called the most tested in interviews. Testing the examination of professional knowledge is often arranged for other financial specialists, lawyers, translators, IT specialists (programmers, developers), less often logisticians, engineers. In principle, almost no candidate is insured against such a check, from whom special knowledge is required.
For example, Marina Eliseeva, who was looking for a job as a secretary, was tested for knowledge of the Russian language with the help of a peculiar test from the series “underline unnecessary, insert necessary”. The tasks were: “put commas in the sentence”, “how to say it correctly: cakes or cakes”. It took a “test” for about five minutes, and Marina says that, on the one hand, it was unexpected, but, on the other, interesting.
There are also tests for knowledge of a foreign language, they usually check those candidates who are required to excel at an intermediate level. If we are talking about English, the recruiter can conduct part of the interview on it, then offer to complete a written assignment. By the way, if you are going to a meeting with a large recruitment agency, be prepared that your English is sure to be checked - in the SC they are strictly treated, and recruiters with good knowledge of the language are definitely there. Recruiting staffing agencies is, of course, more difficult to test knowledge of other languages - from French to Chinese - to recruiters of recruiting agencies, therefore, in such cases, written assignments invented by the customer himself are often used.
Plus 40 minutes to interview
Candidates, to put it mildly, do not like testing interviews. The reasons are clear: an interview is not easy, and so there are additional experiences, time spent, an incomprehensible result. Recruiters know about the ambiguous attitude of applicants to testing and try not to overload them specifically. Tests that are conducted directly at the interview most often take from 15 to 40 minutes, less often an hour or more. Although there are companies (for example, in the IT sphere) that, on the contrary, are famous for their multi-stage selection, which includes hours-long tests. But these are market leaders.
Where do the tests come from?
Quite often, companies and recruitment agencies prepare the tests themselves, and they can be either universal (for example, knowledge of accounting in general), or clearly oriented - in accordance with the activities of the company, tasks that will need to be performed in a particular position. In small firms, tests are simply downloaded from the Internet. It is clear that in this case the quality may be lame, but it is easier to prepare for them - by looking at the most common options on the Web.
Some companies still have testing in the form of questionnaires or questionnaires in paper form, but more and more often the verification takes place on a computer. This is convenient for both the candidate and the employer. Questions in tests can be closed (you need to choose the right answer from several options), or open - you need to write your own solution.
Selection or corvée?
Another fairly common type of tests is creative assignments for editors, journalists, designers, who are asked to show their skills and abilities by doing a little work. The key word is small. Otherwise, the discussion will no longer be about the normal method of selecting candidates, but about the desire to cash in on the applicants, forcing them to “work” for free on the employer.
In general, there is such a problem with test tasks: the candidate is asked to write a program, make a translation, calculate indicators, and he thinks: are they trying to use me as a free labor force? Here, of course, it is worth analyzing the situation as a whole, learning more about the company, and looking at reviews of other candidates and employees.
Do not be afraid! Testing isn't everything.
Even if you couldn’t answer all the questions of the test or at the end of it realized with horror that you made several mistakes in it, you shouldn’t be upset - no one expects you to get a 100% result, the main thing is to give at least the minimum number of correct answers. You can use a universal strategy: start the tasks from simpler for you, and then move on to more complex ones. If something does not work out - do not go in cycles, pass to the following questions, and only then come back to unresolved. “If you are confident in your abilities, you have nothing to be afraid of,” emphasizes Elena Polyakova, Deputy General Director for Human Resources, Centripchat Network. “If you doubt your knowledge, declare it openly, do not engage in writing when passing the test.”
Should I get ready for the tests? At a minimum, you can look on the Internet the most common options, refresh some knowledge. By the way, some companies even post examples of tasks that they offer candidates on their sites. Of course, there will be different questions in your test, but at least you will understand the general direction.
“Testing can be very entertaining or long and painful,” says Olga Kryuchkova. - Opponents of tests can always refuse to fill them. Refusal of testing or its unsatisfactory results cannot serve as an official reason for refusal of employment, but in this case it is hardly worth counting on an offer from the employer. ”
Most recruiters emphasize: test results are far from everything. No less, and sometimes more important, how you prove yourself at the interview.
Risk Group
“If you are applying for a position that“ at the entrance ”implies the presence of special knowledge and skills, and it is difficult to identify them during the interview, wait for professional tests,” warns Olga Kryuchkova, head of the personnel department of the Corpus Group company. - For example, in our company, professional candidates are tested for positions: “economist”, “accountant”, “assistant manager”. ”
Accountants can be called the most tested in interviews. Testing the examination of professional knowledge is often arranged for other financial specialists, lawyers, translators, IT specialists (programmers, developers), less often logisticians, engineers. In principle, almost no candidate is insured against such a check, from whom special knowledge is required.
For example, Marina Eliseeva, who was looking for a job as a secretary, was tested for knowledge of the Russian language with the help of a peculiar test from the series “underline unnecessary, insert necessary”. The tasks were: “put commas in the sentence”, “how to say it correctly: cakes or cakes”. It took a “test” for about five minutes, and Marina says that, on the one hand, it was unexpected, but, on the other, interesting.
There are also tests for knowledge of a foreign language, they usually check those candidates who are required to excel at an intermediate level. If we are talking about English, the recruiter can conduct part of the interview on it, then offer to complete a written assignment. By the way, if you are going to a meeting with a large recruitment agency, be prepared that your English is sure to be checked - in the SC they are strictly treated, and recruiters with good knowledge of the language are definitely there. Recruiting staffing agencies is, of course, more difficult to test knowledge of other languages - from French to Chinese - to recruiters of recruiting agencies, therefore, in such cases, written assignments invented by the customer himself are often used.
Plus 40 minutes to interview
Candidates, to put it mildly, do not like testing interviews. The reasons are clear: an interview is not easy, and so there are additional experiences, time spent, an incomprehensible result. Recruiters know about the ambiguous attitude of applicants to testing and try not to overload them specifically. Tests that are conducted directly at the interview most often take from 15 to 40 minutes, less often an hour or more. Although there are companies (for example, in the IT sphere) that, on the contrary, are famous for their multi-stage selection, which includes hours-long tests. But these are market leaders.
Where do the tests come from?
Quite often, companies and recruitment agencies prepare the tests themselves, and they can be either universal (for example, knowledge of accounting in general), or clearly oriented - in accordance with the activities of the company, tasks that will need to be performed in a particular position. In small firms, tests are simply downloaded from the Internet. It is clear that in this case the quality may be lame, but it is easier to prepare for them - by looking at the most common options on the Web.
Some companies still have testing in the form of questionnaires or questionnaires in paper form, but more and more often the verification takes place on a computer. This is convenient for both the candidate and the employer. Questions in tests can be closed (you need to choose the right answer from several options), or open - you need to write your own solution.
Selection or corvée?
Another fairly common type of tests is creative assignments for editors, journalists, designers, who are asked to show their skills and abilities by doing a little work. The key word is small. Otherwise, the discussion will no longer be about the normal method of selecting candidates, but about the desire to cash in on the applicants, forcing them to “work” for free on the employer.
In general, there is such a problem with test tasks: the candidate is asked to write a program, make a translation, calculate indicators, and he thinks: are they trying to use me as a free labor force? Here, of course, it is worth analyzing the situation as a whole, learning more about the company, and looking at reviews of other candidates and employees.
Do not be afraid! Testing isn't everything.
Even if you couldn’t answer all the questions of the test or at the end of it realized with horror that you made several mistakes in it, you shouldn’t be upset - no one expects you to get a 100% result, the main thing is to give at least the minimum number of correct answers. You can use a universal strategy: start the tasks from simpler for you, and then move on to more complex ones. If something does not work out - do not go in cycles, pass to the following questions, and only then come back to unresolved. “If you are confident in your abilities, you have nothing to be afraid of,” emphasizes Elena Polyakova, Deputy General Director for Human Resources, Centripchat Network. “If you doubt your knowledge, declare it openly, do not engage in writing when passing the test.”
Should I get ready for the tests? At a minimum, you can look on the Internet the most common options, refresh some knowledge. By the way, some companies even post examples of tasks that they offer candidates on their sites. Of course, there will be different questions in your test, but at least you will understand the general direction.
“Testing can be very entertaining or long and painful,” says Olga Kryuchkova. - Opponents of tests can always refuse to fill them. Refusal of testing or its unsatisfactory results cannot serve as an official reason for refusal of employment, but in this case it is hardly worth counting on an offer from the employer. ”
Most recruiters emphasize: test results are far from everything. No less, and sometimes more important, how you prove yourself at the interview.
Seven mistakes at the interview
It’s one thing when you don’t go to an interesting job because you don’t have enough experience and knowledge. It’s completely different when you are "screened out" due to improper behavior during an interview. Moreover, many errors can be easily avoided.
Tardiness and untidy appearance
Do not be late! It always makes a bad impression. “I highly recommend candidates to correctly calculate the travel time and arrive in advance, and not fly in the soap for an interview,” advises Yekaterina Tikhvinskaya, HR Director of Uponor Rus CJSC. - You should carefully consider your wardrobe. Of course, this largely depends on the company you go to for an interview, but jeans with a shirt or sweater are not very welcome. Some candidates come unshaven or unkempt - this also does not make a very good impression. ”
And if you are still late and, moreover, if you can’t come to the meeting, be sure to call and notify.
Attempts to soften the recruiter
Sometimes candidates for an interview try to “put pressure on pity” - they talk about how long they can’t find a job, about their material and even family problems. Recruiters, of course, are also people and will sympathize with a person in a difficult situation, but this is unlikely to help employment.
“If you really want to get a job, you should not put pressure on pity,” says Elena Borisova, executive director of sales and marketing at Zepter International Russia. - When you accept an invitation to an interview, you inform the potential employer that you are ready to be of service. Pressing on pity, you do not show your usefulness, but how burdened you are and are not ready for complete dedication at work. ”
Refusal to answer questions
There may be various questions at the interview, including difficult and even unpleasant ones. But even if you absolutely do not want to answer, do not go into a frontal attack, but try to carefully get out of this situation.
“If you don’t want to answer the question, I advise you to correctly argue your position or jokingly leave the answer,” advises Elena Polyakova, Deputy General Director for Human Resources of the Centripchat network. - After all, the recruiter does not ask out of idle curiosity. In my experience, a sharp refusal to answer a question makes a negative impression and speaks of a person’s conflict, and such workers are rarely needed. ”
Excessive frankness
Frank and detailed answers at the interview, of course, are welcome, but only until it comes to the commercial secrets of employers or other confidential information. They may be interested in this information, but they are unlikely to accept a “talkative” candidate for work.
Ekaterina Tikhvinskaya gives an example of such excessive frankness: “Some candidates for the position of, say, a sales manager eagerly voice all the numbers that they know, and this scares off a potential employer. You can indicate the volume of sales for which you were responsible, or customers / projects, but to talk about all the projects or announce exact numbers, for example, I strongly do not recommend margins. ”
Template Answers
At the interview, the candidates try to give the “right”, socially desirable answers, especially since there are many articles on the Internet on how to answer typical questions. It would seem simple and convenient - you read, remember, answer. For example, on a difficult question about shortcomings, it is often advised to say: "I am a workaholic" or "I am a terrible perfectionist." But recruiters also read all these tips and do not favor the learned answers.
“Template answers taken from the Internet are always felt,” explains Valentina Mitina, an independent HR consultant. - For example, you ask a question, and the candidate’s answer literally pops up like a memorized one. He does not even think about it. In this case, I ask leading questions: “Are you a workaholic? And what is this expressed in? What does this give you? ”
Lying
We will not moralize and say that lying is not good. It’s better to explain why a lie often comes up, no matter how hard a person tries to hide it. Firstly, gestures, facial expressions, nervous behavior in general give him out. Recruiters are very often psychologists by education or just addicted to it, plus constant communication with people - all this allows them to read such signals pretty well. “Even the most prepared candidate for an interview during a long interview ceases to control himself, and his body involuntarily begins to transmit signals that contradict conscious actions,” says Elena Borisova. - For example, when a candidate who exaggerates his merits at a previous job, deliberately opens his palms as a sign of honesty, facial expressions will easily give him away. It can be narrowed pupils, a raised eyebrow or a twisted corner of the mouth. ”
Secondly, if this is some kind of complicated lie, inconsistencies appear in the candidate’s story. Then the interlocutor begins to ask clarifying questions, asks for more specifics, and the person “floats”. And thirdly, recommendations are being collected for candidates, and at this stage, too, much can be revealed.
Lack of interest
Employers are very impressed by applicants with “burning eyes” and do not like candidates who only sluggishly answer questions at the interview without showing their interest in the vacancy. After all, a good employee is one who not only can (has the necessary skills and knowledge) do the work, but also wants to do it. It is difficult to imitate interest if it really is not, and probably not necessary. But if there is interest, do not hesitate to show it, including asking your questions at the interview (usually they suggest doing this at the end of the meeting). You can directly say at the end of the interview that you are interested in the offered vacancy and you are ready for cooperation.
We hope that our tips will help you successfully pass the interview!
Tardiness and untidy appearance
Do not be late! It always makes a bad impression. “I highly recommend candidates to correctly calculate the travel time and arrive in advance, and not fly in the soap for an interview,” advises Yekaterina Tikhvinskaya, HR Director of Uponor Rus CJSC. - You should carefully consider your wardrobe. Of course, this largely depends on the company you go to for an interview, but jeans with a shirt or sweater are not very welcome. Some candidates come unshaven or unkempt - this also does not make a very good impression. ”
And if you are still late and, moreover, if you can’t come to the meeting, be sure to call and notify.
Attempts to soften the recruiter
Sometimes candidates for an interview try to “put pressure on pity” - they talk about how long they can’t find a job, about their material and even family problems. Recruiters, of course, are also people and will sympathize with a person in a difficult situation, but this is unlikely to help employment.
“If you really want to get a job, you should not put pressure on pity,” says Elena Borisova, executive director of sales and marketing at Zepter International Russia. - When you accept an invitation to an interview, you inform the potential employer that you are ready to be of service. Pressing on pity, you do not show your usefulness, but how burdened you are and are not ready for complete dedication at work. ”
Refusal to answer questions
There may be various questions at the interview, including difficult and even unpleasant ones. But even if you absolutely do not want to answer, do not go into a frontal attack, but try to carefully get out of this situation.
“If you don’t want to answer the question, I advise you to correctly argue your position or jokingly leave the answer,” advises Elena Polyakova, Deputy General Director for Human Resources of the Centripchat network. - After all, the recruiter does not ask out of idle curiosity. In my experience, a sharp refusal to answer a question makes a negative impression and speaks of a person’s conflict, and such workers are rarely needed. ”
Excessive frankness
Frank and detailed answers at the interview, of course, are welcome, but only until it comes to the commercial secrets of employers or other confidential information. They may be interested in this information, but they are unlikely to accept a “talkative” candidate for work.
Ekaterina Tikhvinskaya gives an example of such excessive frankness: “Some candidates for the position of, say, a sales manager eagerly voice all the numbers that they know, and this scares off a potential employer. You can indicate the volume of sales for which you were responsible, or customers / projects, but to talk about all the projects or announce exact numbers, for example, I strongly do not recommend margins. ”
Template Answers
At the interview, the candidates try to give the “right”, socially desirable answers, especially since there are many articles on the Internet on how to answer typical questions. It would seem simple and convenient - you read, remember, answer. For example, on a difficult question about shortcomings, it is often advised to say: "I am a workaholic" or "I am a terrible perfectionist." But recruiters also read all these tips and do not favor the learned answers.
“Template answers taken from the Internet are always felt,” explains Valentina Mitina, an independent HR consultant. - For example, you ask a question, and the candidate’s answer literally pops up like a memorized one. He does not even think about it. In this case, I ask leading questions: “Are you a workaholic? And what is this expressed in? What does this give you? ”
Lying
We will not moralize and say that lying is not good. It’s better to explain why a lie often comes up, no matter how hard a person tries to hide it. Firstly, gestures, facial expressions, nervous behavior in general give him out. Recruiters are very often psychologists by education or just addicted to it, plus constant communication with people - all this allows them to read such signals pretty well. “Even the most prepared candidate for an interview during a long interview ceases to control himself, and his body involuntarily begins to transmit signals that contradict conscious actions,” says Elena Borisova. - For example, when a candidate who exaggerates his merits at a previous job, deliberately opens his palms as a sign of honesty, facial expressions will easily give him away. It can be narrowed pupils, a raised eyebrow or a twisted corner of the mouth. ”
Secondly, if this is some kind of complicated lie, inconsistencies appear in the candidate’s story. Then the interlocutor begins to ask clarifying questions, asks for more specifics, and the person “floats”. And thirdly, recommendations are being collected for candidates, and at this stage, too, much can be revealed.
Lack of interest
Employers are very impressed by applicants with “burning eyes” and do not like candidates who only sluggishly answer questions at the interview without showing their interest in the vacancy. After all, a good employee is one who not only can (has the necessary skills and knowledge) do the work, but also wants to do it. It is difficult to imitate interest if it really is not, and probably not necessary. But if there is interest, do not hesitate to show it, including asking your questions at the interview (usually they suggest doing this at the end of the meeting). You can directly say at the end of the interview that you are interested in the offered vacancy and you are ready for cooperation.
We hope that our tips will help you successfully pass the interview!
Interview with a young recruiter
Many job seekers tend to blame inexperienced HR managers for their failures in finding a job. We explain why the age of the interlocutor does not affect employment.
A recruiter is an official representative of the company, if he was hired, then he is competent to conduct an interview with you.
As a rule, the first interview is held with the HR manager. He selects candidates for the key requirements of the vacancy, the salary capabilities of the company and provides the head with the most powerful finalists.
Help the recruiter - do not close. Tell us as clearly as possible about your experience and skills. If it’s a difficult technical position, do not be lazy to clarify terms or details for the HR manager. After all, it is in your best interest to prove that you can do the work.
In addition, during the interview, the recruiter evaluates how much you fit into the corporate culture of the company and the team. Job seekers often forget about this item. Meanwhile, it is extremely important. Even a very strong professional will not be able to prove himself in every company. For example, an art director who is accustomed to constant breaks and a free schedule will find it difficult to work in a bureaucratic organization with a strict schedule.
If a young recruiter does not know the intricacies of your profession, the reason is not age, but because he does not have the task of testing your professional skills. For this there is an interview with the leader.
Start with yourself
Psychologists are sure if it seems to us that we have been disliked, most likely, we ourselves do not trust the interlocutor. No matter what age the personnel manager is, treat him with respect, observe business etiquette. If you are older, it is unacceptable to switch to “you” or to the appeal “girl”, “daughter”. You want people to speak politely with you and evaluate your experience, not your age.
Take note and etiquette rules when looking for a job.
An interview with a young recruiter is no different from others. When communicating with him, tune in to the main goal - job search - and show that you are a professional and well-trained, adequate person, respect interlocutors of any age.
A recruiter is an official representative of the company, if he was hired, then he is competent to conduct an interview with you.
As a rule, the first interview is held with the HR manager. He selects candidates for the key requirements of the vacancy, the salary capabilities of the company and provides the head with the most powerful finalists.
Help the recruiter - do not close. Tell us as clearly as possible about your experience and skills. If it’s a difficult technical position, do not be lazy to clarify terms or details for the HR manager. After all, it is in your best interest to prove that you can do the work.
In addition, during the interview, the recruiter evaluates how much you fit into the corporate culture of the company and the team. Job seekers often forget about this item. Meanwhile, it is extremely important. Even a very strong professional will not be able to prove himself in every company. For example, an art director who is accustomed to constant breaks and a free schedule will find it difficult to work in a bureaucratic organization with a strict schedule.
If a young recruiter does not know the intricacies of your profession, the reason is not age, but because he does not have the task of testing your professional skills. For this there is an interview with the leader.
Start with yourself
Psychologists are sure if it seems to us that we have been disliked, most likely, we ourselves do not trust the interlocutor. No matter what age the personnel manager is, treat him with respect, observe business etiquette. If you are older, it is unacceptable to switch to “you” or to the appeal “girl”, “daughter”. You want people to speak politely with you and evaluate your experience, not your age.
Take note and etiquette rules when looking for a job.
An interview with a young recruiter is no different from others. When communicating with him, tune in to the main goal - job search - and show that you are a professional and well-trained, adequate person, respect interlocutors of any age.
How and what to tell about yourself at the interview
“Tell us about yourself” - with this phrase begins each interview. And this seemingly simple request baffles every second candidate.
The main thing is preparation
On the eve of the meeting, this question seems very easy when we scroll through the answer in the head. Nevertheless, many begin to go astray, talking about themselves at the interview itself. Psychologists recommend rehearsing a brief self-presentation in advance and be sure to say it out loud in front of the mirror. This exercise will point out your weaknesses and help deal with the excitement at the meeting itself. You can write it in your cv, use federal resume guide https://www.google.com/maps/d/viewer?mid=1qkqYtusxqDyF1iIwqgCyqUhQIGI6Kv2T&ll=40.75323900000002%2C-73.97913900000003&z=17.
According to the recruiters themselves, the first 5-10 minutes of the conversation determine the impression of the candidate: the more confidently you talk about yourself, the higher the chances of getting an offer. Therefore, home rehearsal is required!
What to tell about yourself?
A request to tell about yourself puts many in a stupor, people are lost in conjecture what exactly they want to hear from them. Some begin to set out the biography in too much detail since childhood, others drown in such minor details as hobbies, family, favorite food and so on.
Ideally, your presentation should last no more than 5-7 minutes and answer the main questions for the recruiter:
who are you as a professional
what is your experience, experience,
what do you know (description of key skills),
significant projects where you participated
your unique strengths, rewards.
For example:
My name is Ivan Ivanov. I am a marketer, experience in marketing for more than 10 years. I managed to collaborate with such major brands as ... (examples of companies).
I have a specialized economic education. My career began with the position of department assistant, a year later I rose to the level of manager and led my own projects. In the last place of work he occupied a managerial position, my team totaled 6 people.
My strengths are analytics and development of integrated advertising campaigns. In this direction, I have the greatest experience, and my project “...” (project name) received an award from the professional community. At my last job, I managed to achieve sales growth of 30%, brand recognition grew by 25%, according to internal studies.
I have an additional education in digital marketing, I own social media promotion tools and web analytics.
What would you like to know more from my experience?
Such a capacious, rehearsed presentation will form a good impression about you at the recruiter and smoothly translate your conversation in a direction that is beneficial for you.
Good luck with your interviews!
The main thing is preparation
On the eve of the meeting, this question seems very easy when we scroll through the answer in the head. Nevertheless, many begin to go astray, talking about themselves at the interview itself. Psychologists recommend rehearsing a brief self-presentation in advance and be sure to say it out loud in front of the mirror. This exercise will point out your weaknesses and help deal with the excitement at the meeting itself. You can write it in your cv, use federal resume guide https://www.google.com/maps/d/viewer?mid=1qkqYtusxqDyF1iIwqgCyqUhQIGI6Kv2T&ll=40.75323900000002%2C-73.97913900000003&z=17.
According to the recruiters themselves, the first 5-10 minutes of the conversation determine the impression of the candidate: the more confidently you talk about yourself, the higher the chances of getting an offer. Therefore, home rehearsal is required!
What to tell about yourself?
A request to tell about yourself puts many in a stupor, people are lost in conjecture what exactly they want to hear from them. Some begin to set out the biography in too much detail since childhood, others drown in such minor details as hobbies, family, favorite food and so on.
Ideally, your presentation should last no more than 5-7 minutes and answer the main questions for the recruiter:
who are you as a professional
what is your experience, experience,
what do you know (description of key skills),
significant projects where you participated
your unique strengths, rewards.
For example:
My name is Ivan Ivanov. I am a marketer, experience in marketing for more than 10 years. I managed to collaborate with such major brands as ... (examples of companies).
I have a specialized economic education. My career began with the position of department assistant, a year later I rose to the level of manager and led my own projects. In the last place of work he occupied a managerial position, my team totaled 6 people.
My strengths are analytics and development of integrated advertising campaigns. In this direction, I have the greatest experience, and my project “...” (project name) received an award from the professional community. At my last job, I managed to achieve sales growth of 30%, brand recognition grew by 25%, according to internal studies.
I have an additional education in digital marketing, I own social media promotion tools and web analytics.
What would you like to know more from my experience?
Such a capacious, rehearsed presentation will form a good impression about you at the recruiter and smoothly translate your conversation in a direction that is beneficial for you.
Good luck with your interviews!
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