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By Marco De Micheli (More) • Last updated on October 17.11.2023, XNUMX • First published on 07.02.2018/XNUMX/XNUMX • So far 4389 readers, 2063 social media shares Likes & Reviews (5 / 5) • Read & write comments
There are interesting and insightful criteria for engaging and clever answers and behaviors in interviews that distinguish top candidates. To know them, facilitates and improves the selection criteria and, above all, helps to avoid expensive mistakes. 7 tips.
Authenticity is usually a sign of credibility, authenticity, reliability, consistency.
At authentic People, or applicants act the entire appearance and all answers and statements authentic, when rational and emotional, verbal and non-verbal, visible and non-visible signals and information match.
Differentiated answers from applicants are balanced, also mention other facets and often put things into perspective. Sophistication is often a sign of Intelligence, maturity, realism, ability to think and authenticity.
Especially sensitive or sensitive areas such as career motives, understanding of performance, employer evaluations, the rewriting of leadership styles etc. often require differentiated answers.
In the case of applicant answers, there is often the danger of receiving phrases, general phrases and interchangeable standard answers.
The Candidate repeats key requirements from the job advertisement word for word or parrots recommendations from management textbooks or application guides. In such cases, an interviewer is entitled to follow up. Candidates who answer thoughtfully and intelligently give answers that are typical and individual to them.
Answers can be very general, meaningless and bland. The more concrete and specific candidates are able to answer, the more credible they are.
They also distinguish themselves as good listeners and have the decency and ability to satisfy the interviewer's need for useful information.
Good answers are also characterized by substance and substantial information. A candidate shows this, among other things, by going through a thorough Preparation to the interview about that Companys and the job is well informed.
But also intelligence, expressiveness and thoughtful and well-thought-out answers enable the desired substance and the important information content for the interviewer.
Emotionally intelligent answers say a lot about
CandidatePeople who try to get good answers often ask what is meant, what the question refers to, which area it concerns or which the circumstances or framework conditions.
Such questioning allows them to give more precise and concrete answers and shows that one is thinking about the question asked and wants to answer it accurately. Top candidates also don't ask questions about coffee breaks and holidays, but are interested in perspectives, Tasks and interested in learning opportunities.
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Marco De Micheli is the publishing director of the PRAXIUM specialist publishing house in Zurich, which specializes in human resource management, and is a book author. De Micheli previously worked in product management personnel and marketing at various publishers, was head of the new media department at WEKA-Verlag in Zurich for several years and also collected editorial work Experience in the field of HR. His work focuses on practical and implementation-oriented specialist information for HR practitioners and managers. He is also the author of three books on employee interviews and employee motivation. More information at www.praxium.ch All texts by Marco De Micheli.
Oh, that's how human resources work for the candidate selection. Very interesting insight.
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