Most people in the job search process, go through the interview process. However, have you ever thought constantly observed by the interviewer, asked, analysis, evaluation process, job seekers can also take the opportunity to identify businesses.
Everyone more or less be some job experience. Job seekers for a flood of written tests, interviews and making preparations layers retest. It appears that job-seekers in a passive state, continually observed by the interviewer, asked, analysis, evaluation, in fact, looked at another way, this process is job "interview" an excellent business opportunity.
Again and again by interview candidates to advance through increasingly difficult for candidates to prepare the response, taking into consideration its real level. However, the vast majority of candidates the same as the interviewer can not do a good job was "to question the" preparation. In this case, the candidates use of one or two strokes surprise "attack, retreat and defend" the trick, perhaps play a "post-rock hair and" effect, the first to step to the real business of the family property Investigation 1.
"Sally" was the story of
Late 19th century, the maritime industry prospered. The captain of the Spanish man called David, ran a huge shipping group controlled the routes leading to many countries around the world. In his shipping group, the largest boat traffic, "sari" number is the group's flagship vessels, assume the group's most important shipping tasks. But that frustration is that David has been unable to find a suitable person as a "sari" captain. David has a large amount of money from the shipping community in digging a few experienced and legendary master to preside over the "sari" number. The strange thing is, every captain finally failed in their other fleet capacity shown here has been a remarkable challenge. Although the captain had to do her best, but the "sari" number of operating performance is still plummeting. David agonizing over a long time, finally figured out a fact: not the master of their ability to not work, but the design itself is flawed position. This post is like a huge black hole, no one set foot on this post who are not escape the outcome of failure.
"Sari" number of stories in the workplace, often cited, people like "sari" No. No one can master this position qualified as "widow-type jobs."
Identification of "widowhood type jobs"
Unfortunately, if you "hit" on the "widowhood type jobs," My advice is, unless you have special competence, confidence,
Otherwise, the more appropriate or conservative. So, how to identify the "widow-type jobs, do?"
In general, towards the end of the interview, the interviewer out of courtesy or habit, often asks candidates if there are other problems to the interviewer to answer. Do candidates have to seize this opportunity to ask questions 1-2, the one you feel the interviewer done enough homework before they come, reflecting the candidate's attention to you; Second, the chance to learn more about The applicant company, job specific information. If you do not particularly want to ask, my suggestion is that you can ask, "Why did you open recruitment of certain posts" - this problem is to identify the status of "widow-type job" is critical.
For enterprises, some jobs are the needs for growth, some business expansion needs, but some of the surface, because companies do not always find the right person, the purpose of holding Ningquewulan seats to be empty again and again, the real it is set on the post itself as seriously flawed and resulted in frequent substitutions. This is the workplace, "widowed type positions," a typical example.
Therefore, if the interviewer to answer this question, equivocation, or you know from the examiner's mouth several former, then perhaps the post you apply for the obvious "fuzzy zone", you should seriously had.
"Sari" number of stories in the workplace, often cited, people like "sari" No. No one can master this position qualified as "widow-type jobs."
Recognition Corporate Culture
Corporate culture important to personal development. A smart job seekers, it is easy to filter out during the interview process information about corporate culture, business environment to determine whether it is fair, you can also determine if the entry of the enterprise, whether the increase in channel constraints.
Sometimes interviewers will ask candidates a number of health, marriage, children, family and other personal details of life issues. That always some tendency to Pulu Chu enterprises, some of which may be discriminatory. For such companies, job seekers in making the entry decision, should be cautious.
Of course, some businesses interviewer asking the questions, do not want to bring the subjective "discrimination" mark, objective result could backfire. This only shows that the enterprises of the candidates for interview, without careful design and planning framework for the interview, the interview was too arbitrary, leading to "mistakes." This company, its culture is not perfect, because as a corporate human resources staff of important decisions, in dealing with the issue is too random, pairs of individuals, on professional development Fei Chang negative.
In short, the interview process can become candidates and employers each part thoroughly. Of the enterprises, can be identified through the interview and retain qualified personnel favorite; on candidates who can also reduce the many uncertainties, so that their final choice of the stability factor and the safety index significantly improved, so more conducive to maintaining personal continuity of professional development.
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