Learn to speak with numbers in an interview.

Learn to speak with numbers in an interview.

You must learn to speak with numbers in the interview, and you will inevitably hit a wall in the job search process. You must learn to understand the hints in the workplace, and the contacts in the workplace are accumulated little by little. We can't help learning from people in the workplace. You must learn to speak with numbers in the interview, and you are the only one who can do it in the workplace!

Learn to speak with numbers in an interview. 1 In the communication of job hunting and recruitment, words are basically used, and numbers are rarely used, that is, there are more adjectives and fewer quantifiers, whether filling in resume information or describing the recruitment information of enterprises, including interview communication. Think back, when job seekers introduce or sell themselves, do they use many nice adjectives, such as seriousness, responsibility, initiative, hard work and so on. These words sound comfortable, but they may not work, because you can't measure their standards. Similarly, employers are used to using beautiful and inflammatory words to attract talents when selling themselves, but they can make people excited, but they can't make people clear. These standard adjectives, which are difficult to describe accurately, will inevitably lead to problems due to inconsistent understanding.

How to effectively solve this problem? Whether enterprises or individuals, try to use quantifiers in expression. For example, explaining and reflecting a person's ability and value lies not in how gorgeous adjectives you use, but in the results of your work, that is, what kind of results you have achieved, which are timely, quantitative and valuable. What is really convincing is probably only the result and value, which is what the enterprise pursues.

If you are an interviewer and meet those interviewers who always use a lot of adjectives to express themselves, you should ask, "How can I understand what you said?" Because you use adjectives to express yourself, for the interviewer, the result is nothing. What cannot be considered and verified is not convincing at all. Only by speaking with data and quantifying your work performance as much as possible is a good expression. For example, when job seekers want to express their writing ability, they can directly tell each other how many articles they have written or published, and can provide evidence; When you want to express your strong sales ability, just tell the other party directly how much you have achieved in similar sales work and how you rank in the team, and you can come up with proof materials. Similarly, when introducing themselves, employers should also use quantifiable enterprise benefits, such as sales, market share, profit rate and other specific data.

In addition, in the interview communication, we should find the right person for the problem. Some interview questions are basically invalid, because the questions themselves imply that the other party answers "yes". For example, (1) this position will lead a team of more than ten people. What do you think of your leadership? I have strong management skills. (2) The position is newly established, which is extremely stressful and requires frequent business trips. Do you think you can adapt to this high-pressure working environment? A: I can adapt and like traveling very much. Asking questions has directly implied that you must say "yes", unless you are completely uninterested in the job, even if you are not interested, you will not admit that you can't do it.

The correct interview questions should be open-ended. For example, if you want to know about this person's management ability, you can ask: Who did you report to when you worked in your old company? How many people report to you? How do you deal with contradictions and disputes among subordinate members? Please give an example. If you want to know if the other party can travel frequently, you can ask: What was the working frequency of the company in the past? Do you often have to work overtime? How often do you go on business trips? Does such frequent business trips affect your life? What do you think of this frequency of business trips? This kind of open-ended questions can help us understand the real situation of candidates and get more information we need.

A good interview, the most important thing is to understand the applicant's real thoughts and work motivation through open exploratory questions. Some candidates will answer exploratory questions in a quantitative way, while others are very analytical, critical and logical. Recruiters can better understand whether candidates have similar work experience in the past, so as to judge whether they are suitable for the positions they are hired.

Learn to speak with numbers in an interview. When job seekers introduce or sell themselves, do they use many nice adjectives, such as seriousness, responsibility, initiative, hard work and so on. These words sound extremely comfortable, but they may not work, because you can't weigh their specifications.

How to deal with this problem effectively? Try to use quantifiers in expression. For example, clarifying and expressing a person's talent and value lies not in how gorgeous adjectives you use, but in the results of your work, that is, what kind of results you have achieved, which is timely, quantitative and valuable. What really attracts people's attention is probably only the result and value, which is what enterprises are pursuing.

What cannot be considered and verified is basically unconvincing. It is a good way to express yourself by only listening to the words with numbers and quantifying your work performance as much as possible. For example, when job seekers want to express their writing ability, they will directly tell each other that they have written or published several articles, which can provide evidence; When you want to express your strong sales ability, you can directly tell the other party your achievements in similar sales work and how you rank in the team, and you can produce proof materials.

Similarly, when introducing themselves, employers should also use quantifiable enterprise benefits, such as sales, market share, profit rate and other detailed data. Suppose you are the interviewer, then the questions you ask should also be open-ended. You want to know about this person's management ability. You can ask: who did you report to when you worked in your old company? How many people report to you? How do you handle the contradictions and entanglements between subordinate members? Please give an example.

To know whether the other party can travel frequently, you can ask: What was the working frequency of the company in the past? Do you often have to work overtime? How often do you go on business trips? Does such frequent business trips affect your life? What do you think of this frequency of business trips? This kind of open-ended question can understand the real situation of the recruiter and get more information from it.