You may want to keep a moderate low profile in the interview.

You may want to keep a moderate low profile in the interview.

In the interview, you might as well keep a moderate low profile. There are many invisible rules in the workplace. In the workplace, the most taboo is to grasp the improper size. Some things don't have to be too straightforward. Only by reading the legal provisions carefully can we avoid being cheated. In the workplace, it is very important to keep a moderate low profile during the interview.

When interviewing, you might as well keep a moderate low profile. 1 At the peak of the job fair in February. From the 80,000-person stadium to the center of Shanghai, every job fair is crowded with people, and every booth is full of resumes, which shows the fierce competition among job seekers. At this time, many job seekers deliberately put on a "give up on me" posture in front of the interviewer to prove their ability and self-confidence. However, judging from the reaction of enterprises, "being too competent" may "scare" the interviewer, thus leading to the failure of the interview. Here, the reporter recorded two interview scenes.

Scene 1: Being too ambitious leads to being out.

At the job fair held in the International Press Center, Xiao, a fresh graduate majoring in international trade, is applying for the position of "Assistant Manager" in a foreign trade company. She is fluent in spoken English and participated in many social activities during her college years, showing a kind of vitality and self-confidence. After several rounds of questions and answers, the small and capable temperament made the interviewer quite satisfied. Then the interviewer asked Xiao A2 about her career plan and salary expectation within one year. After thinking for a moment, she said that although she is a newcomer in the workplace, she has a strong learning ability and hopes to enter the management within two years through hard work. In terms of salary, I hope to reach an annual salary of 654.38+10,000 yuan as soon as possible.

This sentence made the interviewer give up the little A.

Job hunting:

With the spread of the concept of "career planning", more and more interviewers like to ask job seekers about their plans, so as to know whether the development platform provided by the company can meet the career goals of job seekers and whether job seekers can work in a certain position for a long time with peace of mind. Most companies want to find capable and stable employees, and the argument that "soldiers who don't want to be generals are not good soldiers" is unpopular in most companies. However, it is generally difficult for such companies to give employees a rapid development channel and multiple job training opportunities. Therefore, the interviewer will be scared away as soon as he hears the career plan of "annual salary of 654.38 million+million". Because the position of an assistant can't reach the standard of annual salary of 6.5438+10,000 yuan, when there is a big gap between ideal and reality, employees will definitely not work with peace of mind and will eventually choose to quit.

If a company has just started and is on the rise, it may need some employees with ideals, ambitions and fighting spirit. However, even if you want to show your Excellence and strength, you might as well talk more about work ideas and performance innovation and less about positions and salary targets. Even if you talk about it, don't go too far beyond the development space and speed that the company can provide.

Scene 2: Too much tone is treason.

A well-known company in Suzhou building materials industry came to Shanghai to recruit senior positions such as regional manager, engineering manager and sales manager. Among them, the engineering manager is required to be under 35 years old and have more than 5 years of industry management experience. A middle-aged man sat down to apply.

"Can you talk about your work experience?" The interviewer asked questions. "I am very strong in this industry." The job seeker answered confidently.

"oh? How to say it? " The interviewer who is looking at his resume looks up at the candidate in front of him and shows great interest.

"I have been doing engineering projects in this industry for 10 years. It can be said that almost everyone knows my name. I am familiar with all retailers and enterprises and have extensive contacts. In 2005 alone, my sales reached ×× yuan. So-and-so hotel thousands of square meters of site decoration building materials, so-and-so hospital thousands of square meters of building is my responsibility to contact ... "Job seekers gush. At this time, the recruiter interrupted him: "Your resume says that you work in XX company, and then you work in another company. What is the reason for your job-hopping? What position do you hold in two companies? " After the job seeker gives a simple answer, the interviewer ends the interview.

Job hunting:

The interviewer told the reporter that he wanted to know more about the other person's work experience and the position he had held. On this person's resume, the workflow is vague, and the time of several job-hopping can't be contacted. Although he gives excellent performance facts, his tone is arrogant, which makes people feel that his comprehensive quality is not high. According to the enterprise, there are many job seekers who love to brag and talk, and they prefer down-to-earth, modest and pragmatic job seekers. At this time, the reporter remembered a popular job-hunting language: "If you give me a space to play, I will definitely make the enterprise N times the income". Sure enough, many companies disapprove of this flashy slogan.

Job search reminder:

A job seeker told reporters that many times he didn't know the job information, job requirements and job content, but he always showed confidence and was easy to use. Actually, it's easy to be self-defeating. Job hunting should pay attention to the following two points:

1, understand the position information and the wishes of the employer. Before applying for a job, you should know the information of each position in detail, ask the employer what the specific work content of the position is, understand the company's recruitment intention, and then answer skillfully. If the company only recruits one assistant, then you just need to show that you are qualified for this position and can do the job well. If the company recruits a management trainee or reserve cadre, you can show some specific abilities and self-confidence according to the company's training plan for this position, and even come up with a career plan that conforms to the pace of job promotion.

2. Understand the nature of the industry. Different industries have different requirements for job seekers' abilities. For example, the IT industry pays attention to the education, ability and potential of job seekers; But influenced by business and customers, commercial enterprises pay more attention to integrity and stability; For assistant positions, I like to recruit women with stable jobs and no ambitions. While showing their different abilities, job seekers may wish to keep a low profile in their attitude, which is more acceptable to employers.

You may want to keep a moderate low profile in the interview. Not long ago, some media reported that the dean of a famous school was dismissed after taking office 14 months. The report quoted the supervisor's explanation: R20 did a good job, but kept a low profile. At this time, the school needs a more open dean. r 2 1；

Look at myself again. I didn't lose my job because of my low-key personality, but I didn't get a job because of my low-key personality. My definition of low-key is that R20 doesn't stand out from itself, and it's rather stiff. R21; But it also combines the advantages of calmness, gentleness, steadiness and modesty.

The following is my story, which I usually tell students in the job-hunting skills training class.

A few years ago, I found a position in a small public welfare organization. The job of this position is to deal with teenagers, most of whom have dropped out of school or committed misdemeanors. These teenagers are required to take part in community labor and do morning exercises in order to help them return to the right path.

Therefore, this position requires the ability to manage and motivate these R20s; The problem of juvenile R2 1; .

I successfully passed the examiner's initial test on me, and then I was told to have a second test. During the second interview, two senior leaders from the headquarters were added to the examiner. I still can't forget the mindless comment that popped up halfway.

A senior official said, R20, you are really good and you answer questions well, but you seem to keep a low profile. r 2 1；

I think this is the so-called embarrassing moment in the interview.

His comments surprised me, and I was speechless for a moment (this reaction may confirm his point of view). The usual practice of recruiters should be that if they have opinions about a candidate, the interviewer will write these opinions on paper or keep them in mind, and then show his conclusions after analyzing and considering the interview performance of all candidates. No matter as a recruiter or as an applicant, I have never encountered such a live statement. This will make sensitive candidates feel uncomfortable and fall into a defensive state.

Unfortunately, I lost my normal composure. While waiting for the elevator with the person in charge, I tried to explain to him that I didn't look so low-key. As I was not hired, this explanation was actually futile. In fact, I was probably eliminated for other reasons, but I didn't think so at the time.

As time goes on, I want to understand something. This is the case again. I can admit the examiner's point of view before explaining it. You can say R20. You're right. I keep a low profile. But I know that if I want to do this position well, I must spend some time to be good at encouraging others. I will do that when necessary, because there are many different levels of my personality. r 2 1；

From that interview, I gradually found that my easy-going personality, which was trained by repeated interview skills, was often misunderstood as lack of motivation.

I used to be a sales representative and manager, and successful sales results often benefited from the soft sales form I adopted. I sold a lot of products, and many customers said they liked my sales method, which encouraged me to continue to adopt this method. A low-key salesman doesn't have to deny his own style. Similarly, low-key candidates are not necessarily unqualified employees. I have a point that I am not comforting myself: R20 self-promotion R21is used in the interview; Our approach embodies an old-fashioned sales style, including a strong and warm handshake, kind words and flattering behavior.

I often emphasize to students that the lesson from my above-mentioned failed examples should be that you must play the role of a job seeker in the interview. You must be approachable and proactive, even if it's not your nature. Don't make people feel hypocritical, but you must convince the examiner that you are interested in this position and that you have the necessary communication skills to fully demonstrate your energy and enthusiasm. More specifically, R20 manufactures R21; Show your energy and enthusiasm.