How does the interviewer judge whether the job seeker is suitable for his company during the interview?

In the interview, first of all, I think the interviewer should form a deep cognitive ability for the position to be recruited and find out the characteristics of the talents most needed for this position. Secondly, after establishing the basic functions and characteristics of this position, we should ask some questions around this feature. Finally, job seekers can post their opinions and cognitive abilities about this position. The reasons for resigning and the time and frequency of changing jobs at work are the most concerned by almost many interviewers. Because of this problem, it can be seen that no company is willing to shape a job-hopping talent for the reliability of job seekers in their work. Therefore, job seekers who change jobs frequently and act rashly will not be favored by interviewers.

It depends on whether the company's actual requirements for talents are feasible and whether it can be operated accurately during the interview. If not, even the best interviewer may not be able to pick the right person, but also depends on the interviewer's own understanding and accurate positioning of the talents needed by the company. If the interviewer has great decision-making management authority and he is not a technical professional, then the talents he chooses may not be suitable for the company, especially for professional and technical positions. Without professional communication, it is difficult to find the right person just by diploma and resume. Some technicians speak too slowly to communicate normally. Such people are suitable for scientific research, but most of them are not recognized by interviewers.

A company with excellent culture and art, a harmonious and enterprising friend, and its employees must also have good moral cultivation and strong working ability. Therefore, according to the communication with the interviewer in the interview, job seekers should be able to roughly understand their self-cultivation and level. If the interviewer of a company is impolite, or sarcastic in the interview, or has a hard time with job seekers, or shows poor professional standards, then that company must not go. At the same time, if you join a company and prepare for an interview in advance, the receptionist will either face you warmly or ignore you, and the employees in the company are working hard or doing something weakly, which can truly reflect the overall level of the company.

In some cases, after all, the duration of an interview is short, and job seekers can't make a thorough and accurate distinction, especially for these details, but in a company that pretends to be superior, it is probably inaccurate to distinguish only according to the interview situation. At this moment, it is necessary for job seekers to search according to the website or people familiar with this company to understand the specific situation. In fact, there are many websites and apps of this kind of review company now, and you can find them when you search. There will be many former employees or incumbents commenting on all aspects of the company. Knowing this kind of information may be more conducive to accurate identification. Some people have struggled in the workplace for many years, but they are still wandering around. Some people can complete rapid promotion after working in the workplace for 2 or 3 years. This is not a simple opportunity to make everyone's conclusions different. More importantly, objectivity and objective factors have the same effect. Subjective diligence and hard work, objective attempts and opportunities can make today's conclusion.