The interviewer will definitely eliminate the "five kinds of people" immediately, and the first kind will ... not be accepted!

As the saying goes, people are hundred, and the shape is * * *. Similarly, you will meet all kinds of people in the process of recruitment management. As an interviewer, under normal circumstances, you can understand the situation of "different people", but you often don't like the following five types of people: forgers, frequent job-changers, career unsystematic, whiners and boasters.

1. Those who falsify their experience practise fraud.

Jiao Xiao intends to apply for the position of driver monitor of a well-known local enterprise, but he can't fill in his resume or write crooked words. He didn't want to continue the interview at first sight. It is for this reason that when he applied for the company, he was criticized by the interviewer in public and did not attend the interview. This time, in order to prevent this from happening again, he found an acquaintance who has a good relationship with a company to help him write his resume, hoping to leave a good impression on his resume, so please "polish it". Sure enough, the polished resume has really changed a lot. The handwriting is neat and beautiful, and there are no empty items. The problem is that it has also been "polished" after experiencing this piece, and it is out of thin air. In fact, he has gained the experience of "being a driver monitor in a company for three years" and won the advanced individual of the year. From this perspective, Jiao Xiao thought it should be a shoo-in. But what he never expected was that an interviewer was familiar with the company where he had been the driver monitor for three years. After three questions and two answers, he immediately exposed himself and blushed. After the interviewer agreed, he euphemistically terminated the interview on the spot. Let Jiao Xiao regret it.

This kind of person involves the issue of integrity, which is often rejected by one vote. Honesty is the first basic condition for enterprises to recruit talents. First, in the interview process, once it is found that job seekers have forged experiences, such as forging academic qualifications, experience, work results and so on. No matter how talented people are, they will give the interviewer an impression and be stopped from continuing the interview immediately, and the candidates will be eliminated immediately. Second, after the interview, through the background investigation, it was found that the job seeker had experienced fraud. In this case, no matter whether the candidate is in the waiting state or has already joined the job, the recruiter will generally not consider it again.

2. Choosers who frequently change jobs.

The applicant, Lao Chen, is 42 years old and has been in charge for many years. He has worked in two real estate companies and three cement companies. Upon inquiry, the reason for job-hopping is also low salary or not adapting to the new environment. Although every interview was very successful and the salary of job-hopping was good, I still felt that my ability and salary were not matched enough to adapt to the management concept of the new company, so I resolutely chose to quit. Interviewer: If other companies offer you an olive branch and offer you a higher salary after you are hired, will you accept it? Mr. Chen answered yes, that's for sure. "That's honest," the interviewer ended the interview with a bitter smile.

Such people are also unpopular with enterprises. There are generally two phenomena in this: first, the job-seeking goal is unclear and the thinking is erratic. I don't know what I want to do, I can't find my own position for a long time, I have been trying the workplace, I don't know what I am suitable for, and I am blind. The second is "this mountain looks at that mountain." Eating what's in the bowl and looking at what's in the pot, I'm not focused and serious about my work, I'm not sure, and I overestimate myself. Always like to win higher "price" and "platform" by job hopping.

3. The goal of the occupational unsystematic person is unknown.

An undergraduate majoring in agriculture, because he doesn't like his present major, but he doesn't know what he is suitable for, so he found a leisure job for the time being. In order to have a better job in the future, he used his spare time to obtain about 10 certificates, including financial certificate, secretary certificate, human resource certificate, psychological consultant certificate, customs broker certificate, flower inspector certificate and so on. I'm sure I can find a good job. Unexpectedly, he quickly lost his first job because he didn't concentrate on his work at ordinary times. When he went to find another job, these certificates didn't help him find a good job. More importantly, because he spent all his energy on research during his work and didn't accumulate capital with core competitiveness, he had to find another leisure job to continue his research career. Repeated attacks have made my career very unstable. In this process, there is no necessary connection between production, sales, administration and work, and I don't know what I want to do. Certificates are flying all over the sky, and there is no correlation between the certificates tested, so I have never found my own career development direction.

Certificates should serve work, not research around career development goals. Those who are engaged in human resources should take the accounting certificate, those who are engaged in production should take the secretarial certificate, and those who are engaged in financial self-study should study human resources. The more certificates there are, the more they will leave a bad impression on the interviewer.

Candidates are advised to find their own position in the changes as early as possible in the early stage, and based on this position, set their own life goals, develop their own abilities, and strive to achieve this goal. In this process, they must supplement energy around their career development direction, such as iron deficiency, zinc deficiency and zinc deficiency, so as to have the core competence of career development.

The complainer is weak-willed.

Complain about the organization blindly, never look at yourself, and blame the outside whenever there is a problem. I often meet the following job seekers:

The interviewer asked: Why did you leave your old company?

Applicant: The original enterprise platform is not suitable for my development. I want to find a bigger platform to break through.

The interviewer asked: Why didn't you perform well? Is it just a platform problem?

Applicant: I don't like the repressive management culture of that company. My supervisor has been pushing me out.

Interviewer: Anything else?

Applicant: Under the influence of the supervisor, my subordinates are not very cooperative with my work.

In this case, it can generally be concluded that even if such people are recruited to the company, it is difficult to make any valuable contribution. If the work is not done well and the goal is not achieved, if you don't do your own anatomy first and examine your own problems, you will always blame the external problems. You think that all failures are caused by external environment, and you never consider the problems of your own subjective initiative. In the long run, you will become a failed professional.

Here are some suggestions for managers: First, guide candidates appropriately. Everything happens for a reason. When exploring the root of the problem, we must review it with the attitude that everything is under my control: what caused such a bad result? Why not find it early, find measures early and take precautions early? Is it your ability or your attitude? Let candidates have a clear understanding of themselves. Everything outside itself is an external cause, they are internal causes and the root of all problems. The second is to make judgments early. For those with serious external problems, the interview must be interrupted in time after the conclusion is reached.

5. The speaker's connotation is too shallow

It is said that once upon a time, an envoy from a small country came to China and presented three identical gold people to the emperor. The emperor was naturally happy when he saw them. But the special envoy also encountered a difficult problem: who is the most valuable among the three gold people? The emperor and Manchu ministers racked their brains and specially invited jewelers to inspect, weigh and watch the works. The result is that the three gold people are exactly the same. Great country, how come you don't even understand this little problem? When facing the emissary, an old queen who had already abdicated asked for an audience and said that she had an idea. The emperor was overjoyed when he heard the news. He saw the old minister confidently take out three straws and insert them into the ears of three gold people in turn, but he got three different results. The straw came out of the other ear of the first gold man. The second straw fell out of the mouth of the second gold man, and when the straw of the third gold man went in, it fell directly into the belly of the gold man, and there was no sound. The old minister turned around and confidently said to everyone: the most valuable and well-deserved person is the third gold man! At this time the messenger was silent, and the answer was naturally correct.

This little story illustrates a truth. The most valuable people are often those who are good at listening and never talk big, because listening is the most basic quality of a mature person.

A notable feature of a boaster is that he is biased towards formal things and is good at practicing fraud and pretending to be mysterious. Reality has proved that you can talk, but you can't. On the contrary, the more you talk, the less you do practical things, just like you have a good deck of cards in your hand, and you can shout whatever you want. If you don't play cards yourself, even the best cards are just "empty talk".

In the process of daily recruitment, we often see people who are splashing water, bragging and self-righteous. They always seem to be afraid that the interviewer doesn't know their abilities, so they always try their best to describe themselves as experts in all aspects. In fact, the more careful they are, the less they really have outstanding ability in this respect, which may really be his weakness. In the workplace, we often see this phenomenon of airborne soldiers: patting their heads to make decisions, patting their chests to ensure that they leave.

A typical language giant and a short man in action, the first communication can easily attract the attention of the interviewer, but it won't last long. Once you enter the organization, when you need live ammunition to fight, you often can't stand the test, either your skills are not very good or your attitude is not correct, and you will soon clap your chest and make a fart. These four types of people can't do it well or for a long time, so try to avoid it. Give some suggestions to managers, as shown in the figure.

It's horrible ~ in fact, these interviewers also have their reasons ... share them quickly ~ let friends know!