Signs that the interviewer doesn’t want you

Signs that the interviewer doesn’t want you

Signs that the interviewer doesn’t want you. The interview is a key step in our job search, so everyone should want to know whether they can pass the interview smoothly, but can We all have feelings about not passing the interview. Let’s take a look at the signs that the interviewer doesn’t want you!

Signs that the interviewer does not want you 1

What are the hints if the interviewer does not hire you?

1. The interview time is short

Interview The length of time can reflect how well the interviewer knows you. For example, if you are interviewing at Company A, the last candidate's interview time was 40 minutes, and you came out in only 20 minutes. This means that the interviewer has made a certain measurement of your personal situation and job compatibility, and does not want to go in depth. understanding.

2. The interviewer makes suggestions for your interview performance

In this case, the interviewer is often not satisfied with your interview performance, and out of concern for the candidate The interviewer will give you a simple review of your performance to guide you in the direction of improvement, which will help your performance in subsequent interviews.

3. No mention of salary

Yancheng Recruitment Network has learned from some HR that if salary is not mentioned during the interview, it means that the interviewer does not have enough interest in you. Interest (not absolute). Imagine that if you are good enough, a company will definitely not want to miss the opportunity to introduce talents, so it will ask about your salary to confirm whether your offer is within the company's acceptable range.

What will you say if the interview is unsuccessful?

Those who are unsuccessful usually say: wait for the call, call you back in a few days, contact you then, or refuse directly. Basically, this is the case. If you wait for a call or wait for three days to no avail, you have not been hired.

If successful, they will usually tell you in person: When can you come to work and show you the working environment? Have you quit your job? It’s clearer than the angle, you should know!

If the answer is tactful or there is no direct answer, it is generally not appropriate to wait and continue to look for a job!

In short, don’t be discouraged and don’t wait for a call. Come on, find a suitable one! Your own work!

The interviewer’s move to hire you

Take the initiative to introduce the company

When the interviewer enthusiastically introduces the company’s relevant situation and team situation, it means that he is interested in you. Already quite satisfied. She hopes to test your willingness to join the company by introducing the company.

If she details the position information and the status of colleagues, it means that she is very optimistic about you and hopes to use various methods to attract you to the company.

Communicate salary carefully

If the interviewer is very specific when discussing salary with you and seems to care about your salary requirements, it will increase the possibility of hiring you.

When communicating with you, she will inform you in detail about the company's salary, benefits and vacation policies, hoping to give you a satisfactory salary package. Signs 2 that the interviewer doesn't want you

1. End the interview quickly

Usually an interview lasts at least 30 minutes. Interviewers who last less than 30 minutes are either going through the motions or have substandard interviewing skills.

If you pass it in a hurry, there is a high probability that this level is not an important level, but just a meeting and chat.

But if this is a normal interview and the interviewer ends it quickly, such as about 15 minutes, then it may be out of the question.

There are basically two reasons why it ended so quickly:

1. I screened the wrong resume when I screened it

There are really such fools who screen resumes. I didn't pay attention when I made the appointment. I stupidly went for the interview when the appointment came. During the interview, I looked at my resume carefully and thought: Damn it, why did I make an appointment with him? What I was thinking at the time, I quickly finished the conversation and sent him away...

So this candidate who was supposed to be screened out in the resume stage magically walked into the interview stage. Unless he has a very amazing performance, otherwise he will basically not be accepted. It will hang.

2. The ability is really not good.

If you ask a few questions and find out that you are really not good, then don’t waste your time. We are all very busy. Let’s serve tea to see the guests off!

2. During the interview, I was not satisfied with your answers

Normally, candidates will have a more objective judgment on their performance, such as answering individual questions that they did not think about at the time. Okay, even if you give random answers, the interviewer can still feel that he is not satisfied with the answer.

But this does not mean that if this happens, you will definitely fail the interview.

Having been interviewed depends on the performance of the people who entered the same stage as you. If you rank first, even if you don't answer individual questions well, you can still advance to the next round.

But this individual question needs to be an "innocuous" question. If the core questions are not answered well, such as three-dimensional issues, reasons for leaving, and other questions that have an important impact on employment and retention, it is usually a fatal move.

If there are many dissatisfaction issues, you must be especially careful. Generally, if you answer several questions in a row with average answers, you will start to feel the interviewer's impatience, and then the interview will end quickly, so you basically failed.

3. Subtly explain that you are not suitable

Generally, experienced interviewers will not refuse directly. Rejection skills are still very challenging. Therefore, generally HRs with low rankings will not reject you, but will just ask you to go back and wait for "bad" news, leaving the rejection behind.

But if it is a more important and higher-level position, your interviewer will also be a big BP or political commissar. Such people are generally confident, courageous, and do not procrastinate. Both sides are of high rank, and after a few moves, you can almost guess the result. Usually candidates have good backgrounds and excellent qualifications. It is impossible to reject them if you say they have no experience or poor ability. The most taboo thing is that you talk very well during the interview, but then suddenly reject them. It will be very difficult for the candidates. accept. Then you need to lay the groundwork during the interview to convince the candidate.

What will the interviewer do? For example, TA may ask this question: "Your qualifications and so on are very suitable, so what are your expectations for the atmosphere of the company you want to join? (Ask whether the three views are consistent)"

The candidate will introduce his expectations bla bla (such as words such as smooth and systematic), but your company is not that kind of company. At this time, you can follow the trend and say: "Our company is like this (such as this) (Words like entrepreneurship, wolf nature, and creating history) may be different from your imagination (you are not the person we are looking for)”

There is a gap between asking and expecting you, and then responding to you. It most likely implies that you should either consider accepting this contrasting reality, or let's forget about it...

Telling you the reality is to manage candidates' expectations and reduce retention risks.

For example, when interviewing for some government relations positions, all of them come from within the system. The span of joining an Internet company is very large. The candidate himself may not be aware. If you don’t tell him, he will adapt after he comes in. If not, it will be troublesome, and we will still have to recruit people at that time.

For HR who are responsible for daily recruitment, they need to be assessed on the number of offers, job recruitment cycle, channel efficiency, retention rate, recruitment cost, etc. Therefore, if this person comes in and leaves during the probationary period and the retention is poor, they will still have to take the blame.

If there is indeed a risk of appointment, then HR would rather prolong the interview and onboarding cycle to reduce the risk of later retention. Candidates who have gone through this ups and downs and still choose to join the company will most likely not resign easily. Therefore, HR is still very willing to sincerely explain the company's situation and your future work during the interview, hoping that you can come in as soon as possible to solve the problems of the business department, rather than "fooling" you to join the company quickly.

For particularly suitable candidates, HR will start the talent retention process during the interview process and before joining, such as sending some company souvenirs, holiday gift boxes, etc., hoping that even if this position is not available, it will be available in the future. Opportunity to recommend to other positions.

4. Not giving feedback for a long time

Generally, a position will give feedback on whether to enter the next round in about a week. Some companies with long cycles, such as large foreign companies and large bureaucratic factories , the waiting time within the system is slightly longer.

But if you say you will give feedback in the near future, but there is no news after a week, and no one mentions it after waiting for half a month, it is usually a sign of danger.

There are many reasons: for example, the HC is temporarily frozen, and the employment decision-maker needs to reconsider it, so it is temporarily pending, so you have to wait indefinitely.

HR is also unaware of the situation, but the interviewer for the next step has not yet confirmed the interview.

Usually if they are anxious to hire people and there are no changes, the hiring department will be more proactive. However, if they need to wait for some internal news or policies before judging whether to continue recruiting (such as adjustments to structure or division of labor, etc.), then You may be stuck in a waiting period, and it’s hard to tell how long it will take.

If there is no feedback for more than a week, you can ask HR politely without being annoying to determine the next step. If there are suitable candidates, HR will definitely want you to come in. If you don't come, they will have to recruit again, so there is a high probability that they will actively promote it. Therefore, they should be providers and helpers of information and make good use of this resource.

5. Repeatedly modify the time and set the interview time in the evening or weekend

The bigger the company, the longer the interview process, the more time you will lose, and of course, the easier it is to fail. If you fail, because any interviewer fails you, you will fail.

Therefore, if HR has changed the interview time several times, or the interviews scheduled for you are all on magical weekends or evenings, there is a high probability that he or she cannot make an appointment with the interviewer at a particularly good time because the interviewer is too busy. . This is especially true if it is an executive interview. HR can only make an appointment until Saturday night. Do you want to meet in person or not?

Once upon a time, there was a high-end position. The candidates were busy, and the interviewing executives were also busy. In the end, we made an appointment in the hotel lobby where the executives were meeting on the weekend evening, and squeezed in to eat and rest. The interview was crammed into the room in half an hour. Huh, this is something that even HRs with no wolfish temperament can't do. They are just waiting in line with you. Do you think the interview cycle can be longer...

Occasionally, it is unavoidable and not a big problem. But if this happens several times, what you need to consider is, should you go to this company? Because the internal rhythm is usually this kind of follow-up, so the interview is a two-way process, and everyone must make a choice based on the interviewer's reaction.