How to explain that your interview is basically "cold"

How to explain that your interview is basically "cold"

How to explain that your interview is basically "cold"? When something happens, you can say that your interview failed, for example, you didn't receive the notice within one week after the interview, or the interview ended too quickly. Let's see how to explain that your interview is basically "cold".

How to explain that your interview is basically "cold" 1 signal 1: I didn't inform you one week after the interview.

Cool degree: ★★★★★★★

Some job seekers may have encountered this situation: they feel that the interview is not bad, and they can talk to the interviewer for a few words, but they have not heard from the interviewer for a week. Is there no hope?

Job seekers who have looked for a job know that under normal circumstances, HR will inform job seekers within one week after the interview. If the job seeker meets the recruitment requirements of the company, HR will try to reply to the other party within three days; If the applicant is reluctantly accepted by the company, HR will give itself some time to continue recruiting suitable talents, so such a person will give a reply within one week.

Summary: According to the survey data of 51 Education, over 90% of adults think that if they don't receive the notice from the company after one week of interview, it means that the interview ends in failure. Most job seekers generally wait for 3 days to be notified 1 week.

Of course, this is not absolute. Different companies have different evaluation criteria and approval processes for talents. If job seekers are eager to know the answer, they might as well call for advice.

On the one hand, you can let the interviewer know your enthusiasm for this position, on the other hand, you can seize the precious job-hunting time and put more time and energy into other positions.

Signal 2: The interview ends in five minutes.

Cool degree: ★★★★★

If you have an interview that ends in five minutes, prepare for the next interview. The interview time is too short, the pure interview time is less than 5 minutes, which shows that the interviewer is not interested in your situation and does not want to know more.

What the hell is going on in this situation? In fact, HR is not idle. It is possible that your resume is average, neither good nor bad, basically in line with the position, but not brilliant. We can only interview to see the specific situation. After a few words, HR found that you have no characteristics and advantages, and basically you are not interested. However, we still have to go through the motions and procedures, so that neither side will be too embarrassed.

Summary: This situation shows that your resume may have just passed, just enough to be called for an interview, but there is nothing particularly noteworthy. But it doesn't matter. Some people say that you should "hide half and reveal half" when doing a resume.

You got the interview, which is actually the first step to success. The fault is not in your resume. The key is your performance in the interview. If you "hide something" like a resume during the interview, and the features are not clear enough to make people completely forget your advantages, it is your mistake.

When introducing yourself, you can show your advantages that are particularly suitable for this position, and describe some deeds that cannot be fully displayed on your resume, and these deeds can also reflect your personal abilities and characteristics. In short, you should arouse HR's interest in you again and leave a good impression on you in his mind.

Signal 3: The interviewer belittles his company.

Cool degree: ★★★★

Do you feel confused when the interviewer talks about a lot of shortcomings of the company? Don't think too much, the interviewer is just not satisfied with you.

As the representative of the company's image, the interviewer shoulders the great responsibility of selecting talents for the company and will not easily belittle his company in front of a job seeker.

If this happens, there are only two possibilities: 1, hoping to reduce your salary, to tell the truth, let you give up the idea of making demands, so as not to waste everyone's time; I'm not interested in you. I hope you can return it.

Conclusion: This kind of situation is generally rare, but it can't be treated casually. In today's competitive world, there is no guarantee that this is also an emotional intelligence test. If you can hold back such words, you can show your honor and disgrace.

Signal 4: The interviewer "finds fault" and makes things difficult.

Cool degree: ★★★

What should you do when you meet all kinds of interviewers? Laugh it off, but you are sulking. Go back on the spot, a pair of no self-restraint. Why do interviewers always find fault?

Does the interviewer's attitude towards your "finding fault" change from the beginning of the interview or from the middle? If you feel that the interviewer is deliberately making things difficult from the beginning of the interview, you can't rule out the possibility that the interviewer has personal subjective emotions. It is also a good thing that companies with unprofessional interviewers don't go. If the interviewer starts giving you a hard time, it may be a "stress interview" to test your psychological quality and on-the-spot reaction.

Conclusion: In the latter case, you should be glad that this is a good opportunity to reverse the bad impression of HR on you. You answered well and acted properly, and you are not far from successfully getting this position! To put it bluntly, it is also a test. It depends on whether you are smart enough to understand the true meaning. If you just spit and complain blindly, then failure is inevitable.

Signal 5: The interviewer doesn't talk about work at all.

Cool degree: ★

In an interview, we talked about everything except work. The interviewer asked about the situation at home, talked about the commuting distance, cared about your hobbies, and changed the subject to talk about several recently released movies. Is it cold?

Obviously, "chat interview" is also a common interview method. Because the relaxed atmosphere can better reflect the interviewer's true character and ability. However, if the whole interview process has nothing to do with the company, job or position, it is very likely that the company has recruited the right candidate, but it cannot cancel the interview arrangement that has been notified. So, you are just going through the motions.

Tip: You can berate the interviewer for being unfair, but you can't. Once the candidate is too good to consider others, you can only sigh that you are "one step late".

However, treat every interview as a test and every conversation with the interviewer as a test. I believe you will always be the best candidate.

How to explain that your interview is basically "cold" 2 1 depends on the appointment process and interview time.

If HR calls to tell you the specific interview time, but it's delayed for two days, and tells you to come back another day two days before the interview ... then don't expect too much from this interview. Changing the interview time again and again shows that HR is not so eager to communicate with you, and you are not necessarily the right candidate for them.

If HR or the hiring manager only talked to you for a few minutes or ten minutes during the interview, it may also mean that you failed in the interview-the interviewer didn't want to get to know you better. Of course, if it's the final interview, meeting with the boss or executives and chatting for more than ten minutes means that you have basically been recognized, so don't worry.

2. Look at the tone of the interviewer in the chat.

If during the interview, the interviewer's tone takes a turn for the worse and the enthusiasm of the conversation drops, then you are likely to be "cold".

Professional interviewers will hide their true emotions, and the enthusiasm for conversation will not drop too obviously, but you can still detect clues from the interviewer's tone, expression and content. For example, some interviewers are interested in your education or work experience and will ask more questions. But when you talk about specific projects, your answer is not too relevant, and the interviewer is not so excited. He just nodded formally, indicating that he is not satisfied with your work experience.

3. Look into the interviewer's eyes while chatting.

Pay attention to the interviewer's eyes when interviewing. If he is interested in you, he will make eye contact with you, and his eyes will move with your movements or look at you intently. If he is not very interested in you and just deals with it, then his eyes will focus more on his resume or do other thinking. For example, sometimes the interviewer keeps a polite smile at you, but his eyes are blurred, which is basically "cold".

4. Look at the topics you talked about in the interview

Generally speaking, when HR interviews professional departments, there will be some routine interview questions, such as asking you to introduce yourself, describing your work experience, asking some work-related things and so on. During this conversation, if the interviewer is interested in you, he will gradually dig deeper and ask some specific details. If the interviewer only asks some seemingly open-ended questions, if you answer them casually, they will change the subject, which means they are not very interested in you.

This can also be subdivided into two situations:

(1) Everything started smoothly, but you didn't answer a key question well, the interviewer suddenly lost interest, and then ended the interview as soon as possible, which was basically cold.

(2) It looks good on the surface. You think both you and the interviewer think you have a good chat. But in the end, the interviewer actually just said some polite words, such as asking your thoughts regularly, and did not discuss with each other on key issues such as salary. This means that you may have failed.

5. Look at the interviewer's reaction and words at the end of the conversation.

At the end of the interview, the interviewer usually asks some questions, such as personal expectations of salary. You can answer the questions he asked you, and at the same time you have discussed and asked questions about this question two or three times, which shows that the interview is quite promising. If the interviewer will make some in-depth records of your answers, it also means that the results will be good.

If the interviewer reveals some tendentiousness at this time, such as when you can join the job and whether you can adapt to working overtime frequently, it means that you are likely to pass. However, it depends on who is the interviewer who said this. If it is said by HR, it may just be a normal interview process; If you are a department head, it means that he is more interested in you; If that's what the executives say, you can basically rest assured.

If the interviewer always emphasizes difficulties and various unfavorable factors at the end and increases the workload and difficulty of the work, it is likely that you will be "cold". An executive friend went to an interview before, and the first three rounds were very good. But in the end, the company may have found a better candidate, but it is not easy to refuse directly here, so it was interviewed again. Company executives keep asking: Our work is very difficult and there are many problems to be solved. The reason why I emphasize this point is that I hope candidates can retreat from difficulties, which is actually a cold performance. At this time, you can only explain that you have the opportunity to cooperate again in the future.

6. See the interviewer's reaction after the interview.

After the interview, wait patiently for the other person's response. Generally, those who don't send messages within three or two days are basically "colds." Because in a company with strong execution, there will be feedback results within one day. If there is no result, you may have been eliminated!

To sum up, it is a very effective and simple method to learn to read words and find clues in the interviewer's behavior to judge whether his interview is successful or not.