The misleading of the applicant is discouraged
Christoph Athanas wrote in his differentiated comment: Such questions do not lead to the fact that you really learn more about your candidates, but that they perceive the interviews as incomprehensible, and then just close them and withdraw from the socially socially desirable behavior. Only to the loosening up and with good Anmoderation some of the questions above are to be used. Otherwise, I strongly need to advise against it, because without requirement and unprofessional. Candidates in the interview should be partners and not volunteers ...
Refreshed responses are standard
But how exactly do you win your applicants as a partner? That's not as easy as it sounds: job application training is not only taking place in schools today, but also at universities.
In the meantime, every applicant knows which answers to standard questions and which ones are less liked to hear. By doing so Company ready-made and rehearsed answers, which usually says very little about the person.
It remains questionable whether this question-answer game is the right way? The added value of rehearsed interviews, which run according to the schema F, can not be effective. After all, it means that the job market has changed and that the shortage of skilled workers means that companies have to apply to qualified employees.
But where are the business advisers? How do companies behave contemporaneously in job interviews? A simple and fundamental approach is to look at candidates not just as candidates, but as partners.
How diverse applicants are is often not recognized!
It is often forgotten that candidates slip into the applicants' role in the application process. This, however, is only a facet of the candidate and is not necessarily the same as the role of the employee, the colleague or the supervisor.
No matter how fancy the questions of the companies are or which tricks are used, if interviews are conducted in such a way that candidates find themselves exclusively in the candidate role, you only get to know this one facet.
Machine or man?
"You can develop and train qualifications and skills with an employee. The personality, on the other hand, is given. That's why the key to long-term collaboration is that companies and applicants are a great match, "this quote comes from one of our clients.
And yet, many companies are engaged in job interviews as if they were testing machines for their abilities.
More than just querying skills
When we were recruiting an engineer, we had to see that the technical director did not look at the candidate in the face of an hour and a half of the interview, but rather tested it as a machine for their skills in comparison to other machines.
It was a questioning of the candidate on a purely chronological and professional level without dialogue and without personality. You can guess. It was the candidate who, after the discussion with the company and the technical director as a superior, decided. Sure an extreme example, but how often does something similar happen in companies?
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