Job Interviews for Recruiters: 7 Criteria for Top Candidates



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There are interesting and insightful criteria for engaging and clever answers and behaviors in interviews that distinguish top candidates. To know them, facilitates and improves the selection criteria and, above all, helps to avoid expensive mistakes. 7 tips.

Job Interviews for Recruiters: 7 Criteria for Top Candidates Job Interviews for Recruiters: 7 Criteria for Top Candidates

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Here writes for you: Marco De Micheli is Publishing Director of the PRAXIUM Fachverlag in Zurich and book author specialized in Human Resource Management. Profile

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1. authenticity

Overview

Authenticity is usually a sign of credibility, authenticity, reliability, consistency.

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For authentic people or candidates, the whole appearance and all the answers and statements are authentic when rational and emotional, verbal and non-verbal, visible and invisible signals and information match.

2. ability to differentiate

Overview

Differentiated answers from applicants are balanced, call other facets and often relativise. Differentiation is often a sign of intelligence, maturity, realism, thinking and authenticity.

Especially sensitive or sensitive areas such as career motives, understanding of performance, employer evaluations, the rewriting of leadership styles etc. often require differentiated answers.

3. individuality

Overview

In the case of applicant answers, there is often the danger of receiving phrases, general phrases and interchangeable standard answers.

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The candidate repeats word for word core requirements from the job advertisement or parrots recommendations from management textbooks or job application guides. In such cases, an interviewer is entitled to follow-up. Candidates who respond intelligently and intelligently provide typical and individual answers.

4. concretization assets

Overview

Answers can be very general, meaningless and bland. The more concrete and specific candidates are able to answer, the more credible they are.

They also distinguish themselves as good listeners and have the decency and ability to satisfy the interviewer's need for useful information.

5. Substance and content of answers

Overview

Good answers are also characterized by substance and substantial information. This shows a candidate, among other things, that he through a thorough preparation for the interview on the Company and the place is well informed.

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But also intelligence, expressiveness and thoughtful and well-thought-out answers enable the desired substance and the important information content for the interviewer.

6. Emotional intelligence

Overview

Emotionally intelligent answers say a lot about

  1. The self-perception: How does the candidate recognize and see himself?
  2. The self-management: How to manage life and work) Self-motivation (What drives him, how does he motivate himself
  3. Empathy: How much does he go into the interviewer and can relate to his situation and that of other people and
  4. Meaning, values, visions: What motivates him, what he does, what are his basic and vital values.

7. Smart questions and frequent inquiries

Overview

Applicants who seek good answers often ask what is meant, what the issue relates to, what area it concerns, or what the circumstances or conditions are.

Such inquiry allows them to give more precise and concrete answers and shows that they are thinking about the question asked and would like to answer it exactly. Top candidates also ask no questions about coffee breaks and holidays, but are interested in prospects, tasks and learning opportunities.

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  1. Marek P.

    Oh, that's how human resources work for the candidate selection. Very interesting insight.

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