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Better work, information as desired: We give you the information you really need and are committed to a better and more ecological working environment. When Book Publisher Best of HR – Berufebilder.de® with Unique Book Concept and eCourses we offer over 20 years of experience in Corporate Publishing - with Clients like Samsung, Otto, Governmental Institutions. Publisher Simone Janson also heads the Institute Berufebilder Yourweb, which awards scholarships and belongs to one of the top 10 female German bloggers, referenced in ARD, FAZ, ZEIT, WELT, Wikipedia .

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photo 500x500-pixelMarco De Micheli is the publishing director of the PRAXIUM specialist publishing house in Zurich, which specializes in human resource management, and is a book author. De Micheli previously worked in product management personnel and marketing at various publishers, was head of the new media department at WEKA-Verlag in Zurich for several years and also collected editorial work Experience in the field of HR. His work focuses on practical and implementation-oriented specialist information for HR practitioners and managers. He is also the author of three books on employee interviews and employee motivation. More information at www.praxium.ch All texts by Marco De Micheli.

Job Interviews for Recruiters: 7 Criteria for Top Candidates

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.

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1. authenticity

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

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

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.

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3. individuality

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

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

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

Good answers are also characterized by substance and substantial information. A candidate shows this, among other things, by thoroughly preparing for the interview about the Company and the job is well informed.

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

Emotionally intelligent answers say a lot about

  1. The self-perception: How does the candidate recognize and see himself?
  2. The self-management: How is life and work managed) 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. Sense, Values, visions: What motivates him, what he does, what are his basic and vital values.

7. Smart questions and frequent inquiries

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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One response to "job interviews for recruiters: 7 criteria for top candidates"

  1. Marek P. says:

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

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