Job Interview: Spontaneity and Sincerity... Two Decisive Assets
2 November 2010
Read by 1599 persons
Opinion by Fouad Najeddine, HR Director of Centrelec Maroc.
Generally, candidates have three to four interviews. They are evaluated by HR, operational managers, and senior management. This allows for the confirmation of different opinions.
It is also true that, in terms of interviews, some questions are part of the hiring logic. But others may seem unrelated to the purpose of the interview and sometimes only aim to measure the candidate's ability to react to the unexpected or get out of a dead end. In any case, I always try to evaluate the person and not try to trick them. If the candidate is always frank in their answers, whatever they may be, they are more likely to be credible. It should also be emphasized that the qualities sought in a candidate are multiple, but we can target key criteria for success in the process. I would cite as an example intellectual curiosity. This involves the ability to gather information about a sector of activity, a company, a position. I have had candidates from abroad, particularly from Canada, who had this reflex and knew perfectly the names of the directors of our company, our market positioning, our competitors... I was pleasantly surprised by these attitudes.
There is also the question of the ability to project oneself long-term into one's choice of position or company. This requires self-reflection to develop one's project. For example, I have had candidates who were interested in the company's integration process even before being selected, particularly if the company had a welcome booklet, a support process, a training program... This demonstrates their level of commitment and responsibility towards the company.
Another important rule for candidates is to maintain their spontaneity and sincerity. Too often, candidates are trained on job search techniques, interview techniques... But in fact, they don't know how to manage these phases. I have sometimes had candidates who would start the interview at full speed before I even asked them questions. Similarly, using too much gesturing kills spontaneity.
Finally, avoid excesses in terms of dress code or appearance.
Showing off your car keys or your latest smartphone is unprofessional. A job interview is nothing like a date.
Published September 6, 2010
Posted online November 2, 2010
lavieeco.com
Generally, candidates have three to four interviews. They are evaluated by HR, operational managers, and senior management. This allows for the confirmation of different opinions.
It is also true that, in terms of interviews, some questions are part of the hiring logic. But others may seem unrelated to the purpose of the interview and sometimes only aim to measure the candidate's ability to react to the unexpected or get out of a dead end. In any case, I always try to evaluate the person and not try to trick them. If the candidate is always frank in their answers, whatever they may be, they are more likely to be credible. It should also be emphasized that the qualities sought in a candidate are multiple, but we can target key criteria for success in the process. I would cite as an example intellectual curiosity. This involves the ability to gather information about a sector of activity, a company, a position. I have had candidates from abroad, particularly from Canada, who had this reflex and knew perfectly the names of the directors of our company, our market positioning, our competitors... I was pleasantly surprised by these attitudes.
There is also the question of the ability to project oneself long-term into one's choice of position or company. This requires self-reflection to develop one's project. For example, I have had candidates who were interested in the company's integration process even before being selected, particularly if the company had a welcome booklet, a support process, a training program... This demonstrates their level of commitment and responsibility towards the company.
Another important rule for candidates is to maintain their spontaneity and sincerity. Too often, candidates are trained on job search techniques, interview techniques... But in fact, they don't know how to manage these phases. I have sometimes had candidates who would start the interview at full speed before I even asked them questions. Similarly, using too much gesturing kills spontaneity.
Finally, avoid excesses in terms of dress code or appearance.
Showing off your car keys or your latest smartphone is unprofessional. A job interview is nothing like a date.
Published September 6, 2010
Posted online November 2, 2010
lavieeco.com
