Interview skills of hotel management major. Related issues. And answer

No one can guarantee that there will be no mistakes in the job interview. It's just that smart job seekers will constantly correct their mistakes and mature. However, some mistakes in the interview are inevitable for some quite smart job seekers, and we have the right to call them "advanced" mistakes. The author summarizes the experience of human resource management of multinational companies in the past 10 years and lists twelve common "advanced" mistakes for readers' reference.

First, not good at breaking the silence.

At the beginning of the interview, the applicant is not good at "breaking the ice" (English literal translation, that is, breaking the silence), waiting for the interviewer to open the box. During the interview, the candidates were unwilling to take the initiative to speak because of various concerns, which led to silence in the interview. Even if you can barely break the silence, the pronunciation and intonation are extremely blunt, which makes the scene even more embarrassing. In fact, whether before or during the interview, the interviewer will take the initiative to say hello and talk, which will leave the interviewer with a good impression of being enthusiastic and good at talking to people.

Second, "befriend" the interviewer

Interviewers with certain professional qualities are forbidden to befriend candidates, because the relationship between the two sides is too casual or too tense during the interview, which will affect the interviewer's judgment. Too much "making friends" will also objectively prevent candidates from presenting their professional experience and skills well in a short interview time. Smart candidates can give one or two well-founded things to praise the recruiting unit, thus showing your interest in this company.

Third, influenced by prejudice or prejudice.

Sometimes, your understanding of the interviewer before attending an interview or the negative comments of the employer will affect your thinking in the interview. Interviewers who mistakenly think they look cold are either strict or dissatisfied with the candidates, so they are very nervous. Sometimes, the interviewer is a young lady who looks much younger than herself, and she begins to whisper, "How can she be qualified to interview me?" In fact, in the recruitment interview, a special procurement relationship, as a supplier, candidates need to take the initiative to face different styles of interviewers, that is, customers. A real salesman can't choose his own attitude when facing customers.

Fourth, make a generous speech, but you can't give examples.

When a candidate talks about personal achievements, specialties and skills, once a clever interviewer asks, "Can you give me one or two examples?" Candidates are speechless. And the interviewer just thinks: facts speak louder than words. In the interview, if the applicant wants to win the trust of others with his so-called communication ability, problem-solving ability, teamwork ability and leadership ability, there are only examples.

Verb (abbreviation of verb) lacks positive trend.

Interviewers often mention or touch on things that embarrass candidates. Many people are red-faced, or evasive, or lying perfunctory, rather than honest answers and positive explanations. For example, the interviewer asked: What changed jobs three times in five years? Some people may say how difficult the work is and why the superiors don't support it, instead of telling the interviewer that although the work is difficult, they have learned a lot and matured a lot.

Six, the loss of professional style

Some candidates did well in all aspects during the interview, but once they were asked about their current company or previous company, they would angrily attack the boss or company and even abuse them. In many large international enterprises, or in front of professional interviewers, this kind of behavior is very taboo.

Seven, not good at asking questions

Some people ask questions when they shouldn't, such as interrupting the interviewer in an interview. Some people are not prepared enough to ask questions before the interview, and they don't know what to say when it's their turn to ask questions. In fact, a good question is better than countless words in the resume, which will make the interviewer sit up and take notice.

Eight, fuzzy personal career development planning

For personal career development planning, many people only have goals and no ideas. For example, when asked, "What is your career development plan for the next five years?" At that time, many people will reply, "I hope to be the national sales director within five years." If the interviewer then asks "Why?" Candidates often feel puzzled. In fact, any specific career development goal is inseparable from your assessment of your current skills and the rough skill development plan that needs to be drawn up in order to be competent for your career goals.

Nine, pretend to be perfect

Interviewers often ask: What is your weakness in character? Have you ever suffered setbacks in your career? Some people will not hesitate to answer: no, in fact, this answer is often irresponsible to themselves. No one has no weaknesses, and no one has never suffered setbacks. Only by fully recognizing one's own weaknesses and correctly recognizing one's own setbacks can one mold a truly mature personality.

X. be "introduced into the urn"

Interviewers sometimes evaluate candidates' business judgment and business ethics. For example, after introducing the company's honest and trustworthy corporate culture or simply not introducing anything, the interviewer asked, "As a financial manager, what would you do if I (the general manager) asked you to evade taxes within 1 year?" If you scratch your head and come up with a plan for tax evasion on the spot, or if you are full of ideas, you will immediately list a lot of plans, all of which prove that you are trapped by them. In fact, in almost all large international enterprises, obeying the law is the most basic requirement of employees' behavior.

XI。 Ask about salary and benefits voluntarily.

Some candidates will take the initiative to ask the interviewer about the salary and benefits of the position at the end of the interview, and the result is that haste makes waste. Interviewers with human resources professionalism are taboo to this kind of behavior. In fact, if the employer is interested in a candidate, it will naturally ask about his salary.

Twelve, I don't know how to end it.

At the end of the interview, many job seekers will be incoherent and at a loss because of the excitement of success or the fear of failure. In fact, at the end of the interview, as a candidate, you might as well: express your understanding of the position you are applying for; Tell the interviewer enthusiastically that you are interested in this position and ask what the next step is; Smile and shake hands with the interviewer, and thank the interviewer for his reception and consideration.