in the job interview, no one can guarantee not to make mistakes. 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 in multinational companies in the past 11 years, and lists twelve common "advanced" mistakes to learn from readers.

1. Not good at breaking the silence

At the beginning of the interview, the candidate is not good at "breaking the ice" (English literal translation, that is, breaking the silence) and waits for the interviewer to open the dialog box. During the interview, the candidate was unwilling to speak on his own initiative because of various concerns, resulting in a silence in the interview. Even if we can barely break the silence, the pronunciation and intonation are extremely stiff, which makes the scene even more embarrassing. In fact, whether before or during the interview, the interviewer will take the initiative to greet and talk, which will leave the interviewer with a good impression of enthusiasm and good at talking with people.

Second, "befriend" with the interviewer

An interviewer with certain professional qualities is forbidden to befriend the candidate, because too casual or too nervous relationship between the two parties in the interview will affect the interviewer's judgment. Too much "befriending" will also objectively prevent candidates from making a good statement of professional experience and skills in a short interview time. Smart candidates can cite one or two well-founded things to praise the recruiting unit, thus showing your interest in this company.

3. Being influenced by prejudice or prejudice

Sometimes, what you know about the interviewer before attending the interview, or the negative evaluation of the recruiting unit will influence your thinking in the interview. The interviewer who mistakenly thinks that he seems to be cold is either strict or dissatisfied with the candidate, so he is 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 special procurement relationship of recruitment interview, as a supplier, candidates need to actively face different styles of interviewers, that is, customers. A real salesman can't choose his attitude when facing customers.

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

When the candidate talks about personal achievements, specialties and skills, once the clever interviewer asks, "Can you give one or two examples?" Candidates are speechless. And the interviewer just thinks: facts speak louder than words. In the interview, if the candidate 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.

5. Lack of positive attitude

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

6. Loss of professional style

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

7. Not good at asking questions

Some people ask questions when they shouldn't, such as interrupting the interviewer during 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.

VIII. Vague about personal career development plan

Many people only have goals and no ideas about personal career development plan. 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 can't be separated from your assessment of your current skills and the rough skill development plan you need to draw up to be competent for your career goals.

9. Pretend to be perfect

Interviewers often ask: What are your personality weaknesses? Have you ever suffered setbacks in your career? Some people will not hesitate to answer: no. In fact, this kind of answer is often irresponsible to oneself. No one has no weaknesses, and no one has not suffered setbacks. Only by fully recognizing one's weaknesses and correctly recognizing one's setbacks can one create a truly mature personality.

11. Being "led into the urn"

Interviewers sometimes assess the 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 by RMB 11 million within 1 years?" If you scratch your ears and scratch your cheeks and think about tax evasion schemes on the spot, or if you are full of ideas, you will immediately list a lot of schemes, all of which prove that you have been trapped by them. In fact, in almost all large international enterprises, obeying discipline and law is the most basic requirement of employees' behavior.

Xi. Proactively inquire about salary and benefits

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

12. I don't know how to end it

Many job candidates will be incoherent and at a loss at the end of the interview 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; Shake hands with the interviewer with a smile and thank the interviewer for his reception and consideration.