For a candidate, what is the difference between a successful job interview and a job interview missed?
Assume that two candidates of equal training and experience are interviewed for the same position. 2 have all met with the same recruiter. For the first, the recruiter shall grant to the second, unfortunately it will go no further, the candidate was a bad day certainly ...
Having passed interviews hundreds of candidates, I found that I consistently responded positively to those who have succeeded in making me "take action", ie say they have given me the interest and the desire that motivated me to speak positively and enthusiastically about their candidacies for my clients.
The successful candidate is one who is capable of transferring the sincerity, interest, motivation, enthusiasm, or of any Another positive emotion. The candidate who has missed about him transferred negative emotions (indifference, fear, sadness, boredom, etc. ...).
is a positive emotion to action, a negative emotion, ever. A successful interview is to use emotional intelligence effectively.
A definition of emotional intelligence: "ability to perceive and express emotions, to be integrated to facilitate thought, understand and reason with emotion, and regulate emotions in self and others. "
One component of this intelligence is empathy that is the 'ability to share emotions with others, without confusion between self and other."
How to turn your emotional intelligence and motivate a recruiter?
By applying the method IDEAL :
This method is not a technique but an attitude to adopt.
Before each interview saying - you this and APPLY - IT!
I D ecides to act With E mpathy by A sking questions and L istening
Let " I decide to act with empathy by asking questions and listening to "
Ask questions (sincere and honest) keeps control of a conversation, listen (not pretend) to direct a conversation and show that we are interested in his interlocutor.
The best candidate is not the one who talks the most, but one who will convey a good energy and positive emotions in his words and attitude.
Motivating a recruiter is not about selling themselves by shoplifting from all the advantages that we can have.
Do not like this (bad) car salesman that presents all the features and great options for a car EXCEPT the one that will make you take action, that is - to - tell you commit by signing an order form!
Ask
therefore THE question nobody ever asks, but you will necessarily out of the lot:
Candidate: "Mr. Recruiter for this position, could you describe what is you think the candidate IDEAL ? "
> LISTENING
Recruiter: " For this position the candidate IDEAL should have the following qualities: "
- Grade A Grade B
- Quality C
- Etc ...
Candidate: "Of all these qualities, what do you think is MOST IMPORTANT ?"
> LISTENING
Recruiter: "Without NO DOUBT , quality B
Candidate: "I'm Grade B, because (prove with facts, experience, training, experience) and secondly I A quality also, because the quality ...... and C, because ......
> PASSAGE TO ACTION
Candidate: "Mr. Recruiter, in this case, how can - we consider the following events?
Test is powerful and it works!
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