Question by secret
It would seem that the question "have you ever had to perform tasks that were too difficult for you? " is not so difficult, and you can always withdraw from the conversation, saying that all your actions on the previous work was well within the scope of functionality. But, on the other hand, selecting from their working life suitable case, you can earn extra points and to win the recruiter. So before you respond, you need to understand why this and similar questions. So, here are the five main reasons:
1. To establish how the candidate sees the limit of its possibilities, to learn the extent of his ambition;
2. To understand how it responds to emergency situation, how to cope with difficult tasks;
3. To find out some psychological characteristics - whether he is inclined to soul-searching and reflection, or, on the contrary, perceives all superficial;
4. To determine the truth - in such moments always clearly visible empty bluster;
5. And finally, to give the candidate the opportunity to "self": understanding the level of requirements, the applicant can refuse work, and it's better if it happens on stage interviews, what it turns out later, when the specialist will be recruited.
Svetlana Kataeva, managing Director of recruitment company AVRIO Group Consulting, believes that if during the interview the candidate is asked to talk about any difficult situation that he had to look, I do it for a specific example to see, how it manifested itself in unusual circumstances and, accordingly, to understand how he can do in the future. "Because the cases in the interview involve artificially created cases, the answers can also be more socially desirable, and when the applicant is asked to recall the working time of his actual experience, there is a good chance that he will present information reliably. This allows you to project the behavior model of the candidate on the proposed vacancy. From this story it will be easy to find out, walked over whether applicant to the job with enthusiasm or similar requests from his burdened; secure if he, if you did not pre-sure of the result; discussed whether their actions with management, when the problem was solved; did some conclusions and t. n."
Double bottom
There is an opinion that asking such a question, the employer immediately implies that the position claimed by the candidate, calls for further career growth. So, if you are not going to do their own promotion, and want to remain within strictly limited functionality, such conversation must be the signal of the mismatch of your claims vacancy.
"This question is asked in order to verify the readiness of a person to the professional development, as well as to evaluate its backup capabilities, says Anastasia Petrova, consultant recruitment Recruitment company Pride Consulting Group. - If the specialist has received and accepted a complicated order, tried to cope with them, even if not very successfully, he already has experience beyond their professional competence. This suggests that he is able to find ways to solve difficult problems and, as a consequence, ready to move to a higher level. Identifying this potential, the employer may offer the candidate a more complex operation.
For example, one of our candidates for the vacancy monitor clinical studies during the interview, said that in addition to the main work, still writes articles for industry publications. This attracted the attention of the employer. The applicant was offered another position with a broader and more interesting this specialist functionality.
To answer necessarily
What to do if you did not put the really hard problems, but you want to get this place? We must try to think of some emergency situation, Abraham, etc., while noting that, although the problem was not too difficult, it is still beyond your functionality, and you cope with it. You can also add what you like to solve non-standard problems, of course, if this is true.
"No example will push the recruiter on the idea that you don't know how to react quickly, to build prichina-effect relationships and/or to analyze their own experience, because it is unlikely that during the whole labor experience you never find themselves in difficult circumstances, " explains Svetlana Kataev. Therefore, it is best to recall any that come to mind the situation at work, than to say that nothing like that happened or you are unable to remember anything now. Please note that your story should contain not just a description of events, but also information about the conclusions that you've made for yourself".
Up!
If your task is to find a job, which in the long term you would have received a leadership position, you should talk about when you demonstrated organizational skills or something helped her supervisor. Those who are single or constantly had to schedule the work, to distribute the load between employees, to search the premises for the new office, to plan for the relocation, make suggestions, correcting the work of the Department or coordinating several departments, etc. already quite ready to increase. But to take on a responsible post of a person without direct management experience, the employer will hardly dare, so he will select promising candidate, will appreciate it as a line employee, and then we will decide about his career.
As an example, consider this situation. Marina R. came to apply for the position of tourism Manager. Although directly in the Declaration and not mentioned, but it was expected that the selected candidate had to take the position of the head of one of the countries, therefore, the preference was given not just successful salespeople, and people possessing the necessary potential. Acting head soon was promoted, the rest of the Department staff were excellent performers, but with managerial functions would not have coped, so all hope is pinned on the newbie.
At the interview the HR specialist asked the applicants, have you ever used them to solve unexpected, unusual tasks. Marina said case from his practice: the Director of the company where she worked, had commissioned her to do promotion for the website, up to this time not bringing any benefit. How many Marina nor tried to convince the boss that this can be done only by specialists, that insisted. Then the girl went to work. She broke standing in front of her problem into several parts: the cast of appearance of the site in a convenient and functional form, filling it with interesting content and promotion. After which attracted some members of the Department and simply acquaintances who who by the Board, who actually helped her to complete the task. Of course, after that the website has not begun to bring some huge rewards, than she confessed to the recruiter, because it still requires substantial funding, but, at least, began to help in the work with clients. Moreover, Marina added that this additional burden she even liked it, because she has gained not only valuable experience, but became more confident as were able to complete the assignment, is not provided for its functionality, but still be connected to my other colleagues. After the girl passed the probationary period for the position of sales Manager and successfully adapted to the team, she was appointed head of.
Interview preparation and thinking through answers to some standard questions - this is not an attempt to deceive the recruiter to get a job at any price. On the contrary, these reflections allow the development to move forward. People, analyzing their previous employment details, reminiscing about their mistakes and achievements, are ready to discuss them during the interview demonstrates the ability to develop. Use your experience and your career will move much faster.
Source:
Planet HR
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