frequently stump college studens. These include impetus, ramshackle, lucid, advocate, derelict, satire,
brevity, novel, and afflicted vs. Afflict, these "potholes in echanges" turn of recruiters. When sking you a
questionabout working in teams, you will speak of us, we, and our, if you work better aloe (perhaps this
is your preference), you will speka of I, me, and mine.
Succesful interviewees are honest,sincere, and ethical in all that they do during interviews. They are not
evasive. They provide responses that appear to be unscripted and unrehearsed. They do not provide
answers that merely sound good. Beware of internet sources that purport to ooffer sure-fire answers
that will impress all recruiters. There is no single correct answer to any question. Five different
interviewers from the same orgaization may seek different answers to the same question.
Succesful interviewees are enthusiastic and dynamic. They show interes in this poition with this
organization. They speak positively about their education and experience . THey demostrate the
characteristic of the organization's ideal applicat profile through interpersonal communication
skills,answer,questions adn actions. They know when to follow up questions with questions, paraphrase
questions in their own words, ask for clarification, and seek more information or background.
Michael skube, profesor bidang jurnalistik, telah menemukan sejumlah kata-kata sederhana dan
umum yang sering membuat mahasiswa bingung. Ini termasuk dorongan, ramshackle, jernih,
advokat, terlantar, sindiran, singkatnya, novel, dan tertindas vs Penderitaan, pergantian
perekrutan "lubang-lubang dalam gema" ini. Ketika memberikan Anda pertanyaan tentang
bekerja dalam tim, Anda akan berbicara tentang kami, kami, dan kami, jika Anda bekerja dengan
lebih baik (mungkin ini adalah pilihan Anda), Anda akan melihat saya, saya, dan saya.
Orang yang diwawancarai yang berhasil adalah jujur, tulus, dan etis dalam semua yang mereka
lakukan selama wawancara. Mereka tidak mengelak. Mereka memberikan tanggapan yang
tampaknya tanpa naskah dan tanpa latihan. Mereka tidak memberikan jawaban yang hanya
terdengar bagus. Waspadalah terhadap sumber-sumber internet yang dimaksudkan untuk
menawarkan jawaban pasti yang akan mengesankan semua perekrut. Tidak ada jawaban yang
benar untuk setiap pertanyaan. Lima pewawancara berbeda dari organisasi yang sama dapat
mencari jawaban berbeda untuk pertanyaan yang sama.
Orang yang diwawancarai yang sukses antusias dan dinamis. Mereka menunjukkan minat dalam
posisi ini dengan organisasi ini. Mereka berbicara positif tentang pendidikan dan pengalaman
mereka. Mereka mendemostrasikan karakteristik profil aplikasi ideal organisasi melalui
keterampilan komunikasi interpersonal, jawaban, pertanyaan, dan tindakan. Mereka tahu kapan
harus menindaklanjuti pertanyaan dengan pertanyaan, memparafrasakan pertanyaan dengan kata-
kata mereka sendiri, meminta klarifikasi, dan mencari lebih banyak informasi atau latar
belakang.
Responding Unsuccesfully
Unsuccesful interviewees play passive and limited roles in both openings and closings. They do not
identify with the needs of the organization. perhap bcause they know little about either the position or
the organization, and show little interest or enthuasism in this position with this organization.
Interviewees appear uncertain about the kind of position they want or where they plan to b in the
future. They eem to have unclea or unrealistic goals. During the closing, they do not ask for the position.
Unsuccesful interviewees are evasive or appear to be trying to tell recruiters wht they think recruiters
want to hear.. Perhaps they are tryng to give the perfect answers they founf on the internet.Being
evasive may lead the recriter to see the interviewee as dishonest. Unsuccesfull interviewees are
inflexible in the position they want and seem unwilling to bend a little to fit this position or
organizational need and desires.
Unsuccesful interviewees exhibit poor attitudes. They seem pessimistic aout their future and wether
they will be considered fairly. Applicants may badmouth former employers or disparage their school and
the educations they received. Recruiters know that if an apllicant badmouths a former employer, they
will get this treatment next if they hire this person. Applicants may appear arrogant or cocky and their
verbal and non verbal messages communicate they believe the recruiter is very fortunate to have an
opportunity to interview them.
Unsuccesful intervieweeshave poor listening and thinking skills and blurt outanswers they will regret.
They use their mouth instead of their head. For example, when asked " why should i hire you? one
applicant replied that he would be a great asset to the company softball team while another saidhe was
bored watching TV. Every recruiter can relate interview ending comments suh as the following.
Sorry for yawning : I ussualy sleep until my soap operas are on.
I am quitting my job because i hate to work hard. My resume might look like I am a job hopper. but I
want you to know that i never left any of thoose jobs voluntarily. Recruiters also tell stories of hard hard
to believe acions during interviews such as these : An aplicant stretched out on the floor to fill out the
aplication form.
An applicant wore an ipod and said she could multitask during the interview.
An applicant said she had not had lunch and proceeded to eat a hamburger and fries during the
interview.
When asked about his hobbies, an applicant stood up and danced around the office. When an alarm
clock went off in his briefcase, the applicant shut it off and asked the interviewer to hurry up with his
quetions because he had to leave for another interview.
As the saying goes, "Dont be a statistic. Think about what you are saying and doing. Unsuccesful
interviewwws have poor communication skill. They use fewer concrete and active words and do not use
tehnical jargon that exhibits experiences and knowledge of their fields and the psitions for which they
are interviewing. Their responses tend to be nonassertive and include the following :
Qualifiers such as " perhaps" maybe" and sort of.
Meaningless slang such as "you know", know what i;m sayin, and know what i mean. Nonfluencies such
as "umm' or uh. Vague phrases such as"and stuff like that"or" and that sort of thing.
A Marist College poll discoveres that word such as"actually, whatever, awesome, literally, like and
phrases such as twenty four seven. Am i making sense It is what it is and at the end of the day are
among the most anoyying and iritating to americans. Imagine how recruiters feel. We would add to this
list ton of as in I have ton of experience. How do you measure experience in pounds?
Responding to unlawful questions
Apllicants, particularly women, are still asked unlawful questions evethough federal and state laws have
existed for decades and most organizations train employees to follow EEO guidelines. Violations range
from mild infractions such as "what does your husband do?" to sexual harassment. Some are accidental
during informal chatting with apllicants and some are due to curiosity, tradition, lack of training, or
ignorance of the laws. Unlawful questions pose dilemmas for applicants. If you answer an unlawful
question honestly and directly, you may lose the position. If you refuse to answer an unlawful question
(almost impossible to do graciously), you may lose a position because you are uncooperative,evasive, or
one of those.
Be prepared to answer unlawful questions tactfully and effectively. First, review the EEO laws and
exercise.
Second, be aware of tricks recruiters use to getunlawful information without appearing to ask for it. For
example, a low level clerk may ask you which health insurance plan you would choose if hired, your
answer may reveal that you are single parent, or that you have a serious medical problem. During lunch
or dinner or a tour of the organization facilities when you are least expecting serious questions an
employer, perhaps a female, may probe into child care under the serious questions, an employer,
perhaps a female,
Third, determine how important the position is for you. Your primary goal is to get a good position, and
if you are hired , you may be able to chane organizational atttiudes and recruiters practices. You can do
nothing from the outide. If questions are gross violations consider reporting the recruiters practises.
Fourth, practice using a variety of answer tactics. For exampe, try a tacful refusal that is more than a
simple I will not answer that question because it is unlawful.
1009/5000
Kedua, waspadai trik yang digunakan perekrut untuk mendapatkan informasi yang melanggar
hukum tanpa terlihat memintanya. Sebagai contoh, seorang pegawai tingkat rendah mungkin
bertanya kepada Anda rencana asuransi kesehatan mana yang akan Anda pilih jika disewa,
jawaban Anda mungkin mengungkapkan bahwa Anda adalah orang tua tunggal, atau bahwa
Anda memiliki masalah medis yang serius. Selama makan siang atau makan malam atau tur
fasilitas organisasi ketika Anda paling tidak mengharapkan pertanyaan serius, majikan, mungkin
perempuan, dapat menyelidiki penitipan anak di bawah pertanyaan serius, majikan, mungkin
perempuan,
Ketiga, tentukan seberapa penting posisi itu bagi Anda. Tujuan utama Anda adalah untuk
mendapatkan posisi yang baik, dan jika Anda dipekerjakan, Anda mungkin dapat mengurangi
perilaku organisasi dan praktik perekrut. Anda tidak dapat melakukan apa pun dari luar. Jika
pertanyaan merupakan pelanggaran berat, pertimbangkan untuk melaporkan praktik perekrut.
Keempat, berlatih menggunakan berbagai taktik jawaban. Sebagai contoh, cobalah penolakan
penuh yang lebih dari sederhana saya tidak akan menjawab pertanyaan itu karena itu melanggar
hukum.
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