When a person is looking for a job—regardless of whether they're working elsewhere or unemployed—they dedicate time and expectations, needs, and interests to the process and to the chances of being selected for "that" job that, at least initially, seems interesting. This is why candidates who ultimately want to obtain what the recruiter (or whoever makes the decision to join the company) seems to possess often adapt their behavior to receive a favorable evaluation.
In a recent article published in La Nación's Employment Supplement, some tips are offered to ensure that your interview conduct doesn't appear forced and to avoid unnecessary mistakes that could undermine a good candidate for the position being selected. Among the tips published, we highlight the following:
(…) Although it may seem obvious, recruiters recommend arriving at the agreed-upon time, neither too early nor too late. “First, a cordial greeting. The interviewee should make eye contact during the interview and not lower their gaze when asked any questions by the interviewee. It's a good idea to avoid nervous hand movements and answer all questions concisely and directly, without excessive verbal detours,” explains Claudia Maestsu, director of ETT Faster.
The suggestion is not to dwell on anecdotes that stray from the core of the consultant's question, since time is limited, and to present an organized account of knowledge and experiences with precision and seriousness.
Candidates often wonder whether it's appropriate to ask too many questions during the first job interview. Recruiters assure that it's good to do so, both to clarify information received and to expand on it.
Although there are no magic bullets, consultants acknowledge that they cannot tolerate certain situations. Detecting lies or inconsistencies in the story is among the most serious.
It is also counterproductive to speak negatively about the company you work for or where you previously worked.
It's clear that there are no magic recipes for success, and that success often depends on a combination of both objective factors (such as having a certain amount of experience in a field, position, or length of time in a job) and subjective factors, where more personal considerations come into play, both from the person interviewing and from the person making the decision to hire a person.
However, while these factors are always present, it is important for candidates to at least avoid missteps or "unforced" errors in an interview situation, especially when job demand is low and the number of candidates is high.
– Fountain: “FACE TO FACE TO WIN” by Marilina Esquivel for La Nación 05/17/2009 La Nación Jobs Supplement
