The right attitude
Employers often evaluate attitudes on three factors:
Career goals: recruiters probe the candidate's goals to be clear and specific by asking questions such as "What are your career goals in the next 5 years?", "What do you need to do to achieve this goal?" realize that goal?”, “Does the position you are applying for help your goal?”
Purpose of application: To understand the candidate's purpose and motivation when applying to the company, the employer will ask questions such as "Why are you applying to our company?", "What do you want to apply to our company?" What do you want from this job?”
Qualities and personalities: Using situational questions to assess the candidate's qualities most accurately through the way of communicating, handling situations, and the candidate's expression when solving problems. From there, the employer will assess whether the candidate is a good fit for their company culture and this also affects the employer's decision-making.
Solid knowledge
The candidate's knowledge will be demonstrated through tests or real-life situational questions related to the vacancy during the interview process. Don't judge candidates just by their qualifications, but also how they deal with professional questions, questions about market realities, and society.
Proficient skills
Knowledge assessment must be paralleled with skills assessment to better know the candidate's ability, skills will show that candidate's actual working capacity. Employers also use situational questions to assess a candidate's skills to see what skills the candidate has and what level they are at. In addition to professional skills, employers should check on soft skills such as communication skills, problem-solving skills, negotiation skills, etc. to have a more comprehensive view of the candidate.
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