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Top 6 most banal remarks at an interview or Why applicants give socially desirable answers

Here are the most common interview questions when applying for a job:

“Tell us about yourself” (education, experience, Hobbies, etc.)
“Describe your strengths and weaknesses”
“Tell us about your achievements”
“Why do You think you are suitable for us, what are your advantages over other candidates?”
“Who do you see yourself in 3-5-10 years?”
“Tell us about the reason for changing your job, etc.
Each of these lines has long been stuck in the teeth of both recruiters and job seekers. Increasingly, conducting interviews using such clichés bores candidates and encourages them to give memorized answers. In principle, for a highly qualified interviewer, it is not a problem to set the interlocutor to provide socially desirable answers. He will always be able to find true answers by using well-known techniques-projective questions, as well as analysis of metaprograms (classics of the genre: “aspiration-avoidance”, “result orientation-process orientation”, “external reference-internal reference” , etc.).

It is no secret that each of us wants to make the best impression at the interview. In the pursuit of this goal, we forget about one factor: the most desired response is sincere. Exceptions are, perhaps, only issues related to certain vulnerabilities in the labor biography: a radical change in the sphere of activity, a long period of unemployment, downshifting, etc. The same category includes questions about Hobbies.

In all other cases, candidates should not give socially desirable answers, and here are the reasons why:

1) no matter how banal the question of the recruiter sounds, it has a specific goal – to get to know the candidate better. Remember: there are no universally bad candidates – there are unsuitable candidates for this position in a particular company. Therefore, the concealment of the true information may cause a situation in which both sides suffer: the candidate will not feel satisfaction from work (for a variety of reasons: salary, corporate culture, sphere of activity), will not show good results; and the company will be unproductive employee, ie it will waste the time allotted to search for it and select it.

2) if you do not take the questions of recruiters as routine, demonstrating their interest, the applicant is more likely to prove their motivation and reliability. Here, by “trustworthiness” I mean the warmth and competence that comes from the other person. The demonstration of the friendliness to the interlocutor and the high level of professionalism serves as an indisputable proof that the candidate is sincerely interested in the job and is ready to perform his / her work duties efficiently. They are also intelligent. truthful answers give an idea of the adequacy of the interlocutor.

3) in fact, it is sincere responses that can give the best idea of the positive qualities of the interviewee. Of course, here we are talking about polite, competent answers, and not about similar ones:

— What are your advantages?

— Oh, I am a reader, a Reaper, and a gambler! You tell me what you want – and I will be!

— What are your weaknesses?

— I’m lazy, irresponsible, unpunctual. I like to be smart about something else, a true “coach potatoe”, in short. Well, as it is, I’m a professional in my field…

— What will your career be like in 5/10/20 years (in our company)?

— You can tell me that.” I don’t look that far. As they say, if you want to make God laugh, tell him about your plans!

If you do not show indifference or aggression towards the “standard” questions in the interview, it is easy enough to make a good impression. For example, answering the banal question “Tell us about yourself”, the applicant can demonstrate simplicity and moderation, instead of bragging or ordinary retelling of the resume. To the question about the reason for leaving the last job, the most appealing answer will be an answer that contains gratitude to people from the last job and the company itself for the experience gained, an indication of the commitment to the values of the company, which, “unfortunately, it became impossible to further develop and professional growth”.

4) as mentioned earlier, it is very easy for an experienced recruiter to find socially desirable answers. I would not say that this strongly repels the candidate, but still causes a certain distrust of his words. Agree that instead it is better to build relationships in an atmosphere of empathy and confidence in the other person. By the way, the candidate’s demonstration of interest in the interviewer can contribute to this. After all, it is not necessary to ask the recruiter questions that are exclusively related to the job. For example, questions such as: “How did you manage to get a position in this organization?”, “Why do you like working here?” or “what are you currently working on?» – they are quite appropriate and at the same time allow you to move to a higher level of understanding with the interlocutor.

Thus, “banal” questions still remain an effective way to evaluate employees, but only if they are adequately perceived by the interlocutors. Although, it is difficult to argue with some “shorthand” recruiters who use only a set of questions “El classico”, because there are much less cliched phrases. For example, one of the most unexpected questions that you can hear in an interview: “Do you wash your own dishes at home? Tell us how you organize this process?”.

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