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Often, in this case, it appears that the primary reason was not decisive. You can also ask the candidate to describe his ideal job, including staff, corporate culture, the identity of the chief, a job and so on. His story will assess whether the proposed him his position is consistent with expectations, as well as quite vividly illustrates his motivation. These objectives pursued questions about what attracts him this position, what opportunities it offers for his career and who sees himself as an applicant in a few years. Useful information can be obtained by asking the applicant to list several factors that could keep him in the company, as well as those factors that cause it to seek a new job. Further, should invite him to rank these factors in order of importance.

This will reveal a hierarchy of values of the applicant. Also motivated Jobseekers can be estimated with the question of what criteria the candidate selects the appropriate job to him. You can inquire about whether he had offers from other employers and what they are attracted to it. Learn about the applicant on what parameters will make the final choice. Thus, the assessment of motivation of the applicant during the interview process helps weed out candidates who do not want to stay in the company, and pursue purely personal purposes, for example, to find a temporary position for a period of finding a suitable job or to be interviewed exclusively for the maintenance of tone in preparation for the more important to interview them.

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