Sometimes hiding certain details is normal in a job interview, especially if you are at the beginning of a selection process.
Hiding the real reason for leaving the previous job, making up the reality of the relationship with one of the former colleagues and even slightly inflating the salary that was received up to that moment, are just some of the examples of this initial mask set which can become a first interview.
However, the candidate is not the only one who hides things in these encounters. The companies use their weapons too, at the least initially, to prevent the would not be totally delighted with these offered employment or believes that the process is not 100% meritocratic.
Furthermore, they also have tricks to try to find out everything the candidate wants to hide.
Here are the best-kept secrets of companies’ human resources personnel regarding selection processes.
Not everything is meritocracy
Although they may find it hard to admit, the reality is that employers are not 100% impartial. Although in general it is the professional and academic merits that make the difference and lead recruiters to choose one or the other candidate, the reality is that when the range is reduced to two or three people, personality comes into play.
They review all social networks
Before opting for one of the applicants, employers want to know the person behind an optimal professional profile, and so they do not hesitate to resort to Google searches as well as review each of the profiles of social networks that this may have open.
It goes beyond LinkedIn and they can also review Facebook, Twitter and Instagram, so before launching into the market it is highly recommended to clean these profiles of everything a company should not see.
Also, if in the search they see that they have people in common, they may turn to them to ask for references. You must be forewarned.
They have blacklists
Sometimes companies get to have blacklists in which they write down the names of some candidates who have lied on their CV or who have bothered the Human Resources manager on too many occasions.
That is to say, those who have harassed them asking for explanations about some selection process, getting to overwhelm them or even those who repeatedly apply in offers of positions for which they are not prepared or that really do not interest them.
Yes there are wrong answers
Although it seems that a question is innocent, the reality is that in a job interview there are correct answers and others incorrect.
Responding as the interviewer expects to questions such as whether you are an introvert or extrovert, or why you are interested in the position is key to continue advancing in the process, since if the answer does not fit with the company’s work culture, the application can easily fall.
In this case, the Human Resources professional recommends analyzing the company a little to discover its values and maintain a discourse in accordance with them.
The best way to prepare is to list the qualities that you have as a candidate and express those that match the job requirements and the profile that the company is looking for. According to Yang, if they are accompanied with examples of how these have been used to achieve success, much better.
They always trade lower
The first salary the candidate asks for is always negotiated downward.
According to the expert, employers never want to pay more than what is strictly necessary, and if the salary is negotiable, “it would be like shooting in the wrong foot to start with the highest offer.”
Therefore, all candidates start the selection process with a clear understanding of what one is worth. Then, when the end is over, it is time to rethink this figure.
