How to tell if your interview is successful

How to tell if you have a successful interview.

1. The interview time is more than 20 minutes.

If your interview time is less than 15 minutes, it is basically no fun, and HR will not waste too much time to understand candidates who are not suitable for the company's position. If the interview lasts longer than 20 minutes and you have fully presented yourself, congratulations, you can expect to receive a notice of attendance.

2. HR repeatedly asks questions and shows strong interest.

Interviewing is a two-way process, and if HR is interested in you, they will follow up on what you have said to gain a deeper understanding. But remember: don't exaggerate when asking questions, don't pretend to understand.

3. The communication between the two sides is smooth, and there is rarely a cold scene.

Professional HR will lay out the problem and wait for you to go, and it is not common for a cold scene to occur.

If there is a cold field, you can respond a little, you can supplement it around personal experience, experience, professional and other content in the cold field, and try to talk according to the questions that HR has already raised, so as to show that you have the ability to adapt, it will also make HR feel that you are thinking carefully about every problem, and add points to your impression.

4. HR takes the initiative to introduce the company's situation.

You know, HR will not waste time on any unsuitable candidate, if HR is satisfied with you, it will take the initiative to introduce you to the company in detail: salary, company benefits, development space, etc.

If he shows you around the office and introduces people who may be your future leaders after the interview, congratulations, more than 90% of them have a show.

Finally: if the above points do not happen to you, then the judgment of time can also help you discern that for small and medium-sized companies, the waiting period of three days is generally sufficient. Large companies may need a one-week waiting period, as well as two, three, and final faces, and if the wait time is longer than five days, you can ask or find a home in advance.

If the interview is less than 20 minutes, it proves that the interviewer is not interested in you, does not ask too many questions that need to be investigated, and is just a polite routine and sends the candidate away with just a few words. Generally speaking, if you don't even talk about the salary, then there is basically no drama.

If you're interested in a candidate, someone will definitely ask you what your expected salary will be, and together you will find out if the salary is reasonable.

Generally speaking, if the interviewer gives an invitation to return or offers a job offer, then the interview is successful. If the interviewer doesn't give a clear answer, you can ask about the next steps after the interview.

If you succeed in the interview, you will receive a notice from the relevant department** or the official website, and then notify you to go for a physical examination, which proves that your interview has been successful.

See if there is a call to you to inform you to go to work.

After the interview, did the personnel remind you to pay attention to the information,**. There are also small companies that will pay attention to your ** after your interview. Generally, a re-examination will be arranged in 1 to 3 days.

See if there's a call for you.

How to judge the applicant's pass:

1. Judging from the length of the interview.

If it is initial, there is no need to expect the next round of interviews within 20 minutes of the interview time, it is basically certain that there is a high probability of failure in the interview, and you can find a new unit if you are sure; The interview lasts more than 2 hours, and the next round will either talk about salary or offer.

2. Whether you have seen the decision-maker.

Decision-makers include HRD, VP of the employing department, boss, board of directors, etc.; If you only see HR specialists and HR managers, don't expect to feel good about the interview, no matter how good they are, they may not have the authority to use them, only if the decision-maker agrees with the candidate, is very satisfied with the candidate, and the candidate does not hate the other party, there will be a next step.

3. Judge according to the content of the interview.

In essence, if the enterprise wants to employ people, it must talk about salary, and do the core points such as background investigation authorization, entry time, and verbal offer; If all of these things in the interview can be determined, basically the offer is in hand, and the interview is successful.

Job seekers need to pay attention to:

1. Professional ability. Having professional expertise in computer software development, e-commerce operation and so on is the first condition for enterprise employment.

2. Ability to process information. In the age of the Internet, it is not enough to be able to collect information extensively, but more importantly, to understand the information.

3. Work experience. In the eyes of many business owners, people with rich work experience are the ones who can create impressive performance for the enterprise.

4. Entrepreneurial spirit. In the context of the information society, all kinds of new knowledge and new business opportunities are emerging one after another. In this way, the candidate's thinking ability, reaction ability, judgment ability, and love and dedication to career pursuit become the criteria for business owners to weigh whether a person is available or not.

5. Ethics. Morality in the Internet era is a morality based on personal conscience, and for this reason, the quality of a candidate's moral cultivation is the premise and guarantee of whether a person can work happily and obey the collective.

What is the final result of an interview, in fact, I can get a glimpse of it through some details of the interview process. For example, if the other party starts to talk to him about the details of the work, there is a high chance that he will pass.

Candidates can judge whether the driver has passed the interview, and can judge themselves according to their own performance during the interview.

Candidates can tell if they have passed the interview by the interviewer's comments about themselves and how much they are asked about their job. In general, if the employer asks you very detailed about your past experience, and the salary and package talk to you will prove that you have passed the interview.

You can look at the attitude of the interviewer, if the communication with the interviewer is very pleasant during the interview, and the interviewer also has a good impression of himself, then it means that the probability of success in the interview is relatively large.

After the interview, you can judge the results of the interview by the interviewer's expression, the interviewer's words, and the human resources notice from the city company.

We can wait**, and we should wait for about three days, if there is no news after three days, it means that we have not been admitted, so it is okay to wait.

First of all, it depends on whether the interviewer has been chatting with you for a long time. Did the interviewer tell you to wait for news after the interviewer, and did the interviewer learn about some of your previous hobbies?

HR is most directly interested in you in the interview time, the interview time is generally less than 15 minutes, if your interview is less than 10 minutes, the result can be imagined, hurry up to find the next one.

This is a very important issue, and the time of arrival is a key factor. If the interviewer can ask you when you will be on the job, the interview is half the story. When you arrive at work, try to leave yourself a blank for a week, you should reserve time for yourself to sort out the information and files, complete the resignation procedures of the original job, etc., and will not let HR feel that you are too anxious, so as to reconsider whether to choose you, and even pressure your salary.

Of course, there will inevitably be a waiting period after the interview, basically the company will notify you of the interview result or whether you can participate in the next round of interviews within 2-3 days, and some large companies will notify the time in about a week.

If you are very anxious to know the results of the interview and are also very inclined to this position, you can send a text message or call ** to contact HR 2 days after the interview is over, and take the initiative to avoid missing the opportunity!

Personally, I think it's too one-sided to judge whether you have passed the interview based on how well you perform in the interview, because that's just your personal judgment and has a lot of subjectivity. That is, what you perceive as an interview performance is not the same thing as what the interviewer perceives as an interview performance. The safest way to do this is to wait for the interviewer's notice, or if you can check it on the official website, you can also use the official website to check it.

The feedback period for the initial interview is generally 3 days, or 1 week, and if it is long, it may be 1 month; Why? As the core position of the company, you may meet the HR person in charge and the leader of the employer in the first round, and even multiple interviewers, and after the interview, they will have to share their opinions among the interviewers; Because the leader who is the core of the department is already very busy with work, leaving halfway, going on a business trip, and dealing with important matters, there is a time difference in the total opinion, and the feedback cycle is slowed down.

If it is a retest, it is generally about 1 week, or half a month, and 1-3 months if it is long; The re-examination may involve cross-departmental leaders or even higher-level leaders; Because as a core leader, the work is already very busy, and the feedback cycle becomes even slower due to business trips, absence from the company, handling important matters, longer approval process time, and longer time for collecting opinions.

Finally, if the company has not contacted the applicant for a long time, it is assumed that the interview has not been conducted;

Second, the dimension of judgment.

When we participate in the interview, we only enter the interview part of the company's recruitment process, followed by the offer, background check, onboarding and other links; From the perspective of corporate recruitment, a recruitment funnel is formed - only those who pass the interview can move on to the next link; From this dimension, feedback efficiency will be divided, with candidates who pass the interview giving priority to feedback, and candidates who fail the interview delaying or not giving feedback.

When you apply, the examiner is satisfied with your questions and feels good about yourself, and will inform you of the time and other news at the end.

Look at the other party's eyes, if you look at you firmly, the chance is big, and the wandering one is basically no play, hurry up and find the next one to apply.

Generally, the question of self-perception is not bad, and then the examiner's feelings about you can be judged by themselves.

Many friends hope that through the performance of the interviewer during the interview process, speculate whether they have a play this time, now more and more companies emphasize humanization, and also hope to show a good impression of their company to the interviewer during the interview, and HR is also more inclined to "dig holes" for you in a relaxed environment and pleasant face, so it is more difficult to judge by interview, and the following performances may indicate that you have a higher chance of passing.

1.The interview is longer.

If the interview is long (more than 1 hour) and the interviewer and you discuss a wide range of topics, it may indicate that the interviewer has a high interest and favorability of you, and it also means that the interviewer attaches great importance to the position. Because the interviewer's time is precious, he is willing to talk to you more when the arrangement is more urgent, indicating that he is more recognized by you.

2.Ask you for the fastest time to arrive.

Usually, if the interviewer asks this question, it may indicate that the job is in a hurry, and the candidate is expected to arrive as soon as possible. If the interviewer asks this question, it may be more acceptable to you, take you as one of the candidates, and compare the time of arrival with other candidates to choose the person who can get to the job the fastest.

3.Gentle and smiling towards you, with a joking mood.

The interviewer's expression is the most intuitive whether he likes you or not, likes you, and has an eye, then the next chance will be great.

4.Tell you to give you three days (or tomorrow) at the earliest, not a week.

Usually the standard language of the interviewer is to give a notice within a week, if the interviewer gives a short notice time, it is very likely that you are more satisfied, if there is no strong competitor in the follow-up, then you hope a lot!

5.Ask about salary.

Ask you about your salary needs before the HR offer negotiation, and whether you have received another offer (which may be satisfactory to you but considering the salary value for money).

6.I asked you if you could arrange a retest in the near future, and directly confirmed the time of the retest with you.

7.Take the initiative to introduce you to the advantages of the company.

In addition, there are also the advantages of leadership (capable, good projects, good resources, etc.), asking if you have any problems with the company, whether there are any problems with the work content, these are all expressions on the side that the company is very good, and I hope you are willing to come.

8.The interviewer will personally see you off, or guide you to tell you about the internal environment of the company.

Of course, even if there are these performances, it may be an illusion of life, it may really be that the interviewer is good or your competitors are too strong, and it takes fate to find a job

Generally, if the interview is successful, you will be notified by the company. If you are successful in participating in the interview of civil servants or public institutions, it will generally be reflected and displayed on the bulletin board, so pay attention to observation and attention.

How to tell if you have a successful interview.

During the interview process, the interviewer's professionalism and attitude are of great concern to us. If the interviewer is not well prepared or does not know how to interview with Jing Slip, it will make us feel that the company is not professional. For example, the interviewer's questions are not specific, the content of the questions is not relevant to the position, and the interviewer keeps interrupting the candidates.

Second, there is no clear recruitment need.

Before the interview, the company does not have a clear recruitment need, which leads to the interviewer's unclear requirements for the candidate, and even makes the candidate feel that it is a waste of time. In this case, the company is likely to be testing the market or expanding the talent pool for candidates.

3. Overly harsh recruitment standards.

If the company is too demanding when setting recruitment criteria, it will make the candidate feel that the company's requirements are too high, and even if the candidate can be qualified for the position, he will be eliminated. In this case, the company may be raising the bar for hiring rather than the actual demand.

Fourth, no feedback.

After the interview, the company did not give specific feedback and did not tell the candidate whether to advance to the next round of interviews or the reason for being eliminated. In this case, the candidate is not only unable to understand his or her own shortcomings, but also fails to understand what the company actually needs.

5. Unreasonable interview process.

During the interview process, the company's interview process is unreasonable, making the candidate feel that it is a waste of time, or the company is extremely delaying the recruitment process. In this case, candidates will wonder if the company's hiring process is truly effective.

6. Disrespect for candidates.

During the interview process, the company treats the candidate impolitely or disrespectfully, such as the interviewer is late, impatient, and slaps. In this case, the candidate will feel that the company does not value the candidate, which in turn will have a negative impression of the company.