What should I do when the interviewer asks, How much do you rate yourself in the interview?

My: "If it's ten, I'll give myself a nine." Because I have already presented myself well in the interview, I will give myself an excellent score and the remaining point is to remind myself not to be complacent."

I was asked this question, and I was like, "Very much, because after today's interview, I want to join your company even more, and I find that I am a good fit for your company, and I am confident that I can do a job here." "The interviewer was quite satisfied after listening to it.

Of course, I gave myself full marks, and I have always been very confident. I am confident that I can do a good job, so please give me a chance.

60 points, judging myself is always not objective, I can only say that my performance today was not very bad. If so, it will leave a humble image to the interviewer.

confidently raised the corners of his mouth slightly, and then fell generously: I think I performed well, just give myself a ten, I also think I can do this job, please give me a chance.

I would tell the interviewer that I would give myself a passing grade because I didn't show as much as I actually did in the interview. This is tantamount to suggesting to the interviewer, leave me alone, I'm strong.

It's real, if you feel that your performance is okay, you will score higher, and if you don't perform well, you will score lower, and if you say too flashy, if you are unrealistic, it may make the other party think that you are very unreliable.

I used to prevaricate when I asked a similar question from an interviewer, because I felt it was difficult, and you can also learn from it, I said, "I am a person with a strong ability to judge things, and I guess my performance on myself is the same as the score in your mind."

This kind of question is generally used by the interviewer to test your psychological quality, so it's domineering: "I think I must have scored more than 90 points", "Of course it's a perfect score", "Score." ”

Wow, this is really a super difficult question encountered in the interview, and I think this kind of moment, even if you think it is difficult, you should confidently give yourself a score and say that you feel that you did well today.

I will tell the interviewer about the problems I am having at work. Or give him some material references. Instead of me saying that a few points is a few points. Exams are not up to the student, nor are they up to the interviewer. What do you guys think?

If the interviewer asks you, the standard for giving your leader a score of 10, a score of 9 is more appropriate, and 1 point is deliberately not given because you want to leave room for the leader to rise. A score of 10 is too fake, and a score of 9 is the most appropriate, and the reason why the interviewer asks you this question is to know whether your emotional intelligence is high. Some newcomers are stupid, and after hearing the interviewer's questions, they will talk about the shortcomings of the leader, which is a taboo in the workplace.

As a newcomer, you should see the advantages of the other party, rather than constantly criticizing, so you should pay attention to what you say, so let's learn more about it!

First, the interviewer gives your leader a score

Interviewers will always ask bizarre questions, some of which have nothing to do with the job at all. The question of grading leaders seems to be just an exam question on the surface, but in fact, it also hides how to deal with interpersonal relationships.

Most of the people who go to curry favor with the leader will give them a score of 10. There are some people who don't give a 10 and give reasons. Everyone's reasons are different, and it is often some insights that will allow the interviewer to analyze how you treat things and whether you can get the job done while still being able to mingle with your colleagues.

Second, how much do you think it's appropriate?

A score of 9 is the most appropriate, and the remaining 1 point is reserved for the leader himself. You can tell the interviewer that although the leader is excellent in all aspects, it is inevitable that there will be times when he makes mistakes, after all, no one is perfect, and Liang Tease's attitude of scoring 9 points also shows that you will not flatter anyone. I will only calm down and do my own work, which is a work attitude.

It is appreciated by many interviewers, who really can't organize the language, and can learn to be shorter. Talking too much, the easier it is to be exposed, everyone's interviewer has a different personality, and it is possible that your sincerity is too upright in the eyes of the other party, and it will only expose your shortcomings.

In short, it is not difficult to score the leader as pure scum Zen, as long as you focus on the advantages of the leader, you really can't think of the shortcomings of the leader, and you can replace it with the leader's love of being late. Just ask polite questions, and don't think of the interviewer as a beast.

Playing ten is the most appropriate, because in the interview process, there is not a lot of getting along with the leader without a basic understanding, at this time it is the safest to choose a discount score, which can ensure that you have a rough entry rate.

I think this is a tricky question, so eight points is the most appropriate, not high or low, and there is room for development.

Personally, I think a score of 9 is a more appropriate simple suspicion, relatively speaking, a high score, because no one is perfect, everyone has a certain shortcoming of early bending, and if we score a full score, it will not be authentic.

First of all, before this question, be clear about the other party's intentions. In general, HR wants to look at candidates from the side through the candidate. On the one hand, how does this candidate evaluate the results of this interview, whether he can be conscious, and whether his self-knowledge is more objective?

On the other hand, it is to examine the candidate's character, whether it is inferiority, modesty, self-confidence, propaganda, pride, and arrogance.

So, for security reasons, if the maximum score is 10, give it a 7-8. Why is this score appropriate?

Usually a score of 6 is the passing mark, and below 6, you are not satisfied with your grades, or you have low self-confidence. If you are not confident, how can others be confident enough in you? Successful people are strong, and unless you do a really good job, don't give low marks lightly.

Don't give yourself too high a score. Especially 9 points, 10 points, for the interviewer, you are too conceited, too overestimated, and not modest, and you may not have a good time in the future. If you encounter a regular interviewer in the comparison, it is easy to cause the other party to resent the score in this way.

After excluding these two situations, a score of 7-8 is more appropriate. That said, without self-confidence and publicity, it's safer to fit into the category that most people usually recognize.

However, it is not without exceptions. If there are many applicants, if you want to stand out among them, you need to break the common sense of Fang Mengbu. Confidently advertise it and give Huai Zhikai a high enough score, such as more than 10 points, or even more than 10 points, which will leave a deep impression on the interviewer.

Anyway, the competition is fierce, and the probability is too low, so it's better to fight.

Scoring isn't the hardest. The really hard ones are in the back. Generally speaking, after scoring a score, the other party will soon continue to ask.

Why give yourself this score? That's the point, think about what to do when you score yourself. I couldn't talk at the time, so it was embarrassing not to let him come.

In short, don't feel panicked when you encounter difficulties, and be sure to calm down and think about how to solve this problem.

Very. I think Liang Yu was very well prepared for the interview, understood the company and the content of the work, and was able to focus and be direct when I was sleepy, which met the company's requirements.

Don't give a perfect score, but don't get too low. Because giving a perfect score will make HR think that you are arrogant and not modest. If your score is too low, it will appear that you are not confident.

I think you can be a perfect score for yourself, so that you can appear very confident.

As the interviewee, you should pay attention to the objective and sensory aspects of this question, you can list the four points of the interviewer, and then explain the shortcomings of the hardware facilities, which not only gives the interviewer a good impression, but also avoids the unreality of always commenting on the advantages.

Supplement: The interview is a written, face-to-face or online communication form to examine a person's work ability and comprehensive quality, through the interview can preliminarily judge whether the candidate can integrate into their own team, is a kind of recruitment activity carefully planned by the group. In specific scenarios, the interviewer's conversation and observation of the candidate is the main means to evaluate the candidate's knowledge, ability, experience and comprehensive quality and other related qualities.

Interview: The interviewer will not ask such questions at the beginning of the interview, but will intersperse them with the process of chatting with you.

For example, if you are facing a position as a designer, the interviewer will ask you, "What do you think of a designer with a good limb oak show?" ‘’

Let's say you say, "A good designer must understand the market very well, and he also needs to understand the company's business model.

So, the interviewer is likely to ask you, do you know anything about our company's business model?

If you haven't done your homework on this, it's going to be a hassle. Okay, wait for you Balabala.

At the end of the day, the interviewer will ask you, "If this design is a perfect score, how many points do you think you can score?" Or, do you think you're a little bit behind a good designer?'' ‘’

Therefore, during the interview process, even if it seems to be a simple question, you need to be very cautious, because it is likely to be a "pitfall" for follow-up questions. If the front problems are not good, the "holes" in the back will be difficult to fill.

Give yourself a score of 99. The one point that is missing is experience. Experience is something that you can learn from all the time.

At the end of the interview, interviewees are often asked if they have any questions about the interview. Make sure you're asking at least two or three questions when you hear this question, which is also a key opportunity for the interviewee to score a final impression score. These questions can be directly related to the position, about the team, about how the interviewee perceives the best qualities in the employee, or some ordinary questions about the company's profile.

Give yourself a nine. The one point that is missing is experience. I think experience is something that you can learn from all the time. ”

The interview is a very important part of the job search process, and the attitude and behavior of the interviewer are also very important for the candidate. As a job seeker, if you meet a warm interviewer, it will not only make people feel relieved and comfortable, but also make people more willing to join the company. Here are some of the heartwarming interviewers' behaviors I encountered during my interviews.

1.Give plenty of time.

Before the interview, I have encountered some interviewers who have a very tight schedule, and may only give me a short time to ask questions due to busy work and other reasons. However, there was a kind interviewer who gave me plenty of time to ask questions, and even gave me some hints and suggestions while I was thinking about them. This method makes me feel very comfortable and at ease, and it can also better show my abilities and strengths.

2.Give positive feedback.

During the interview process, some interviewers may give a very cold impression, and no matter how much you ask, they will have a blank face. However, the warm-hearted interviewers I have met are different in that they give me positive feedback and encouragement after my questions, making me feel that I am doing a good job, and at the same time, I am better able to increase my confidence and motivation.

3.Give sound advice.

During the interview, the interviewer will give some reasonable suggestions and opinions based on my performance and resume and other information. These suggestions may help me better position myself in my career direction, or suggest some improvement measures for my shortcomings, etc. These tips not only helped me understand myself better, but also strengthened my sense of identity with the company.

4.Give a friendly state of travel.

During the interview process, some interviewers may give a very serious and even somewhat nonchalant feeling. However, the warm-hearted interviewers I met were different, they always maintained a friendly attitude and a smile that made me feel very comfortable and at ease. This attitude also allows me to better showcase my abilities and strengths, and at the same time, it also strengthens my good opinion of the company.

In short, during the interview process, a warm-hearted interviewer can make the candidate feel more comfortable and comfortable, and can better show their abilities and strengths. If we become interviewers, we should also pay attention to these details and care for the candidate with a warm attitude and behavior so that they feel respected and valued.