Interview skills sharing of office clerks

Interview skills sharing of office clerks

Before the interview, there is a lot to be prepared for every kind of clerk position, and understanding the interview skills of clerks is one of them. What interview skills should I master if I want to apply for an office clerk? Let's get to know each other.

Interview skills for office clerks:

Civil engineering positions require the interviewer to have good affinity and be able to fully communicate with others, which requires the interviewer to maintain a good attitude to face the recruiter. The key is to achieve eight words-let nature take its course and be neither humble nor supercilious. Only in this way can you leave a good impression on recruiters and convince them that you have the ability to get along with your colleagues in the future.

We should smile, look directly at the examiner, avoid mood swings, and go to two extremes: First, we think that the person sitting opposite us is knowledgeable and will be laughed at if he answers wrong. Therefore, I am timid and dare not express my views freely; On the other hand, I am confident and don't care about the recruiter at all. I feel that the other person is not as good as myself. Both of these performances are unacceptable, and the best performance should be to look at each other positively, be polite, and be neither humble nor supercilious.

Interview skills for office clerks 2:

Interviewers should pay attention to their manners in the interview. Because the image and etiquette of civil servants often represent the image of the company, we must pay full attention to this in the interview. Generous appearance and decent behavior. It is not appropriate to wear avant-garde heavy makeup, especially for boys who wear rings and have long hair, which is inconsistent with the status of civil servants and gives recruiters a bad impression. After the interviewer takes a seat, try not to shake his legs, play with pens, touch his head and stick out his tongue, which will easily give the recruiter an immature and solemn feeling. Generally speaking, the dress should be dignified and generous, and can be slightly modified. Boys can blow their hair clean and clean their shoes. Girls can wear elegant professional clothes. In short, they should give the recruiter a feeling of generosity and competence.

Interview Skills for Office Clerks 3:

Civil servants need strong language skills, so pay attention to special content, tone and sincerity in the interview. If the job seeker's speech is upside down and the meaning is unclear, it is easy to make people feel that they can't undertake the great task or the language is beautiful, but it is flashy and lacks sincerity, which is not a successful expression.

When answering questions, we should make dialectical analysis and answer questions in multiple dimensions. Don't fall into absolute affirmation and negation when answering questions, but consider both sides. Judging from some questions in many interviews, the focus of evaluation is often not the interviewer's right or wrong answers, or the approval and opposition of opinions, but the convincing degree of analysis and reasoning. Therefore, it is necessary to analyze the problem dialectically and fully reason and demonstrate, instead of simply drawing conclusions. Sometimes, it is necessary to think from multiple angles and analyze the specific situation.

Office clerk interview dress:

1. A suit is a must for female office administrators, because it can make people wearing it look neat, capable and resolute. Men, on the other hand, had better choose a dark and elegant suit.

2. The colors of clothing should be mainly white, black, brown, navy blue, gray and other basic colors. Women wearing a silk scarf or a bright coat in a suit can not only avoid the dull feeling brought by monotonous colors, but also leave an impression of being capable, full of affinity and appeal.

3. Professional women can properly show their temperament and grace through a fitted dress without affecting work efficiency.

4. In order to adapt to the characteristics of administrative work, silk, cotton, hemp, washed silk and other fabrics that are not easy to wrinkle should be selected as far as possible to keep the clothes clean and tidy.

Office clerk interview makeup:

Makeup:

1, the interview is suitable for refreshing and natural, relaxed and bright light makeup, which makes people have affinity! Avoid heavy makeup.

2, the hairstyle should be quite satisfactory, if it is long hair, it is best to tie it up, if it is loose, it must be clean, and it is best not to perm it.

3, it is not appropriate to wear too much perfume. Nails must be kept clean and tidy.

Jewelry:

1. Wedding rings and engagement rings are always appropriate. Small earrings are acceptable. Necklaces and bracelets need to be worn with a suit.

2. When interviewing, the briefcase with the dress is elegant.

The most basic taboo of interview

The interview answer is not satisfactory.

"What position do you think you can be promoted to in ten years?" Don't underestimate this vulgar old problem. It is this old-fashioned question, and the answer given by job seekers is enough to change HR's impression of a person.

Don't consider the future. For example, applicants come to apply for media positions, but dream of becoming designers ten years later; Or apply for an assistant job, just to hook up with a little star who has been obsessed with him for a long time in the future.

I don't know the interviewer.

When a candidate receives an interview invitation, he needs to make full preparations in advance-not only to understand the company's industry background, development, enterprise ranking, etc. , but also to master the interviewer's information. For example, browse the interviewer's Weibo, WeChat, blog and other mainstream social platforms. In advance, in order to study each other's interests and personal preferences.

Usually, when communicating with the interviewer, if the candidate can't help but say some topics that the interviewer is interested in, he will definitely get extra points and leave a deep impression on HR, but unfortunately, few people will do so.

3, with the leadership demand for positions, the fit is not high.

At this point, candidates can only "do their best and resign themselves to fate". Not all candidates can meet the needs of different leaders and get their approval. To put it bluntly, every leader has his own style and concept of employing people. It is also difficult to have candidates, every interview has to be passed, and the venue is also chosen by the leaders.

Some leaders expect HR to recruit business elites for them and improve the business ability of the whole team; There are also some leaders who need a maverick wizard and geek to inject fresh vitality into the dead department.

In short, if you fail in the interview for this reason, you don't have to blame yourself. It's really not just about your ability.

4. Not high is not low.

If the applicant shows the attitude of "only doing big things, not small things", then dear' I'm sorry, I'm sorry! You will be eliminated by HR in the first time.

After all, there are always some unremarkable things waiting for you in the office, such as copying and printing, department ordering, online air tickets and so on.

In fact, everyone loves those kind people who don't pick jobs. The more humble the job, the more willing to do it, but the leader likes it best.

5. Lack of follow-up measures

Application and recruitment are a two-way selection process.

Self-report of recruiter:

When the candidate leaves, we hope to get feedback from the candidate. Don't get me wrong, as HR, the feedback we expect is definitely not receiving a thank-you email or thank-you card. What we want to see most is the applicant's desire for this job and his specific work intention for this job. Therefore, when the candidate does not give follow-up feedback, we will default that the candidate's desire for the enterprise is not high. In other words: Even if the company and HR are interested in you, they may not offer an olive branch. We prefer to see the sincerity of the applicant.

6, their own conditions are too superior

If the applicant's own conditions are too superior, then HR and hiring managers will often beat drums in their hearts. Not out of envy, but in real life, this advantage often becomes a stumbling block to the success of such people.

Even this kind of job seekers are very bright at the beginning of employment, and often lose their passion because the work itself is not challenging and too easy to be competent, so they can't work hard any more.

As a department head, or a senior HR, I hope to provide employees with a career space for growth and promotion. If the temple is really too small to hold your Buddha, as recruiters, we often reluctantly choose to give up what we love.

7. Inadequate preparation

Resume is an indispensable hard indicator in job hunting. In addition, candidates need to prepare some additional supplementary materials according to the positions they apply for. For example, if you apply for a job as a cartographer, you can choose your satisfactory works in advance, simply bind them and attach your contact information. Many candidates didn't do this. Apart from the resume, they left nothing for us to perceive and understand you. As an interviewer, you need to take the initiative to show your "Excellence" to HR.

Walking is an attitude!

8. Don't get nervous easily!

Nervousness is a normal physiological reaction in the interview process, which just shows that candidates are very concerned about this job, which is actually what HR expects to see, because such people are often the people the company is looking for.

But if you are too nervous or even incoherent, two consecutive questions have no focus. This is a bit unreasonable. I'm afraid the interviewer who loves you can't help you.

9. No constructive stupid opinions

At the end of the interview, the interviewer will often ask you politely, "Is there anything else to ask?" This seemingly insignificant link is actually extremely important. This link can often see the true thoughts of candidates.

For example, someone will ask without thinking, "What is the greatest advantage of working here?" Obviously! Candidates are perfunctory in HR, just asking "stupid" questions for the sake of asking questions.

Let's learn from the practices of those influential people in various fields. Remember, this is a conversation between you and someone who may become your boss in the future. Be sure to use this time to ask more questions related to the nature of work.

If the interviewer happens to be a leader in the industry, then I beg you, don't make a fool of yourself at this moment! Seize this godsend as much as possible. Ask "what do they think of competitors" or "what improvements do they want to make on the existing basis of the company?" And "their expectations for the development of the industry."

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