When evaluating a candidate, employers are increasingly not limited to conducting interviews and viewing resumes, but are also asked to complete a test task. Is it worth it to meet the company and do the work, albeit a test one, for free? Show your skills “Why carry out the test task if there is a trial period ahead?” - the candidates are perplexed. “If the work in a particular company is really interesting for a specialist, he will not refuse to carry out a test assignment,” recruiters retort. Both those and others are right in their own way. Applicants are sorry to spend their time and energy on unpaid work, which does not give a guarantee of employment, and employers want to be as confident as possible in the qualifications of the candidate who is hired. Who is right in this absentee dispute? First of all, it is worth saying that the trial period and the test task are fundamentally different things. The test task shows some practical skills of the candidate, but does not allow
In preparation for the interview, many applicants think ahead of answers to possible questions - about professional achievements, about the reasons for leaving their previous job, about career goals. But personal questions are often taken by surprise. What does the recruiter want to know by asking, for example, about the reasons for the divorce or the presence of chronic diseases in the child? How to answer such questions and is it necessary to do this? Why are recruiters asking about this? In the vast majority of cases, the questions about privacy are not the idle curiosity of the recruiter, but a very specific goal - to draw up a more or less accurate psychological portrait of the candidate. Experienced recruitment managers know that often information, which, at first glance, is not related to the professional qualities of the applicant, speaks more about him than he tells about himself. That is why many eychars go to some violation of ethical standards and are interested in the