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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 ...

“Tell us about your strengths and weaknesses” - this is perhaps one of the most common questions at the interview. Someone is asked to name three of their bad qualities and three good ones, others are asked to describe personality traits that interfere or help them build a career - there are many options for how recruiters formulate this question. How to communicate your strengths and weaknesses in order to win over the employer? Learn how to turn the pros into the pros will help you recommendations Superjob.ru. There are no perfect people First, let's see why this question is consistently among the most frequently asked during the interview. What do recruiters want to hear from job seekers? A frank confession about laziness and disorganization or pathos in the spirit of “I have practically no shortcomings”? Neither one nor the other. When asking the applicant about his strengths and weaknesses, the hiring specialist wants to find out how mature a person is sitting in front...

Whatever job you are looking for - a psychologist in kindergarten or a sales director, you will almost certainly be asked at the interview why you broke up with your previous employer. Obviously, in answering this sensitive issue, it is important to demonstrate your strengths and make a positive impression on the recruiter. But how to do that? Read Superjob.ru tips. Professionalism, motivation, character ... Many job seekers tend to view the interview as a minefield: tense atmosphere, tricky questions. We advise you not to perceive the HR manager as an enemy, because the HR specialist acts in your common interests, however, it is better to think over the answer to the question about the reasons for leaving your previous job in advance. This moment is one of the key in the interview. According to your answer, the recruiter will judge both your personality traits, your motivation, and professionalism. How to show yourself from the best side, without deceiving the employer? Expert...

The interview is behind, and you showed yourself from the best side: you demonstrated knowledge of the company, interest in the business and professionalism. “We will call you!” - the recruiter cheerfully promises goodbye. And you set off ... wait. After a week, tired of looking every five minutes at the side of the phone and looking at e-mail, you ask a difficult question: what if the HR manager does not call back? Superjob.ru knows the answer to this question. To call or not to call? The answer is simple: call! Almost half of the recruiters surveyed by our research center believe that in the absence of feedback, the applicant should call the company himself; another 14% are sure that the candidate should write an email. “The activity of the applicant is a sure sign of interest in the work,” comment employers. True, 38% of the personnel officers we interviewed think that the lack of a recruiter’s response means refusing and breaking corporate phones is useless. “If the employe...