[b]Interviewing [/b]job candidates requires more than checking to see if they meet the minimum qualifications. You must identify the type of person each interviewee is to ensure your final choice is the best pick. Failing to pick the right person might lead to problems down the line, so use the interview to unveil the true personality of an interviewee.
Talkative

A willingness to bare all is, in principle, a good thing. You want a job candidate to give comprehensive answers so you can make an informed decision. But if an interviewee chatters incessantly, rarely sticking to the topic at hand, insist on direct answers to determine whether the interviewee is displaying an inability to focus or is just nervous.
Cagey

A cagey job applicant resists scrutiny by offering vague responses and by deflecting questions. Reticence likely derives from wanting to make a good impression, but your job is to bring relevant information to light, so press hard to see if the interviewee is hiding something.
Continue reading http://newbanger.com/10-types-of-interviewees/

newbangerdotcom:
[b]Interviewing job candidates requires more than checking to see if they meet the minimum qualifications. You must identify the type of person each interviewee is to ensure your final choice is the best pick. Failing to pick the right person might lead to problems down the line, so use the interview to unveil the true personality of an interviewee.
Talkative

A willingness to bare all is, in principle, a good thing. You want a job candidate to give comprehensive answers so you can make an informed decision. But if an interviewee chatters incessantly, rarely sticking to the topic at hand, insist on direct answers to determine whether the interviewee is displaying an inability to focus or is just nervous.
Cagey

A cagey job applicant resists scrutiny by offering vague responses and by deflecting questions. Reticence likely derives from wanting to make a good impression, but your job is to bring relevant information to light, so press hard to see if the interviewee is hiding something.
Continue reading http://newbanger.com/10-types-of-interviewees/ [/b]

What happened to putting down the 10 without us visiting your blog?

karleone:


What happened to putting down the 10 without us visiting your blog?

Hahahaha. I was going to say that too! What's with the other 8 that you couldn't spill here, OP?

Issokay... whenever you bring them all here, we will gladly read and comment appropriately.

amicable09:

Hahahaha. I was going to say that too! What's with the other 8 that you couldn't spill here, OP?

Issokay... whenever you bring them all here, we will gladly read and comment appropriately.

Lol hahahaha.. la click la die....I can't stop laffing ...funny op

Amicable n Karl, u guyz are mean oo

tollyB:
Lol hahahaha.. la click la die....I can't stop laffing ...funny op

Lol... Tbabe, which type of interviewee are you?

Abimbex007:
Amicable n Karl, u guyz are mean oo

We came hungry to learn na *winks

Interviewing job candidates requires more than checking to see if they meet the minimum qualifications. You must identify the type of person each interviewee is to ensure your final choice is the best pick. Failing to pick the right person might lead to problems down the line, so use the interview to unveil the true personality of an interviewee.

Talkative

A willingness to bare all is, in principle, a good thing. You want a job candidate to give comprehensive answers so you can make an informed decision. But if an interviewee chatters incessantly, rarely sticking to the topic at hand, insist on direct answers to determine whether the interviewee is displaying an inability to focus or is just nervous.

Cagey

A cagey job applicant resists scrutiny by offering vague responses and by deflecting questions. Reticence likely derives from wanting to make a good impression, but your job is to bring relevant information to light, so press hard to see if the interviewee is hiding something.

Exaggeratory

A lack of experience might disqualify an interviewee, so examine applications and resumes closely for exaggerations. Ask follow-up questions to ensure candidates haven’t misrepresented their experiences and abilities.

Blame Shifter

Be wary of interviewees who constantly blame others for their troubles. For example, if an interviewee claims a firing was due to a manager’s bad attitude, call the former place of employment to get the other side of the story. The interviewee might be unwilling to take responsibility for mistakes, which doesn’t bode well for her future performance.

Obsequious

A desire to impress the interviewer is natural, but don’t be fooled by calculated compliancy. If an interviewee seems to be saying only what you want to hear, dig a little deeper with your questions to determine if the candidate is hiding her true feelings.

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People Person

Interpersonal skills are vital for success in most jobs, so interviewees who easily engage in conversation and speak clearly and succinctly will function well within any organization.

Confident

A confident interviewee is not afraid of new challenges, but neither is she arrogant. She looks you in the eye, answers questions forthrightly and maintains a relaxed demeanor even under scrutiny.

Detail-Oriented

Depending on the job in question, you might want a candidate who can follow rules to the letter, maintain fastidious records and display impeccable organizational skills. The interviewee’s resume and references should be the first places you look for evidence of these characteristics, but visual cues — such as professional dress and good hygiene — might bolster your analysis.

Analytical

An interviewee with analytical skills strategically and thoughtfully responds to problems. Some interviewers test for these skills by asking extremely difficult questions, not because they want the correct answer, but because they want to see how interviewees approach tough or unexpected situations.

Flexible

If the job requires a flexible free thinker, look for an interviewee that displays an ability to think on her feet. A flexible interviewee finds creative solutions to problems, so use hypothetical scenarios to determine whether an interviewee thinks fast under pressure.



HOW HARD WAS THAT OP??