In the interview the recruiter or selection professional will delve into the candidate’s capabilities, knowledge and experience. This individual may be the person who allows you a chance to get a job, but it is also possible that it will become your nightmare.
Although not all interviews are the same, there are questionnaires related to the field of work that are predictable. But do not be trusted, there are recruiters “blade” that make the aspirants suffer.
To find the right person, recruiters must know very well the sector and the company for which they work and, of course, who they require, doing interviews that discover all the strengths and weaknesses. “As interviewers, we usually validate reasons for retirement from previous work or salary aspiration, also on the type of goals, which should agree with the organizational culture of the company to which you apply,” says Andrea Ocampo, recruiter of Summar.
Through his attitude and his questions, the interviewer can be spare, serious or distrustful, because he needs to emphasize those profiles that are best suited to vacancies, allowing himself to “push” a little more to find the right one, not only professionally, but also psychologically.
Therefore, “when a candidate comes out of an interview with a difficult recruiter, you almost always have the feeling of having done a bad interview, but it must be taken into account that many times the attitude to evaluate the candidate in times of pressure is predetermined,” says Alejandro Paz, executive director of Adecco Professional.
“Difficult interviews help to understand how a certain sector or company works and overcoming them is a great task,” complements Carolina Forero, Marketing and Communications Manager of Hays Colombia.
Finding this type of “blade” recruiters can also be an advantage for the interviewee, in case he does not keep the position or cannot advance in the selection process. In addition to testing your knowledge, your reaction and response, it also allows you to better prepare for future interviews.
Keep in mind that the interviewer’s attitude toward you can be a strategy to know your reactions. Remember thatquestions with a discriminatory tinge have no place in the interview. You must answer in front of your recruiter as long as the questionnaire “is related to the work of the position you want to approach and the work experience,” says Forero.
The questions “related to expectations, level of adaptation and problem solving, personal challenges and what you can contribute to the company from your experience and knowledge can be more complicated, because they allow analyzing strengths, weaknesses and behavior during the day to day of the candidate,” warns the expert of Hays Colombia.
The sectors that most use the figure of the “blade” recruiter “generally, are the technical and highly specialized areas, which require ensuring suitable profiles that work with specific concepts, work under pressure in remote places or in the same way in positions of great financial responsibility,” says Alejandro Paz, executive director of Adecco Professional.
“The financial sector is one of those that most requires caution when selecting personnel, here it is taken into account that the candidate is not reported in risk centers or that they do not have a background that may affect their resume,” adds Ocampo.
Finally, apart from the attitude and your security in terms of your own knowledge, you must make a self-reflection, thinking about how you will contribute professionally to the company to which you apply, and the possibilities that exist to do a good job in the position. These are the keys you need to face any type of recruiter, because you never know who you are with at the time of the interview.