Is the recruiter asking 'shock' to put down the candidate?

HR experts emphasize that asking 'shocking' questions is not intended to put down candidates, but to let employers see how candidates react.

Students attend the Career Journey and Job Connection Festival 2024, taking place on the morning of November 30 - Photo: VNU

On the morning of November 30, Hanoi National University organized the Career Journey and Job Connection Day 2024, attracting nearly 8,000 students and about 60 consulting and recruitment booths from 44 domestic and foreign corporations and enterprises.

Within the framework of the program, students will attend seminars to position themselves and conquer employers in the near future.

Candidates must answer truthfully.

At the seminar "Positioning yourself and conquering employers", a female student from the University of Social Sciences and Humanities, Vietnam National University, Hanoi, asked the question: When employers ask questions related to their weaknesses, how can candidates answer appropriately without lowering their self-worth?

Mr. Nguyen Tien Thanh - recruitment director of Sun Group Corporation - said that the reason why employers ask about candidates' weaknesses is not to put them down, because everyone has weaknesses. According to Mr. Thanh, the purpose of the question is for employers to see how candidates react to things that make them uncomfortable.

"When answering, candidates can share their weaknesses with stories about overcoming them. For example, my weakness is English, but I am planning to study and improve seriously for 3-5 months. From there, I can make a good impression on employers," said Mr. Thanh.

Mr. Thanh also noted that when answering the interview, candidates must share honest information, because when candidates share dishonest information about themselves, the company can completely verify it before or after the interview.

At the same time, Mr. Thanh pointed out that when interviewing young candidates who have just graduated, the common weakness is that many of them do not know what they want to do, do not have a clear career orientation to outline the direction of development, and supplement skills. Besides, some candidates are overconfident compared to their actual abilities.

"The common point of Gen Z recently is that they are a bit impulsive, reckless, cannot stand pressure, and quickly give up when facing difficulties," Mr. Thanh commented.

Sharing at the seminar, Ms. Pham Thi Thu Hien - Director of the Center for Recruitment and Talent Attraction, Saigon - Hanoi Commercial Joint Stock Bank - said that in order to position their personal brand, candidates must identify their core nature, values, passions, skills and unique personality. According to Ms. Hien, this will be the foundation to help candidates understand "who you are?" and "what value do you bring?".

Mr. Nguyen Tien Thanh - Recruitment Director, Sun Group Corporation - shared at the workshop - Photo: NGUYEN BAO

How to conquer the employer in the interview round?

Sharing with students the secret to conquering employers in the interview round, Mr. Thanh said that in order to have a successful interview, candidates need to prepare, learn about the company, the interviewer, and the job description. In particular, they need to prepare their own information clearly, accurately, and honestly to share with the employer.

On the day of the interview, candidates need to dress politely, be comfortable and confident, and keep a friendly smile. Be on time, arrive 10-15 minutes early to fix your image before the interview.

"In the recruitment industry, we always care about the image of candidates. The other day I interviewed a young person who had just graduated from abroad. However, he came to the interview unprofessionally dressed, with messy hair and sloppy clothes. While I thought he should be neat and tidy," said Mr. Thanh.

Among many criteria for evaluating candidates, Mr. Thanh believes that the candidate's demonstration of motivation and passion for the position he is applying for is very important and highly appreciated.

"When recruiting, we may not hire someone with a score of 10, but instead hire someone with a score of 7-8 because we look at the candidate's potential and whether they are a good cultural and personal fit," Mr. Thanh shared.

Notes when participating in online interviews

Mr. Thanh noted that when interviewing online, candidates should check the interview link on a computer, not on a phone. At the same time, choose a suitable interview location to avoid distractions.

During online interviews, many candidates are answering questions while their family members are walking behind them wearing tank tops… leading to a lack of professionalism. To improve this, candidates should choose a background image before entering the interview.

He also noted that during the interview, candidates need to sit up straight and dress neatly. Stay calm and always look into the camera throughout the interview to create a good impression with the employer.

Source: https://tuoitre.vn/nha-tuyen-dung-hoi-soc-co-phai-de-ha-thap-nguoi-ung-tuyen-20241130143725296.htm