面试坐姿礼仪英语

面试坐姿礼仪英语

　　几轮面试下来，职场面试者发现与面试官交谈，特别是与多位面试官交谈时，会有莫名的紧张感。于是坐立不安，手脚不听使唤，无法专心回答面试官的问话，导致整场面试糟糕透了。这些举动肯定都被面试官看在眼里，结果可想而知。以下是面试坐姿礼仪英语，欢迎阅读。

　　One, job interview position position

　　1. Sitting and sitting position. If the interviewer makes you sit down, you don't have to say, "sit down." Keep an air of decency. Don't make any noise when you are seated. During the interview, the body should not be moved at will, the hands should not be redundant, the legs should not shake repeatedly, these are the performance of lack of breeding and arrogance. Because some people are nervous, unconsciously by hand touch hair, ears, cover their mouth to speak, even though you are careless, but the interviewer may be so, don't think you talk attentively, will doubt the truth of your words.

　　2. Different gender, the etiquette requirements for the interview are different. When a man is seated, his feet should be at least a fist at a distance between his knees, and his hands can be placed on top of his or her knees. If he is wearing a formal suit, he should unbutton his jacket.

　　3. When a woman enters her seat, her legs are closed and she is inclined to one side, her feet may be slightly different, if the legs are tilted to the left, the right foot is left behind her left foot. If the legs are tilted to the right, the left foot is placed on the right foot. In this way the other side looks at the feet from the front, the legs are a little bit, the leg lines are longer, also appears rather elegant. If a woman is wearing a dress, she should sit at the hem of her seat before she enters the seat. After sitting down, she will sit upright, with a straight head and a straight head. After sitting, the body usually occupies 2/3 of the seat, two palms facing down, naturally placed on two legs, two legs naturally put, two knees together, face with a smile to maintain natural relaxation.

　　Interview conversation, distance etiquette

　　Job interviewers enter the interview room and get used to leaning on the chair. Because the interviewer was very cordial, the interviewer slowly became more easily and began to tell his yearning for this job, when it comes to exciting place, will involuntarily lean closer together. Looking at the excited speaker and spittle interviewee, the interviewer seems embarrassed, and the interviewer has been disrespectful.

　　In order to communicate with others, is the purpose of talking to do talking happily, besides should pay attention to the content of the talk, also should pay attention to keep a certain distance with the examiner, so as to let the other side to hear and understand. Western European countries from the perspective of health research, when people speak, can produce about 170 droplets, can wave 1 meter far, as far as 1.2 meters, the cough can discharge 460 droplets, as far as can spit out nine meters, let alone a sneeze can produce how many germs. That is to say, it is also polite to keep talking at a proper distance.

　　Keep your distance proper

　　Etiquette says that it is clearly rude to say that you are too far away from each other and that you will be mistaken for your reluctance to be friendly and close to him. But if you get too close to a conversation, you'll accidentally splash your face on someone else's face, which is the most awkward. Therefore, in terms of etiquette, it is most appropriate to keep one or two personal distance with the examiner. In doing so, they both make each other feel intimate and at the same time maintain a certain "social distance", which is also the most comfortable in people's subjective feelings.

　　It's more effective to keep a distance

　　In a job interview, people as a whole image, the two sides talk to convey information, not only on language, but also rely on body language to play charm, such as hand movements, changes in facial expressions. Aesthetics tells us that distance produces beauty. The explanation is that distance can play a role in the conversation. Choose the best position and the best distance to play better.

　　The interview conversation, whether from a health point of view or from the perspective of civility to consider, should keep a certain distance with people, so that is good for everybody's health, is good for both sides. If you suddenly want to sneeze and clear your throat, turn around and "act". It's best to take out a handkerchief or napkin to cover your mouth and apologize to get the interviewer

　　3. Be polite and leave polite

　　After the interview is over, be polite to get up. The most important thing for standing up is to be steady, quiet, natural, and never make any noise. The seat usually enters the seat on the left, and can be withdrawn from the left when standing up. Normally we sit chair, it has the special provision of attendance, entered the room sat by the left, standing also want to stand on the left side of the chair, be it sat or stood up and don't make any noise at all.

　　Job guidance: be careful when hiring an interviewer

　　Some people say that Chinese companies are recruiting and training of human resource management is well done, most of the problems can be recruitment and training, up to now, the candidate's interview still is the enterprise human resources management a very important content in recruitment, because can't completely by a person to apply for material and the written record will be able to make clear and accurate judgment. Intuitive impression of the interviewer and the interview and can be adjusted according to situation assessment on the interviewer's direction and content will help to a person for a more complete and impartial evaluation, to fully guarantee the effect of corporate recruiters.

　　For job interviews, there is a lot of emotion when it comes to interviewing employees or managers who are often interviewers. The employee regrets that taking part in a lot of business interviews will often have some very "weird" things happen, obviously better than the other person, but the final admission is someone else. And managers to sigh with emotion: why every time finally from a lot of candidates in the selection of eligible there are always a few even through the probation period must be eliminated, at the same time, also in the trance think of those who didn't pass the interview candidates more suitable candidate has not been excavated.

　　This shows that there is a problem in hiring and interviewing. According to my years of working in HR practice and providing HR management consulting and training for enterprises, I have summarized some of these problems.

　　An unprofessional interviewer's question is unstructured

　　The most problems that occur during the interview process are the obvious manifestation of the lack of professionalism in the recruitment and interviewing staff.

　　(I) repeat the question

　　Repeat questions are common in the process of initial interview and re-examination. The examiners may not know the initial test well, and it is easy to ask the same questions as the first interview. , of course, these problems must be examiners are concerned about the problems, such as personal study, work, work performance, work before leaving reason, to apply for the understanding of the company, etc., but this clearly goes against the real meaning of the second interview, which further deeply evaluate candidates. Wasted valuable time on both sides, the interview to make the examiner check applicant is more important is time nervous, candidates can reveal itself in response to the problems in specialty in the interest of time had to be in a hurry, so as to effect the second-round exam.

　　(2) missing important information

　　Many corporate interview questions do not have rigorous and meticulous preparation, but show a great arbitrariness. So, when you ask a question, it often happens. Interviewers often pester candidates actually less important questions, candidates are repeatedly explain, waste a great deal of time and energy, but ignores the more important content and information, and affect the overall understanding of the candidates.

　　(3) to raise a non-issue

　　The casualness of the interview is also reflected in questions that have nothing to do with the interview. Some of the questions even involve the applicant's personal privacy, which can be awkward for both parties. Because of the interviewers' professional range, educational level and comprehensive quality, such as: "why did you get divorced?" "Why aren't you married? Such questions have occasionally occurred, and the interviewer has been happy with his words.

　　(4) uncertainty of the problem

　　Again, the question posed by the interviewer is not certain, and such faults occur frequently in my work. Interviewers often ask only questions about the candidate's past work experience, while different job candidates have different working experiences. Examines different people with different questions, such as using different formats of a ruler to measure the height of different people, at last the result of the interview also can't again according to the enterprise standard to do the same choice, so it is easy to cause unfair to the candidates.

　　2. The halo effect that the interviewer cannot avoid

　　Job interview basic standardization and quantification, and many times interview results basically comprehensive literacy has much to do with the interviewer, but many interviewers first could not overcome their own many human weaknesses.

　　(1) the interviewer's own preference

　　It is also the most difficult thing to avoid in job interviews in many companies for the interviewer to evaluate people according to their preferences. For example, an interviewer is very interested in a degree, and he must be very interested in the high school calendar. Before the interview begins, the lower one is sure to lose one point. Or another interviewer is a market, a person of origin, often a bit of favor to the articulate person, while ignoring the characteristics and requirements of the current employer.

　　(2) preoccupation

　　A preconceived idea is that the interviewer has a more fixed impression of the applicant at the beginning of the interview. This impression is hard to change in a short time. For example: the interviewer's first impression of the applicant is honest and friendly, so if I found the candidate's first lie, will think is honest or excessive tension, is forgivable. And if the interviewer's first impression of the applicant is flattering and hypocritical, so if I found the candidate's first lie, will think is habit or intentional, is unforgivable.

　　(3) cover the surface with a point

　　Interviewers often make an overall judgment on the merits of a candidate. For example, when a candidate shows great software development skills during the hiring of a project leader, the interviewer may mistake him as the right person for the project development manager. But in fact, it is more important to have team coordination and project management skills, not just software development capabilities, to be responsible for project development.

　　3. The interviewer did not record or record the interview in time

　　It is necessary to make proper and timely records during the interview process. But many in the process of the interview, the interviewer is just in the candidate's interview progress made a general review on the nature of the overall record, usually only a few pen, is simply nothing to write, even remember in my mind, such as all the same after the interview again. Such practices when applicants less problem is not very big, but at the same time to interview a few same job applicants, the interviewer often can only to the first and the last one is impressive, and the impression of other candidates is fuzzy. After the interview, only the vague impression in the interviewer's mind and a few simple general comments, to classify the applicant, the decision to make a choice, obviously, is not accurate and accurate. At the same time, it is not conducive to post-mortem supervision and summary interview results.

　　4. Ignore job applicants' motivation

　　The study of motivation is an important part of the job interview that has not been accurately designed. Many interviewers focus their energies on examining the applicant's professional knowledge, business skills and performance, while not caring about the employee's motivation.

　　If a candidate is applying for a job only for a living guarantee, he will try to conform to the interviewer's preferences and hide his preferences and values. At the same time is more serious is that if you don't have good employees work motivation will lack of initiative to work and often in a negative state, this negative working condition will become an obstacle to the management, assessment, incentives. Good work motivation is to their own development needs (including constantly learning and practice, improve their knowledge level) and apply for the position of enterprises need to be in harmony are an organic whole common development intention, including identification of the corporate culture, values and development direction and appreciated and live in harmony and enterprise staff and common progress of the prepared). Firstly, employees should like this job, and secondly, they like the company, so we can think his motivation is good. Of course, encouraging good work motivation isn't about erasing the material needs of employees for life support, but rather about which is more important. Employees who only pursue material interests must not be good employees, especially in today's increasingly advanced knowledge economy.

　　5. The behavior of the interviewer causes the applicant to be dissatisfied

　　The questions asked by the interviewer are not level, the interview time is not observed, the interview is not uniform and so on. The interview process is not only a process of choosing a candidate, but also the process of selecting a company. Even if the company is looking for a candidate, the applicant may not necessarily value the enterprise. Applicants will have a deeper understanding of the company during the interview process. The interview schedule, the environment of the interview and the quality of the interviewer will give the applicant an overall impression of the company, which directly influences the applicant's understanding of the enterprise.

　　6. The experience of the interviewer

　　As the enterprise standard of choose and employ persons, the interview process, the uncertainty of the interviewer, hire the importance of the result of the interview, etc., most of the time a lot of interviewers often rely on past experience to applicant's judgment and evaluation, much a few minutes to the end of the interview, a lot of the interviewer also smug, think oneself is very great, in fact, this is very irresponsible behavior to applicant and enterprise.

　　This is precisely because of the human resource management recruitment interview method these fatal weaknesses and mistakes make the job interview a piece of chicken in the enterprise recruitment appraisal. No, no, no. But every time the result of the interview is only for applicants of a probably understanding, so we have to further investigate during the probation period, leading to the company's new employees trial cost increase, also make the company into a lower productivity, important customer loss, the disclosure of risk. At the same time, the low efficiency recruitment will further affect the company's human resource management construction and operation, and reduce the level of human resource development.

　　Therefore, sincerely hope that all enterprises, all the workers to keep in mind that human resource management: the enterprise all work from the beginning of the recruitment, to do a good job of recruiting companies first, to find really suitable for the enterprise, is the foundation of all work! .

　　Job application guide: interview strategy: plan 8 minds

　　You got the interview! Great! Don't waste it.

　　I've interviewed thousands of candidates, and I've been interviewing for entry-level internships and senior managers. About three-quarters of these people make some low-level mistakes.

　　Of course, I might still choose them. Experts at warn applicants not to let the other person underestimate your abilities and talents because of a bad interview.

　　Here are eight ways to help you perform perfectly in an interview:

　　Make you seem trustworthy. There is no doubt about the importance of this. Making a good first impression and building a good relationship with the interviewer is the key to a successful job interview. What you need to do is smile, make eye contact, show your enthusiasm, sit on the front of the chair, and call the interviewer... Be yourself, but remember to be your best. We all want to be able to work with people we like and also like us.