The subtext of the interview "I don't think your personality is suitable for XX" has three meanings. The same sentence is expressed in different tones on different occasions and conveys different meanings. Let's look at the three meanings of the subtext of the interview "I don't think your personality is suitable for XX"

I don't think your personality is suitable for the three meanings of XX.

If the interviewer says "I'm sorry, I don't think your personality is suitable for XX" in a polite tone and then hands you your resume, you should understand that people want to see Fujian. In this case, all you have to do is pack your bags and leave generously. Then, go home and continue to browse the recruitment information, find the right unit and submit your resume.

Analysis of subtext 2

If the interviewer says "I don't think your personality is suitable for XX" and then adds "You can try the position of XXX", it means that although the position you applied for is unsuccessful, there is still a new choice before you. Interviewers have their own selection criteria. Many times, they know job seekers better than job seekers themselves.

If the interviewer has recommended you a new position and thinks it is suitable for you, then you should think carefully about whether to challenge this position.

Analysis of subtext 3

If the interviewer says "I don't think your personality is suitable for XX" and looks at you with your resume, you should immediately organize the language and prepare to refute it. It is an accepted fact that interviewers like to make things difficult for others.

Many times, the reason why job seekers are not suitable for XX in the interview is not that they are really unsuitable, but that they want to set traps to examine the adaptability of candidates. If you can point out the advantages that you are suitable for this job and convince the interviewer that you won't pass 100%, but you have at least an 80% chance of success.

I don't think your personality is suitable for XX. The interviewer asked, "Where did you know we were hiring?" ?

Subtext: In addition to evaluating the effectiveness of recruitment channels, he also wants to know if you have any acquaintances. ?

Generally speaking, acquaintances will get extra points. As the saying goes, look at the Buddha instead of the monk, but this is not the case. If it is introduced by an acquaintance with poor performance or poor recommendation history, it will be "decisive".

Most interviewers mainly evaluate the effect of job advertisements published by their own units and whether HR is dedicated. ?

The interviewer asked, "Why did you leave your last company?" ?

Subtext: Does your company meet your criteria for choosing a job? By the way, consider your career stability. ?

This problem is extremely lethal. Most cunning candidates answer "I want to change the environment or platform". Although this answer is equivalent to no answer, it is a relatively safe standard answer, at least much safer than your answer such as "low salary, no salary, overtime, bad leadership or unit, conflict with colleagues"

If you change jobs frequently for similar reasons, it will be difficult for you to enter the interviewer's sight. Always leaving for the same reason, at least it means you must have something wrong. ?

The interviewer asked, "What do your friends or family do?" ?

Subtext: Don't come to anyone who is also a spy, or you will be in trouble.

Everyone has his own circle, and the workplace circle cannot be separated from the circle of relatives and friends. If your friends or family members work in the same industry, the interviewer will naturally pay more attention. This is from the perspective of trade secret security. If you are interviewing young people, you will generally ask your family or friends about their attitude towards your job search, mainly to see if you will be unstable due to external factors in the future.

Interviewer's question: What other units have you applied for?

Subtext: Check your career plan and evaluate the possibility of being hired or eliminated by other units. ?

Generally, when asking this question, the interviewer is basically positive about the candidate, but he can't make a decision whether to hire you or not. Although victory is imminent, we must never underestimate the lethality of this problem. Many newcomers in the workplace often fall on this last crucial step. If you have applied for other companies, please choose the relevant position or industry to answer. ?

Interviewer's question: Please rate your interview performance or rate the interviewer?

Subtext: It's time to consider your ability to improvise.

This question is generally not used as an interview routine, but it may also be adopted by some senior interviewers. If you grade yourself, please increase your objective score by 10-20% to show your confidence, but the upper limit of your score cannot exceed 90, which is mostly overconfidence.

If you grade the interviewer, you can avoid it tactfully, and it is best to avoid it. If you say high or low, you may suffer. The best answer is not grading, but objectively evaluating the interviewer's good impression.