In an effort to get the desired job, a job applicant will go through a series of entrance tests. The test includes at least 3 types of tests, namely administrative tests, interview tests, and medical tests. The administrative test focuses on requirements related to documents such as birth certificates, identity statements, and educational history. Meanwhile the medical test can be in the form of a series of physical examinations carried out at the employee recruitment site, it can also be in the form of a request for a certificate issued by the laboratory/medical test place appointed by the recruiter. The interview test is generally placed as a closing test that determines whether or not an applicant is accepted for the position he wants.
As the final test, the interview test is designed to explore the applicant’s character and vision and mission, whether he is considered capable of being in line with the company’s vision and mission. Each position in the company certainly requires different character, endurance, perseverance and working style. Therefore, the recruiter will design a list of questions that can be an illustration of whether the applicant is suitable for the position being sought.
Summarized from various sources, the following is a list of questions that are commonly used by recruiters in interviews:
Facing this kind of question applicants should answer briefly and clearly. For example by mentioning two or three positive characters that describe the applicant’s relationship with the position applied for. For example: tenacious and conscientious. Avoid lengthy answers that make the interviewer think the applicant is not efficient.
- Applicant’s knowledge of the company and position applied for.
For some applicants who are already working (not fresh graduates) it will be easier to provide an overview of the position being applied for. Meanwhile, for those who are applying for the first time, the things that must be considered are trying to find out the ins and outs of the position being applied for and being ready to give an idea that the character and work ethic that he has will support the work process in that position. Because usually, questions like this will be connected with questions about the reasons the applicant wants to join the company.
- Achievements that have been achieved and plans for the future.
This kind of question is asked to find out the applicant’s perspective on his own background and hopes for the future. This is considered important considering that in achieving the company’s vision and mission, recruiters want to ensure that the party being recruited is able to be part of the process. In this section applicants should sort out what achievements would be in accordance with the field of work being applied for. In describing it, don’t get caught in a condition of boasting excessive achievements and making promises that these achievements will contribute optimally during work later. Answer briefly but clearly so as not to create the impression that the applicant is boasting with promises that cannot be kept.
- Reasons for stopping work.
Answer questions like this by giving a little description of the work environment that has been undertaken in relation to the goals you want to achieve. A proper description of the incompatibility of these two things will remove the impression that applicants are fleas who apply simply to get a higher salary.
- Desired salary.
In determining the amount of salary desired, the applicant should take into account work experience and the level of difficulty of the job. Don’t hesitate to state your expectations clearly.
- Pressure resistance.
Tell honestly how the applicant has been dealing with pressure at work. Avoid cliche answers like ‘I’m used to it and won’t have a problem with it’. It would be better if the applicant explains specifically, for example, he is used to stopping his work for a while to calm his mind by taking a walk to refresh his mind.
- Question session for companies.
Take advantage of this session to ask about what benefits the applicant will receive, work culture, and regulations related to overtime and working hours, for example.
In addition to the things mentioned above, the recruiter usually also pays attention to the appearance of the applicant. The appearance in question includes how the applicant is dressed, the attitude during the interview and the way of speaking. Dress neatly and politely, get in the habit of speaking in effective sentences, develop a positive and honest mindset, of course, provide the added value needed to be taken into account by recruiters.
Written by Nastiti