Attention job seekers! These four types of people have no chance of getting an interview

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Among all kinds of job seekers, which types of job seekers are most likely to be eliminated by HR? A poll shows that most netizens consider job seekers with no integrity to be the first to be eliminated by HR. Next, let's take a look at what other types of job seekers are most likely to be eliminated by HR!

Category 1: Lack of integrity

Elimination index: ★★★★

HR complaints: Not from a prestigious school, not experienced enough, no special skills... As an HR, I think these deficiencies are not a problem. As long as you are not too different from our job requirements, you still have a chance to be hired. But I cannot tolerate your lies and deception. People without integrity will definitely be rejected by the company. I often encounter job seekers who lie about their previous company's salary in recruitment, and the figures can be extremely high; there are also job seekers who falsify certificates and academic qualifications, or cover up the gaps, fabricate work experience, etc. These dishonest behaviors are unacceptable to me.

Comment: Let alone corporate recruitment, even when we make friends, we are very afraid of meeting people who lack integrity. Integrity is related to personal quality. Once a job seeker is found to have flaws in this regard, it will inevitably affect the subsequent job search and work. An organization once conducted a poll on the theme of "You will definitely be eliminated if you make these mistakes during the interview", and the result was that the option of "providing a false resume" ranked first with more than 65% of the votes. It can be seen that job seekers who lack integrity are the most likely to be eliminated by HR. Therefore, job seekers should not think of using deceptive means to gain the favor of HR, so as to avoid being exposed by lies and then losing more than gaining more.

Type 2: Those with average qualifications but full of arrogance

Elimination index: ★★★

HR complaints: Do job seekers nowadays have a grudge against HR? Do you really think HR is a roadblock on the job search path? Whether you can be hired is not decided by me, an HR. Why do people who come to interview always act arrogant and have deep hatred? If you are really a talent, then I can tolerate it. After all, recruiting people is sometimes harder than finding a job! But after the interview, there is nothing particularly outstanding in your experience, and you don’t have any core technology. How can you have the courage to act like "I am the only one" with this competitiveness? I am getting more and more confused about job seekers nowadays!

Comment: Whether it is job seekers or HR, they are the names of a group. There are arrogant job seekers and nitpicking HR. These individuals cannot represent the entire group, but these individuals are often the spokespersons of a group. Therefore, there is a biased understanding that HR is a stumbling block and job seekers are arrogant.

We would like to remind all job seekers: When you go to a company for an interview, your ultimate goal is to tell the HR that you are qualified for the position, not to despise or attack the HR to show how powerful you are. Some job seekers may feel that some HR's questions are very unprofessional, especially when it comes to professional knowledge of the position. However, if you can explain his questions to the other party in plain language, it will inevitably increase the HR's favorability towards you; if you feel that some questions involve too professional knowledge to be explained in words, then you can simply state your point of view, and it is not advisable to let the other party detect your impatient arrogance. Therefore, whether you have mediocre qualifications or are well-educated, you will definitely be more successful if you always have a humble heart.

The third category: self-confused, applying for a job without understanding the position

Elimination index: ★★

HR complains: I interviewed a job seeker a few days ago, and it was really frustrating. After he came, I asked him what advantages he thought he had in applying for this position, and he actually asked me what position it was! I told him the position in a good-tempered manner, but he still felt it was not enough, and asked me what this position was for! He came to the interview without remembering the position clearly and without reading the job responsibilities clearly? "Overseas applicants" should also be more professional! At least after receiving the phone notification, hurry up to understand this information and be prepared to deal with it before the interview. When I asked him why he applied for this position, his confused face made me realize that he was a person who was completely trying his luck, and he didn't know what position he was applying for, so he applied first. Although the qualifications shown on the resume are not bad, just this attitude alone would greatly reduce my impression of him.

Comment: If you are not clear about your position, it is absolutely wrong to blindly apply for jobs all over the world, regardless of the position. First of all, the most important thing is to know what position you need and what kind of work you are suitable for, which can be summarized from previous work experience. Even if you have no choice but to apply for jobs all over the world, you can make some necessary preparations before the interview, such as the company's situation, the job responsibilities and requirements of the company's recruitment, and your own advantages in applying for the position, so as to avoid the embarrassing situation of "not knowing anything" during the interview and increase your chances of getting a job.

The fourth type: being too calculating and only focusing on immediate benefits

Elimination index: ★

HR complaints: Some job seekers can’t wait to ask about benefits during their first interview, and they ask in great detail, even going as far as basic salary, bonuses, “five insurances and one housing fund”, etc. Once, a job seeker was struggling with the annual leave issue when he first joined the company. I had already explained to him that the working hours were flexible and he might not need to use his annual leave, not to mention that the company calculated annual leave in the way that employees get one more day of annual leave for each additional year they work in the company. As a result, he was still bothered by the issue of one less day of annual leave than his previous job, and he repeatedly called to confirm, which annoyed me. I really want to say, we haven’t decided to hire you yet, and you’re so fussy about it. If we really want to keep you, I don’t know how much trouble we’ll have, not to mention that your ability is not strong enough to make us compromise on the issue you’re struggling with. There are even more job seekers struggling with a few hundred yuan in salary!

Comment: If you attach too much importance to personal gains and losses, it will leave a bad impression on HR. Although treatment is important, if the difference is not big, for example, the salary difference is only 200 yuan, then you should consider the overall long-term development of the work, such as the company's good platform, broad development prospects, and the great improvement of personal ability. After comprehensive consideration, if the advantages can offset the small difference in treatment, then don't get entangled in the immediate benefits, but strive to get better treatment after joining the company by proving your ability.