On average, employers are looking to hire 1,100 people every year. This means an increased number of applicants every single day. And so you can imagine that if a candidate has no experience in your industry or even just a minimum of one year of experience (you have been there, you’re done). Most hiring managers will use this information from various sources to determine whether the applicant is suitable for your job.
For many interviewers, though, this is also based on a combination of past work history and personal reasons. So what happens when candidates don’t see anything prior to their first interview? Does it help them assess you as a company during those first few meetings? Well, often times you get to ask about that. And maximum possibly, the solution may be “it doesn’t without a doubt remember.”
You might get asked the following questions:
>Could you tell us more about yourself?
>Did you go to school for your current profession?
>How long have you worked here before?
>Do you have any work experience to share?
>Have you ever worked here before? Why did you leave your last position?
>What kind of experience do you bring to our team? How much experience do you want to bring to your next employer?
success stories do you have in your field of expertise? Tell me a story!
All these questions are simple if their answers fit into one specific box. But unfortunately, some job interviews are not. In fact, a large portion of the time is spent asking such question to gauge applicants’ qualifications, skills, and experience within the job role or area of management and leadership. Of course, we’ve all heard the saying that applicants can’t take “no” for an answer; but are interviewers really getting a realistic sense of how good they could be at their job or business?
Probably not. It’s one thing making a decision in front of a board of directors or interviewing with 10 other people, but having someone who doesn’t know anything about your field – and only a little bit about the way it runs – does nothing to give you confidence in you as a candidate. What’s more, I am pretty sure hiring managers aren’t going to look for great memories they have that will carry through the entire process; therefore, asking if the applicant had a certain event during which they were happy or excited or proud of something because they helped out, or they got promoted, will be pointless. Plus, if an individual didn’t have a memorable moment from working at another company, then why should anyone hire you? Isn’t the whole point you’re trying to achieve, not to remember something?
So it is important to know how your own previous experiences have shaped your current skillset. If the applicant has always said they wanted to grow and learn, you may want to keep in mind that you may need a refresher course on things like learning to code or different programming languages (which everyone does).
Also,
if interviewers have a problem with the person not knowing anything, perhaps the manager you are interviewing with should consider using Google Hangouts to prepare for the job. Or maybe your background does not align with yours. You don’t want someone who knows everything about running a business but won’t fit into any particular role at once.
Maybe he/she’s a salesperson or a marketer but is not much better than being a receptionist, where you can interact with customers and clients. At its worst, you might not know too much about anything outside of basic communication skills. However, if you understand yourself well enough, it’s hard to think you’ll turn down that offer!
