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An answer is not just about the content of what you say - it must also be communicated properly. Recruiting expert explains why the length of your answers are so important in the job interview.

There are lots of advice on what to answer various job interview questions, but it is equally important to know how long your answers should be. In any case, if one is to believe HR manager Kris Dunn of the US recruitment company Kinetix.


In a post on Talent Space Blog he argues that the length of your responses to the job interview can be crucial to whether you get the job or not.


You speak little and give short answers, appears you namely that introvert. Do you talk too much and provides for long answers, the interviewer will perceive you as someone who is tiresome to associate. And sociability is actually a very important part of the job interview. That you have the qualifications needed for the job is already confirmed as you got the offer of a job interview.

This Is The Perfect Length For A Good Answer In Job Interview

Dunn argues that two minutes is the perfect length for any answers during the interview. When the interviewer will feel natural to come with some follow-up questions, which will make them feel like a skilled interviewer. If you get one or two follow-up questions you know you adequately respond much. Zero or five follow-up questions are not so sanguine.


The only exception from the two-minute rule is if you are asked to tell about your background and draw out the best from CV. Then you should use three to five minutes to summarize the "highlights" of your career, then finish the answer with the mandatory summaries of personal interests, volunteer work and other advantageous aspects of yourself, enter Dunn.


If the interviewer is the type to talk 90 percent of the time, then he or she do so. This will allow them retrospectively namely think that the interview went brilliant.


It's natural to be nervous for an interview for a job you really want. But please note that nervousness does not appear through scribbling disjointed and talk so much that you reek of "quantity over quality".

Great experience financial activity - is the main value of the accountant for the company (employer). All accounting experience will have to show in the summary, if an accountant is looking for a new job. In the study summary of the applicant accountant first draw attention to the data in the graph of experience, and only then - on education, personal qualities, as well as additional information.

No need to write "worked one year assistant accountant at the firm" Smart and Associates" This provision of information on employment of the applicant is unlikely to be interested employer or recruiter.

According to the chief accountant of Alexander Shandura, work experience of the candidate on the job - is a key point when selecting an employee in the accounting department.

The most valuable and in demand in the labor market are accountants who have experience working on DOS (basic system of taxation) as workers who have dealt only with the STS (simplified tax system) or UTII - do not have sufficient experience to perform more complex professional tasks.

More further employment is of great importance experience in audit or tax audits, namely - the ability accountant to "read" the balances of payments and acts of reconciliation, the ability to defend, if necessary, correct their views on taxation. If such facts were working career competitor, then it is required to write a resume Accounting.

For employers, it is always very topical question of the reason for dismissal of the applicant from the previous workplace. This question can be easily removed even during the acquaintance with a summary on the work, you just indicate it that the reason for dismissal was a small salary with a huge amount of work, or delayed its payment. Among other reasons for dismissal may include: inability to further professional growth, career development and so on.

Separately, we must mention about the etiquette of sending a resume in electronic form, or by fax - so accepted in reputable companies and large enterprises.

Summary of work gives the applicant the opportunity to present yourself to the employer to work in absentia (potential employer) with the best hand.

Normally, any job, whether it Resume or CV Accounting consists of the following components - information about education, previous jobs and others who were not included in the first two sections.

So, when you have made the headline summary indicated their personal and contact information, go to the section describing your level of education. Here you need to specify all the schools in which you learned after leaving school (vocational schools, technical schools, universities, training and refresher courses).

It is necessary to specify the specialty and qualifications that you have. If you have more than two higher education, specify only two of them, which relate to the potential positions. Others did not specify in the resume. No need to also report to the summary of the end of "higher rates of magic", "school of folk healers" and "circles of card games."

Next you need to fill in the most "dangerous" part of the job, which must be given information on all areas of your work. It should take the work book and write down the date of receipt of all to work and leaving work, correct titles and businesses that have taken place in your working career.

What Should And What Should Not Be Written In A Resume For Job?

Instead of names and positions businesses need to place concise description of your major accomplishments and responsibilities on the old workplace. Try to convey to a potential employer reliable information about the positive qualities of your employees, but not excessive cluttering resume information.

Be sure to write about how well you own an office and computer equipment (or other means of production) to specify which computer programs you know perfectly, except for the office (standard).

It is best if you have on hand will be ready to resume a few (two or three), English (other foreign) and Russian languages. In summary, there should not be any grammatical mistakes, otherwise a resume deem sign of bad taste.

In my work, it's simple. Projects done by people, I pick up these people. And I, as a rule, responsible for ensuring that these people in the company was comfortable and well. An important point: any view on HR and deeper into it - always the author. There is no common approach. There is no system - is the most and least effective and innovative ways of communicating, but it is always necessary to take into account the human factor adopted by the company and the rules of the game:

Alas and alas. But at the stage of dating correspondence while reading your resume - a chance to impress more or less objectively exists, and this chance must be skillfully use.

I - adept writing cover letters. It begins with this letter is your introduction to a recruiter. Hooked? Click - open your resume. Not hooked - openly, but it is read in two seconds. Yes, too lazy to write. Yes, "do not know" - you might say. Yes, it is much easier to make a choice for all positions. But the market candidates - competitive environment, will have to pull myself together and stiffen.

All that will be discussed below, is relevant both to the purely business structures, and to the creative industry. Of course, there are nuances. The oil company is different in principle from the selection of an advertising agency, and Western players with their 11th different interviews from a small Russian printing house, but it was at the stage of dating correspondence through the resume and cover letter are approximately the same rules.

A cover letter or Resume is unlikely to read your immediate supervisor, big boss or personnel director. His recruiter reads, likely with low qualifications, so it must be:

There are different opinions on the topic of how much time is spent recruiter to read your resume, but in any case the time counted in minutes, experienced people are browsing the text on a diagonal very fast. In the cover letter is spent very little time in seconds.

Therefore, two or three paragraphs of text content is more than enough. No more than half a page, even if it is - the employer of your dreams.There are companies and people who can impress the offer "Take me to the job, you will not regret," but in this case your resume and portfolio should beat in the stomach immediately and call you for a meeting shall immediately after receiving the letter. Do not be overconfident. Make small text adequate.

Recruiter - usually the person at the initial stage of a career in HR. Not always, and it does not mean that the first meeting with him - an unnecessary and not worth your attention stage, but in most cases - people with not very highly qualified. Your letter should be clear and in form and content.

Avoid formalities. No appeal to the "you" no "hey, eychar, welcome!", Totally unnecessary - to talk about his life from the time of school and indulge in lyrical descriptions of your way of life in complex sentences. It is strongly repulsive form.

Cover letter - business correspondence, not flirting and talking heart to heart. Be clear, it is much easier.

Give specific examples. There is nothing worse than the phrase "I am confident that my experience and skills meet your requirements." When a recruiter reads a phrase in the two hundredth time, he will begin a nervous tic. With this tick your resume is doomed to failure.

Or: "Hello! I am very interested in the vacancy, "Project Manager" in your company. I believe that my experience in previous company complies with the requirements, and I can benefit your company, working in the position. Please consider my resume as a competitor. "

You know yourself? Op - resume basket.

But the lyrics: ".. .Work lot and from an early age: in the 9th grade summer spent as secretary, then taught German and mathematics, worked as a tour guide, tutor, barristers and even a famous journalist in the publication ..."

Or, "Let's start with the good news: I am an energetic, if I start, then snoshu obstacles and do not even notice them, I am an eternal dreamer and creatives, while I was a child with children's spontaneity and openness to the world. I have no authority and blinkered view. I live by the principle "I still can." And yet I have a tattoo. " And another page of text.

Or: "But why do you need me? - You ask. This is for many reasons. I will name two key. First - this is a perfect match to your requirements. The second - in my experience, which is better to say in the figures so as not to ship you a sheet of text. " Further, generally, a sheet of text.

In these examples, unfortunately, zero content. But with excess - chaotic thoughts and judgments of mediocrity. Do not be funny, be necessary, call your professional envy, even if you do not come specifically for this job.

Let the recruiter your resume will close with regret that now their company does not work for you. Let him go home and tells how cool today in his hands was a summary, a great cover letter.

The cover letter should be fully (but short!) To answer three basic questions:

Nobody taught us in school to write an essay with a beginning and a logical end, and in the American school students possess this skill from an early age, but do not feel sorry for yourself, it is worth studying. So, after this essay a person on the other side of the screen should not remain to you any general questions. Who are you, how old are you, boy or girl you are, whether you are able to articulate their thoughts in writing how much you want to receive and why you are interested in this position on the merits.

Be prepared for the fact that nine out of ten recruiters will be unable to evaluate your efforts, nine out of ten you will not answer, or grin - it all worth it to you one of the ten heard. Even one of the twenty.

What is excluded:

Form for a list of companies dreams. Let there will be three of the best. Please, also, that they are ready to communicate in the future. Make it clear that you want to work there, maybe not now, but in a year. And suddenly there is a talent pool (and in fact it actually is)?

If you said a recruiter (even with failure), connect it to Linkedin - you now have live contact of the recently closed for you company. Bingo!

And do not be afraid. Search work - work, and free of charge. While you are looking for a job, especially when you do not, every day you some money. Treat it seriously missed opportunities. And remember, in correspondence, and in person - there is nothing more beautiful than an honest and open conversation. Nobody likes to feel like an idiot even, strangely enough, HR-manager. Exceptions, of course, is there, but, as a rule, in a very specific and complex companies where the approach to the selection of people quite different, and there is not rigged. This is destiny.

For example, once we read the following letter: "I congratulate you (name of company) so that you have recruited the best manager!" And yet. The letter was accompanied with a nice picture girlish face, but you never know beautiful girls. We called it more out of curiosity about such impudence. She was one of our best managers, and does, as far as I know, a great career in a very ambitious and exciting projects.

Courage, honesty and less silly conventions clerk mediocre. Speak with HR-ohm, he is also a man.

And the cherry on the cake: the photos are very easy our lives. The main condition: without the sea and expensive cars in the background, swimwear, vases with flowers, causing postures pouting lips and passport options. And less creative - type profile, smileys, absurd and funny accessories. Live open look, high quality portrait, photo of sufficient size to see your face - big and bold plus the first step forward.

Blog Marina Korsakov on marketing, management and common sense. It should not only read all the materials of the blog, but also subscribe to the author's Facebook . A series of tips for managers to help inspect your activities with bird's-eye view and see whether you are ready to go. The book " Career management "- the life and professional career super-manager, on which you should navigate.

To understand why people do or do not do what you need to see a lecture by Dan Pink about the motivation (in English, there are subtitles).
 

The book " Do not growl at dog "- is repeatedly recommended, but did not read me a book on how to interact with other people and even animals.

Start with a review article about Agile work. Blog Sibirix companies need to read all the time - there's a lot of interesting material about the development.

" Agile development "- this is a book (free e) of flexible methodologies.

" Theory and practice of adaptive management of the project "- the material will show the difference between the different approaches to planning for" flight charts. "

A series of books by Elia Goldratt will talk about the theory of constraints, finding bottlenecks in production, the reasons for the failure of projects, PERT-diagrams. It is enough to read the first and the last: " The aim "," The goal is 2. It's not luck, "" The purpose-3. It is necessary, but not sufficient, "" Critical Chain ".

" Goldratt's Theory of Constraints "- another book that tells about the TOC.

The Lean Startup is not necessary to read entirely in English. You may well find a brief summary.

The book " How to put things in order "to help find the right approach to the work, to structure their time and thoughts. It is the Russian version of GTD David Allen.

Time Drive , too, will speak about the organization of work: planning, prioritization of cases and proper rest.

The best book about the negotiations - " You can arrange everything "(interestingly, like most boys than girls). The book has saved me personally and many more who are hundreds of thousands of rubles.

The book " Difficult Dialogues "even in a brief retelling teach time out of the conflict and deadlock. 

" Please say "no" to "- here you will learn to pursue their objectives in the negotiations and say" no ".

To begin with, I'm not the first one who tries to make a plan of training for managers. An integrated approach to self-provide children from IT-Agency . Hefty bookshelf Olga Pavlova for IT managers.

In an organization or a company, it is important to make a clear identification of any type of work required in the company, complete with a description of each job. It is often called by the name of job analysis. There are various aspects contained in the job analysis and job grading is one of them.

Job grading is a form of classification or categorization of existing jobs tailored to the job grading system that already exists.

This is done by many companies in an attempt to measure a work based on the things that are done in such work, which in turn can be used to make comparisons between one job to another job.

There are several benefits that can be obtained from the job grading itself, namely:

• Provide a clear career path.

• Assist the company in controlling the salary problem.

• Provide an understanding to the employees about the amount of their salary and the cause of justice.

• As a source of reference in taking decisions.

• Can also be used as one factor instructions on seniority and will prevent misunderstandings in many ways for example regarding the level of authorization.

• Provide clarity to all parties for each grade or level have descriptions that are characteristic of jobs that fall into that category.

• Can be used as additional data to determine the need for jobs in the future

Job grading and salary of employees is one of the most evident aspects as aspects that affect each other. Broadly, those who work at the same level will have roughly the same salary and it is this that gets most attention from job grading itself.

There are various types of methods used in job grading and here are 4 of the most common methods:

• Methods Ranking:

This method is the simplest and best suited to be used in a small organization. This method set the job from the job with the lowest rank to the highest. The jobs are sorted according to the value and level of complexity of the work itself.

• Methods Point:

This method of categorizing jobs that exist based on the total points that are owned by the type of work. These points alone measured by a variety of different aspects such are the factors of expertise, business factors, factors necessary education, confidence factors, factors that effort should be deployed by the employees and various other factors.

Of course, each company has a different point system depending on kesepatakan together. Total points of each job will be deciding the rank ordering of the work itself. Jobs that have the same point total range will usually have the same amount of salary anyway.

• Classification Methods:

This method divides the types of jobs that exist into several categories based on similarities which have in the quality and value of the work itself. Examples of such methods is the classification of the type of work in a company become the executive group, group manager, expert groups, and non-expert groups or unskilled.

This type of method as also quite common, especially in large companies because it is easier to implement. This classification method can also be easily accepted and understood by the employees there. The amount of the salary amount is also approximately equal to those in the same class or category.

• Method Comparison:

This method can be regarded as the most complex method among a variety of other methods. This method combines several types of grading methods that can be adapted to the needs and circumstances of the company itself.

There are several steps that must be followed in the use of this method, such as the determination of the total points of each job are assessed on a variety of factors, followed by analysis of available labor for a particular position and then followed by a comparison of existing jobs within the organization and the general value in the market. After going through various processes and activities that are quite time consuming and this power, then the amount of the salaries of the employees can be determined.

Selection of appropriate methods of course need to be adapted to the conditions and circumstances of the company. It is important to give a clear explanation of each category so that later there is no overlap between the work of one category to another.

In addition, it should also be noted that certain factors can be biased for example gender factor, the factor of ethnicity, religion or minority factor that sometimes indirectly could affect the classification of the type of work itself.