 |
브레이크뉴스 문홍철 기자= 면접관들이 불합격 지원자를 판단하는데 걸리는 시간은 9분 이내인 것으로 조사됐다. 또한, 면접관들이 탈락 1순위로 평가하는 지원자 유형은 ‘지각생’인 것으로 나타났다.
28일 잡코리아에 따르면 올 한해 면접관으로 참여한 경험이 있는 직장인 383명을 대상으로 최악으로 생각하는 유형이 무엇인지 질문한 결과, 면접에 늦는 ‘게으름형 지원자’가 응답률 40.7%로 1위에 올랐다.
다음으로 △지원한 기업에 대한 정보가 부족한 성의부족형 지원자(24.0%) △자신감 없는 무기력형 지원자(20.1%)가 각 2위와 3위를 차지했다. 즉, 면접관들은 지각 여부와 면접 태도 등을 통해 입사하려는 의지가 있는 지원자인지 여부를 판단하고자 했다.
이어 △질문에 대한 엉뚱한 대답을 하는 동문서답형 지원자(18.5%) △면접에 집중하지 못하는 주의산만형 지원자(15.7%) △자기 멋대로 탈락을 예상, 자포자기형 지원자(10.2%) △지원서나 면접 내용의 진위가 의심스러운 과시형 지원자(10.2%) 등이었다.
면접을 위해 제 시간에 도착하고 열심히 준비도 했지만 합격을 주지 못하는 유형도 있는 것으로 나타났다. 면접관 93%가 면접 지원자들 중 빨리 취업할 수 없을 것 같은 안타까운 지원자가 있었다고 답했고, 대표적으로 질문의 요지를 파악하지 못해 다른 답변을 하는 지원자(44.9%)와, 사회성이 부족해 보이는 지원자(44.7%)를 꼽았다.
반면, 면접관들에게 지원자들 중 우리 회사뿐 아니라 다른 회사의 면접에서도 좋은 점수를 얻을 것 같다고 판단한 유형은 △지원 분야의 경험이 풍부해 어떤 일을 맡겨도 잘 할 것 같은 지원자(48.0%) △예의 바르고 성실해 보이는 지원자(37.4%) △친화력이 좋고 대인관계가 원만해 보이는 지원자(36.6%) △협조적이고 조직문화에 잘 적응할 것 같은 지원자(30.7%) 등이었다.
또한, 면접관들은 △회사정보를 미리 파악하고 평소 궁금한 사항을 질문(33.7%) △끝날 때까지 포기하지 않고 최선을 다해 답변 (29.2%) △모르는 질문에는 솔직하게 모른다고 답변(23.8%)하는 모습을 볼 때 호감을 느낀다고 답했다.
한편, 면접관에게 좋은 점수를 얻기 위해서는 면접 초반에 집중해야 할 것으로 보인다. 면접관들은 면접 시작 10분 내외에 결정하는 것으로 나타났다. 특히, 불합격을 판단하는 시간은 약 ‘9분’으로 합격자를 결정하는 시간인 ‘12분’보다 더 빨랐다.
break9874@naver.com
*아래는 위 기사를 '구글 번역'으로 번역한 영문 기사의 [전문]입니다. '구글번역'은 이해도 높이기를 위해 노력하고 있습니다. 영문 번역에 오류가 있을 수 있음을 전제로 합니다.<*The following is [the full text] of the English article translated by 'Google Translate'. 'Google Translate' is working hard to improve understanding. It is assumed that there may be errors in the English translation.>
TOP 5 types of applicants selected by interviewers for rejection
Break News Reporter Moon Hong-cheol= It was found that the time it took for interviewers to judge unsuccessful applicants was less than 9 minutes. In addition, it was found that the type of applicant that interviewers ranked first in rejection was ‘latecomer’.
According to Job Korea on the 28th, 383 office workers who had experience participating as interviewers this year were asked what type they thought was the worst, and the ‘lazy type applicant’ who was late for the interview ranked first with a response rate of 40.7%.
Next, △ insincere applicants who lacked information about the company they applied for (24.0%) and △ lethargic applicants without confidence (20.1%) ranked 2nd and 3rd, respectively. In other words, the interviewers tried to determine whether the applicant was willing to join the company through factors such as tardiness and interview attitude.
Next, △Applicants who answered questions incorrectly (18.5%) △Applicants who were distracted and could not concentrate on the interview (15.7%) △Applicants who were desperate and expected to be rejected on their own (10.2%) △Applicants who were self-centered and unable to concentrate on the interview (10.2%) Applicants who showed off were of questionable authenticity (10.2%).
It turns out that there are some types of applicants who arrive on time for the interview and prepare hard, but are unable to pass the exam. 93% of interviewers responded that among the interview applicants, there were unfortunate applicants who seemed unlikely to be able to get a job quickly. Typical examples include applicants who gave different answers because they could not understand the gist of the question (44.9%) and applicants who seemed to lack social skills (44.7%). was selected.
On the other hand, the types of applicants that the interviewers judged to be likely to get good scores not only in interviews at our company but also at other companies were △applicants who have extensive experience in the field they are applying for and would do well in any job assigned to them (48.0%) △polite Applicants who seemed sincere (37.4%), applicants who seemed friendly and had good interpersonal relationships (36.6%), and applicants who seemed cooperative and would adapt well to the organizational culture (30.7%).
In addition, the interviewers △ knew the company information in advance and asked questions they were curious about (33.7%) △ did not give up until the end and did their best to answer (29.2%) △ answered honestly that they did not know the questions they did not know (23.8%) He answered that he felt attracted to it.
Meanwhile, in order to get a good score from the interviewer, it seems that you need to focus on the beginning of the interview. Interviewers were found to make their decisions within 10 minutes of the start of the interview. In particular, the time to determine failure was about ‘9 minutes’, which was faster than the ‘12 minutes’ to decide on successful applicants.
