Arriving for an interview, many job seekers hear from recruitment managers a request to fill out a questionnaire in addition to the resume. Often this becomes a real stumbling block and even causes conflicts between candidates and recruiters. Why, they say, spend time for extra paper if everything is already described in the resume?
In most cases, the questionnaire proposed by the personnel managers actually partially duplicates the resume - as a rule, it contains questions about the education of the applicant, his work experience, knowledge and skills. However, recruiters are not wasting their time and your time, because a correctly drawn up questionnaire helps them get exactly the information about the candidate that interests them.
In addition, an experienced recruitment specialist may well appreciate you by how exactly you fill out the questionnaire. Fast or slow? Details or in general terms? For example, if the applicant was asked to answer all the questions, and he answered only a part, he may well be considered an optional person, ignoring the requests of his colleagues and instructions from his superiors. If a candidate fills out a questionnaire for more than an hour, the recruiter doubts his “high working capacity and ability to work in a short time”, which is mentioned in the CV. Finally, the questionnaire clearly demonstrates the literacy level of the candidate (for some posts this is especially true), because, unlike a resume, it cannot be checked using a text editor.
Some companies also include questions about the motivation of the applicant in the questionnaire (for example, they suggest arranging the components of the compensation package in order of importance, etc.). You need to answer them honestly, but briefly - give a detailed answer at the interview.
In other words, a questionnaire is one of the most important methods of staff selection. Naturally, a candidate who disagrees with a request to fill out a questionnaire immediately loses points in the eyes of the employer. Especially if at the same time he behaves aggressively ("What questionnaire? Here is my resume, I will only talk with the director!") - such a candidate is most likely simply not allowed to be interviewed.
So Superjob.ru recommends you not to rush to refuse a recruiter to fill out a simple form. Spend fifteen minutes - and you will have an extra chance of a successful job placement.
In most cases, the questionnaire proposed by the personnel managers actually partially duplicates the resume - as a rule, it contains questions about the education of the applicant, his work experience, knowledge and skills. However, recruiters are not wasting their time and your time, because a correctly drawn up questionnaire helps them get exactly the information about the candidate that interests them.
In addition, an experienced recruitment specialist may well appreciate you by how exactly you fill out the questionnaire. Fast or slow? Details or in general terms? For example, if the applicant was asked to answer all the questions, and he answered only a part, he may well be considered an optional person, ignoring the requests of his colleagues and instructions from his superiors. If a candidate fills out a questionnaire for more than an hour, the recruiter doubts his “high working capacity and ability to work in a short time”, which is mentioned in the CV. Finally, the questionnaire clearly demonstrates the literacy level of the candidate (for some posts this is especially true), because, unlike a resume, it cannot be checked using a text editor.
Some companies also include questions about the motivation of the applicant in the questionnaire (for example, they suggest arranging the components of the compensation package in order of importance, etc.). You need to answer them honestly, but briefly - give a detailed answer at the interview.
In other words, a questionnaire is one of the most important methods of staff selection. Naturally, a candidate who disagrees with a request to fill out a questionnaire immediately loses points in the eyes of the employer. Especially if at the same time he behaves aggressively ("What questionnaire? Here is my resume, I will only talk with the director!") - such a candidate is most likely simply not allowed to be interviewed.
So Superjob.ru recommends you not to rush to refuse a recruiter to fill out a simple form. Spend fifteen minutes - and you will have an extra chance of a successful job placement.
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