What do recruiters evaluate in the interview?

Have you ever walked out of a job interview not knowing if it went well or badly? It is very likely that this is the most common feeling, because people who participate in selection processes often do not know what is being evaluated. 

Others may think that their professional experience and training guarantee a good performance, which is not always the case.

So, to remove these doubts, in this article we will talk a little more about what companies and recruiters evaluate and expect from candidates in selection processes. Come on?

What do companies evaluate in the interview?

1. Behavior

Your behavior is analyzed even before the interview, because we don’t always do what we say, so your attitudes help the evaluator to understand some points about you.

For example, punctuality is an analyzed factor, because it shows commitment, planning and several other characteristics that help to give you more credibility.

The enthusiasm you show when talking about the company, your communication, how you build your line of reasoning, all of this can be analyzed, as they are points that help to better understand your profile.

It is worth mentioning that the person who will interview you understands that this is a very nervous moment, so this will also be considered.

2. Emotional intelligence

Emotional intelligence — the ability to deal with one’s own feelings and those of others — has been a skill highly valued by companies, as it offers a certain predictability in relation to one’s behavior within the organization.

This competency is a combination of several other skills. Therefore, when a candidate is evaluated and it is perceived that he has a high emotional intelligence, this helps to identify several other possible emotional skills of the person being evaluated.

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This competency helps to understand how a collaborative person would deal with different situations within the company, such as conflicts with the team, challenging goals, among other possible challenges that may arise.

3. Self-knowledge

Another point much analyzed by companies is the candidate’s self-knowledge and whether he knows how to identify his strengths and weaknesses .

This skill is important because it shows that that person, who may become an employee in the future, will be able to develop in the company with some autonomy.

In addition, the most important thing here is that the person has self-knowledge and takes actions based on that. That is, that she can take advantage of her strengths on a daily basis to increasingly improve the performance of her role and is looking for solutions to develop her weaknesses.

4. Technical skills

Technical skills are also very important, because they will guide your day to day at the company, as they are linked to your daily activities and results. Therefore, they are extremely strategic for companies.

The recruiter will analyze what the company needs to achieve its goals with that vacancy and what you have to offer .

But this is not always an eliminatory factor, it will depend on the function, the type of position and how important that skill is. For example, sometimes a person applying does not have the knowledge of a specific computer program, but it fits with all the other points of the vacancy.

Given this scenario, the company may consider hiring this person, but he needs to be willing to learn. So, remember, always be open to learning new things.

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It is worth remembering that having the technical skills does not guarantee that you will get the job, because, as mentioned earlier, other factors are also considered at this time.

5. Experiences

Experiences work not only to help confirm skills you claim to have, but also to exemplify situations where those skills have appeared.

Assessors need to see how you developed the skills you said were developed. And this can be analyzed from your experiences and examples that you will cite from your professional history.

Then, cite examples that help to show the skills that you have developed throughout your professional career and that are important for the position. Talk about tools you used, projects you collaborated on and the results obtained.

All of this helps reinforce both your technical and behavioral skills. Also be sure to mention problems you faced and how you solved them, this helps to show how you deal with difficult situations.

6. Fit with the company

A job vacancy arises mainly because of a demand from the company. Usually a demand that needs someone with specific technical skills to perform a certain function.

However, each company has its own values ​​and principles, an organizational culture — rules that will guide the behavior of employees —, among other particularities.

Therefore, recruiters will not only assess your technical knowledge, but a set of skills, so that the recruiter can understand whether your profile is compatible with the company and whether you would do well in that work environment.

At the end of the day, the company wants to find an employee who will meet the day-to-day demands and perform the function well, but who will also be able to adapt to the work environment and be professionally and personally satisfied.

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