Nowadays companies see the educational level of the candidates as a fundamental element, to make the decision to hire or not.

When looking for staff companies focus a lot on the academic level to choose a candidate, and it is indeed an important factor but there are other important variables when finding the appropriate staff, since all individuals do not adjust to All positions, bosses, groups and companies.

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However, additional to that field knowledge and skill required, there are certain factors most businesses require when looking for new employees. For this, the selection is based on 4 factors that can help predict if a person will meet the expected expectations:

Productivity: It is not about what people have done (their functions), but what they have achieved, the result they have obtained in previous work.

Personality: Not all people fit all charges, it is essential to see this point, since a very productive person in a position that does not belong can be fatal (and a great waste).

Motivation: If the motivation of the candidate is only money, the selection could be a catastrophe. It is about assessing why a person is running for a position, if he likes the activity and wants to contribute to the survival of the group.

Knowledge: This is divided into two: formal studies and how much the candidate knows according to his experience and achievements.

Generally, in the companies in the country the selection has three principles: College degrees (based on them the salary is estimated), motivation, some look at the personality and others stay there and hire forgetting the issue of productivity, which is the source of the problem in a bad contract.

Nowadays people with some academic study seek to be employed in companies, on the contrary those who do not have studies seek income without depending on an organisation.

While it is true that formal education is essential to perform specialised technical, executive and managerial positions, it is also true that in most administrative and assistance positions, it is the company that has to teach the new employee, of his own ” know how “, or of their own technology and experience, 80% of what they will do in the new position. In these cases, productivity, personality, motivation and knowledge, experience in general are more important than education.

The tricks and nervous gestures that can ruin your job interview

Those movements you make consciously or unconsciously say more about you than you think. Learn to identify them and keep them under control so as not to give wrong signals.

When it comes to job interviews, having a stellar CV, a good personal presentation and, more importantly, answering the questions correctly are, as you probably imagine, key aspects to get the job. However, perhaps without your knowledge some of your body gestures could represent an obstacle to achieving the goal.

Consciously or unconsciously, repetitive behaviour such as blinking constantly, spinning your ring or touching your hair can influence the decision of the person interviewing you.

You shouldn’t stop moving during the interview. A lack of eye contact, for example, may be a sign that it is difficult to trust you, while a foot bent down may suggest that you are an insecure person.

Professionals from a firm tell the case of two executives who were “totally surprised” when they saw themselves nodding their heads in the video of a simulated interview. “I think one of them nodded up to 300 times in half an hour”.

The good news is that those unwanted gestures and behaviours can be eliminated. As in the case of executives, being aware of them is the first step. But, beware!: It’s harder to master those peculiar tics when you’re nervous. This is what you can do to control them.

Face your peculiarities

Once you recognise your tics, it’s time to tame them. Make dramatizations and practice talking with an interviewer until you keep your gestures under control. You can reduce, for example, the time spent thundering or blowing your knuckles or staring too hard at your interlocutor.

Others suggest recognising those peculiar gestures you have at the time of making them. Rather than being aware of listing “irritating gestures” in the interview, Daniela Lehmann-Stein, human resources manager of the Nielsen media conglomerate in Frankfurt, Germany, seeks to meet the candidate and see how he handles a situation that distracts attention.

“Sincerity is very important,” he says. “If someone describes himself as very open and, at the same time, is sitting in a very closed position, with his shoulders and arms close to his body, then that is a contradiction.” “However, I am not examining the candidate all the time trying to detect divergences,” he adds.

Lehmann-Stein says that he is very impressed when someone speaks frankly about a physical reaction that he may have in a given situation, such as, for example, easily blushing through the nerves.

“Sometimes it helps to be aggressive on the subject,” he says. “If I know what is happening to me and I worry, I could say: ‘Although I know that I am blushing now, I do not agitate as easily as it seems. I have demonstrated my resilience in various situations ‘”.

In the same way, if you can’t hide your tic, maybe it’s best to handle the situation with humor. “In those aspects I would like the candidates to be more sincere and brave,” says Lehmann-Stein. “It takes a certain degree of self-reflection to be able to present yourself with everything and tics. If I know that I have a tendency to blink quickly, I can handle it with humorous tone.”

Origin of the tics

Many times, the nervous gestures have a psychological origin. In other words, if you can identify the cause, you can minimise them. In some cases, the reason is the insecurity of the person for not feeling ready for the interview. That is why he works with his clients to be as well prepared as possible. Make a huge difference in your overall presentation.

Here at Sydney Resumes we can help you achieve all professional goals and also assist you with tips that can help you complete any job interview successfully.