1. Good at breaking the silence \x0d\ At the beginning of the interview, the applicant is not good at "breaking the ice" and waiting for the interviewer to open the box. During the interview, the candidates were unwilling to take the initiative to speak because of various concerns, which led to silence in the interview. Even if you can barely break the silence, the pronunciation and intonation are extremely blunt, which makes the scene even more embarrassing. In fact, whether before or during the interview, the interviewer will take the initiative to say hello and talk, which will leave the interviewer with a good impression of being enthusiastic and good at talking to people. \x0d\2。 Don't be influenced by prejudice or prejudice \x0d\ Sometimes, the negative comments you get about the interviewer or the employer before attending the interview will affect your thinking during the interview. Interviewers who mistakenly think they look cold are either strict or dissatisfied with the candidates, so they are very nervous. Sometimes, the interviewer is a young lady who looks much younger than herself, and she begins to whisper, "How can she be qualified to interview me?" In fact, in the recruitment interview, a special procurement relationship, as a supplier, candidates need to take the initiative to face different styles of interviewers, that is, customers. A real salesman can't choose his own attitude when facing customers. \x0d\3。 Don't make a big speech, but don't give examples \x0d\ When a candidate talks about his personal achievements, specialties and skills, once a clever interviewer asks, "Can you give one or two examples?" Candidates are speechless. And the interviewer just thinks: facts speak louder than words. In the interview, if the applicant wants to win the trust of others with his so-called communication ability, problem-solving ability, teamwork ability and leadership ability, there are only examples. \x0d\4。 Lack of positive attitude \x0d\ Interviewers often mention or touch on things that embarrass candidates. Many people are red-faced, or evasive, or lying perfunctory, rather than answering honestly and explaining positively. For example, the interviewer asked, "Why did you change jobs three times in five years?" Some people may say how difficult the work is and why the superiors don't support it, instead of telling the interviewer that although the work is difficult, they have learned a lot and matured a lot. \x0d\5。 Vague personal career development planning \x0d\ Many people only have goals and have no idea about personal career development planning. For example, if you are asked about your career development plan for the next five years, many people will answer, "I hope to be a national sales director in five years." If the interviewer then asks "why", the candidate will usually be confused. In fact, any specific career development goal is inseparable from your assessment of your current skills and the rough skill development plan that needs to be drawn up in order to be competent for your career goals.