Shine Trader Live reports:

How can an interviewer tell if a candidate is stable or not?

Shine Trader Live reports:

There are many factors that interviewers need to consider when looking at a candidate, but there are only three aspects: compatibility, cost performance and stability.

The matching degree and cost performance are well understood. A new recruit must be able to undertake the basic responsibilities of this position, and it is best to be within the recruitment budget.

So why is stability so important?

Why do companies prefer stable candidates?

Hiring is also about finding a “partner”, who may not necessarily own shares, but needs to help the company grow.

Shine Trader Live reports:
Shine Trader Live reports:

If the company wants to flourish and prosper, it needs all employees to work together and make continuous contributions. Under such circumstances, an employee who consistently creates value is obviously advantageous.

On the one hand, corporate recruitment costs are not low. It takes a lot of time, money and energy to release the recruitment demand and hire an employee. New employees cannot take over the job in a short period of time and need to be trained. Both explicit and implicit costs are expensive.

If the older employees can work steadily for a long time, these costs do not need to be added. As a result, mature companies spend a lot of time studying employee relations in an attempt to make older employees more loyal.

On the other hand, stable output of old staff can also bring greater economic benefits.

Enterprises need employees who are willing to work at ease, emotionally stable, with high professional quality and professional precipitation and accumulation. The stability of employees can also help enterprises develop steadily.

An employee who has served the same company for many years is familiar with the industrial environment and corporate structure, and has customer resources. Familiarity and tacit understanding will improve work efficiency and bring more stable output.

How to consider stability in the interview?

What you may not realize is that a lot of questions in an interview end up being about stability.

Such as:

Without exception, the length of previous jobs, reasons for leaving, the company’s distance from home, the motivation of job hunting, the intention of the company, personal career development plan, whether the values match with the enterprise, etc., are all in addition to professional quality inspection, to see whether you can stay for a long time.

Of course, stability may not be the first priority for candidates. First fit, then preferably stable.

That’s why we often hear that HR managers don’t like job-hoppers, but there are also examples of job-hoppers who just get better and add value.

Then again, stability is relative.

It’s hard to judge whether a person is stable and able to stay at a new company simply by looking at the length of time they’ve been with the same person. For job seekers, specific performance in the interview is also very important.

What should job seekers do?

As a job seeker, how can you express your stability in an interview?

First, you need to know your experience and resume well, which means you need to show your strengths.

If you’ve had a long career in the past, “each company has been with you for at least 2 years.” This is certainly evidence of your stability.

If you’ve skipped a few jobs but kept changing jobs in the same industry, “changing jobs several times but staying in XX” can also be a plus for your stability.

No matter what your reasons are, make sure you know what your strengths are.

Second, it’s important to take the initiative to express your interest in the company if you want to make a good impression, regardless of whether you “seem” stable.

Doing your homework and being able to understand the company’s products or core business are signs of interest. To the interviewer, the more interested and interested you are, the longer you will serve and stay on the job.

To say so much, in fact, is to tell everyone: to target the job, to be smart in the interview.

Know what you want, what you value, and what your strengths are. While leaning toward the recruitment needs, while actively expressing intentions, actively strive for possible opportunities.

Wish you all the best in your job search