Interviewer Reactions and Their Impact on Interviewees

Understanding interviewers' reactions is crucial for interview success, as emotional cues and follow-up questions can indicate a candidate's fit for the role.

### Interviewer Reactions: Insights from Various Interviews
* 🧐 Specific facts or evidence are often not remembered after interviews, but emotional memories, such as **moments of regret or stress**, are deeply engraved in the mind.
* 👂 After interviews, people tend to become more sensitive to all kinds of communication and gestures, trying to find out the **outcome**.
* 📉 Many people feel anxious when they hear comments implying failure, but it's challenging to determine the **exact passing criteria**.
* 👀 Interviewers have their own passing criteria, and even if one interviewer passes, others may fail due to **various reasons**.
* 💬 Interviewers often ask follow-up questions when the candidate's experience lacks relevance to the company or industry, or when the answers are **off-topic**.
* 🔄 Interviewers may repeatedly ask if there are **completely different types of experiences**, which can indicate a **mismatch in what they are looking for**.
* 🔍 Interviewers frequently ask questions slightly changing the topic to verify the **consistency of applicants' stories**.
* 🔮 To confidently stand out in interviews, it's crucial to have an attitude of **clearly summarizing one's path and goals**.

Yes, so today's topic is about the reactions of interviewers that will be a highlight in the interview. People often feel anxious about whether the interviewer's reactions are positive or negative. Therefore, rather than providing a specific solution today, I would like to talk based on the experiences of many interviews, focusing on areas where I lacked, the tone of the interviewers, and their reactions. Of course, we mentioned that we are the inspiration, but there are concerns about whether this really helps a lot in interviews. I want to share this video to alleviate those worries a bit. In fact, I have already talked about videos related to signals of approval from interviewers in a previous video. It would be helpful to refer to that video as well. Today, the content is a bit different. We will specifically look at the concrete expressions and contents that are often given in interviews. Let's start by exploring this together.

What if you come? You must have thought about it. So, in that situation, it's not easy, and it's natural that many people find it difficult. As a result, specific facts or evidence are not remembered, but emotional memories seem to be deeply engraved in your mind. Moments that you regret, moments when the interviewer looked unhappy, moments when you were sweating during the interview, these things seem to be more vividly remembered in your memory. The fact that the word interview itself is associated with stress seems to be the reason for that. When you try to find a distinction not from specific facts or evidence but from emotional aspects, there may be some differences from reality. Therefore, after the interview, it seems like your ears become more sensitive, and all kinds of communication.

If you write down all the comments, there are gestures like this. If you have it, you pass, if you don't, you fail. Even though you know that's not the answer, you might not watch this video like that. For example, how can you express your feelings very frankly after meeting someone? Today, based on my experience and analyzing the actual interview comments of various interviewers, I will accurately point out that comments like this situation in the interview is likely to fail so try your interview once, and if not, wait for the results with a little more peace of mind. When I looked into various comments and communities, I found that many of you are preparing for the interview at Red University, but when it comes to unfavorable situations, some hesitate, saying they heard comments like it seems like you failed and then were eliminated after a few weeks.

I did the Nia algebra. It's not about eliminating names. I said I have numbers for all applicants. So, it might be a bit difficult to say that the condition banner is the decisive factor. Or if you ask when it can come out, it means it's a pass. But looking at the comments, it seems like it's not helpful. This can be known by looking at the interview. Each interviewer has their own criteria for passing. Probably, the first question will be from one of the interviewers. There are several interviewers, and even if one interviewer passes, the others may fail, or even if the interviewers in the HR team work hard, due to various criteria, it seems that they may go beyond the passing process. In general, in such cases, it tends to end up as a failure. It could be an individual opinion, and this is

It's really absurd to stare at your daughter as if you're looking through her. I wasn't like that with my daughter. I looked at the person I really wanted to see with eyes like that. When I saw the tremble in the person's voice, I thought, Is that person's true thoughts, or are they just wearing good thoughts they've heard somewhere? I had a lot of thoughts like this. These can be seen as elements for verifying such thoughts, or depending on the personal tendencies of the interviewer, these behaviors can vary. Enviously, we need to carefully consider whether such things as high chances of passing are really enviable. So, we need to carefully consider these things. In fact, when we gathered and analyzed data on what questions the interviewers asked the candidates and how they answered, we found that.

There are some characteristics. The first is when a candidate does not receive any follow-up questions about the experience they mentioned. So, when I reflected on how it was in this case, I realized that the experience the candidate talked about lacked relevance to our company or industry, so it was not meaningful. Since the experience was irrelevant, I had to ask questions from a completely different angle. Or when the interviewer asked a question, but the answer did not align with my intentions or the experience itself. In simple terms, it was off-topic. That's why after the interview, I always advise everyone to reflect on whether they need to return to the specific question and answer it properly.

Suddenly, with the follow-up tikitaqa, when such a question comes up so abruptly, a completely different area of questions arises. Then, the fact that you are unable to catch onto something is highly likely to be a point where you are missing the mark. I would like you to separate those kinds of questions and see how other people have answered them. So, while watching the replay mode of the preserved anchovy of Jeotgal, you can see what it was that didn't quite fit for me. Really, questions that mainly come up when you've failed. The second question is, um, there are no other cases besides that, right? That's what it was. You have already followed the interview process faithfully with the guide of Team A, so it's not like that, but I'm sure you have shared your own experiences truthfully. Your experiences are the ultimate skills of the Milky Way, and you will think about what to do next. You threw all of that, too.

The interviewer kept asking if I could rewrite it, saying something like, If you couldn't handle it and now it looks like you're stuck in that, are there no other cases? There are no cases like that. Do you have completely different experiences like this? Despite throwing various cards so far, they keep asking about a completely different type of experience. In that case, my experience doesn't match what they want to draw from this interview. It's very high, meaning they're really persistent about this. I wanted to mention this. I have this kind of experience, so I'm confident. That's what I'm talking about. But the interviewer keeps asking, not about that, but to see if there have been no changes in my confidence. So, in this way, when questions like When did the power come in? are asked, it's not about what was said, but about whether it's analytical or intuitive. When it comes to my experience, they keep asking for details and such things. It's okay to do this once or twice when things like this are repeated. Yes, the fact that this is repeated means

What I mean is that written approach is not helping at all with what the applicant is saying right now. This in itself turns very red and it's not good. Of course, this could be the opinion of one interviewer, but usually in these situations, most interviewers tend to have the same opinion about this bad solution. Therefore, even if you go to the end, there have been many cases where the result was not good. So, then, what is the third type that mainly comes out in interviews? It's a similar question, but slightly changing the topic a bit and asking again without realizing that it's the same question asked before, changing it a bit and asking again. This kind of question comes up a lot when verifying the consistency of applicants. For example, applicants with inconsistent stories often get asked these kinds of questions. Let's say, you met an applicant at the interview who had these experiences.

From overseas, starting from elementary school, middle school, high school, to university, they put everything in. And suddenly, they even supported the second lieutenant at an overseas company. So, it's weird, right? It lacks coherence. Now, even if they want to avoid me, it's fine. They added fluff like motivation for applying and lessons learned for two employees. This is something that can't be confirmed right now. So, in my opinion, even if this person passes, they will go somewhere else. That's why I asked about this through the 3-stage questioning method. It's a method of questioning that I use during interviews. As a Vietnamese interviewer, I usually write it like this. First, an introductory question, then a follow-up question, and finally, linking back to the first question. I asked about this again, such as their experiences. Don't mention our company's employees yet, I said.

After that, the next question I asked was about the reasons for returning to the country. So, if these two questions didn't quite match, I don't know if they were meant to be related, but they didn't quite fit. I was more interested in the third question, asking the applicant what dreams they have that they would like to achieve. If the answers to these questions are not consistent, then what are you trying to achieve? Then, finally, the question I asked about the skills, Where else did you apply other than here? When I asked this, the applicant seemed to be lost in thought after the interview was almost over. So, confidently following their own path, they talked about working at a foreign company, saying something refreshing. By clearly summarizing this, if you want to confidently stand out in the interview, that's the kind of attitude you should have.

I've looked into the types of questions and comments you've asked. In the future, there may be cases where the content provided by you is difficult or challenging, so I will continue to analyze the contents submitted through the interview return, not only based on my experience but also on the experiences of many people, and I will continue to upload content that can be helpful to you in the future. If there were situations during the interview that were the most difficult to understand or challenging, feelings, emotions, attitudes of interviewers, or any other difficulties, please leave a comment below. Among those comments, I will make sure to answer them. If there are any topics that I haven't addressed today, I will make sure to find them and upload them in a video. Remember, interviews require essential skills. I will continue to create examples and theories so that you can follow along, so please subscribe and like to stay informed.

Please give it to me. Just doing that will basically cover all aspects of employment and job change. Fighting! I will continue to make promises for your successful job search and career development. Enjoy it. I will stop here. Graduation, goodbye.

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면접왕 이형

People often worry about how interviewers react during interviews, especially focusing on their tone and expressions.

The emotional impact of interviews, including moments of stress and regret, tends to stick with candidates more than specific feedback.

Analyzing the actual comments of interviewers can help candidates understand the potential outcomes of their interviews.

Many people preparing for interviews seek reassurance and guidance, particularly when faced with unfavorable reactions and comments about their performance.

Challenges in the Interview Process Analysis

The interview process is complex, with each interviewer having their own criteria for passing, leading to potential inconsistencies in decision-making.

The analysis of candidate interviews revealed that irrelevant experiences and off-topic answers were key factors in determining the success of an applicant.

It is important for candidates to carefully consider these challenges in the interview process.

Strategies for Handling Repetitive Interview Questions

Repetitive interview questions often indicate a mismatch between the applicant's answers and the interviewer's expectations.

It's important to address the underlying concern behind the repeated questions and provide a clear and consistent response.

These types of questions commonly arise when interviewers are verifying the consistency of the applicant's story, especially when there are inconsistencies in their experiences.

Inconsistent Interview Responses and Questioning Techniques

The speaker used a 3-stage questioning method during the interview, aiming for coherence in the candidate's responses.

The interviewer was particularly interested in the applicant's dreams and motivations, seeking consistency in their answers.

The applicant's focus on working at a foreign company and their response to the question about future goals raised concerns about the coherence of their intentions.

Analyzing Interview Content for Future Improvement

It's important to analyze the types of questions and comments provided for future content improvement.

The focus will be on creating helpful content based on the experiences of many people.

Responding to difficult or challenging situations during interviews and addressing any unexplored topics will be prioritized.

Continuing to provide examples and theories for essential interview skills and encouraging engagement for successful job search and career development.