Job interview<\/a> I asked the job candidate a question about the company's products, and their answer was vague and generic.<\/span><\/p>\non all products then you can simply\u00a0Criticism<\/strong>\u00a0His answer and informing him that his answer was vague and had no relation, near or far, to the specific point mentioned <\/span><\/p>\nYou presented it. Or, if the candidate is asking numerous questions about the company, some of which are supposed to be fundamental, you can also inform them that the nature of the questions confirms <\/span><\/p>\nHe doesn't fully understand the nature of your company's products.\u00a0<\/span><\/p>\n.<\/p>\n
<\/span>Building based on employee feedback<\/span><\/span><\/h2>\n![\"\"](\"https:\/\/www.arrajol.com\/sites\/default\/files\/filefield_paths\/%D8%B1%D8%AF%D8%A9%20%D9%80%20%D8%A7%D9%84%D9%81%D8%B9%D9%84%20%D9%80%D8%A5%D9%86%D8%AA%D9%82%D8%A7%D8%AF%20%D9%80%20%D8%A7%D9%84%D9%85%D8%B1%D8%B4%D8%AD%20%D9%80%20%D9%85%D9%82%D8%A7%D8%A8%D9%84%D8%A9%20%D9%80%20%D8%B9%D9%85%D9%84.jpg\" "\\"\\"")
<\/span><\/p>\nCriticizing a job candidate during an interview<\/strong>\u00a0The person will be surprised and you will get an \u00ab raw \u00bb reaction that accurately expresses it, not a built-up reaction. <\/span><\/p>\nOn preparing ahead for questions likely to be asked during job interviews.\u00a0<\/span><\/p>\n.<\/p>\n
Usually, the reactions are:<\/span><\/span><\/p>\nDefense<\/strong><\/span>\u00a0Some deal with\u00a0Criticism<\/strong>\u00a0And criticism<\/strong>\u00a0During\u00a0Job interview<\/strong>\u00a0By relying on the principle of self-defense. This category does not accept criticism and most likely rejects <\/span><\/p>\nListening to any evaluation or feedback from others. Here you are faced with a category that refuses to learn from mistakes and can only \u00abgrow\u00bb through praise.<\/span><\/p>\nAnd positive feedback.\u00a0<\/span><\/p>\n.<\/p>\n
Reshaping Criticism:<\/span>\u00a0<\/strong>There is a category that will resort to a completely different approach, which is trying to turn the negative into the positive. Although the approach from a theoretical standpoint<\/span><\/p>\n They may seem perfect, but they are not. They are reframing negative criticism into something else that suits them. This means that although they do not reject criticism directly, they are not <\/span><\/p>\nThey are ready to admit their failure. This characteristic is a big problem for any work team, especially when it comes to taking risks, because not admitting failure means<\/span><\/p>\n Failure to learn from experience and thus not moving forward.\u00a0<\/span><\/p>\n.<\/p>\n
Accepting Criticism<\/strong>\u00a0<\/span>They are listening\u00a0Criticism<\/strong>\u00a0and take some time to understand and accept it, then they react in their own way by providing a \u00abcounter\u00bb reaction which is <\/span><\/p>\nis the information they obtained from\u00a0Criticism<\/strong>\u00a0which presented them with. This category possesses the emotional maturity that makes it an effective element in the work environment, especially in <\/span><\/p>\nCompanies working on projects with a very high failure rate on the first attempt, such as technology companies.\u00a0<\/span><\/p>\n.<\/p>\n
<\/span>Inquiry about the concept of constructive criticism\u00a0<\/span><\/span><\/h2>\n![\"\"](\"https:\/\/www.arrajol.com\/sites\/default\/files\/filefield_paths\/%D8%A7%D9%84%D8%AA%D9%82%D8%A8%D9%84%20%D9%80%20%D8%A5%D9%86%D8%AA%D9%82%D8%A7%D8%AF%20%D9%80%20%D8%A7%D9%84%D9%85%D8%B1%D8%B4%D8%AD%20%D9%80%20%D9%85%D9%82%D8%A7%D8%A8%D9%84%D8%A9%20%D9%80%20%D8%B9%D9%85%D9%84.jpg\" "\\"\\"")
<\/span><\/p>\nNaturally, building on the above feedback, as well as other questions that arise during\u00a0Job interview<\/strong>\u00a0Sometimes it's enough, but you can go a step further. <\/span><\/p>\nespecially if companies need constant, rapid, and renewed innovation, as the quality of work teams determines whether the company will be <\/span><\/p>\nDozens of steps ahead of or behind the competition. In addition to what we've mentioned, another approach can be adopted to understand the concept of a candidate. <\/span><\/p>\nFor the job\u00a0For criticism<\/strong>\u00a0Building through one question: \u00abCan you tell me about a time you got\u00a0Criticism<\/strong>\u00a0Did your boss or supervisor ask you to do that?.<\/span><\/p>\nAnd most importantly, just stick to this question \u2013 meaning, don't ask them how they handled the situation or any other directed questions. This simple, open-ended question, not <\/span><\/p>\nThe oriented will reveal a lot to you for two reasons. The first reason is that the question forces it to reveal the concept of \u00abFor criticism<\/strong>\u00a0\u00bbThe Cruel One,\" and that's something you need to know.\u00a0<\/span><\/p>\nThe second reason is that the question revolves around a situation they experienced\u00a0For criticism<\/strong>\u00a0And not about a position they reacted toCriticism<\/strong>\u00a0This will reveal to you whether<\/span><\/p>\n They used to accept\u00a0Criticism<\/strong>\u00a0No. A person who does not accept criticism will not have many experiences in this field. The style of answer and the words used are [word or phrase indicating the context of their communication, e.g., their communication style, their vocabulary]. <\/span><\/p>\nInformation for you.\u00a0<\/span><\/p>\n\n\n<\/blockquote>","protected":false},"excerpt":{"rendered":"
\u0627\u0644\u0634\u0631\u0643\u0627\u062a \u0627\u0644\u0646\u0627\u062c\u062d\u0629 \u0648\u0641\u0631\u0642 \u0639\u0645\u0644\u0647\u0627 \u0648\u062e\u0635\u0648\u0635\u064b\u0627\u00a0\u0634\u0631\u0643\u0627\u062a \u0633\u064a\u0644\u0643\u0648\u0646 \u0641\u0627\u0644\u064a \u062c\u0645\u064a\u0639\u0647\u0627 \u062a\u0645\u0644\u0643 \u0646\u0642\u0637\u0629 \u0648\u0627\u062d\u062f\u0629 \u0645\u0634\u062a\u0631\u0643\u0629 \u0641\u064a\u0645\u0627 \u0628\u064a\u0646\u0647\u0627.. \u0641\u0631\u064a\u0642 \u0627\u0644\u0639\u0645\u0644 \u0644\u0627 \u064a\u0641\u0634\u0644 \u0628\u0633\u0631\u0639\u0629 \u0641\u0642\u0637 \u0628\u0644 \u00ab\u064a\u0641\u0634\u0644 \u0627\u0644\u0649 \u0627\u0644\u0623\u0645\u0627\u0645\u00bb. [\u2026]<\/span><\/p>\n","protected":false},"author":3,"featured_media":17976,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[491],"tags":[18358,5623,7736,2055,3539,10811],"class_list":["post-17974","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-491","tag-18358","tag-5623","tag-7736","tag-2055","tag-3539","tag-10811"],"_links":{"self":[{"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/posts\/17974","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/comments?post=17974"}],"version-history":[{"count":0,"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/posts\/17974\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/media\/17976"}],"wp:attachment":[{"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/media?parent=17974"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/categories?post=17974"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.ibtdi.com\/en\/wp-json\/wp\/v2\/tags?post=17974"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}
![\"Cute](\"https:\/\/static.independent.co.uk\/s3fs-public\/thumbnails\/image\/2015\/08\/28\/14\/InterviewRex.jpeg\" "\\"\\"")
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