One is the lack of self-confidence, the most obvious is to ask, "how many do you want?"

For employers, one is recruiting, the other ten is recruiting.

The question is not whether to recruit a few, but whether you have these one percent or 1/10 or unique strength and competitiveness.

"Do you want a girl?"

It is a lack of confidence that women who ask this question first give themselves a discount.

In the face of women who are already afraid of sex, employers just refuse to rush.

Two, don't rush to ask for treatment. How are you getting paid?

"Do you manage to eat or lodge?

Do telephone charges and fares be reimbursed?

Some candidates are anxious to ask these questions at a meeting. They not only make the other person resentful, but also make the other party produce the condition that "the job is not done yet. Besides, I haven't asked you yet." this is not a good idea.

Talking about remuneration is your right. This is understandable. The key is to see the right time.

Generally speaking, when the two parties already have the intention of initial employment, they will be tactfully put forward.

The interviewer asked, "tell me about your failure."

The answer is, "I can't recall that I failed."

If so, it is logically impossible.

Another examiner asked, "what are your strengths and weaknesses?"

The answer is: "I can do all the work."

This is not practical.

In the interview, I was eager to be close to each other, ignoring the occasion and saying, "I know your certain unit" and "I am so classmate with sb and I have a very good relationship".

The examiner would be disgusted with this.

If the person you are talking about is his immediate superior, the examiner will feel that you are pressing against others. If the examiner is not very good or even contradictory with the person you are talking about, then the result that you draw is likely to be self suffering.

At the end of the interview, the examiner asked the applicant: "do you have any questions to ask me?"

The job seeker owes himself. "How big is your company," he asked.

What is the proportion of the Chinese and foreign parties?

How many members do you have in the board of directors?

How is your development plan for the next 5 years?

And so on.

This is the problem that the job seekers have not put their positions in order. The questions raised by the candidates have gone beyond the scope of job seekers' questions.

The examiner even thought, "where are there so many questions?"

Have you come to apply for a job or to investigate the situation?

Why do you want to ask for salary?

The applicant asked, "how much do you plan to produce?"

This kind of rhetorical question is very impolite. It seems that negotiation is very easy to cause the examiner's displeasure and hostility.