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Job Interview and Onboarding

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42 views8 pages

Job Interview and Onboarding

Uploaded by

hang.nguyen26052003
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Job interview and Onboarding

For students, job interviews and onboarding are both essential and useful. Integration
and interviewing are crucial processes that establish enduring collaboration between
the business and its workforce. Mr. Nguyen Vu Thanh's very practical sharing during
this lecture has taught me a lot and helped me make many conclusions for myself.
My first impression of Mr. Thanh is that he is a very friendly and funny person, and
the way he conveys knowledge and experience is very practical.

Figure1: Image of Mr. Thanh introducing himself


About the content of Job interview When I heard him ask the question, "What are you
most worried about when participating in the interview?" and explain the answer,
employers evaluate candidates through criteria such as experience, appearance,
attitude, how the candidate views the problem, professional knowledge, and soft
skills. And to achieve those evaluation criteria, we first need to understand what they
are and then apply them into practice.

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Figure 2: candidate evaluation criteria
First is about knowledge: candidates need to clearly understand their professional
knowledge through studying in class and self-studying from books, newspapers, and
friends. Understand deeply and thoroughly which subject knowledge can be applied to
the job you want to do, and then prepare thoroughly for the interview.

Figure 3: Knowledge criteria

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The second is about skills: candidates need to read the CV requirements carefully,
then clearly build the skills required by the job and give clear evidence of those skills
during the interview.

Figure4: Skill criteria

Figure 5: Skill criteria

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Third is the experience criteria. Here, the site is divided into 2 situations to evaluate
experience: one is the experience the candidates have gained through the learning
process and solving difficulties and challenges, and the other is the experience of
quickly handling situations that the business poses to the candidate. members when
recruiting. To solve situation 1, candidates will have a formula to solve that situation
by using the STAR formula

Figure 6: STAR formula


In the second situation, candidates use the SOAR formula to highlight achievements
and strengths

Figure7: SOAR formula

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And here are the things to note when using the two formulas STAR and SOAR

Figure 8: Notes when using the above two formulas


Finally, attitude. Attitude is how the candidate views the problem. Before the
interview, candidates should carefully prepare everything for the interview, respond
politely, and during the interview, dress neatly, be punctual and confident, and answer
politely. After the interview, candidates should keep in touch and send thank-yous

Figure 9: attitude criteria

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These four criteria are essential factors that help employers have a comprehensive
view of candidates. Each factor plays a different important role, but all are
interconnected and complementary in determining a person's potential. To become an
outstanding candidate, we need to constantly cultivate knowledge, develop skills,
accumulate experience, and maintain a positive attitude. A candidate who not only
meets the job requirements but is also willing to learn and develop is highly likely to
be highly appreciated and selected by the employer.
Next is the content about onboarding.

Figure 10: things to do and avoid

Onboarding is an extremely important process for a new employee when joining a


company. This is not only a period to get acquainted with the working environment
but also a time to clearly understand the company's culture, processes, policies and
standards. An effective onboarding process helps employees feel confident, motivated
and ready to contribute to their work. On the contrary, without guidance and support,
new employees may have difficulty integrating, affecting morale and work
performance. Here are the do's and don'ts The first is the right thing to do

1. Proactively ask questions: encourage asking and discussing frankly during the
onboarding process, but candidates need to ask with answers. That means you
have to proactively research first. That helps you better understand your role

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and expectations. Asking early also helps avoid mistakes due to lack of
understanding.
2. Keep track of and update important information. Taking notes and
regularly updating information on processes, KPIs, and goals helps new
employees stay aligned with their tasks and meet expectations from
supervisors.
3. Understand the evaluation criteria: Knowing the criteria and methods of
evaluation helps new employees set clear goals and develop themselves in the
right direction.
4. Make an effort to connect with colleagues. Building connections, especially
with people directly related to one’s work, not only fosters positive
relationships but also creates opportunities for learning and mutual support.
5. Read company documents and policies carefully. Understanding company
procedures, policies, and employee rights helps new hires follow regulations
while being aware of their own benefits.

And these are things that should be avoided

1. Avoid negative attitudes or self-doubt: This can impact self-confidence and


make the onboarding process more challenging. Maintaining a positive mindset
will make it easier to adapt.
2. Do not compare the current company to the previous one. Comparisons
don’t aid adaptation and may create a negative impression among new
colleagues. Each work environment has unique strengths, and embracing
differences can make it easier for new employees to adjust.
3. Avoid asking for unnecessary special treatment. Demanding special
privileges, like asking to leave early without reason, may create a poor
impression of work ethic. Instead, show readiness and dedication to establish
credibility.
4. Avoid speaking negatively about the previous company or manager. This
should be avoided to maintain professionalism. Rather than criticizing the past,

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focusing on positive aspects helps create a good impression and builds a
trustworthy image.

The onboarding process is one of the important stages to create a foundation and
motivate new employees to integrate into the organization. Actively learning, asking
questions, and connecting with colleagues will help you build confidence and thrive in
your new role. At the same time, avoiding negative actions or attitudes will help you
create a professional image and receive better support from colleagues and superiors.

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