Back to BlogHow to determine whether the recruiter likes you?
Interviews with recruiters are quite different from regular conversations. While in everyday life you can usually assess a situation with ease, during an interview, your judgment can be clouded by nerves, excitement, or the flood of thoughts and information racing through your mind. So, how can you tell if the interview went well? You might feel like you were on the same wavelength with the recruiter, but if they didn’t seem too interested in your qualifications, it can be worrisome. Does it mean they’re not interested? For instance, questions about salary might seem like a positive sign, but they could simply be checking if you fit within their budget.
During an interview, it’s crucial to pay attention not only to what the recruiters are saying but also to the phrases they use. For example, questions about your current job or what is typical in your company aren’t necessarily critical. They’re often just a way for the recruiter to determine if you have the experience needed for the role. Moreover, if a recruiter asks you to clarify something you said, it doesn’t mean you’ve said something wrong – it could actually indicate their interest and an attempt to understand your perspective better. A fast-paced interview doesn’t always signal a lack of interest; it could be due to other factors, like an unexpected situation the recruiter needs to address.
On the other hand, there are phrases that are very positive. If a recruiter suggests that your skills align well with their requirements or informs you about the next steps in the interview process, that’s a good reason to be optimistic. Similarly, if they propose a meeting with your potential future manager, it means they are seriously interested in you. Overall, recruiters aren’t your adversaries; they’re partners trying to determine if you’re the right candidate for the job. Their goal is to find the ideal employee who will be a valuable asset to the company.
During an interview, it’s crucial to pay attention not only to what the recruiters are saying but also to the phrases they use. For example, questions about your current job or what is typical in your company aren’t necessarily critical. They’re often just a way for the recruiter to determine if you have the experience needed for the role. Moreover, if a recruiter asks you to clarify something you said, it doesn’t mean you’ve said something wrong – it could actually indicate their interest and an attempt to understand your perspective better. A fast-paced interview doesn’t always signal a lack of interest; it could be due to other factors, like an unexpected situation the recruiter needs to address.
On the other hand, there are phrases that are very positive. If a recruiter suggests that your skills align well with their requirements or informs you about the next steps in the interview process, that’s a good reason to be optimistic. Similarly, if they propose a meeting with your potential future manager, it means they are seriously interested in you. Overall, recruiters aren’t your adversaries; they’re partners trying to determine if you’re the right candidate for the job. Their goal is to find the ideal employee who will be a valuable asset to the company.
Identification of Controller:
Recruit CZ, s.r.o.
Kováků 456/28
150 00 Praha
Company ID: 26764563
VAT number: CZ26764563
File number: C 92159 held at the Municipal Court in Prague
Recruit CZ, s.r.o.
Kováků 456/28
150 00 Praha
Company ID: 26764563
VAT number: CZ26764563
File number: C 92159 held at the Municipal Court in Prague
Processing of personal data
Controller processes in particular the personal data
of its own employees and also the personal data of the candidates, to the extent necessary to
fulfill contractual and legal obligations.
Rights of data subjects
Data subjects have the following rights to process their
personal data:
- the right to information on the processing of his or her personal data, in particular where this Directive does not already apply (categories of personal data processed, processing purposes, recipients, etc.);
- the right to correct inaccurate or complete incomplete personal data - but this does not affect the Company's right to retain so-called historical data, ie outdated data to the extent necessary (eg for tax or social security controls);
- the right to delete (delete) personal data in specified cases, eg on the grounds that personal data are no longer needed for processing, or the data subject withdraws consent to the processing, and there is no further legal title, or processing is contrary to legal modification or deletion is necessary to fulfill a legal obligation. The Company does not have to comply with the data subject's requests if the further processing is necessary, for example, to fulfill a statutory obligation or the exercise of legal claims;
- the right to restrict the processing of personal data (ie, in principle, the Company only retains and otherwise does not process personal data) in specified cases, ie on the grounds that they have been processed in breach of law, or where the data subject inaccuracies or if the Company does not need it, but the data subject requests it, or if the data subject has objected to the processing (until it is verified that the Company's legitimate reasons for processing outweigh the rights of the data subjects). In spite of a request by the data subject for processing restrictions, the company may process personal data, for example, for the purpose of claiming legal rights or for protecting the rights of another person;
- the right to the transferability of personal data, that is, to obtain its personal data in a structured, commonly used and machine-readable format, or to its ransmission to another data controller - this right concerns the personal data provided by the Company data subject and which the Company processes automated by his consent or for the purpose of performing the contract;
- (the right not to be subject to automated individual decision-making with legal or equivalent effects - that is to say, the right not to be the subject of a decision with those effects without the participation of a human factor, except in defined cases;
- where processing of personal data is based on the consent of the data subject, the right to withdraw that consent at any time, without prejudice to the lawfulness of earlier processing carried out prior to the withdrawal of consent;
- If it considers that the processing of its personal data is inconsistent with the law, it has the right to file a complaint with the Supervisory Authority, eg within the Czech Republic - the Office for the Protection of Personal Data (without prejudice to other means of protection).
In case the Company processes personal data due to its legitimate interests (eg direct marketing, camera operation), the data subject has the right to object to such processing. The Company does not process personal data until it has proven that there are serious legitimate reasons for processing that outweigh the interests or rights of the data subject.
Any corrections or deletions of personal data or restrictions on processing performed in accordance with legal regulations shall be communicated by the Company to all entities to whom the personal data concerned have been made available, unless this proves to be impossible or requires unreasonable effort.
All rights of the data subject or other information related to the protection of personal data can be handled by the Company's Legal Executive:
Markéta Šveda
e.mail: office@recruit.cz