1. Interview Procedure

Different units will design the interview process differently. Some units will be very formal, and some units will be relatively casual, but generally speaking , the interview can be divided into the following five stages:

The first stage: preparation stage. The preparation stage is mainly about general social topics. For example, the examiner will ask questions such as "How far is it from the dormitory to here?" and "The weather is nice today, isn't it?" The purpose is to make the candidates feel more natural. Enter the interview situation safely in order to eliminate the nervousness of graduates and establish a harmonious and friendly interview atmosphere. Graduates do not need to answer the questions in detail at this time, and can use this opportunity to become familiar with the interview environment and the examiner.

The second stage: the introduction stage. After the social topics are over, the graduates' emotions gradually stabilize and they begin to enter the second stage. This stage mainly asks questions around their resumes and gives the candidates a chance to truly speak. For example, the examiner will ask questions such as "Please introduce yourself in brief language", "What are the main courses you have studied during college", "Talk about what is your biggest gain during your studies", etc. Graduates should prepare for similar questions before the interview and answer them in a targeted manner.

The third stage: the main topic stage. Entering the substantive topic of the interview, it is mainly to understand the psychological characteristics, behavioral characteristics, abilities and qualities of the applicants from different aspects from a wide range of topics. Therefore, the scope of the questions is also wide, mainly to obtain evaluation information based on the characteristics of the applicants. , the ways of asking questions are also different.

The fourth stage: the end stage. After the examiner has asked all the questions that should be asked, he will ask something like "We have asked all the questions, do you have any questions for us?" The topic enters the final stage. At this time, the graduates can ask some questions they want to ask. questions, but don't ask questions like "How many people do you want to recruit in our school?" Most units will answer you "Not necessarily, it depends on the quality of the graduates." You can just accept it if you are hired by the company. Ask questions about training, main responsibilities of the job, etc.

2. Questions that may be asked during the interview

Interviews vary greatly depending on the unit and position. There is no fixed format, questions and answers. The following are listed here These are just some common questions and key points of answers, for graduates’ reference only.

(1) Personal questions

1. Please introduce yourself

Most employers have read the self-recommendations of graduates before the interview. materials and some basic information, so be concise when introducing yourself, highlighting your motivation for applying for the company and what qualities you have to meet the other party's requirements.

2. What are your strengths and weaknesses?

Fully introduce your strengths, but it is best to use less adjectives and use facts that reflect your strengths. When introducing shortcomings, you can introduce them from the common weaknesses of college students, such as lack of social experience. However, if there are flaws that cannot be concealed, they should not be avoided. For example, if you have been punished before, you should introduce it truthfully. At the same time, you can talk more about your current understanding and subsequent corrections.

3. Do you have any plans to go abroad or take the postgraduate examination?

Many graduates are preparing for the postgraduate entrance examination, employment and going abroad at the same time. They first find an employer. If they succeed in the postgraduate entrance examination or going abroad, they will contact you. The unit is terminated. From the perspective of the unit, recruiting graduates requires time and expense, and signing a contract with a graduate means giving up everything else. Therefore, before signing a contract, first confirm whether the graduate has taken the postgraduate examination or plans to go abroad. The graduate should truthfully state attitude to avoid disputes after signing the contract.

(2) Questions about studies and experience

1. Are you satisfied with your academic performance?

Some graduates have better grades, so It is easy to answer the question, but for those graduates with poor grades, you can express your attitude and give a suitable reason, but you cannot find objective reasons, such as "the teacher did not teach well", which will appear that you are shirk As a responsible person, it is best to highlight a good aspect of yourself so as not to make others think you are worthless.

2. How do you evaluate your college life?

The college period is a preparation period for your career. It can emphasize your study, work, life attitude and achievements, as well as your college life. Impact on you. You can also briefly mention some areas where your efforts are insufficient.

3. What positions have you held or what activities have you participated in?

You can introduce your internship, social surveys, club activities, work-study, etc. and your achievements. It is best to also introduce the importance of the practical work experience you gained in these activities to your future work. It can show that you are a person who is good at learning.

(3) Questions about the unit

1. Do you know our unit?

As long as graduates make some preparations in advance and collect employees from various channels It is easier to answer questions like this if you don’t have the information about your unit. If you don’t answer the question or you are speechless, the situation may be very embarrassing.

2. Do you know the positions we are recruiting for?

For such questions, graduates can start from two aspects: job responsibilities and requirements for applicants. Many graduates are You are at a loss when facing such a problem. In fact, you only need to read the recruitment information of the unit in detail.

3. Why did you apply for our unit?

Graduates can answer this question from the perspective of the unit’s position in the industry, their own interests, abilities and future development prospects.

4. Have you applied for other units?

General units can understand the fact that graduates apply for several units at the same time, and can answer truthfully, but it is best to explain your choice. order.

(4) Questions about career

1. What is the most important factor to consider when looking for a job?

You can focus on the job you are applying for. Talk about your interests, your desire for career success, the possibility of using your talents, future development prospects, etc.

2. What kind of job do you think you are suitable for?

Answer based on your strengths or professional background. Maybe the unit is asking the question based on future work arrangements, or maybe it is just a general understanding. When you evaluate yourself, don’t say you don’t know, and don’t say whatever you want.

3. How do you plan your personal career?

Graduates must consider such questions before applying for jobs, not just because they may be asked during interviews , thinking about this question can help you set goals for yourself.

(5) Other issues

1. What would you do if you assumed a certain situation?

For example, if you are a secretary, you have prepared a conference room for 10 people. But if 13 people come to a meeting, how will you handle it?

2. Knowledge-based questions

If the recruitment position is a technical position, you are likely to be asked questions related to professional knowledge during the interview, or even direct questions for you to answer. .

3. Do you have any questions to ask?

Some graduates are willing to ask questions such as "How many people will you recruit in our school?" "What are the requirements for graduates in your unit?" Ask questions like "When will we give you the final answer?" In fact, many units have explained these issues in detail in their recruitment information. If you ask questions, it only means that you don't pay enough attention to the recruitment information. You can just ask if you are Ask questions about the training you may receive when hired by the company, the main responsibilities of the job, etc.

Interview skills - ideas for answering classic interview questions

During the interview process, the interviewer will ask the candidate questions, and the candidate's answers will become important for the interviewer to consider whether to accept him or her. in accordance with. It is crucial for candidates to understand the “tricks” behind these questions. This article sorts out some typical questions that often appear in interviews, and gives corresponding answer ideas and reference answers. Readers do not need to pay too much attention to the details of the analysis. The key is to "understand" the rules of interviews and the way of thinking in answering questions from these analyses, so as to "learn and apply".

Question 1: "Please introduce yourself"

Ideas: 1. This is a required question in the interview. 2. The introduction content should be consistent with your resume. 3. Try to be as colloquial as possible in the way of expression. 4. Keep to the point and don’t talk about irrelevant or useless content. 5. The organization should be clear and the levels should be clear. 6. It is best to memorize the information in writing in advance.

Question 2: "Talk about your family situation"

Ideas: 1. Family situation plays a certain role in understanding the applicant's personality, concepts, mentality, etc. This is the recruiting unit The main reason for asking this question. 2. Simply list the family members. 3. A warm and harmonious family atmosphere should be emphasized. 4. It is appropriate to emphasize the importance parents attach to their own education. 5. It is appropriate to emphasize the good condition of each family member. 6. It is advisable to emphasize the support of family members for one’s work. 7. You should emphasize your sense of responsibility to your family.

Question 3: "What hobbies do you have?"

Ideas: 1. Hobbies can reflect the applicant's personality, concepts, and mentality to a certain extent. This is the recruitment unit The main reason for asking this question. 2. It is best not to say that you have no hobbies. 3. Don’t say that you have those vulgar and unpleasant hobbies. 4. It is best not to say that you are limited to reading, listening to music, and surfing the Internet. Otherwise, the interviewer may suspect that the applicant is withdrawn. 5. It is best to have some outdoor hobbies to "embellished" your image.

Question 4: "Who do you admire most?"

Ideas: 1. The person you admire most can reflect the applicant's personality, concepts, and mentality to a certain extent. This is the key to the interview The main reason why the officer asked the question. 2. It is not appropriate to say that you don’t admire anyone. 3. It is not appropriate to say that you worship yourself. 4. It is not appropriate to say that you worship an illusory or unknown person. 5. It is not appropriate to say that you admire a person who has an obviously negative image. 6. Everyone you admire should be able to "connect" with the job you are applying for. 7. It is best to tell which qualities and ideas of the people you admire infect and inspire you.

Question 5: "What is your motto?"

Ideas: 1. The motto can reflect the applicant's personality, concepts, and mentality to a certain extent. This is what the interviewer asks. The main reason for this problem. 2. It is not appropriate to say those mottos that cause bad associations. 3. It is not appropriate to say mottos that are too abstract. 4. It is not advisable to say too long a motto. 5. It is best for your motto to reflect some of your excellent qualities. 6. Reference answer - "Only find methods for success, not excuses for failure"

Question 6: "Talk about your shortcomings"

Ideas: 1. It is not appropriate to talk about yourself No shortcomings. 2. It is not appropriate to describe obvious advantages as disadvantages. 3. It is not appropriate to mention shortcomings that seriously affect the job you are applying for. 4. It is not appropriate to mention shortcomings that make people feel uneasy and uncomfortable. 5. You can name some shortcomings that are "insignificant" to the job you are applying for, or even some shortcomings that appear to be shortcomings but are advantages from a work perspective.

Question 7: "Talk about a failure experience of yours"

Ideas: 1. It is not appropriate to say that you have no failure experience. 2. It is not appropriate to describe those obvious successes as failures. 3. It is not appropriate to talk about failure experiences that seriously affect the job you are applying for. 4. The result of the experience you are talking about should be failure. 5. It is advisable to explain that before the failure, you were more confident and tried your best. 6. Explain that the failure was only due to external objective reasons. 7. Pick yourself up quickly after failure and face future work with more enthusiasm.

Question 8: "Why did you choose our company?"

Ideas: 1. The interviewer is trying to understand your motivation, desire and attitude towards the job. 2. It is recommended to answer from the three perspectives of industry, enterprise and position. 3. Reference answer - "I am very optimistic about the industry your company is in. I think your company attaches great importance to talents, and this job is suitable for me. I believe I can do it well."

Question 9: "What foreseeable difficulties do you have with this job?"

Thinking: 1. It is not appropriate to directly state the specific difficulties, otherwise the other party may suspect that the applicant is not good enough. 2. You can try roundabout tactics and express the applicant's attitude towards difficulties - "It is normal and inevitable to have some difficulties at work, but as long as you have perseverance, a good spirit of cooperation and thorough preparation beforehand, With adequate preparation, any difficulty can be overcome."

Question 10: "If I hire you, how will you carry out your work?"

Thinking: 1. If the applicant If you lack sufficient understanding of the position you are applying for, it is best not to directly tell you the specific method of carrying out the work. 2. You can try to use roundabout tactics to answer, such as "First listen to the leadership's instructions and requirements, and then understand and become familiar with the relevant situation." , then formulate a recent work plan and submit it to the leader for approval, and finally carry out work according to the plan."

Question 11: "What will you do if you disagree with your superiors?"

Ideas: 1. You can generally answer like this: "I will give the superiors the necessary explanations and reminders. In this case, I will obey the superiors' opinions." 2. If the person interviewing you is the general manager, and you There is another manager for the position you are applying for, and this manager was not present at the time. You can answer this: "For non-principled issues, I will obey the opinions of my superiors. For major issues involving the company's interests, I hope to report to higher-level leaders." Reflect. ”

Question 12: “Why should we hire you?”

Ideas: 1. It is best for the applicant to answer from the perspective of the recruiting unit. 2. Recruiting units will generally hire candidates who basically meet the requirements, are interested in the job, and have sufficient confidence. 3. For example, "I meet your company's recruitment conditions. With my current skills, high sense of responsibility, good adaptability and learning ability, I am fully qualified for this job. I very much hope to serve your company. If you If the company gives me this opportunity, I will definitely become a pillar of your company!"

Question 13: "What can you do for us?"

Thinking: 1. In basic principles. "Do what you like." 2. Before answering this question, it is best for the applicant to "pre-emptively" understand the role that the recruiting unit expects this position to play. 3. Applicants can answer this question based on their own understanding and their own advantages in the professional field.

Question 14: "You are a fresh graduate and lack experience. How can you be qualified for this job?"

Ideas: 1. If the recruiting unit recruits fresh graduate applicants Asking this question shows that the recruiting unit does not really care about "experience". The key is how the applicant answers. 2. The answer to this question should best reflect the applicant's sincerity, wit, courage and dedication. 3. For example, "As a fresh graduate, I do lack work experience, so I have been taking advantage of various opportunities to work part-time in this industry during my studies. I also found that actual work is far richer and more complicated than book knowledge." However, I have a strong sense of responsibility, adaptability and learning ability, and I am quite diligent, so I can successfully complete various tasks during my part-time job, and I have benefited greatly from the experience I gained.

Please rest assured that my school studies and part-time work experience make me qualified for this position. ”

Question 15: “What kind of superior do you want to work with?” ”

Ideas: 1. The applicant’s awareness of self-requirements can be judged through the applicant’s “hope” for the superior. This is both a trap and an opportunity. 2. It is best to avoid asking the superior Specific hopes, talk more about the requirements for yourself. 3. For example, "As a newcomer to society, I should ask myself to familiarize myself with the environment and adapt to the environment as soon as possible, instead of making any demands on the environment, as long as I can use my expertise. That's it. ”

Question 16: “What was the reason for your resignation from your previous company?” ”

Ideas: 1. The most important thing is: the applicant must convince the recruiting unit that the applicant’s “reason for leaving” in the previous unit does not exist in this recruiting unit. 2. Avoid putting The "reason for leaving" is too detailed and specific. 3. It cannot be mixed with subjective negative feelings, such as "too miserable", "interpersonal relationships are complicated", "management is too chaotic", "the company does not value talents", "the company does not value talents". Exclude our employees", etc. 4. But you cannot dodge or avoid, such as "want to change the environment", "personal reasons", etc. 5. You cannot involve your own negative personality characteristics, such as dishonesty, laziness, lack of responsibility , not easy-going, etc. 6. Try to make the reasons explained add color to the applicant's personal image. 7. For example, "I left because this company went bankrupt." I have worked in the company for more than three years and have deep feelings. Since last year, due to sudden changes in the market situation, the company's situation has taken a turn for the worse. I feel regretful that I have reached this point, but I still have to face the show and find a stage where I can use my abilities again. "The same interview question does not have only one answer, and the same answer is not valid in any interview situation. The key is that after the applicant has mastered the rules, he can grasp the specific situation of the interview and consciously figure out the psychological background of the interviewer's question. , and then choose what you like

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The seven key abilities that famous companies look for in interviews

Find an ideal job. Getting a job is the biggest wish of college graduates, and entering those well-known large companies is the dream of most graduates. How to deal with interviews in these companies has become the topic that graduates are most concerned about.

These are the topics that graduates are most concerned about. Interviews at famous companies often have certain procedures and are by no means a hasty process. Therefore, you must be prepared in order to be able to "win in every battle". To obtain relevant information before the interview, the following methods are often used:

1. Make full use of interpersonal relationships and communicate with senior brothers and sisters who have entered the company in recent years to predict the direction of interview questions; 2. Inquire about the company's information, gain an in-depth understanding of the company's corporate culture characteristics, contact the current situation, and Predict test questions; 3. Use network resources to log on to the company's website to query relevant information and interview questions. Judging from the current situation, the most common and effective way is still to consult previous graduates for relevant information.

Interview questions are often closely related to the corporate culture and key concerns of each company. We can make the following summary:

*Loyalty: When faced with job-hopping, companies often value the attitude of students to candidates. Views on loyalty. Especially some large state-owned enterprises pay more attention to employee loyalty. In the recent recruitment of Konka Group, the interviewer asked the question "Please analyze which is more important to the company, professional skills or loyalty."

*Practical ability: While focusing on students' academic performance, many companies attach great importance to the practical experience of candidates. For example, General Electric (China) Co., Ltd. (GE) said that they are not recruiting. Simple "learning machines", internships, part-time jobs, and tutoring experience during school are all good opportunities to accumulate social experience, which should be valued by enterprises.

*Teamwork spirit: Large-scale operations. Famous companies often attach great importance to the teamwork spirit of their employees. For example, the person in charge of the human resources department of Lenovo Group said that the company especially welcomes applicants with teamwork spirit.

Innovation spirit: For large enterprises. Generally speaking, without continuous innovation, it is equivalent to losing vitality, so whether the applicant has innovative spirit is also a key point to examine. For example, Lenovo Group attaches great importance to the innovative spirit and ability of applicants.

< p>* Degree of recognition of corporate culture: During the recruitment process, companies often consider whether employees can recognize and adapt to the company's values ??and corporate culture, which will determine whether employees can serve the company well. For example, SONY. During the recruitment process, the key assessment content is whether employees can adapt to Japanese culture, especially Sony's corporate culture. General Electric Co., Ltd. also looks at whether students like and agree with GE's values ??during recruitment, namely "insisting on integrity, focusing on performance, and eager for change."

*Interpersonal skills and good communication skills: For example, SONY regards interpersonal communication skills as a key assessment content, while the manager of the human resources department of BearingPoint Management Consulting Co., Ltd. revealed that BearingPoint is very Pay attention to students' communication skills, because as future consultants, candidates must have the ability to communicate and coordinate with clients.

* Knowledge-seeking attitude and learning ability towards new knowledge and new abilities: A person in charge of an enterprise said that fresh graduates often do not have the ability to directly conduct business operations and basically have to undergo systematic training, so Learning ability and curiosity for knowledge should be the focus of examination. Many companies adhere to this principle. General Electric's public relations director said that the company does not care much about the gap between fresh graduates and the company's requirements, because they are very confident in their training system. As long as they have a strong thirst for knowledge and learning ability, they will definitely stand out through systematic training. Therefore, in These two assessments are very critical during the interview. In addition, UTStarcom, L'Oreal, Ernst & Young... all stated that companies attach great importance to having good learning ability and a strong desire for knowledge.