Sort out and avoid some common interview questions and recruitment skills. Workplace life is full of competition. When applying for a job, you must pay attention to manners. Things in the workplace can never be simply summarized. It can reduce contact with colleagues who are difficult to get along with. Have you learned some common interview questions and recruitment skills?

Sort out some common interview questions and recruitment skills 1 In the process of team development, in fact, selecting people is more important than cultivating people. This document is to help you avoid some common interview questions and master some basic recruitment skills. I hope everyone can choose the most suitable members for the team with theoretical knowledge and practice, and study with me.

Interview purpose

Before the interview, be clear about the purpose of the interview. Interview is to let job seekers show their knowledge, ability and personality. Through the interview, we need to judge:

Are you willing to work with the applicant?

Understand the skill level and style of job seekers.

At the company level,

Recruit the right people for the team;

Promote the employer's brand image (job seekers are willing to join the company or promote the company to others).

Personally,

Learn to think from the perspective of the next level and identify talents horizontally and vertically;

Establish a personal brand image (job seekers recognize your professionalism and are willing to work with you).

analysis of existing circumstance

Improper interview behavior

If the interview reply is not timely, the job seeker will temporarily look at the resume when he arrives, such as the applicant's name, age, position (junior/senior/manager) and other basic information.

Bad behavior during the interview, such as sitting casually, speaking lifelessly, looking lifeless, unfamiliar with the company's business, etc.

There is no questioning session for job seekers, which does not make job seekers better understand the company;

I didn't handle it well at the end of the interview. I don't know how to deal with it after the interview, and go to the next step.

Lack of interview skills

There are many closed questions, for example, job seekers only need to answer "yes" and "no" questions;

Only focus on judging a specific knowledge point, not on judging the way and thinking of job seekers;

Ask some leading questions, such as: Are you a person with strong pressure resistance? Job seekers usually go to good places to answer such questions;

There is no awareness of in-depth questioning.

Matters needing attention

Fully respect job seekers

Respect each other's time, the time of job seekers and interviewers is precious;

Interview is a two-way choice process, which should be more about communication than torture.

Create a harmonious atmosphere

Create a "natural and harmonious" interview atmosphere to help job seekers relax and give job seekers a good interview experience;

Let job seekers show themselves objectively and easily and play their normal level.

Pay attention to the order of questions.

From simple to complex;

From general questions to professional content.

Gradually deepen the difficulty of the question, so that job seekers can gradually adapt to the interview environment psychologically, so as to fully show themselves.

Interview process

Prepare in advance: Get to know the personal background of the job seeker through the resume, and prepare in advance what questions to ask in the interview.

Introduce yourself: Out of courtesy, you should introduce yourself (name and position) first, and explain which part of the process this interview is. The purpose of this exchange is to have a polite and friendly opening remarks.

Short answer: simply ask the personal information of the job seeker to help the job seeker relax and ask questions from the shallow to the deep. For example: Where did it come from? What bus do you take here?

Ability: judging the breadth and depth of job seekers' understanding of the project from their project experience, and starting to understand their technical level. For example: What is the main work of this project? What problems have you encountered that impressed you? How is it solved?

Job seeker's problem: Give job seekers a chance to learn about the company. If it is inconvenient for you to answer questions related to salary or benefits, you can respond politely, and HR will talk to you later.

End the interview:

Inappropriate candidate: After the job seeker asks questions, the interviewer can say: Let's call it a day. Other job seekers have been scheduled for interviews these days. Make an internal comprehensive evaluation first, and HR will contact you if it is necessary to enter the next link. Thank you for your time. Thank you for your hard work.

Candidate suitability: After the job seeker asks questions, the interviewer can say: Please wait a moment, I will communicate with the team and see how to arrange the next step. (Then go and make further communication and arrangement with HR)

Division of roles

Each round of the interviewer's interview focus is different, the way of asking questions will be different, and the focus will be different.

Human resources (department)

Understand job seekers' resignation reasons, job hunting intentions, salary expectations, etc.

Focus on judging the matching degree of job seekers' soft skills, comprehensive quality and corporate culture.

The first round of technical interview

Judge the technical level of job seekers preliminarily, and understand the parts and shortcomings of job seekers' skills;

Matching and complementarity between job seekers and team members.

The second round of technical interview

Further judge the depth and breadth of job seekers' skills;

The matching and complementarity between job seekers and team members, as well as the matching with corporate culture;

Judge the comprehensive potential of candidates and know how to better help them give play to their advantages.

Common interview methods

Star interview method

Star interview method: behavioral interview, also known as behavioral event interview, is used to collect job-related specific information and abilities of job seekers.

S (situation) under what circumstances things happen;

How do you define your task?

What action have you taken to analyze this situation?

What is the result of R (result)? What have you learned in this situation?

Example of problem

What part of your past project experience has greatly improved you? Can you talk about it?

What is the team structure of this project and your personal role?

What are the technical challenges? How is it solved?

What can be improved in this project? What did you gain personally?

Matters needing attention

The question should be to ask about the behavior of real experience and avoid using the present tense and future tense. For example, "What would you do in this situation?" "What will you do next time?" And so on, these present tense and future tense questions can easily lead to hypothetical answers.

Avoid asking general questions, such as "What do you usually do?" The word "usually" will lead the other person to a general or theoretical method, and the question should be: "What did you do at that time?" Or "How did you do it?"

Avoid leading questions or jump directly to the conclusion of the event: "In this case, is this how you handle it?"

Pressure test method

Stress test is to ask a question and ask it again and again until the job seeker can't answer it. By exerting psychological pressure, observe the ability of job seekers to bear and adapt to pressure.

Example of problem

It sounds to me that there seems to be no technical difficulty in your project.

What aspects of your own evaluation do not meet our employment needs?

Your last company's workflow and the way to deal with problems are very different. Do you think you can do it in an enterprise like ours?

Matters needing attention

Oppressive questions should generally be used with caution to avoid quarreling;

After the interview, I suggest explaining to the job seekers that there were some questions about stress interview during the interview, which might be a bit sharp. I hope you don't take it to heart.

False identification

The expression is vague, unable to go deep, and most of them are done in one sentence;

Describe with function words: should, possibly, probably;

Dare not look directly at the interviewer, nervous and insecure;

Show hesitation in behavior or speech;

The language is fluent, but it feels like endorsement;

For details, use "we" instead of "I".

Facial expressions, postures, gestures and language behaviors are inconsistent.

Question reference

learning ability

How do you improve your work efficiency? (See if the answer has done anything to improve the process and use tools. )

How did you put the skills you learned into practice?

Have you made a study plan recently? How do you make your own study plan? Can you give an example of how you achieved your learning goals?

What preparations have you made to do well in your present job?

Your previous projects involved some new technologies that need to be learned. What are your learning channels and methods?

Talk about your recent charging experience and its influence on you.

Tell me what you want to learn or make up at present.

Team cooperation ability

How to make everyone have a unified goal and strong execution (for senior or management positions)?

What was the biggest problem with teamwork in your last job? How to solve it?

Share an example of working in an uncoordinated team. What is your role in the team?

Passionate and demanding about technology.

What are the general arrangements for non-working hours? What aspects will you pay attention to? If you don't do anything related to technology in your spare time, it's not your passion for technology.

How to standardize the quality of team code? How do you demand the quality of the code yourself?

Is there any team member whose code you can't stand? Why? How did you help him?

Sort out and avoid some common interview questions and recruitment skills. What is your salary requirement? It should be noted that, unless you are the talent badly needed by the other party, generally speaking, the unit that lets you "interview" will have no room for negotiation in Otawa, that is, you can only do things according to its salary standard. So there is no need to talk about your salary ideal, just talk about your past salary level. Be sure to explain that changing jobs has a price and a cost concept for you personally. If your salary level in the past was very high, don't expect to be consistent with the past at the beginning, but you should pass the test of work practice; On the other hand, it should also be explained that each unit has its own rules, and it is the basic courtesy and procedure to do as the Romans do. This not only avoids relatively sensitive issues, but also reflects your cultivation and respect for each other.

What do you think of this unit? Some applicants, when confronted with such problems, always appear very anxious and have the desire to solve them overnight. When answering questions, Kan Kan talked about "Your company is my ideal place", "This company has good conditions and a bright future" and "This is a world-famous enterprise". You should know that the company you are applying for may not be suitable for you to make a living and choose a job here. Therefore, it is unwise to praise blindly, which will only make the other person feel disgusted, thinking that you don't have the real ability to show off your legs with a playboy and fists, and you don't see any real content in flattery. In fact, no matter whether you know about the company before, it is good to talk about your impressions and impressions objectively; When you want to talk about the other person's shortcomings or defects, don't just deny them. Adding the suffix "If you pay more attention to XX, it may be greatly improved" will make people feel that you are observant, open-minded and have the desire and ability to improve your appearance, which will be popular.

What do you think of the position you applied for? Usually, each position has obvious requirements in responsibilities, rights, benefits, division of labor, cooperation, skills and technology, which are often different from other positions. Each position has its own particularity for employees. In today's increasingly professional, "all-round" people are getting less and less attention. Therefore, you must not say "I can do this, I can do that", but should be clear that the radius, level and space of management are very different. Some people tend to be eager for success at this time, and they are eager to answer without knowing the specific requirements of the position in detail, thinking that they know everything, which is unwise and easy to cause the interviewer's disgust. Everything this position needs is exactly what the interviewer wants to hear from you. You just need to act accordingly.

How do you prove that you are the best? This is a difficult question to answer. If you say you are the best, you will be considered arrogant, while if you say you are not the best, you will be considered as lacking in self-confidence. If you avoid answering, you may be considered thoughtless or disrespectful to the interviewer. At this time, you'd better answer "With my professional quality, good academic qualifications and previous working experience in XXX industry and XXX enterprise, I am qualified for this job, and I can stand out in the near future and contribute to the development of the unit" to show your adaptability and good negotiation (or conversation) ability.

Do you have any hobbies? If a person knows the daily necessities after work, then he should be a domestic worker. In today's tense life, he is probably regarded as a person who lacks interest and style, and is also a person who is out of place and difficult to communicate. This kind of people don't pay much attention to the cultivation and edification of sentiment, and are accustomed to the linear life style of the unit-family, but those who admire the amateur life too much are also suspected of being too fond of eating, drinking and having fun. Imagine that if you often throw bottles into the stadium while watching football matches, no one may say that you are a social security factor. Therefore, when answering such questions, we should be tepid, not only show our emotional appeal and self-cultivation, but also show our professionalism and explain the actual situation in this principle.

How far is your residence from your work unit? This may be based on your idea of working hours and when you need to work overtime. If this is really your ideal company, and your residence is far away from this company, you should show in your answer that you should abide by the work schedule stipulated by the company and go to work on time. If you need to work overtime frequently, you can find a way to live closer, which will not affect your work or cause trouble to your company.

When can you come to work? Don't be complacent when you hear this kind of question, because it's not a message for you to consider hiring you, but the other party uses this kind of question to test your sense of responsibility. Usually, if you want to leave your present company, you must hand over your job before you leave. There are many business handover here, such as customer relationship, material handover, financial reimbursement, colleague care, insurance procedures, etc., which all take time. If you can't wait to say that you can go to work immediately or at any time, you will be considered as lacking in responsibility and may lose opportunities because of your distrust. Therefore, it will be understood and even welcomed to calmly and politely explain your current work situation and the time and energy needed for job-hopping.

Sort out and avoid some common interview questions and recruitment skills. Finding an ideal job is the greatest wish of job seekers, and entering those well-known large enterprises is the dream of most job seekers. However, how to deal with the interviews of these companies has become the most concerned topic for job seekers.

◆◆

Get ready for the interview.

◆◆

Interviewing well-known enterprises often has certain procedures, rather than rushing headlong into it. So be prepared to make sure that you are invincible. To get information before the interview, you can use the following methods:

1。 Make full use of interpersonal relationships, communicate with brothers and sisters who have entered the company in recent years, and predict the direction of interview topics;

2。 Inquire about the information of the enterprise, deeply understand the characteristics of the enterprise culture, contact the current situation and predict the examination questions by yourself;

Three. Use network resources, log on to corporate websites, inquire about relevant information and interview questions. As far as the current situation is concerned, the most common and effective method is to consult the relevant information of previous graduates.

◆◆

Key points of interview and inspection of famous enterprises

◆◆

Test questions are usually closely related to the company's corporate culture and key issues. We can make the following summary:

0 1

loyal

Companies tend to attach importance to candidates' views on loyalty. In particular, some large state-owned enterprises pay more attention to employee loyalty. In a recent recruitment of Konka Group, the interviewer asked, "Please analyze which is more important to the enterprise, professional skills or loyalty."

02

ability of practice

Many companies attach great importance to the practical experience of candidates while paying attention to students' academic performance. For example, General Electric (China) Co., Ltd. (GE) said that they are not just a "learning machine". If you have social experience of internship, part-time job and counseling, these will be favored by enterprises.

03

team spirit

Large enterprises often attach great importance to the teamwork spirit of employees. For example, the relevant person in charge of the human resources department of Lenovo Group said that the company especially welcomes candidates with team spirit.

04

initiative spirit

For large enterprises, continuous innovation is tantamount to losing vitality. Therefore, whether the applicant has innovative spirit is also a key point to be studied. For example, Lenovo Group attaches great importance to the innovative spirit and ability of candidates in the interview.

(Common interview questions and answering skills of famous enterprises)

05

Recognition of corporate culture

In the recruitment process, enterprises often consider whether employees can identify with and adapt to corporate values and corporate culture, which will determine whether employees can serve the enterprise. For example, in the recruitment process of Sony, whether employees can adapt to Japanese culture, especially Sony's corporate culture, is the key assessment content. The recruitment of GE also depends on whether students like and agree with GE's values, that is, "insisting on honesty, focusing on performance and eager for change".

06

Good interpersonal and communication skills.

For example, Sony regards interpersonal communication skills as the key evaluation content. According to the human resources manager of Bibo Management Consulting Co., Ltd., Bibo attaches great importance to students' communication skills in the recruitment process, because as future consultants, candidates must be able to communicate and coordinate with customers.

07

The influence of knowledge-seeking attitude and learning ability on new knowledge and new ability

A person in charge of an enterprise said that fresh graduates often do not have the ability to engage in business activities directly, and basically have to undergo systematic training, so learning ability and curiosity should be the focus of the exam. Many enterprises adhere to this principle. General Electric's public relations director said that the company is not very concerned about the recent gap between students 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 stand out through systematic training, so these two exams are very important in the interview. In addition, UT starcom, l' oreal, Ernst & young. Whether they have good learning ability and strong thirst for knowledge has always been highly valued by enterprises.

With the increasingly fierce competition in the workplace, interview has become a science, and new interview topics and interview methods are constantly emerging. In the interview process, Shanghai GM introduced a new concept of situational interview, that is, interview according to the possible location of the candidate. By developing a set of tests similar to the actual work situation, the psychological quality of the subjects is tested, and the subjects are placed in a simulated real work environment and asked to deal with possible problems. Observe the candidate's leadership ability, leadership desire, organizational ability, initiative, oral expression ability, self-confidence, communication ability and interpersonal skills. Shanghai GM also extended scenario simulation to the selection of technicians, such as using gear assembly exercises to evaluate the flexibility, quality awareness, reasonable operation and behavior habits of applicants. If you are excellent, then you are obviously divided.