Interview is the most important stage in job hunting. I will examine the temperament and basic professional qualities of the applicant. In fact, from the moment the applicant entered the company, I have already started the assessment. Mr. Wang, deputy general manager of Mitsui Property (China) Co., Ltd., who is in charge of the company's personnel work, said.
As a Fortune 500 multinational company, it has its own unique methods in talent interview. In Wang's words, the interview process is a process of making friends. There are no fixed problems and forms, which vary from person to person.
The success of the interview may be decided in the first three seconds after you step into the door. The interview first examines the candidate's external temperament, the candidate's clothes, hairstyle, walking posture, and the manners of greeting the interviewer and picking up documents. These actions are all done inadvertently, which is the process of the company's investigation of their external temperament.
Wang said that most candidates, especially fresh graduates, put too much energy into guessing the questions that may be asked in the interview, spend a lot of time preparing answers, but ignore small things such as etiquette. However, the company's interviewer will not miss any opportunity to inspect the candidates. Generally speaking, candidates should dress neatly, generously and appropriately. They don't have to wear a suit and tie, but they can wear casual clothes. However, other exaggerated clothes, such as ripped jeans, are definitely not welcome.
In the candidate's inner temperament, the most important thing is self-confidence.
Some graduates feel that they are not from a prestigious school, so they deliberately omit the name of the school in their job search. We will never give such a person a chance. Because he first showed his lack of confidence in himself; On the contrary, those who are not from a prestigious school but truthfully state that they graduated from the school will get extra points in the job search process.
Wang Jianyi suggested that during the interview, candidates should change from passive to active, and should not regard themselves as candidates, but take the company as the object of investigation. With this calm attitude, he can complete the interview with confidence.
Examining the internal temperament of the candidates, the company also designed some actual combat scenarios. Wang gave an example. After the applicant arrives at the company, a staff member will lead him to the conference room from the door, walk around the conference room and then lead him out of the conference room. This is a test question. Ask the candidate to describe what he saw in a few minutes. Some candidates can tell what they saw from the moment they entered the meeting room, while others can't. Through this simple test, we can see that those who can describe what they see concretely and vividly can adjust their mentality and relax themselves quickly, and are usually regarded as confident people.
The intrinsic temperament of candidates also includes appropriate limits and logic when answering questions.
Wang said that the employer mainly examines whether the candidates have thought carefully when answering questions and whether the answers are objective and appropriate. Many fresh graduates do badly in this respect and usually overestimate their abilities. When answering the company's questions, you can exaggerate your abilities at will in order to get a position. But when the problem goes deeper, it is often impossible to justify itself.
During the interview, more attention is paid to whether the candidate has basic professional qualities, and some specific professional abilities are mainly inspected by the business department. Wang said to him. As the last step of the interview, in the investigation of basic professional qualities, companies often set some situational questions to examine the adaptability, work style and handling methods of candidates. These scenario questions are generally questions that everyone can do, but they are not easy to do well and can't be prepared in advance, so it is very difficult to make fakes. These topics can almost directly expose their own strength, and job seekers are likely to give up all their efforts if they are not careful.
In view of the fact that some candidates, especially recent college graduates, have strong theoretical knowledge but poor practical application ability, employers often ask candidates to temporarily complete a small task during the interview. For example, let him go to a business department to get an internal document. Of course, some difficulties will be set in advance in this process. Some people can finish the task and win from this small project, while others can't finish the task at all. In this way, it is obvious who has better comprehensive quality.
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