The interview provides a two-way communication opportunity for the company and the applicant, so that the company and the applicant can get to know each other and make a more accurate decision on whether to hire or not. The following are common questions in the interview of builders. Let's have a look.
Common interview questions for builders:
1, the provisions of the steel bar anchorage length.
2, beam template for height.
3. Is there anything special to pay attention to in concrete road construction?
4, the construction site water consumption calculation basis.
5. What are the causes of external wall cracks?
6. What are the material pre-control measures you know?
7. Tell me about your work experience and what projects have you worked on before?
8. What are the procedures for civil engineering/decoration construction?
9. Give you a case, how would you do the construction deployment?
10, a construction site is under construction at night, and the noise affects the rest of nearby residents, so the residents' repeated consultations with the construction site are invalid. What should I do?
Matters needing attention in interviewing construction personnel
1, the language expression should be clear. Builders often have to communicate with management and builders, and language expression becomes an important factor for them to carry out their work smoothly. Do not ask for flowery words, but be sure to let the listener know clearly what you want to say.
2. Professional vocabulary should be in place. During the interview, the interviewer will not ask too advanced questions. Generally, it is the basic content related to practical work. But the more common the problem, the more vigilance is needed. The use of professional vocabulary must be accurate, and there must be no false pretense, otherwise the consequences will be disastrous.
3. Show stability and patience. The work on the construction site is hard and life is monotonous. Many people quit working for a few months because they can't adapt to this kind of life. In order to ensure the stability of recruiters, HR will also examine the personality characteristics of job seekers during the interview. Careful, patient and steady can add a lot to your score.
Expanding: Analysis of Interview Skills
The interview is best to "go it alone".
In today's recruitment places, we can sometimes see such a scene: a student-like applicant is sitting in front of the recruiter to take the exam, and one or two people are standing behind or next to him. Sometimes they rush in and whisper a few words to the candidates, but ignore the unhappy look of the recruiter at the moment.
The reporter learned that there are parents and teachers. According to the consultation with the person in charge of on-site booth recruitment, from their point of view, once such a situation occurs, no matter how wonderful the resumes or on-site performances of these students are, they will be greatly discounted in the final evaluation.
The above job hunting situation can be roughly analyzed from two aspects. One is that students are excellent, both academically and personally. It stands to reason that they won't have any big problems in finding a job, but because of this, the teachers who have been extremely concerned about them are very concerned at the moment, which is the old saying that "the emperor is not in a hurry." On the other hand, students in another situation are introverted and not good at expressing themselves, so they subjectively hope to have a dependence and dependence. Therefore, the application will become a parent-teacher conference.
On-site interview is not only a test and appraisal of students' academic qualifications and abilities, but also reflects the comprehensive quality of a newcomer in the workplace. When applying for a job, the unit wants to see no water. When employers communicate with candidates, their words and deeds will determine their success rate in choosing a job. Once the teachers enter such an occasion, the recruiter will think that the candidate's independent ability is not strong, and it will also cause a kind of dependence on the candidate, so that he can't better play his true level, which will eventually be counterproductive. Therefore, when applying for a job, candidates should politely decline the teacher who has this requirement and do it by themselves. This is also their first opportunity to enter the society and get in touch with the society.
In fact, no matter what kind of applicant you are, as long as you are fully prepared and full of confidence, you should know the unit and position you want to apply for before applying, put aside your timidity and put yourself and the employer on the same starting line. Imagine that the nature of today's job fair is "double election". Don't be afraid that the company will look down on you. On the contrary, sometimes even if a company takes a fancy to you, from the perspective of personal development, you feel that it is not your ideal development world. You can even reject the company and dispel its wishful thinking. Therefore, when applying for a job, as long as you weigh your weight and what kind of job you are suitable for, and then apply for it, you will get a lot. You may not succeed once, but you will have a chance to apply for the job next time. It is very important to keep a positive, enterprising and calm attitude when choosing a job. As parents and teachers, when dealing with the employment problems of their children and students, we should not only take accompanying them to the recruitment site as the only way to help them, but should guide them through multiple channels so that they can have a clear goal in their employment.
Chemical reaction during the interview
Interviews are a bit like buyers and sellers in sales. Usually the interviewer is the buyer and the job seeker is the seller. Of course, if you have a great demand for talents, the situation will be reversed, but what we are talking about now is the general situation.
The sales expert will establish a relationship with the buyer before the transaction. Some office workers maintain a good image with customers and cooperative units for a long time; Or take advantage of the convenience of work to keep good relations with some high-level figures for a long time, just to have more job opportunities in the future, which is usually effective. It's like a sales expert's service model. Once a harmonious relationship is reached, the transaction is just around the corner.
Without the above experience, you can still look at the interview from the perspective of sales.
Bosses often know the basic abilities of job seekers from resumes and find them acceptable before entering the interview stage. The boss's first thought during the interview must be "Do I like this product (job seeker)?" "Is this product (employee) useful?" "Is this product (employee) suitable for me?"
This seems to involve a "chemical reaction" between people, but job seekers have ways to make this chemical reaction better.
1. Don't sell yourself right away.
Confidence and compulsion are two different things. Salespeople have confidence in the product, but they should also give customers time to think about it. Excessive promotion will only arouse disgust and make customers want to leave immediately. The same is true for job seekers, who blow their own horn as soon as they enter the office, which will disgust the examiner. Examiners should take the lead and listen to what they say. Usually good players don't give a fatal blow as soon as they come up, and job seekers have to do it.
If the examiner? Give you a bunch of questions, as if testing your reaction ability, and you can answer them at the same speed; If the examiner takes his time, you should take it slowly, and don't try to steal his thunder. The focus of the interview is on building relationships, not competing with the supervisor. Respond to the future boss as much as possible, so that the future boss can have a sense of trust and achieve the purpose of "closing the deal".
2. Observe the interviewer and try to create a successful chemical reaction.
A good salesman can usually find out the details of the buyer, so the job seeker can also observe the body language of the interviewer and find out his temper. When entering a company, relax and find out what the examiner says. Try to create a successful chemical reaction. Job seekers should avoid using some special words, such as the current online language, which will make the interviewer feel less solemn (the words on the resume should also be solemn, otherwise it will be annoying). Most importantly, interviewers are often people with a certain age and qualifications, and job seekers use special languages, which will cause language communication problems between them. In the interview, the job seeker said that he was "energetic and motivated", which was much better than saying that he was a member of the dream team.
3. Show that you are a problem solver.
The boss hires employees in the hope that they can solve the problem. You should also have self-confidence and make yourself a trustworthy person. Trustworthy people don't brag, and job seekers don't need to be self-expanding, just show their most sincere and energetic side.
Can you handle these interview questions?
There will be some problems in interviews in various companies. Do you know how to deal with them correctly?
Why do you want to join this company?
Wrong: The company has many training opportunities. I want to study hard.
Analysis: Are you here to study? Then why did I pay you? The correct answer is, don't just talk about how much benefits and training you want the company to provide, let the other party feel that you can create value for the company.
What do you think you are suitable for?
Wrong: I can do anything as long as the company needs me.
Analysis: You can do anything? What do you want me to do？ You must make people feel that you are ambitious, but you should also be down to earth. What do you think you are best suited to do? Tell people honestly that empty words like "obeying needs" are counterproductive.
What salary do you expect?
Error: a hasty answer.
Analysis: It's a no-no for fresh college students to talk about salary in the interview. In the eyes of big companies, inexperienced college students are not qualified to talk about wages. And the starting salary of newcomers is the same. You said, people will not give you a raise, but will cause resentment. Even if the other person asks you about your salary expectations, you should be cautious, or simply prevaricate with words like "I believe the company will recognize the value of my work".
Now you can ask me any questions about the company.
Wrong: How much can I get? Is the company your branch?
Analysis: The salary problem has been mentioned before. It is even lower to ask, "Is a company connected with you?". These basic information should be clearly understood in advance. As soon as you ask, the interviewer basically concludes that he will never see you again. The good question is: According to your personal experience, what do you think new employees should learn and what difficulties will they encounter? What are my development opportunities in the company? What are the advantages and disadvantages of the company compared with its competitors? Can you briefly introduce the company culture?
Detailed explanation of interview questions and answers in foreign companies
Successful interview records of foreign companies
The best weapon to break into a big company is the applicant's successful resume. Putting the previous results in front of the examiner is more effective than any means. According to whether the applicant's performance is related to the job he is applying for, two strategies are needed to answer such questions: if the applicant's previous experience is related to the job he is applying for, you only need to tell the most successful example; If your grades have little to do with the job you are applying for, find out the connection between your experience and the job you are applying for.
Question 1: What is your greatest achievement and why?
Analysis: The examiner asks such questions to examine the values of the candidates, and the candidates should reveal their own judgment standards and opinions when answering the questions.
Wrong answer: "although I was heavy at school, I finished it." You know, graduation is not easy. I am very proud to go out to work part-time when I am at school. "
Comment: On the surface, this answer seems good. Many people may have made a similar answer, but it lacks valuable content. First of all, this answer is nothing special; Secondly, the answer is too vague, so find out the highlights of your own experience and tell it to the examiner as an example, not the process.
Award-winning answer: I don't want to give a specific answer here, but please think carefully about whether there is anything that makes you different. For example, I won the first prize in the math competition, was elected as the monitor, wrote a comprehensive article for the school magazine, and won the championship in the debate competition; Or reorganize a department at work and successfully start a new production line.
Evaluation: All the examples are unique, easy to leave a deep impression and make you different. Remember, this must be an example of your success and pride.
Question 2: Under what conditions do you work most efficiently?
Analysis: this question examines the applicant's requirements for working conditions. Examiners can get information about candidates' work style, factors affecting work efficiency and so on, and they can also know where candidates' shortcomings are.
Wrong answer: "as long as I know what I want to do, as long as I do it with my heart, I will do everything well."
Evaluation: The mistake of this answer is that the candidate himself assumes that the company needs people who obey orders. On the contrary, most companies hope to find creative talents in a short interview time. If you act like a Nuo Nuo yes-man, your interview will only end in failure.
Award-winning answer: "My method of solving problems is systematic, including four steps: collecting relevant information, carefully analyzing problems, determining solutions, and starting to solve problems. I find that many people ignore the first two steps and start with the solution directly, which is inappropriate. As long as I get enough information and have a full understanding of the problem, I can solve any problem. "
Evaluation: This kind of answer shows that the candidates have successfully solved the problem, have ideas and cultivated a set of methods to solve the problem. This also shows that the applicant is confident to continue to use his successful experience in the future.
Question 3: What do you think of the standard of success defined by our company?
Analysis: This question is used to examine the applicant's understanding of the company, so as to exclude people who are not interested in the company or who try to hide the truth.
Wrong answer: "Your company has made gratifying achievements and must face fierce competition. I bet that the most basic performance of your company is that you define the scale of success. "
Evaluation: This answer may be true, but it is too general to reflect the applicant's understanding of the company. The examiner will think that the candidate knows nothing about the company's situation and goals.
Award-winning answer: "I have noticed that in the past two years, your company has launched a series of new products and adopted the strategy of occupying the market and seeking development." So I think the measure of success you define should be whether the new product can rank first among similar products. "
Evaluation: This answer shows that the applicant has a certain understanding of the company and that the applicant is highly concerned about the company and its definition of success.
Question 4: Explain how you will succeed.
Analysis: This question is to examine the applicant's understanding of career success and whether the applicant's ideal is realistic, as well as his goals and aspirations.
Wrong answer: "Like everyone else, I believe that hard work will pay off." As long as I choose the right company, I can make rapid progress along the road to success until I become one of the leaders of the company. Working in a first-class team like your company is a success in itself. "
Evaluation: Many people may answer this question, but they ignore one thing: the world is changing.
Award-winning answer: "The company's road to success for employees is constantly changing, and people should make corresponding changes. The key is to find a job that can give full play to one's talents. Once I find it, I will work wholeheartedly for the company. I believe that as long as I work hard, my career will definitely achieve something. "
Evaluation: This answer shows that the applicant understands that the job should change with the change of the market, understands the company's requirements for employees' personal ability, and understands that the success of personal career is closely related to personal performance. There are no unrealistic expectations in the answer.
Trilogy of recruitment of famous multinational companies
Some western multinational companies basically follow the following three procedures when recruiting personnel:
First, the initial test is generally presided over by the head of the company's human resources department. Through two-way communication, the company can intuitively obtain information such as the applicant's academic performance, relevant training, work experience, hobbies and expectations of related responsibilities.
At the same time, it can also give candidates a general understanding of the company's current situation and the company's expectations for candidates in the future. After the interview, the Human Resources Department should evaluate each candidate to determine the list of candidates for the next round:
Specific operation: 1. From low (1) to high (10), score the applicant's appearance, interests, experience, expectations, work ability, education, immediate competence, past employment stability and other items; 2. Make a specific evaluation of the advantages and disadvantages of the position, such as the attitude towards the previous position, career or career expectations, and the written materials provided by the applicant are also used as evaluation reference. 2. Standardized psychological tests are conducted by psychologists hired by the company. Through the test, we can further understand the basic ability and personality characteristics of candidates, including their basic intelligence, cognitive thinking mode, internal driving force and so on. And management awareness and skills. Third, "simulation test" is the key to decide whether a candidate is selected. The specific method is that the candidates take the group as a unit, and according to the problems often encountered in the work, let the group members take turns to play different roles to test their ability to deal with practical problems. The whole process is supervised by an expert group composed of experts and company executives, which usually lasts for two days. Finally, make a comprehensive evaluation of each candidate and put forward employment opinions. The biggest feature of "simulation test" is that it can concentrate the IQ and EQ of candidates and objectively reflect the comprehensive ability of candidates, so that enterprises can avoid "sentimentality" when choosing management talents.
Five steps to enter a foreign company
I am one of the people who started working in a foreign company earlier. For those who have decided to enter a foreign-funded company, it is very important to complete the role transformation as soon as possible and seize the fleeting opportunity. The following is my experience for your reference.
Design career
Answers to a series of questions such as "What is my specialty", "What is my hobby ideal", "Do I like to communicate and cooperate with people", "What kind of job can give me the greatest encouragement" and "What is my definition of professional accomplishment" can help you rationally locate your future, give you a general understanding of what you want to do and what you can do, and thus provide strong support for your career future.
Choose the ideal company
Knowing your needs for career prospects, choosing the most suitable company is a key step. What is the most suitable company? Although salary is important, we should pay more attention to the superiority of corporate culture and the standardization of management system. The corporate culture connotation and organizational framework system provided by an excellent company will benefit employees for life, and make employees integrate into a high degree of unity based on efficiency both in objective actions and subjective concepts; At the same time, it pays attention to the management environment of combining team spirit with individuals, which is the driving force for enterprises to participate in the increasingly fierce market competition.
Determine functional departments
Objectively speaking, finding a suitable department is a very complicated matter, which must be considered in combination with one's academic expertise, hobbies and learning experience, and is often limited by the staffing of the company's functional departments. However, if I have enough competitive advantage to choose a desirable functional department, how should I choose? An authoritative organization in the United States provides an interesting information about the survey results of American presidents: more than 90% of American company presidents come from managers in sales, marketing, finance and other departments, and the sales department may make you more successful.
Attach importance to training
For college graduates who have just set foot on their jobs, a transition period is needed to complete the role transformation from students to incumbents. How to shorten this transition period most effectively? Generally, companies will provide all kinds of training for their employees, with the purpose of enabling new employees to quickly grasp the characteristics of various businesses of the company, so that new employees can enter the role in the shortest time and work according to the company's system. We should pay full attention to all aspects of training provided by the company. After years of practice, the training institutions of some excellent companies may affect your future career development. The reason why some well-known multinational companies are so attractive to talents is that, apart from high salaries, these multinational companies with a long history have summed up a set of extremely scientific and distinctive employee training mechanisms through years of market operation, so that employees can personally feel a set of the world's most advanced management and operation system, thus laying a good foundation for future career development.
Pay attention to small things
It is understandable that every newly graduated college student wants to start his career from a higher starting point than others. The starting point is understandable, but it does not mean that you can give up those seemingly trivial things that have a bearing on the overall situation. Small things are trivial, but they can best test people's will and sense of responsibility, and also cultivate your ability to control the overall situation. Paying attention to the little things around you may bring you unexpected gains.
Overcome indecision in job hunting.
Job seekers are indecisive because they ignore one thing in the process of job hunting, which leads to career failure, which is generally manifested in the following situations:
The first is the contradiction between one step and step by step. Many job seekers want to find the most ideal job from the beginning, and want to apply for assistant to the general manager of a large enterprise after graduating from college. Unwilling to start from the basic work. This will lead to high failure and low failure.
The second is the contradiction between ideal occupation and actual demand. In recent two years, new economic industries such as network enterprises and IT industry have become hot spots for job seekers, but the threshold of these industries is also very high, most of them require doctoral students and master students, and some also require various additional abilities, such as market development ability and marketing experience. Most people who have really made achievements in this industry have had practical work experience in traditional industries.
The third is the contrast between professional fame and income. An enterprise went to the talent exchange market to engage in recruitment, secretarial and other agent clerks, with few professional places and low remuneration, but it was crowded with candidates. The average income of marketing major is two to three times that of clerks, and the number of places needed is also very large, but the number of applicants is pitiful. Many college students tend to pay more attention to professional fame between fame and income, and think that marketing is shameful. After running outside for many years, office clerks are more likely to develop into white-collar workers. After a few years, everyone's growth is often the opposite.
The fourth is the contradiction between the mentality of seeking stability and occupational risks. Many college students are still reluctant to work in domestic township enterprises and private enterprises, and their preferred occupations are civil servants, foreign capital, joint ventures and state-owned enterprises. It reflects the general mentality of seeking stability. In fact, the treatment given by many township enterprises and private enterprises is close to or even higher than that of foreign-funded enterprises, but job seekers think there are risks and are unwilling to choose.
The fifth is the contradiction between professional experience and self-confidence. Many employers put professional experience in a very important position, which is what ordinary college students lack. If all the jobs can only be obtained after several years of work experience, then the newcomers will never get a job. How to overcome these contradictions, I think the first thing is to learn to start with basic work.
In Nanjing, there used to be a group of highly educated talents who paid too much attention to the high salary given by the employer, and gave up their majors for a house and an annual salary of tens of thousands of yuan to get some high salaries such as secretaries. Shortly after taking office, I found that the employer was speculating from the beginning and the treatment offered could not be honored. A postdoctoral fellow in Shenzhen was laid off, and it took him nearly a year to find a new job.
The first job of a postdoctoral fellow was the manager of a company's subordinate unit, but because he didn't have basic work experience, he soon found himself incompetent. Secondly, we should straighten out the relationship between life ambition and the process of success. Guo Weijin, vice president of Lenovo Group, is the first employee of Lenovo Group with a master's degree in business administration, but his first job was to open the door for the leader and carry the suitcase. After working for a long time, I got a department manager of a public relations company, only five people. Then I worked in the business department, planning department and finance department for six years, and then I was sent to Guangdong new base to study and build factories, and then I was sent to Hong Kong to take charge of investment affairs. Eight years, ten jobs.
Last but not least, we need confidence. Xinheng Industrial Group, a private enterprise, offered a high salary of 84,000 yuan per month to hire a deputy general manager. Many candidates who have certain management experience and are qualified in all aspects actually quit halfway, fearing that they will not eat badly.
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