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Children's shoes that have participated in the interview have more or less experienced the "reverse questioning" link. Whether out of respect for the interviewee or to show the democratic culture of the company, many companies now ask some friendly questions at the end of the interview: Is there anything you want to know about the company or do you want to ask some questions about the company?
As a senior bully, people who just do recruitment and take turns interviewing others have seen too many sad cases. Here, I briefly describe the "three don't want and two want" that I asked the company. I hope you can change some known misunderstandings. In the friendly smile of Sister HR, your brain won't get out of control and forget the action plan on the interview battlefield.
Three didn't.
First, don't ask about salary.
Having said that, many people will object. When I visit a company, especially when I change jobs for the New Year, the first consideration is probably how much salary the company can give me.
To correct this concept, the first thing to tell you is that salary can be not only asked, but also understood from the side.
To know how much money the new Dong family can pay, the first thing is to study their job advertisements. Now most companies cooperate with well-known domestic recruitment websites. If you open the details of each position, you can naturally see the salary range. A few positions don't write specific salary figures, but write negotiable. The basic meaning is that the salary of this position is either too high or too low, and it needs an interview to decide. (except for a few companies that fill in numbers casually)
In addition, searching for the company name, there are also many websites devoted to statistics on the working environment, business content, feelings and salary range of people working in this company, which can also be used for reference.
In addition, people in the same industry, or people in the same position in different industries, can guess something from their own understanding of the circle. If they have contacts in this field, they can also consult.
Some people will ask, why should I go to so much trouble to find clues myself? Can't you just ask?
I attended a job fair when I was at school. What I despise most is that the HR people of the enterprise have impassioned stated a big blueprint and described countless bright futures, but the last classmate asked: How much salary do you give every month? Immediately began to dodge, what is not lower than the industry average, according to personal circumstances, few companies (unless the salary figures are really good-looking) can happily answer.
But now I understand, classmate, this question is really difficult to answer!
First of all, I didn't see your resume. I don't know if you are an excellent student with rich social practice experience and scholarship every year, or if you can't get your diploma every day.
In addition, if the technical part is involved, we may need to interview the department leaders and make a technical evaluation. The part that needs a foreign language also has a foreign language assessment to test whether you meet the job requirements. As long as it's not the last person to interview you, I'm afraid you can't come up with specific figures.
Third, the company may have different bonuses for different groups of people (such as doctoral/postgraduate education or foreign language education), which also constitutes the wage difference. ...
If you are not a fresh graduate, there will be more factors to consider, which is also the reason why many enterprises keep the salary secret-everyone's investigation is different, and the skills to be "used" are different, which leads to different salaries.
So, do you still think you can get accurate salary figures at the campus job fair or the first simple interview?
When I was studying abroad, I attended a campus presentation. The top 10 companies in the world's top 500 companies recruit overseas students to work in their headquarters in China.
At that time, the scene was bustling and crowded. What impressed me the most was that a boy asked how much salary HR could get in his past job after graduation in the questioning session.
For such a large enterprise, there is no doubt about the development prospects and the degree of enterprise standardization. Even if the HR sisters don't explain it so hard, the people I want to come are all for submitting resumes. The audience's focus is only on wages. When the boys say this, everyone will smile, probably silently praising them.
HR refused at first, saying all the "Mandarin" I described above. But the boy kept asking three times, and finally asked, "Is the salary too low for you to say?"
HR had no choice, thought for a moment, and gave a specific figure seriously, saying that fresh graduates can probably get this level in the company.
At that time, I remember that there was an uproar at the scene, because the salary was too low, which completely violated the grand image of the company in our hearts. Even I, who has a weak desire for money, left without submitting my resume. Of course, there must be poetry and distance in life, but with the wages of small enterprises, I am afraid I can't even live.
The failure of the job fair is of course the responsibility of the enterprise, but I don't think the struggling gay society will be favored by the enterprise again.
At every interview, there are always some people who get to the bottom of it. I suggest that you fully demonstrate yourself in the interview. If you behave well and match your words with your deeds, you will naturally get a salary level that can support all this. Even if I found that my salary didn't meet the requirements afterwards and went to the interview for nothing, I think more two-way communication will also yield something.
There are exceptions to everything. If the demand for money is particularly large (such as mortgage, car loan, children's milk powder is tight) or the strength is super strong (apply for director, manager, etc.). ), or you can talk about salary first and then go to the interview. Here, I just hope that the average job seeker can understand the inside story of the company and don't dwell on the specific salary figures at the beginning of the interview.
Second, don't be interested in enterprises.
We came to work in the enterprise with a clear purpose, that is, to exchange our labor for wages. It would be better if there were bonus, welfare, training and other fringe benefits.
Although we think so, we will never say in the interview that I came to work for your company because of your generous bonus every quarter, or that your company will go public at the end of the year, and so on.
Although we can avoid these pits, many people unconsciously tell the truth to the business side.
For example, in the final questioning session of the company interview, someone once asked: I know that your company has a project in Singapore. Is it possible for me to be sent there to study?
The person in charge of the department said that before entering the company, you still need to study in the department and contribute your strength. The boy shook his head and said that the main reason for applying for our company was that he took a fancy to the opportunity to exchange and study in Singapore. His sister also studied in Singapore, so she could take care of herself in the past, and her English was very good, so her past job was completely fine. ...
Although the leader finally ended the interview without rejecting the boy face to face, he complained to us later. It is ridiculous to say that the child wants the company to pay for him first because he has not created benefits for the company.
In fact, the first thing that students need to change when applying for a company is: don't tell the company what you want, but tell the company what you can do for it.
This truth seems simple, but many people don't understand it. Otherwise, there won't be so many applicants, and tell HR that the reason why I left my last company was because I couldn't learn anything.
Say it from the heart, okay?
When asking questions to the enterprise, don't ask if you can send me abroad. Can you take me to the public training? Can I get the year-end bonus in full in the first year? I can take 10 days of annual leave every year, and accumulate working experience. Is your vacation system perfect?
Any question about the enterprise will affect HR's judgment. In fact, these questions, I really want to ask, simply change the angle. For example, I don't think anyone will question the company's training system and talent development plan.
Third, don't ask about the company's main business and products.
I suggest you don't ask what you can fill in the company profile.
Why? It's simple. You can find it online.
To interview someone who doesn't even know the most basic company, I think HR will be more skeptical about the sincerity of the application.
Especially the company's main business, core products, customer base, sales profit and so on.
Large companies have their own websites, which will update their contents in time. We just need to analyze the contents of official publicity channels such as their websites and official WeChat accounts.
Small companies can also see a thing or two from their own online promotion content.
? Two?
Then, let's take a look at what is suitable for asking questions and what must be clear in the interview.
First of all, refer to the company's development plan.
When I just graduated, I thought it was the most important to choose a good enterprise.
Now it is considered that the industry in which the enterprise is located is also very important in order to achieve stability, especially long-term development.
In an industry with no development prospects, sometimes many things will become very helpless. Such as personal development space, such as salary level. Enterprises can't compete and change, because the big environment is like this.
Therefore, whether the company has a long-term development, whether the company can survive a wave of financial crisis, you can listen to the company's long-term development plan.
I believe you have searched the basic information of the company online. Then, according to the existing organizations, what plans to listen to and how to move forward are also a way to judge whether the enterprise is long-term. This can be used as a reference for whether we want to join this enterprise and whether this industry will face divestment and layoffs in the near future.
Second, understand the organizational structure and personnel composition of the department to be applied for.
I strongly suggest that when you enter a company or a department, you should first understand how the organization you will enter in the future is formed, and whether the future boss and colleagues have their own duties. This is very important.
For example, the first company I entered interviewed for an assistant in a general office. In fact, I saw some clues as soon as I entered the company. For example, when I entered the company, the whole front desk area was empty. When I applied for the job, the personnel director personally printed the interview form and posted photos for me. At that time, I was very sensitive to the serious shortage of staff in the logistics department here, and I knew that if I joined the company, the workload would be great, but I simply thought I could learn more.
Results After joining the company, it was found that there was no shortage of leaders in the logistics department, but little assistants. Based on cost saving, Big Boss only hired me as a handyman. Running errands every day and serving leaders of all walks of life is miserable.
Later, when I interviewed again, I began to politely ask HR what kind of job I was going to enter and which part I would be responsible for. After asking, even if I don't intend to change my mind, at least I am mentally prepared.
Especially in the logistics department, if it's not just your job vacancy, you are likely to face the fate of wearing several hats or changing jobs in the future. One is Dai Yue, who is too busy, and the other is against career planning-I don't think anyone wants to face this.
Limited by space, I will briefly mention these points here. You know, interviews are also learned everywhere. I hope you don't lose points in unnecessary places, and you can understand the company's position and the recruiter's mind.
Study and review from time to time.
Isn't this pleasant?
Author: Confucius
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