Secretarial knowledge > interview skills

How to overcome 15 problems in the interview

According to a survey recently published by the Beijing University Graduates Employment Guidance Center, the rankings of employers' employment of college students are as follows: the first is the interview result, the second is the written test result, the third is the resume, the fourth It is a relationship. After just experiencing the "storm" of the recruitment fair in December 2004, January 2005 and before the Spring Festival will be the day of interviews for many job-seeking college students. Experts suggest that "interview" plays a huge role in college students' job hunting and employer recruitment, and should be highly valued by job-seeking college students. "Please introduce you and your family." "What specialties and hobbies do you have?" "What foreign language do you know, how proficient?" "If the company's arrangement is inconsistent with your wishes, are you willing to obey the arrangement?" Compared with the common problems in these interviews, the most headache for job-seekers is the problem that the HR manager inadvertently throws during the interview process. Those puzzles are hidden in some common problems, and if you answer poorly, you may be able to give up. The relevant experts of the Beijing University Graduates Employment Guidance Center have summed up the 15 questions that job-seeking college students usually encounter in the interview. In fact, they need to carefully consider and answer 15 questions: “Please describe your previous practice in the most concise language. Experience and academic situation.” Expert analysis, this is to test whether the candidate can summarize his main learning information and key performance in a few words, instead of repeating the contents already described in the resume in the form of a running account. Although most of the questions about basic abilities can be reflected in the resume or application form, the answer can be used to check the candidate's language ability, instrumental attitude, gaze level, body language and so on. “Why are you applying for the job?” The expert said that the question is whether the test applicant’s motivation for seeking a job is reasonable. The answer can be used to check whether the candidate can objectively and euphemistically explain the reason. “What kind of unit is the first choice for your job search?” Experts explained that this is to test whether the position of the applicant and the unit he is looking for is clear and clear, rather than blindly applying. “What qualities do you think this job should have?” This is the degree to which the candidate's perceived job quality is consistent with the job quality required for recruitment. "Please talk about your understanding of your profession and what are the important achievements in the profession?" This is to examine the professional skills of candidates. “What do you think is your competitive advantage in this position?” Experts explained that this is the difference between the candidate and the other candidates. “What have you learned in past practice or work?” Expert analysis, this is to examine whether candidates can answer questions from multiple perspectives such as professional achievement, interpersonal relationships, organization, products, and services. When it comes to previous experiences, recruiters can test whether the candidate is a loyal employee who knows how to respect others. “What do you think is the most effective form of communication?” Experts suggest that the usual answer to “face-to-face direct communication” is the least likely to be misunderstood, unless the two meet at the same time. “How do you usually allocate time in your studies and work?” This is testing the candidate's time allocation and usage habits. “What are your goals for the next three years? How to achieve them?” Check whether candidates can set clear goals for themselves and have practical action plans; instead of “continuing to do the job now” and “strengthening learning” Etc. “What do you know about our company and the position you are applying for?” Experts suggest that a serious job seeker often knows the candidate through multiple channels before the interview. If the other party has already introduced the situation to the job seeker during the interview, this question can test the attention of the candidate. If the other party has not introduced the situation to the candidate beforehand, the candidate can take the opportunity to ask about the situation of the unit. After the interviewer has introduced the situation, it is still possible to examine the candidate through similar issues. “Describe the last time you criticized at work.” Experts point out that this is to test the ability of candidates to communicate in areas that are both personal and professional, to see if candidates can stand up to criticism, and Learn about his previous work environment and communication. “How do you describe your personality?” Test the match between the applicant's personality and the culture, ethos, code of conduct, job characteristics, etc. of the recruiting unit. “Please list your 3 major advantages and 3 major shortcomings?” Test whether candidates can be honest about their characteristics and consider whether their characteristics affect the work and team work of this position. “What is the expected treatment?” Experts suggest that candidates can ask questions by retreating: “As long as there is a development opportunity, I am willing to accept the salary standard of your company. I don’t know what the salary standard is for this position?” This way, instead of revealing your own bottom, you may find out the other side's bottom. It is necessary to master the skills in negotiating the salary issue. The best way is to tell the other party a salary range in combination with the actual situation, leaving room for both parties. The relevant experts of the Beijing University Graduates Employment Guidance Center reminded the majority of job seekers. “In the language exchange of the interview, the candidates should pay attention to listening carefully to the other party’s questions. When listening to the other party’s speech, the energy should be concentrated, and the eyes should not be distracted; The theme, concise, concise, natural, generous, with affinity and sense of humor; avoid language blunt, boring, chilly, not to be pretending to be humorous, deliberately ridiculous."

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