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Five big steps to help you improve the success rate of job interviews

Whether you are a veteran of the workplace or a newcomer to the society, it is always necessary to understand the workflow of corporate recruitment screening; this can be said: knowing yourself and knowing each other. To this end, we specifically met CATHERINE YU, a career development consultant for Shanghai's new creative MONEYCLUB. In the interview, CATHERINE analyzed the five steps of corporate recruitment and interview, which will help you improve the success rate of job interviews. Step 1: Identifying the interview criteria Experienced managers know that one of the best ways to have a good group of employees is to arrange the right people to match their skills and professional background, while performance-based interviews can help employers. Achieve this goal. In general, before screening an applicant, the HR manager will first determine the criteria for the interview to help other interviewers identify which applicants are eligible or unqualified for the position; secondly, describe the specific responsibilities of the position and determine The professional background and skills necessary to be qualified for the position. Solution: Your resume is the first impression you show to the interviewer, and the first impression is often the decision. If you don't even have a resume, you won't have any chances in the future. The interviewer usually conducts a comprehensive and detailed analysis of your resume. CATHERINE reminds you not to play tricks on your resume, such as magnifying your own responsibilities, using fuzzy methods to dilute the “unemployed period”, or “promoting yourself” "Wait. For example, Miss Jin clearly served as a customer service specialist in Company A, but she wrote it as a “logistics supervisor”; Mr. Liu worked at Company B from September 1996 to February 1999, and from October 1999 to 2001. He worked in C company, but he wrote: Company work from 1996 to 1999, and company C from 1999 to 2001. Obviously, this is to cover up his "unemployment period", but it is such a small trick that the interviewer doubts Mr. Liu's personal qualities and integrity. Step 2: After evaluating and screening the candidates to establish the conditions and requirements for the position, the interviewer will quickly browse all the resumes, eliminate those resumes that are obviously not in compliance, leave the satisfaction part and appear to meet all the necessary requirements. Resume. Then, the second and third types of resumes are carefully analyzed and compared, such as work experience, education and training experience, career stability, job promotion, leadership, and achievements. Solution: A successful resume writing should be simple and clear, but also highlight the key points, but also need to seek truth from facts. CATHERINE has helped Mr. Zhang apply for the manager of the market research department of a real estate consulting company. The revised resume of CATHERINE focuses on the main work performance of Mr. Zhang during his career as a marketing assistant to the real estate development company, including: organizing and implementing the Shanghai villa market. The research project and the completed project report will eventually become an important basis for the company to formulate a medium- and long-term strategic planning plan. Step 3: Telephone Screening Typically, the interviewer will schedule an interview for candidates who meet all or part of the prerequisites; they will also conduct a small phone test before interviewing you. Solution: Most companies will use the phone notification method to conduct preliminary screening of candidates. You should not take it lightly. Some people are accustomed to mailing or sending their resumes online, but they ignore the corresponding record work, so that they receive an interview notice and do not know which company the company is, what they are doing, and what position they are applying for. CATHERINE recommends that you prepare a notebook for yourself, specifically what kind of resume will be given to which company, and what are the specific positions, job responsibilities and requirements? This will help you get a good mental preparation before the interview. Step 4: Interview interviews with candidates is proof that you do meet the requirements that must be met for the position, and that you are the best candidate. An interview is like answering a question of proof. The purpose of the interviewer is to repeatedly verify the consistency between you and the position through various questions and tests. Solution: The interviewer asks each candidate the same question in the same order for record and trade-off and comparison. The interviewer will use some closed questions to verify the information in the resume or telephone test, and also use some open or performance-based questions to test your possible reaction to some of the future work. The interviewer often asks. : "If... what do you do? Tell me about the job challenges you have faced and how did you solve it? Talk about the most difficult negotiations and the final results you have experienced?..." CATHERINE recommends you use descriptive The way to answer the interviewer's doubts about matching, and these answers will help the interviewer understand your thinking and behavior patterns. During the interview process, the experienced interviewer will let you relax by chatting with old friends, but he still looks at the hunter-like vision and analyzes your every move and smile. CATHERINE reminds you not to be confused by the interviewer's “cheeful” appearance, to be vigilant from start to finish, from the moment you step into the company's door, you are in “monitoring” until you leave the company. Most interviewers believe in "seeing the micro-knowledge" and they will not let go of any details. Step 5: Presenting a job invitation Based on the performance of the interview, the interviewer usually leaves the job opportunity to candidates whose quality and skills meet specific job requirements. Solution: When the interviewer sends you a job invitation, he will know the salary return of your previous job or the salary level you expect the company to provide. Candidates cannot avoid such problems. If you want to get the ideal salary, you must first have a clear understanding of your strength, and secondly, understand and evaluate the market. It is best to consult a career counselor before the interview, the degree of scarcity in the current talent market for people like you, skills and work experience, the level of compensation for similar positions in the industry, and whether or not you have unique advantages. CATHERINE suggests that when you talk about salary issues, it is best to adopt the "attack-and-take" approach to take the initiative to understand the compensation system and composition of the employer's enterprise, such as basic salary, subsidies, benefits, dividends at the end of the year, etc., and expressively: "Most Enterprises have a complete compensation system, which will not be a special case for a person. I am willing to follow the company's existing principles." Finally, you can break down the salary composition of the previous job one by one, and make a closing statement with the total amount of after-tax wages. . If you want to be the "eyes" in the interviewer's eyes, the most important thing is self-confidence and firmness; confident in yourself, and telling the interviewer with firm expression, appropriate expression and content, you are the best he is looking for. People!

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