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Microsoft, IBM, HP three giant recruitment strategy

Microsoft Recruitment: Setting Examination Questions In Microsoft's global recruitment interview, there were two scenes: one anchor, who quits to another TV station. At the end of the program that was hosted for two years in the original station, it can be used. 30 seconds to say goodbye to his audience. If you are him, what would you say? "A reporter, originally scheduled to start interviewing at 1:30 pm, 2:00 he must go to perform another task. However, the former reporter who had been interviewed from 1:00 had delayed the time. At 1:35, the reporter decided to ask the former reporter to pause and let him interview first. If you are him, how do you achieve your goal? Microsoft asked candidates to give creative and reasonable solutions. Former Microsoft China President Tang Jun boasted Haikou: "As long as you can make these two questions, Microsoft will give him a satisfactory position." Analyze the two types of questions in the interview. Microsoft's questions are not difficult for candidates, but are used to test their abilities. Certain professional knowledge is the foundation, and more importantly, practical ability, that is, practical ability in social interaction and work and study. The scene questions in the interview are particularly focused. These questions are generally available to everyone, but they are not easy to do, and because they cannot be prepared in advance, it is difficult to make fakes and almost reveal their personality. The discussion questions are also the focus of the interview. In this recruitment, the candidates are trio, each group is surrounded by a theme, 30 minutes of preparation, then a speech, and the other two answer the question of the examiner after the speech. Tang said that the examiner time is precious, this test You can examine the multi-faceted capabilities of multiple candidates in a short period of time, such as organizational skills, teamwork ability, understanding and judgment of problems, and innovation ability, which may be used in the future. Mr. Tang said: "These two The topics of the class questions are all from real life, some are my personal experiences, and some involve the personal experience of the students, such as talking about the reality of reality and ideals. Point ', etc. "What kind of talents can you pass the exam? Is there a flaw in Microsoft's recruitment exam? How should you evaluate candidates who have not been admitted? Tang Jun said frankly: "Microsoft's exam questions are flawed. He further analyzed that some questions can reflect the actual level, such as English; some questions are not necessarily, such as logic questions, can not answer, does not mean that candidates do not have logical thinking; interviews have six or seven rounds, as long as there is a round of miss, It will be eliminated. Microsoft's test mode will lead to "the best did not come in, but it must be excellent." In fact, any company's recruitment methods have loopholes, but Microsoft dares to admit, and is still moving Divergent and practical development, in order to improve. It can be seen that in the Microsoft test network, some of the candidates who were not accepted by Microsoft became the "big fish" that leaked out. According to the success of students who have already obtained Microsoft offer Experience, there are two points that are particularly similar: true skills - whether it is solid basic knowledge, strong English ability, or students' practical activities, are real swords and guns on the examination paper to see the difference, in front of the examiner Robustness - Microsoft's rounds of exams are generally scheduled for one day, sometimes for up to 7 hours, good physical and mental IBM recruitment: Selecting a resume In 2004, IBM launched a new recruitment method, and set up a strategic talent pool in China Talent Online, so that candidates can even book a number of recruitment positions in a few years. IBM's " The Vital Innovation “strategic talent reserve plan is mainly for social recruitment, especially the bachelor, master, doctoral, and MBA graduated or graduating from domestic and foreign universities in 2003 and 2004. It is even more unique for newcomers who have just graduated from the year. This is because IBM believes that people who have just graduated for one year are at the best point of social experience and job-seeking. They are not like the students who have just left the school, lacking social experience and cannot consider their own position in the company. It also has strong plasticity and curiosity, and is a good job that the company urgently needs. As a new recruitment method, job seekers can enter the IBM strategic talent pool by submitting resumes, and job seekers can make appointments in advance according to their own characteristics. At the same time, you can also write down the time you want to enter IBM, which can be one month later, three months later, or even longer, so IBM manpower The source department will focus on the job seeker according to the time when the job seeker wants his resume to take effect, and update the general position of the company's needs and the corresponding job description in a timely manner. When the job vacancy matches the job applicant's job position, the source can take the initiative at the first time. Contact with job seekers. In addition, IBM will regularly introduce job seekers to new jobs and recent developments in the company through email and online updates. IBM believes that this new recruitment method is for job seekers and companies. It can save time. The company doesn't need to shoot job advertisements every time and then collect resumes. Job seekers can keep track of IBM's job information whenever they pay attention to their mail boxes. It won't be the best for themselves because they don't know the company's recruitment plan in time. Opportunity passes. How does IBM's resume selection method be selected in many resumes? IBM personnel manager Ni Jing describes: According to the time calculation, each resume usually only gets a few minutes of “favorite” from the recruiter, and the recruiter will Go straight to the theme, search for the specific location according to the international format of the resume format Information, for example, if you don’t find the university, academic, and professional name you’re attending in the “educational context,” it means spending a lot of time looking for the most basic information, and once you’re looking for a lot of information, it’s hard At the time, it is inevitable that I will rush to put such a resume in a non-preferred list, and even into the cold. Therefore, IBM's requirements for resume content are: personal information, education/training situation, work experience, personal hobbies and other related information. Hewlett-Packard Recruitment: Stripping Interview Zhang Guowei, General Manager of Human Resources Department of Hewlett-Packard Co., Ltd., China believes that the process of interviewing and being interviewed is actually a process of divestiture. It is to strip off many skills and finally see the real situation of candidates, such as applying. The technical situation, educational background, work experience and other aspects of the real situation and the current state, and then examine whether the candidate's potential is suitable for the company's needs, if there are too many skills and packaging, it will extend the interview time. If there are some so-called skills, it is that the candidate should know some common sense of the interview, such as punctuality, formal dress, prior knowledge of the company's basic situation, etc., which will make the recruiter feel the job seeker's job opportunity. Value. However, some interview skills are specific to teach job seekers how to answer questions, and how to answer questions is best. This is actually misleading because there is no such thing as the best answer. An experienced human resources manager can fully Judging from the candidate's answer is whether the statement is true. Interestingly, the training of interviewing skills is often two-fold. On the one hand, the consultant company will train the interviewee how to disguise, and on the other hand, train the interviewer to know how to disguise. Dialogue: ★ What questions does HP usually ask during an interview? Through these questions, what do you want to know about the candidates? Zhang Guowei: The focus of different post issues is different. For example, for middle managers, a normal interview will ask questions from three aspects. The first is the technical level, to understand the degree of technical knowledge of candidates in a certain field; the second is in personnel management or leadership; the third aspect is to understand the applicant's personality during the conversation, especially his team. The ability to work, and finally to consider his honesty. Another perspective, depending on values ​​and business guidelines, is that candidates must follow HP's many global business practices. This is based on the education of employees and the values ​​of the company and the company. Whether the values ​​are consistent. When candidates have the same conditions, HP values ​​those who have the same values. ★How should HR look at the job-hopping frequency of job seekers when selecting talents? Zhang Guowei: I think it should be seen from several aspects. The first is to look at the environment of talent flow. From 1996 to 2000, it was a stage of relatively high turnover of talents. Now it is time to gradually mature. Second, we will see what the main reason for candidates to adjust their work every time, is it not? What we think is reasonable, whether it is the cause of personal career development, the reason of the family, or what changes have occurred in the original company or the relationship between the superior and the subordinate, because everyone adjusts the work for these reasons, we think it is all It is a normal state. What is abnormal is that this person is fired or something else. In fact, it means that we have two possibilities for any one thing. One is difficult, how to overcome it, and the other is fact, enduring or choosing to leave. We don't want candidates to use some of the difficulties that can be solved as an excuse. Of course, we can't rule out that some situations are impossible or unwilling to accept, so we choose to leave. If the applicant has problems in terms of morality and business ethics, our company will not make any concessions. For other problems, we will objectively analyze and judge different situations. Source: Chinese net

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