Secretarial knowledge > interview skills

Recruitment unit, invite you to play the game!

In recent large-scale recruitment, the reporter found that some employers, in addition to browsing the resumes of candidates, will also invite them to do some small test games on the spot, such as origami, problem solving, guessing, etc., to examine some aspects of candidates. ability. Companies hope to attract more talents through game-based recruitment, and in relaxed games, it is often possible to observe details that cannot be understood by conversation alone, so that talents can be selected more effectively. The famous enterprise recruits the game Grand View Garden Unilever: The blind people's array game first divides the candidates into multiple groups, each component has a long rope. All the members were blindfolded by black cloth, they had to pull the long rope into a square in 20 minutes, and each side stood on the same number of people. In addition to testing whether the candidate is honest, this game also reflects a person's teamwork spirit, leadership organization and other qualities, such as whether it is good at innovation and whether it is execution-oriented. Each candidate has a different role in the game. If there are new ideas, they will get extra points in the “Innovation and Flexibility” column. Those who are good at summing up experience and coordinating everyone to successfully complete the task are in “Leadership. "One can add points; active practice, active implementation can be "seriously divided", and even the candidates who finally take the initiative to collect long ropes can also get "study and hard work." KPMG: The Robinson Drifting Game assumes that you are Robinson drifting at sea, with these things in hand: matches, plastic sheets, mirrors, food, water and compass. Now suppose you haven't moved so many things, you have to throw them one by one. Which one do you throw first? What is the last reservation? The standard answer is that mirrors are the most important. In theory, Robinson has no more food to support the day drifting to the land. The insurance method is to use the mirror's reflection to ask for help from passing ships. It is said that the order of each person will be very different from the standard answer, and after a group discussion, the result will be slightly better. This game mainly examines whether the candidate has a team spirit and sees if he can rely on everyone's wisdom instead of acting alone. They also examine their judgment and decision-making ability. A large hotel: dozens of candidates for change-making games are arranged in a row, each person holding a total of no less than 20 yuan in the hand, in the next 3 minutes to see people change. At the same time, with strong background music, when the music stops, all candidates sit down. Recruiters ask: How many people have earned? How much did you earn? How many people have lost? How much did you lose? Before you participate in this game, you generally don't think much about it. You can play games based on your subconscious mind. You can see the different attitudes of candidates. Due to time constraints, external disturbances, and personal tensions, someone will earn money and someone will lose money. The examiner hopes to examine the candidate's communicative ability, organizational coordination ability, thinking ability and resistance to stress through this seemingly simple game. An accounting firm: A group of people looking for a black hat is dancing, and each person wears a hat on his head. The hat is only black and white, and there is at least one black. Everyone can see the color of other people's hats, but they don't know their own. The main examiner first lets everyone see what hats are worn on the heads of others, and then turn off the lights. If someone thinks they are wearing black hats, they should take a picture. Turn off the lights for the first time, no sound. Then turn on the lights again, and everyone will read it again. When the lights are turned off, they are still silent. It was not until the third time that the lights were turned off that the clapping sounds were heard. Ask how many people wear black hats? This is a typical logic problem. The mystery is that you have to make a hypothesis. If only one person wears a black hat, then he sees everyone wearing a white hat, so when you turn off the lights for the first time, you should first clap your hands, thus proving that more than one person wears a black hat; if there are two black hats, first The second time I only saw the black hat on the other side's head, I was afraid to determine my own color, but by the second time I turned off the lights, the two people should understand that if they wear a white hat, the other party should clap as early as the last time. So, I wear a black hat too - so there will be a clap sound; but the truth is that the third time, the clap is heard, indicating that there are more than two black hats in the audience, and so on. There are a few black hats. The game, but the non-child drama interview is an intellectual contest. On the surface, the company seems to play a simple game with the applicant, but actually examines the qualities of the candidate in all aspects. Therefore, although the game is easy, it can't be regarded as a play, just fooling. In Unilever's recruitment of employees, 80% of the people have to go through some seemingly unrelated games, in order to give the applicants a full opportunity in the natural state. An insurance company requires nearly 40 different types of mapping games to be completed in 20 minutes to examine the candidate's logical reasoning ability and EQ. When a software company hires a sales executive, it allows the candidate to play the "killer" game, and the winning "killer" can get this position. It seems that if you want to enter a big business, you must learn to do various "games" while writing resumes and running interviews. Wu Yanzhen, senior consultant of Chengxun International Consulting Co., pointed out that no matter what kind of game, the applicant only needs to remember that there is no success or failure in the game, only the display of different abilities. So how do candidates show their strengths in the process of playing the game and get a satisfactory offer? In fact, the type of game is related to the position you are applying for. A company recruits the general manager, but the interview site is in the restaurant. The topic is eating. The content of the survey is “seeing the food”. Middle and senior talents have many years of experience in applying, and ordinary interviews are not easy to examine their weaknesses. However, in a relaxed occasion, the dinner can be seen in some details of the candidate's personality, ability to live and social experience. In the face of this assessment, we must show that we are polite, generous, and socially ceremonial. Another example is that the company asks the candidates in the marketing category to play the game of selling products, and pre-set several levels. Applicants must first remain calm, then quickly decide on marketing methods, and in the process to demonstrate their ability to innovate, logical thinking and emotional adjustment. Some companies require candidates to sit down and introduce themselves when selecting a salesman. This game seems to be simple, the actual hidden mystery: stand up and speak, indicating courage and politeness; speech is clear and smooth, indicating that it is very confident; introduction is concise, indicating that logical thinking ability is strong, can grasp the key and do things Organized. In short, it is not difficult to understand the quality requirements of the employers in the employer. These qualities are summarized as follows: sharp thinking, strong ability to innovate, dedication, dedication, dedication, honesty and trustworthiness. Applicants who can strengthen their own construction and strive to have these qualities, then the recruitment method is no stranger, you can find a suitable "rice bowl".

recommended article

popular articles