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How to deal with the item interviews specially set by the employer?

In order to recruit qualified and satisfied talents, many companies have dug their minds, racked their brains, designed many interview traps, and deliberately made it difficult for candidates to make judgments. Using “props” to interview job seekers is one of the means. Here are some examples of candidates who have successfully responded to the “props interview”. I believe that you will be inspired by your job interview. Item 1: Counterfeit A supermarket needs to recruit a qualified cashier. One of my former colleagues who bought out the service has participated in the application. Seven women participated in the interview. The interview was personally presided over by the boss. For the person who came to the interview, the boss took out a hundred-dollar bill and told them to go somewhere downstairs to buy a pack of cigarettes. When these people went to the designated place to buy cigarettes, the salesperson told them that the 100-dollar bill was fake. My colleague has been working in the bank for many years. When I took over the boss’s hundred-dollar bill, I used to take care of it, touch it, and groan. I immediately found out that the money was fake and returned the counterfeit money to the boss. The boss immediately signed a employment contract with her and assuredly handed over the cashier's work in the supermarket to her. Those who did not find the 100-dollar bill in counterfeit currency were all eliminated. The boss believes that the level of a person's professional level is sometimes theoretically impossible to judge. A person who can't identify even counterfeit money, no matter how superior his other conditions, is not good at cashier work. Item 2: There is a company recruitment manager in the meter. A meter is sent to each candidate to measure the height of the 20-story building. Some applicants use geometric knowledge to calculate tediously; some climb to the top of the building and measure with a rope ruler... One candidate came to the building management office to ask, got the correct answer, and was selected. In fact, this is a brain teasing test. Because it is impossible to measure the exact height of the building with only one meter rule, testing the candidate's ability to respond is the purpose of the “meter-scale interview”, because randomness is one of the basic qualities that a manager should have. Item 3: Envelopes are recruited and held by a group. After conducting a routine interview, the examiner finally sends each applicant an unsealed envelope and asks them to send them to the personnel office on the 8th floor in the shortest time. Applicants believe that the test is faster than speed, and they have come to the destination. Only one candidate looked at the envelope for security reasons. There is a note inside that says: You have been accepted. In fact, all the envelopes have a note written in these five words, and others let the opportunity slip away from the hands. It is no wonder that who will want a security without vigilance? Props 4: Inciting the use of "human body" props, is also one of the commonly used methods of recruiters. A welfare institution needs to recruit an assistant to the dean. There are many applicants, many of whom are highly educated. One of the ladies has only a college diploma. They also come to apply for the application and successfully passed the re-examination. After the re-examination that day, the examiner led everyone to dinner. On the way to the restaurant, a group of people encountered a squatting, the applicants had some sleeves, some threw a coin... The lady happened to have no money, and he took the dirty hand and said "I'm sorry, I didn't bring any money." I was moved by tears: No one has respected me like this, and I have seen it as a person! Two days later, the lady received a letter of acceptance. Yes! If the management staff of the welfare institution lacks love, how can they do their jobs? Item 5: A private enterprise that has just achieved some success in a business, and hopes to recruit some employees who are open-minded, willing to contribute, and take the enterprise as their home. The director of the personnel department came up with such a recruitment method: on the day of recruitment, a person was loaded with a truck full of cargo, and the examiner asked the candidate to help unload the cargo. When the goods were half-loaded, the director of the personnel department suddenly appeared: "For some reason, today's recruitment is cancelled." Many applicants squatted and went away; some also left to continue unloading. After the goods were discharged, the director of the personnel held The candidates who left the unloading goods announced on the spot: "You are the employees you need in the company!" Item 6: Table recruiters sometimes use the form of "banquet" to test. A foreign company arranged a lunch for the applicant to re-test, and told the person who had finished the meal to pick up the number plate and waited in the examination room. The last test was conducted one hour later. Although the examiner repeatedly emphasized eating slowly, half of the people had finished eating in 10 minutes. As a result, those who ate fast were all admitted. The company believes that eating speed is also a manifestation of good health; employees recruited through the “table” exam are almost never sick. When a private enterprise in China recruits a water-operated operator, due to the limited number of places, and the majority of those who meet the requirements, the method of asking the candidates to eat is “big waves and sands”. Those who do not pick and choose at the table, do not lose the rice, know that people who take care of others are Admission. The boss believes that the "pipeline" operation is a ring of deduction, the most important thing is unity and peace. A person who only cares about himself at the dinner table will not think of others first at work.

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