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The interview starts from 3 seconds into the gate

“Interview is the most important stage in job hunting. I will examine the temperament and basic business quality of the candidate. In fact, from the moment the candidate enters the company, I have already started the assessment.” Mitsui & Co., Ltd., responsible for the company’s personnel work Mr. Wang Weiling, deputy general manager of the business, said. As a "Fortune 500" world-renowned multinational company, it has its own unique method in interviewing talents. In the words of Wang Weiling, the interview process is a process of making friends. There are no fixed problems and forms, which vary from person to person. “The interview can be successful, maybe it will be decided in the first 3 seconds after you step into the door. The interview first evaluates the candidate's external temperament, the applicant's clothing, hair style, walking posture, and greet the interviewer. The behavior of picking up and dropping files, these inadvertently completed actions are the company's inspection process of their external temperament." Wang Weiling said that most applicants, especially recent graduates, put too much energy into preparing for the interview. On the question that the interview may ask, spend a lot of time preparing the answer, but neglecting the "little things" such as talking and behaving. However, the company's interviewers will not miss any opportunity to examine candidates. In general, candidates should be dressed neatly, generously and decently, not necessarily wearing suits and ties, and can wear them casually, but some alternative exaggerated clothing websites, such as loophole jeans, are definitely not popular. In the applicant's inner temperament, self-confidence is the most valued. “Some graduates feel that they are not from a prestigious school. They are interested in saving the name of the school in their job search. We will never give such a chance. Because he first showed his lack of self-confidence; on the contrary, those who are not from a famous school, However, the people who graduated from the school will be given the opportunity to get extra points in the job search process.” Wang Weiling suggested that candidates should be “passive” to “active” in the interview, not treating themselves as an investigator, but As a research object, the company has the ability to complete the interview with confidence. “Investigating the intrinsic temperament of the applicant, the company has also designed some practical scenarios.” Wang Weiling gave an example. After the candidate went to the company, a staff member would take him from the door to the conference room and turn it in the conference room. Circle, and then take him out of the conference room. This is the test topic, let the candidate describe what he saw in a few minutes? Some applicants can say in detail what they saw from the door to the meeting room, while others could not tell. Through this simple test, it can be seen that those who can describe what they see in a vivid and vivid way can adjust their mindset very well and let themselves relax quickly. They are usually considered to be confident people. The intrinsic temperament of the candidate also includes the sense of proportion and logic when answering questions. Wang Weiling said that the employer mainly checks whether the candidate has been rigorously thinking when answering the question, and whether the answer is objective and appropriate. Many recent graduates are doing poorly in this area, and they usually overestimate their abilities. When answering a company question, you can exaggerate your ability to get a position. But when the questions go deeper, they often can't justify themselves. “In the interview, we pay more attention to whether the candidates have basic business qualities, and some specific business capabilities are mainly investigated by the business department.” Wang Weiling said. As the final step of the interview, in the inspection of basic business quality, the company often still sets some “scenario questions” to examine the candidate's ability to adapt, work style and method of doing things. These scene questions are generally topics that everyone can do, but it is not easy to do well, and it is difficult to prepare in advance, and it is difficult to make a fake. These topics can almost directly reveal their own strength, and if the job seeker is not careful, it is likely to give up. For some applicants, especially the recent college graduates have strong theoretical knowledge, but the actual application ability is poor common, in the interview, the employer often allows the candidate to temporarily complete a small task. For example, let him go to a business department to take an internal information. Of course, some difficulties will be set in advance in this process. Some people can complete the task and win from this small topic, and some people can't complete the task at all. In this way, it is obvious who has better overall quality.

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