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Deciphering foreign companies to interview "weird tricks" (Part 1)

It is reported that in Beijing, every year, thousands of graduates from well-known foreign companies are looking for jobs. They often have to experience more brutal competition than the college entrance examination: after one round of recruitment examinations, there are only a few dozen survivors. One or even a few percent. In order to select suitable talents, foreign companies pay special attention to interviews. In order to recruit qualified employees who are suitable for the needs of the company, foreign-invested enterprises must not only look at the candidate's diploma, professional qualification certificate and work experience, but also conduct necessary written tests. And there are some strange questions to be interviewed by the candidates in order to grasp the quality of the candidates in certain aspects. The sagacity of this method in the field is that it can better reflect the principle of fairness, equality, competition, and merit-based recruitment, which is conducive to the outstanding talents to stand out. In June last year, a well-known multinational company held a simple recruitment seminar on the campuses of four colleges and universities of Peking University, Fudan University, Shanghai Jiaotong University and China Europe Business School, and then selected 40 2001 graduates from 600 self-recommended materials. In the preliminary contest of the planning competition, the preliminary competition was arranged at the company's China headquarters in Shanghai. First, a round of language basic examinations, more than 100 graduates took turns to introduce themselves and answer questions in English. Then, students from the same college were free to form a group of 4 people, one group after another to participate in the competition, the competition required 5 In a minute, I completed the TV advertising idea of ​​a certain daily necessities, and then 4 people cooperated to demonstrate the advertisement and explained the creative ideas. The company's main recruiting marketing staff, the recruitment director believes that job seekers can display at least three qualities in the improvisation of design and demonstration advertising: advertising creativity requires individual creativity; demonstration advertising requires expressiveness and appeal; cooperation Advertising requires teamwork. And these three qualities are exactly what every market sales person must have. Managing game management games is also a common method of interviewing. In this type of activity, the team members are assigned a certain task and must cooperate to complete it better. Sometimes some competitive factors are introduced, such as three groups and two groups at the same time selling and market occupation. The quality of the candidate is assessed by the behavior of the candidate in the course of completing the task. Here are two examples: Example 1, keyboard sales. A group of 6 candidates acted as the management committee for small businesses. For a given keyboard with different profits, each team member would have to comment on investment, purchase, stock control and sales issues. Through the observation of the candidate's behavioral performance, the examiner pays attention to the organizational ability, the agility of thinking, and the work under stress conditions of the naturally formed leaders and other members of the group discussion. Example 2, the creek mission. Give a group of examiners pulleys, iron pipes, planks, and ropes and ask them to move a large log and a large rock to the other side of the stream. The examiner can effectively observe the candidate's leadership characteristics, ability characteristics, intelligence characteristics and social relationship characteristics in an objective environment. The advantage of managing the game is that it can break through the limitations of the actual work time and space. The simulation content is real, competitive and interesting. As a candidate, don't be too nervous or too casual when doing game management. Scenario inspection sorting checkers. In order to test the flexibility of the applicant's hands and feet, some foreign companies put a bunch of checkers on each candidate, asking them to pick out the five color checkers mixed together in one minute, and press each color. Arranged separately, if they are not completed as required within the specified time, they will be eliminated. Look at the picture and talk. Foreign companies recruiting employees need to test the candidate's responsiveness. Some foreign companies put color pictures on the rotating machine. There are animals, plants, buildings, vehicles, household appliances, etc. on the screen, and they are moved at a certain speed in front of the applicants. After that, the applicant is required to say what he or she has seen within the prescribed time. Divide the cake. One foreign company recruited employees to have such a question during the interview, asking the applicant to cut a box of cake into 8 copies and distribute it to 8 people, but there must be one in the cake box. In the face of such a strange problem, some candidates can't share their brains; but some applicants feel that the problem is actually very simple. Take the 8 cakes that have been cut out and take 7 copies to 7 people. The remaining 1 The cake box is distributed to the 8th person. This is obvious to the candidate's creative thinking ability. Run the hot sun. The test applicant's will, hard work and hard work, is often a question for foreign companies to recruit for interviews. One foreign company recruited a group of employees from the graduates of the technical school. During the interview, the applicant was asked to brave the sun and return to a mountain in the suburbs. As a result of the test, some candidates were opportunistic and returned without going to the destination; some applicants ran to their destinations but took a taxi on the way back; some candidates ran back to their destinations and then ran back. When foreign companies announced the admission list, the first two were unnamed and the latter were hired as employees. Umbrella in the rain. As an employee of a foreign company, it requires a spirit of solidarity and cooperation. Therefore, when recruiting a foreign company, the applicant is required to take the rain to a nearby location and return, but only half of the applicants are sent to the umbrella. Applicants have such a situation in this interview: some applicants who send umbrellas take the initiative to partner with non-umbrella candidates, and the rain and rain are the same; some non-umbrella candidates negotiate with the umbrella applicants. Umbrellas; others who have umbrellas only care about their own, and hold an umbrella alone. As a result, the person who supported the umbrella alone was eliminated, and the rain and the umbrella were hired.

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