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Deciphering foreign companies to interview "weird tricks" (Part 2)

Southern Network News Marathon Interview Microsoft's interview recruitment is called "interview marathon" by the candidates. Candidates need to talk to five or six people, such as department staff, department manager, vice president, and president. Each person is about an hour, and the content of the conversation has its own focus. Apart from sensitive issues such as beliefs, ethnic discrimination, and gender discrimination, almost all other issues may be involved. Pay special attention to the following five points during the interview: Pay attention to the response speed and adaptability of the candidate. Pay attention to the eloquence of candidates, and think that eloquence is the basic skill of expressing thoughts, exchanging thoughts and feelings, and promoting mutual understanding. Bill Gates made an impatient look for every candidate who was not able to speak. Pay attention to the candidate's ability to innovate. Bill Gates has said many times that in the high-tech field, the way people use does not care about age and experience. What Microsoft is paying attention to is the ability to develop and innovate. It is not advocated and needed by Microsoft that there is no experience and no ability to innovate and work in a disciplined manner. Pay attention to the technical background of the candidate and ask the candidate to program on the spot. Pay attention to the candidate's personality hobbies and self-cultivation, generally through lunch or chat with the candidates. Optimistic testing In the mid-1980s, a US life insurance company hired 5,000 salesmen and spent $30,000 per person on training. However, half a year later, people changed jobs, and only 4 people left after 4 years. The main reason for the salesman's job-hopping is that they were turned away from the doorstep during the process of selling life insurance, which was very embarrassing. To solve this problem, the company invited Martin Seligman, a professor of psychology at the University of Pennsylvania. Professor Seligman believes that optimism is especially important for a person's growth. Emotional optimists are often not afraid of failure, while pessimists are downcast and helpless in the face of failure. With the help of Professor Seligman, the company conducted a finalist qualification test and optimism test on the newly hired 1,500 employees and conducted a follow-up investigation of the test results. Some people did not pass the qualification test, but passed the optimism test with the "super optimist". Tracking surveys show that people who have achieved "super optimist" scores have done a good job. Compared with the “general pessimists”, their sales in the first year were 21% higher, and the sales in the second year were 57% higher. No group discussion In this form, the candidates are divided into 4 to 8 people in each group. The person in charge is not appointed. Everyone has equal status and requires certain controversial issues such as cadre promotion and assignment of work tasks. Issues such as the allocation of additional grants are discussed. In some cases, the group is also required to form a consensus and report in writing. Each team member should sign above to indicate that they agree to the report. In the non-leading group discussion, the criteria for the examiner's score are: the number of times of speaking; whether it is good at presenting new opinions and plans; dare to express different opinions, support or affirm the opinions of others, and stick to their correct opinions; Eliminate the tension, convince others, mediate controversy, create an atmosphere that makes people who do not speak well want to speak, and lead the opinions of the people to the same; see whether they can listen to others, whether they respect others, and whether they infringe on the voice of others. It depends on how the language is expressed, how to analyze, summarize and summarize the ability to summarize different opinions, and see the initiative, responsiveness, and so on. As a candidate, pay attention to the following points when conducting a non-leading group discussion: 1. Be confident in yourself. Although the leadership group discussion is a "short-handed" between job seekers, it is not a terrible thing to deal with because the candidates are still in the same fair competition. 2, the attitude is natural, reasonable and knotty. Expressing different opinions and refuting others' previous remarks in a timely manner, and not adding evil words, on the one hand, can clearly express their position, on the other hand, it will not embarrass others. 3, can not be lingering, monopoly speech, can not be silence for a long time, everywhere passive. Every speech must be organized and well-founded. 4. It is best to find an opportunity to be the chair of the group discussion to demonstrate your ability to lead discussions and summaries. Especially when there is no outstanding opinion on this issue, it is really wise for the chairman to act.

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