Secretarial knowledge > interview skills

It’s better to go to Intel

Narrator: Miss S from the end of October this year to March and April next year, one after another campus recruitment will be held in Shanghai universities. In fact, the campus recruitment fair is not the only way for fresh graduates to enter the 500 powerful companies. Miss S, who graduated three years ago, was hired to enter Intel after missing the campus recruitment meeting. On the afternoon of October 18th, Miss S came to the editorial department and talked about the experience of interviewing Intel. “I applied for my resume and the interview was successful. After I was promoted to assistant, I also worked as an interviewer. I have a deep understanding of Intel's recruitment interview system. Intel's recruitment interview system is quite unique..." Three years ago, I was a graduate of a major financial university in Shanghai. For some personal reasons, I didn't start looking until early May. Work, at this time the campus recruitment meeting has already come to an end. I saw on the Internet that Intel Shanghai is working as a recruiting manager assistant for the fresh graduates. The applicants are all qualified to apply for a job letter and resume. A month later, I received a call from Intel. During this month, I participated in several interviews and got an offer from a US company, but I still look forward to Intel, hoping to work in this world-famous big company. English: The phone test is not the Intel HR, but an assistant lady in the application department. She asked questions in English and asked regular questions. It is not difficult to answer as long as the English is passed. She detailed the manager's job requirements in English and asked if I really applied for the position, because the company is in the Waigaoqiao Free Trade Zone, the traffic is not convenient, so as not to have a white run during the interview--she said that the formal employees have a factory car to work Pick up and drop off. I said in English that although I am not a management major, I have a special interest in management. I know that Intel's corporate culture is an employee's interest in the work, so this is especially emphasized. The telephone test was carried out for 20 minutes. The assistant lady expressed satisfaction with my English conversation ability. I went to the company to participate in the interview after 2 days. Experience: Imtel loves the details of the position of the applicant when I am on the telephone test. It is the embodiment of Intel's humanized recruitment. Intel's first interview is always a phone test. It mainly tests the candidate's English conversation ability. If the answer is not smooth enough, the pass will not pass. Intel has higher English requirements for Office employees. The foreign employees in my department account for more than one-sixth of the total. The meetings are usually communicated in English, and the files are also in English. Intel loves college graduates. The new employees recruited by the company, 50% of fresh graduates and work experience, have not changed much in the past few years. Interview: The scenario test is as good as 2:30 pm after 2 days, I arrived at Intel Shanghai Company in Waigaoqiao Free Trade Zone on time. When I entered the company, I was a little surprised: Office employees were more casual in their clothes. There were almost no men wearing suits and ties, and women wearing professional suits—I also specially wore professional suits this day! First fill out the English registration form, and there are four or five candidates, all of whom are competitors in this position. After completing the form and handing it over to HR, HR will arrange for us to accept 4 rounds of interviews in turn. The interviewer who has the ability to close this level is the senior secretary at the higher level of the department. It mainly examines whether the candidate has the basic qualities of doing a good job. She asked me why I gave up my job as a professional assistant and asked me what I knew about this position. Despite the lack of assistant work experience, it is not too difficult to answer such routine questions as early as possible. “Assuming you have entered the company as a manager assistant, what will you do the first thing after going to work every day?” She asked me—there were almost all such scenario tests in the next few rounds of interviews. I replied: "The first thing to go to work is to receive mail and letters. I know what work is going to be done today, and then list the work according to the priority. I will arrange a table in chronological order..." This question mainly examines the candidates. Whether the behavior is organized, the assistant work requires clear organization. Communication Competence This round of interviewers is the manager of another department. His question focuses on the candidate's ability to communicate between the superior and the subordinate, all of which are scenario test questions. One problem is this: "The boss asks you to do one thing according to his method, but you find that his method is not necessarily good, and you have a better way. What do you do then?" I want to emphasize The communication between the upper and lower levels is always right: "Communication is the most important! I will try to communicate and communicate with my boss as much as possible until he agrees with my approach..." Most of the scenario test questions have no standard answers, and the interviewer answers the answers. Examine my interpersonal communication skills and communication skills. The computer tester is the manager of the application department, who is looking at the computer operation ability. The interviewer said at the beginning: "The assistant has a certain computer operation ability. Please use Excel to make a form on this computer." In less than 20 minutes, I made a form with Excel and put him. Some data was given in. He did not express his position after reading the form. Although the form is not 100% perfect, but I feel good, at least 90 points. Adaptability ability This round of interviewers is the top boss of my department after I entered Intel. He also showed me the Intel corporate culture during the questioning process. "Intel employees have to accept the leadership of several bosses at the same time. This is the characteristic of Intel. Suppose there are 3 bosses who have arranged 3 things for you. What should you do?" This question may be for students who have no practical work experience. It's a bit difficult, my answer is clever: "The work assigned by the boss is to be executed. I will sort 3 things according to importance and time, and then complete them one by one." He asked: "If there are two things in the completion time What should I do if there is a conflict?" I replied: "I will explain to the two supervisors, I hope I can adjust the time of completion... I will be able to adapt to Intel's corporate culture!" Each round of interviews takes about 20 to 30 minutes, plus waiting The time, 4 rounds of interviews took more than 2 hours. At the end of the interview, I feel better, so An An’s heart is waiting for the good news. Experience: The interviewer does not ask for personal information Intel recruits interviews in a unique way, but when I was interviewed three years ago, my interview with Intel did not completely "understand", so I know why I don't know why. After entering Intel, especially after becoming a manager and qualified to be an interviewer, I got a deeper understanding of Intel's recruitment interview system. Intel's Staffing workload is only 30-40% undertaken by HR, and most of them are operational work; and the departments that need recruiters account for 60-70%, and they are all important links. The proportion is still increasing. Intel generally publishes recruitment information through the Internet, and then selects applicants based on the application letter. In a position, there will always be multiple competitors. After screening, the finalists will be selected. In order to reduce the cost of Risk in recruitment and to demonstrate the principle of fairness and justice, Intel's Staffing implements the Partner system, which consists of a department manager who needs recruiters and a manager of other departments to form a four-person interview team. Before the interview, discuss the specific interview methods, and do a good job of division of labor. The interview is always "one-on-one". After the interview, the four-person group will meet to discuss whether to hire. Since the interviewer is not a professional HR, Intel will conduct a one-day training for the managers involved in the interview. The trainers and materials are from the United States. There are a large number of scenario test questions in the textbook for reference during study and interview. Intel interviews mainly focus on scenario test questions, and generally do not ask very abstract questions. Candidates for Office positions do not do a written test, but applicants for first-line operations positions have written tests. Intel's corporate culture determines that the interviewer does not value the wearer's dress. In addition, Intel interviewers do not ask the applicant's personal circumstances, such as age, ethnicity, marital status, etc. - from a legal perspective, to avoid discrimination in recruitment. Payroll: In line with the expectation of getting Offer 2 weeks later, I received a call from another assistant lady in the applicant department, telling me that I have passed the interview. The monthly salary for the probation period is × thousand yuan. She asked: "Do you accept this monthly salary for the probationary period?" This salary is not much different from my expected salary, so I accept it. She said: "Since you have accepted this salary, I will officially inform you that you have been hired by Intel." Experience: The salary is not "catty" Intel's process of determining the salary of the selected person is: after the interview, the group of 4 people will discuss Identify the winners and hand the list to HR. HR will give the manager a form of salary level, and the manager will determine the salary level based on the position and ability of the candidate. When the applicant fills in the salary expectation value, it is too high to be used. Intel still determines its salary according to the specified level. If the relationship is not filled, Intel will determine its salary according to the specified level—not because of certain When people fill it down, they will lower their salary. Intel’s salary is not “catty”!

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