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IBM paves the blue road

Founded in the United States in 1911, IBM is the world's largest information technology and business solutions company. At present, it has about 320,000 employees worldwide and operates in more than 160 countries and regions. In Forbes’ ranking of the most valuable corporate brands in the United States on April 12 this year, IBM won sixth place for $71 billion. In 2002, IBM ranked first in the ranking of "The Best Company to Develop Leadership" in New York's "World Manager" magazine. Guo Xiwen, director of the Human Resources Department of IBM Greater China, talks about IBM's talent concept: IBM has such a famous saying: Vacanciesat IBMdon'tremainunfulfilledforlong. IBM is hiring all year round, but it's rare to have access to IBM because IBM recruits a true elite. Half of the candidates are selected from university graduates and half from mature employees with work experience. According to Guo Xiwen, IBM requires candidates to be logically analytical, adaptable to the environment, and to focus on teamwork and collaboration and innovation. The second is morality, and this is a prerequisite for employment. The third is the actual technical ability and psychological characteristics of the position, including communication skills, computer operation ability, English level and development potential. IBM values ​​the personal development potential of its employees because it relates to the future development of employees. IBM's value philosophy is 12 words "achieve customers, innovation is essential, integrity is responsible." Guo Xiwen believes: "These 12 words are not a general preaching, but a specific mode of thinking and a clear plan of action." Although the human resources department can measure people's quality and performance through many quantitative specific indicators, she believes that Let an employee be excellent or spiritual. "The idea is the decision-making standard of doing things for people. It is also the attitude towards life when you go forward and backward. With the idea, you can form a virtuous circle in your work, and the accumulated energy can make you work. Stand out from the crowd." ■ Entering IBM's multinational corporations has become the dream of many college students. Campus Recruitment Information Recruitment Program: IBM began its 2005 campus recruitment campaign in October, with plans to recruit more than 200 college graduates. How to apply: IBM generally looks for talent through talent recruitment, newspaper, internet and campus recruitment. Candidates can also submit resumes directly online. Recruitment process: 1. Written test. Investigate the intellectual level of job seekers, all applicants must participate in such examinations in a unified manner. The questions are mainly public questions, not limited to majors, and need to have a good level of intelligence and English. Most of the questions are in English, with selective questions. Mainly, the time is 60 minutes, but the average job seeker is difficult to finish in the specified time. 2. The first interview. The personnel commissioner is responsible for the general applicants to answer questions about industry recognition, personal performance, hobbies, and efforts; in addition, special emotional intelligence assessment is needed to examine the candidate's responsiveness and psychological quality. 3. The second interview. The manager of the employer department is responsible for the number of interviews, which is generally more than three times the number of people required, in order to select the best. The department manager mainly examines the applicant's adaptability, work ability and development space according to the characteristics of the department. Frequently asked questions are: your strengths and weaknesses, departmental work experience, personal career planning, training needs, etc., and sometimes all the candidates answer the same difficult question. 4. The third interview. Interviewed by the general manager in charge, the English question and answer is completely used. The time is about 15 minutes. The test questions are freely determined by the general manager in charge. Generally, the candidate's communication ability is mainly examined and whether there is potential for development. 5. Group interviews. The personnel department organizes the people with good scores, and the subjects are freely discussed and freely played around a topic. The company personnel do not participate in it, but they video the scene to observe the candidate's organizational ability, leadership ability, persuasion skills and Whether there is team awareness, etc., and finally the general manager of the group interview results report finalized the candidate, signed by the general manager.

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