What questions will you interview when you enter the pharmacy department of the hospital?

The hospital came to the school for recruitment. At first, it asked some basic information, then submitted a resume and called the classroom for an interview in the afternoon. During the interview, I asked some professional knowledge and why you chose pharmacy to enter the hospital and why you didn't enter the enterprise. In the end, I was not admitted. I may not like my first degree, and I feel bad overall. Details are as follows: 1. Introduction. Interview is to examine a person's working ability in the form of written test or interview. Birds of a feather flock together and people are divided into groups. Through the interview, you can initially judge whether the candidate can integrate into your team. It is a recruitment activity carefully planned by the organizer. In a specific situation, the examiner's face-to-face conversation and observation of candidates is the main means to evaluate candidates' knowledge, ability and experience from the outside to the inside. Second, the purpose of the interview. Generally speaking, the interview has the following purposes: 1, to evaluate the job motivation and job expectation of job seekers. 2. Evaluate the characteristics of job seekers such as appearance, personality, knowledge, ability and experience. 3. Evaluate the information that is difficult to obtain in the written test. Third, the interview form. There are many forms of interview, which can be roughly divided into the following according to the content and requirements of the interview: 1, question type. Recruiters will ask questions to job seekers according to the outline drawn up in advance. Please answer them. Its purpose is to observe the performance of job seekers in special circumstances, evaluate their knowledge and business, and judge their ability to solve problems, so as to obtain first-hand information of job seekers. 2, pressure type. Recruiters consciously put pressure on job seekers and put forward a series of questions for a certain question or an event, which are detailed and specific until there is no answer. This method mainly observes the reaction, agility and adaptability of job seekers under special pressure.