Several points that must be remembered in the interview

Several points that must be remembered in the interview

There are several points that must be remembered in the interview. There are also some principles for being a man in the workplace. In the workplace, first impressions are very important. Only by learning the rules of the workplace can we feel at home. In the workplace, it is very important to remember a few points in the interview.

A few things to remember in the interview 1 First, job seekers may be worried about:

1. What is the working environment of this position?

2. What is the full-day work content of this position?

3. What is the promotion route of this position? What is the transfer ratio?

Second, the company's job seekers may ask:

1, I understand a new project of the company, which can be understood as the company's transformation to *.

This company has opened another branch in * *. Does this mean that the company will expand its business to second-and third-tier cities?

Third, people may have some expectations for their job hunting:

1. What's the difference between the qualities I need in this job? Where can I step up my study to make up for it?

2. When can I practice if I find a job?

So I remind you that you must seriously consider your own problems and ask yourself what you really care about. Because by asking questions, you can show the interviewer your sincere attitude and the spirit of being responsible for yourself, which has been mentioned at the beginning and is often ignored. This is also a way to see if you are suitable for this position. Remember, this is the only opportunity for job seekers to understand the company, and it is also very important for your subsequent interview performance and career choice.

Several points to remember in the interview 2 1. The self-introduction of the interview should not be too short, let alone too long. The focus should be prominent and there should be a central idea. In other words, before the interview, you should have a certain understanding of the culture, products and skills of the company you are applying for. It is best to judge the examiner's tendency according to his own experience when meeting the interviewer, and then organize his own language. When introducing, you can create your own impression in other people's minds through description. For example, if you are applying for a clerk, you need to judge that this position requires care, enthusiasm and strong writing skills, so you need to.

At the end of the introduction, you need to summarize and emphasize that you are qualified for this position. For example, "I think I have strong writing skills, relevant experience and good grades, and I meet your job requirements", which not only reminds the examiner of your ability in this field, but also expresses your very good self-confidence and interest in joining the company.

Don't answer one sentence after another in the introduction. Some interviewers cherish words like gold. If they answer sentence by sentence, the examiner will soon lose interest in the interview, but don't chatter endlessly, which will give people the impression that your understanding ability is problematic, unrealistic and impetuous.

4. Prepare the introduction of the interview, and it is best to find someone familiar with you to practice, so that practicing several times can not only reduce your nervousness, but also get some suggestions. For example, during the MBA interview, I knew in advance that I needed to introduce myself within 3 minutes. I made a draft in advance, but it was smooth on paper, so I practiced 10 times, constantly revised it, and reduced some minor descriptions to ensure that I could leave a good impression within 3 minutes.

Several points to remember in the interview 3 1. Establish mutual trust with enterprises.

According to Jun Mikura, deputy director of the general manager's office of Mitsubishi Corporation (Shanghai) Co., Ltd., since 2002, they have been selecting outstanding China employees and sending them to the company headquarters in Tokyo for key training. At present, in Mitsubishi, some China employees have taken up important management positions, and the company has consciously trained them.

Step 2 know your own needs

Yang Xiaoquan, director of human resources of Carrefour China Co., Ltd. said that in Carrefour, the elimination rate of talents is very high. First, the company has a high demand for talents. Second, as a labor-intensive enterprise, Carrefour's work is very specific and hard. Some college students are unprepared for the hardships and challenges of their work, and they also lack recognition of the value of their work, so they choose to leave their jobs voluntarily.

3. Don't talk about academic qualifications.

According to Wang Xiaojun, human resources director of GE (China) Co., Ltd., the company will have certain professional and academic tendencies according to the requirements of different positions. For example, General Electric Company's global R&D center in Shanghai usually requires candidates to have at least a master's degree due to the nature of their work.

4. Pay attention to your core competitiveness.

Qiu Xiaoping, general manager of the University Cooperation Department of IBM Greater China, said: "We are not strict about the professional background of the candidates." The first level for IBM to recruit talents is written test, which mainly tests the comprehensive quality of students. There is nothing about computer knowledge in this exam. IBM values the potential of candidates. At IBM, there are many examples in which non-IT major candidates finally perform very well in IT technical positions. After the written test, all rounds of interviews, and the future. In training and work, IBM will find your interest and potential.

5. You can change yourself.

Wu Zhisheng, general manager of ING Asia-Pacific headquarters in China, suggested that job seekers should enrich themselves and enhance their value as much as possible before finding a suitable job. "It is impossible to turn around just by waiting. Even if you lower your standards and find a job, you should take the time to recharge or continue your studies. When your value increases, new opportunities will appear. "

6. Correct attitude towards job hunting

Du Jiabin, vice president of Cisco Systems, said that during the recruitment process, they will observe the content, methods and attitudes of candidates to answer questions, so as to evaluate their abilities. "Don't understand it doesn't matter, it doesn't matter if the answer is wrong. The key is that you tell us how you tried to answer. It depends on your logic and way of thinking. "

7. Establish a clear goal of success.

Zhang Yanmei, vice president of Shanda Company, warned college students to make plans early. When they enter the university gate, they should have their own direction of efforts, and know which industry they want to engage in in in the future and what type of unit they want to work in is the most ideal. Be fully prepared according to your orientation, and never complain that four years of college have been wasted when you leave school.

8, see the potential danger

Li Gang, Accenture partner and president of China District, believes that the shortcomings of employees in China District are mainly manifested in two aspects: one is lack of self-confidence, and the other is lack of ability to withstand setbacks. This state is very unfavorable to the growth of employees of multinational companies.

9. Give yourself a dream

"It plays an important role in the success of a person and a project. One is faith, believing in the ability of yourself and the team; The second is to be proud of what you are doing. As long as a person does what he is proud of with confidence, he will certainly achieve unexpected results. " Akihiko Yoshimura, chairman of Fujitsu Comprehensive (Shanghai) Co., Ltd. said this.

10, know what to do.

Cha Brown, president of DuPont China Group Co., Ltd. said that in DuPont, there is a targeted employee development plan to encourage employees to decide for themselves what kind of people they want to develop in the next 35 years. Every employee can discuss his own development plan with his immediate supervisor, and the company will also create corresponding conditions to support and cooperate with the employee's action plan.