What is ibm's view on training employees?

oral examination

The first level of IBM recruitment examination is written examination, which mainly measures the comprehensive quality of candidates. IBM has a "data processing test" question bank in the world, which is used for written test. The purpose of examination is to test the logical reasoning ability of candidates. It is a reference for IBM recruiting officials.

IBM has no strict requirements on the professional background of candidates. Many people may find it hard to believe that there is nothing about computer knowledge in IBM's written test questions. There are two reasons for this. First, the positions recruited by IBM cover a wide range, and not all employees are engaged in IT technical positions. If the candidate is a technical position, there will be a special department for assessment in the future interview. Second, IBM values the potential of candidates. The written test topic time is very short. Due to the tight time, some candidates are very nervous under pressure, and some candidates have good psychological quality and are very calm. Through this written test, we can examine the applicant's comprehensive reflection speed, judgment ability and psychological quality.

At IBM, sometimes, non-IT candidates can do very well in IT technical positions. IBM has a technical manager, not a professional background in electronics or computer, but a playwright. After joining IBM, he became a system engineer. At IBM, as long as you are interested and have potential, the company will give you opportunities. IBM will find your interest and potential in the interview after the written test and in the future training and work.

Qu Yuan's "Li Sao": "Give talent and teach it, follow the rope and ink, but not quite." When selecting and appointing talents, follow the rules and laws, and there will be no deviation. IBM tests the logical reasoning ability of candidates through the corresponding written test, but it is only used as a reference to judge talents, which is helpful to select talents suitable for positions and companies.

interview

IBM's recruitment interview process is not complicated, and candidates can communicate directly with the person in charge of the recruitment department after passing the test of IBM's human resources department. The questions in the human resources department are mainly IQ tests, which are generally very simple and require a certain speed of answering questions.

IBM believes that no matter what kind of exam, it is impossible to make flexible changes immediately. Every applicant is flexible and the situation is different. Therefore, only through the interview can we make adjustments and judgments at any time to judge whether the candidate meets the requirements of IBM, and the result is true. This also requires the judges who preside over the interview to have rich skills and experience. IBM attaches great importance to interviews. General human resources departments will provide managers with relevant reference examples in advance, hoping that they can make a fair judgment. New employees generally have to go through two rounds of interviews, and some important positions have to go through 4-5 rounds of interviews.

Quality of evaluation in interview:

Integrity-IBM is responsible for recruiting managers who must undergo special training. In the interview, IBM attaches great importance to people's integrity and honesty, and puts the quality of honesty in a very important position.

Self-confidence-Secondly, whether a candidate is confident is also important. In an interview, IBM can judge whether a candidate is confident by observing his body language. Confident but never arrogant.

Communication skills-then there is whether the candidate is good at communication. A person's communication ability lies not in how much he says, but in whether he can get to the point, whether his thinking is clear and whether his logic is strict. For example, when interviewing customer representatives, recruiters often think, if I were a customer, would I be willing to do business with this person? If the answer is yes, he (she) will be hired. During the interview, the interviewer will also ask some questions that are different from the applicant's concept and see how the other party answers. Students with strong communication skills will be very comfortable and natural. Once an applicant with work experience came to apply, the interviewer had a difficult problem and asked her if she planned to leave the company in three to five years. Faced with this question, the general answer is "I don't think so". But she replied: "I can't give you a' yes' or' no' answer now, but I can assure you that I will do my best to contribute to IBM in the past few years and will never live up to the trust and cultivation of the company." This answer impressed the interviewer. She left IBM four years later, but IBM thought she had done a good job at IBM and fulfilled her promise in the interview.

Other factors, such as whether the applicant has initiative in work attitude, learning ability, innovation ability and ability to adapt to work changes, are also important.

Interview is a very important process. IBM believes that interview is the communication between the two sides and the process of exchange and recognition of values between the two sides. No matter how many interviews, the ultimate goal is to achieve this goal.

Every interviewer at IBM relies on excellent knowledge to select outstanding talents for IBM.

The human resources department of IBM has a special candidate database, and all candidates' information will be saved in the database 1 year. In other words, those applicants who leave because IBM cannot provide them with suitable positions will have new opportunities to be re-considered by IBM after 1 year.

Just like the sea, the "blue mind" is an inclusive and generous mind. IBM's rich, generous, inclusive, open and positive culture can be fully reflected in the recruitment policy: generally speaking, all new graduates who have just entered IBM have signed a five-year labor contract with IBM. During the contract period, if employees leave their jobs, they only need to inform the company one month in advance according to the provisions of the labor law, and they will not be liable for breach of contract and will not be punished by IBM.

Many people here ask what kind of professionals IBM likes to recruit. I'll briefly introduce them here. If there are more focused questions in the future, I will explain them to you in the form of FAQ.

As we all know, IBM is the largest IT company in the world, and its business scope is very wide, including hardware, software, IT consulting and services, outsourcing, human resources services and training. Therefore, IBM recruits a wide range of professionals, and the specific professional requirements depend on the positions involved.

Sales and customer representative: This position also requires the applicant to have a good image, strong communication skills, flexible mind and quick response, and be able to make reasonable solutions to emergencies in front of him; Have certain IT knowledge and be familiar with IBM products and services. Majors in general demand include computer-related majors and economic-related majors, but there are many exceptions, so generally speaking, they can be said to be unlimited.

Technical support: including pre-sales and after-sales technical support. Pre-sales technical support requirements are similar to sales, but more emphasis is placed on technical foundation and problem-solving ability. Be able to communicate with customers well, get the correct demand and cooperate with sales to complete the sales process. After-sales technical support requires good health, solid technical level, ability to adapt to business trips and other emergencies, and good communication skills. Generally, students who need technical support are computer-related students, including automation, electronics and communication.

Software R&D personnel: mainly responsible for the research and development of IBM products. Researchers focus on concepts, new products, market demand and so on, while developers are responsible for the testing and development of IBM products. Students majoring in computer science are generally needed, and researchers need students majoring in economics or other related research.

IT consulting and service: mainly responsible for IT architecture design and consulting, the specific implementation of IT projects, etc. The positions here are divided into consultants and IT specialists. Need to recruit MBA students or students with strong computer background and industry background.

Market: People who specialize in economics or market are usually needed, with strong communication and planning skills and certain organizational skills.

Finance and auditing: Usually only students with relevant majors are needed.

Human resources: there are relatively few people recruited this year, and people with certain work experience are generally recruited. If you recruit this year, you will generally recruit students from related majors.