How about Shaanxi Hande Axle of Shaanxi Automobile Group and how are the employees treated?

What do you mean, do you want to work here or buy an axle? If it is a job, the salary is average, but it is ok in Shaanxi. It has developed rapidly in recent years. If it refers to the quality of products, it should be ranked first in the country, and it also won a famous brand in China the year before last. Of course, there is still a big gap with foreign countries!

Details are as follows:

I. 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, interviews have 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 interviews. According to the content and requirements of the interview, it can be roughly divided into the following categories:

1, problem 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.