General knowledge of chemical application

1. Frequently asked questions of interviewers in chemical enterprises

I'll give you a bigger area in case it's incomplete. Ten common questions that all interview units will ask, you should pay close attention to them: ten favorite questions in corporate interviews.

Please introduce yourself. This is a question that is often asked in corporate interviews. It is normal for ordinary people to answer this question, saying only their names, only their names, ages, hobbies, work experience and resumes. In fact, what enterprises want to know most is whether job seekers are competent, including: the strongest skills, the deepest knowledge learning, the most positive part of personality, the most successful things done, and so on.

2. What is your least favorite course at school? Why?

Enterprises do not want job seekers to directly answer specific courses such as "Mathematics" and "Physical Education". If the direct answer also explains the reasons, it not only shows that the job seeker is not interested in this subject, but also may show that he is not interested in some work to be completed in the future. This question is what recruiters in enterprises want to hear most from job seekers: I may not be particularly interested in individual subjects, but because of this, I will spend more time studying this course and I will be interested in subjects that I am not interested in. Naturally, I will study the subjects I am interested in more seriously, so my grades in each course are more balanced. Through such questions, enterprises can find job seekers who are interested in everything.

3. Tell me about your greatest strengths and weaknesses?

This question is likely to be asked by enterprises, and they usually don't want to hear the pros and cons of direct answers. If you apply for a job and say that you are narrow-minded, jealous, lazy, angry and inefficient, the company will definitely not hire you. Enterprises like to apply from their own advantages, add some minor shortcomings in the middle, and finally turn the problem back to advantages and highlight advantages. Enterprises like smart job seekers.

Do you think you are a good student at school?

The recruitment of enterprises is very smart, and asking this question can test many problems. If job seekers get good grades, they will say, "Yes, I got good grades, and all my grades are excellent. Of course, there are many criteria to judge whether a student is a good student. At school, I think grades are very important, and other aspects, including ideological and moral character, practical experience, team spirit and communication skills, are also very important. I have done a good job in this respect. It should be said that I am an all-round development student. " If the job seeker's grades are not satisfactory, he will say, "I think the criteria for being a good student are diversified, the academic performance is ok, and other aspects are also outstanding." For example, I have worked as an intern in many places. I like to work in a fast pace and under pressure. I have organized XX activities in the Student Union, which has exercised my teamwork spirit and organizational ability. " Experienced recruiters will understand that companies like honest job seekers.

5. Tell me about your family.

When asking family questions in an enterprise interview, it is not necessary to understand the family situation of the job seeker and explore privacy, but to understand the shaping and influence of the family background on the job seeker. What the company wants to hear is the positive influence of family on job seekers. Enterprises believe that harmonious family relations have a subtle influence on a person's growth.

6. Tell me your views on the development trend of industry and technology.

Enterprises are very interested in this issue, and only well-prepared job seekers can pass it. Job seekers can directly look up the information of the industry or department you are applying for online, and only by in-depth understanding can they produce unique insights. Enterprises believe that the smartest job seekers know the company they interview like the back of their hands in advance, and the people who are welcome to enter the enterprise are "confidants" rather than "blind people".

7. What do you think is missing from the position you are applying for?

Enterprises like to ask job seekers about their weaknesses, but savvy job seekers generally don't answer directly. Enterprises want to see job seekers who continue to repeat their advantages and then say, "I believe I am qualified for this position and my ability, but I have no experience." I think I can solve this problem in the shortest time after I join the company. I have a strong learning ability and believe that I can quickly integrate into the company's corporate culture and enter the working state. " Enterprises like job seekers who can skillfully avoid difficult problems.

8. What salary do you expect?

Enterprises like straightforward people, but this question cannot be answered directly. Enterprises welcome job seekers to set their wages freely, rather than sticking to a price tag.

9. What can you bring to the company?

Enterprises want to know what future employees can do for the enterprise, and job seekers should repeat their advantages. Enterprises like job seekers to show their abilities in the positions they apply for, such as applying for marketing and other positions. They can say, "I can develop a large number of new customers and provide more comprehensive and thoughtful services to old customers." Develop new needs and consumption of old customers. " Wait a minute.

10, is there a problem?

This problem of enterprises seems to be dispensable, but it is actually very critical. Enterprises don't like people who say "no problem" because they attach great importance to employees' personality and innovation ability. Enterprises don't like job seekers asking questions about personal welfare. If someone asks: Is there any new employee training program in your company, can I participate? Or what is the promotion mechanism of your company? Enterprises will be very welcome, because it reflects your enthusiasm for learning, your loyalty to the company, and your self-motivation. After reading my information carefully, I can really wish you success in the interview! ! !

2. What skills do you need for an interview in a chemical plant?

In the job interview, job seekers will encounter all kinds of problems, but there are always some inevitable questions that are often asked.

In this case, how should I answer to get the interviewer to give a high score? Let's look at the 20 most common questions in the interview. 1, please introduce yourself? Answer Tip: Most people answer this question too many times and only say their name, age, hobbies and work experience, which are all on their resumes.

In fact, what enterprises want to know most is whether job seekers are competent, including: the strongest skills, the deepest knowledge field, the most positive part of personality, the most successful things they have done, the main achievements and so on. These can have nothing to do with learning, or they can be related to learning, but only by highlighting positive personality and ability to do things will enterprises believe it. Enterprises attach great importance to a person's manners. Job seekers should respect the examiner and say "thank you" after answering every question. Enterprises like polite job seekers.

2. What do you think is the greatest strength of your personality? Answer prompt: calm, clear-cut, firm, tenacious, helpful and caring, adaptable, humorous, optimistic and friendly. After one or two years of training, practical projects and internships, I am suitable for this job.

3. Tell me about your greatest weakness? Answer tip: This question is likely to be asked by enterprises, and they usually don't want to hear what are the shortcomings of direct answers. If the job seeker says that he is narrow-minded, jealous, lazy, bad-tempered and inefficient, the company will definitely not hire you. Never be smart enough to answer "My greatest weakness is to pursue perfection too much". Some people think this answer will make them look better, but in fact they are already in jeopardy.

Enterprises like job seekers to talk about their own advantages, add some minor shortcomings in the middle, and finally turn the problem back to advantages and highlight advantages. Enterprises like smart job seekers. 4. What do you think of overtime? Answer tip: In fact, many companies ask this question, not to prove that you must work overtime, but to test whether you are willing to contribute to the company.

Answer sample: I will work overtime voluntarily if my job requires it. I am single now, I have no family burden, and I can devote myself to my work. But at the same time, I will also improve work efficiency and reduce unnecessary overtime.

5. What is your salary requirement? Answer tip: If your salary requirement is too low, it is obviously demeaning your ability; If the salary you ask is too high, it will appear that you are overweight and the company cannot afford it. Some employers usually set a budget in advance for the positions they apply for, so their first job is often the highest price they can offer. They only ask you to confirm whether the money is enough to arouse your interest in the job.

Answer sample 1: I don't have a rigid requirement for salary. I believe your company will handle my problem in a friendly and reasonable way. I focus on finding suitable job opportunities, so as long as the conditions are fair, I won't care too much.

Sample 2: I have received systematic training in software programming, and I don't need much training, and I am particularly interested in programming myself. So I hope the company can give me a reasonable salary according to my situation and the level of market standards.

Sample 3: If you have to say the specific figures yourself, please don't say the broad range, then you will only get the smallest figures. It's best to give a specific figure, which shows that you have made a survey on today's talent market and know what kind of value employees with your education have.

6. What is your career plan in five years? Answer Tip: This is a question that every candidate doesn't want to be asked, but almost everyone will be asked, and more answers are "managers". But in recent years, many companies have established special technical channels.

These positions are usually called "consultants", "participating technicians" or "senior software engineers" and so on. Of course, you can also name other positions you are interested in, such as product sales manager, production manager and other positions related to your major.

You know, examiners always like enterprising candidates. If you say "I don't know" at this time, you may miss a good opportunity. The most common answer should be "I am going to make a difference in the technical field" or "I hope to develop according to the company's management ideas".

7. What do your friends say about you? Answer hint: I want to know about your personality and the problems of getting along with others from the side. Answer sample 1: My friends say that I am a trustworthy person.

Because once I promise something to others, I will definitely do it. If I can't do it, I won't say yes easily.

Example 2: I think I am an easy-going person and can get along well with different people. When I get along with others, I can always think from others' point of view.

8. Do you have any questions? Answer prompt: This question of enterprises seems to be dispensable, but it is actually very critical. Enterprises don't like people who say "no problem" because they attach great importance to employees' personality and innovation ability. Enterprises don't like job seekers asking questions about personal welfare. If someone asks: Is there any new employee training program in your company, can I participate? Or what is the promotion mechanism of your company? Enterprises will be very welcome, because it reflects your enthusiasm for learning, your loyalty to the company, and your self-motivation.

9. What will you do if you are hired by our company through this interview, but after working for a period of time, you find that you are not suitable for this position at all? Answer hint: I found that the job was not suitable for me for a period of time. There are two situations: ① If you really love this profession, you should keep learning, learn business knowledge and experience from leaders and colleagues with an open mind, understand the spiritual connotation and professional requirements of this profession, and strive to narrow the gap; If you think this career is dispensable, then change careers as soon as possible and find a career that suits you and you love, so that your development prospects will be greater and it will be beneficial to both units and individuals. 10, when you finish a job, you think the way required by the leader is not the best, and you have a better way. What should you do? Answer prompt: ① In principle, I will respect and obey the work arrangement of the leader, and at the same time privately.

3. What should we pay attention to in chemical work?

(1) The amount of combustible materials is large and there are many varieties.

In the process of chemical production, in order to ensure normal, continuous and stable production, it is necessary to store a certain number of raw materials, intermediate products and finished products according to the requirements of production scale. The larger the equipment scale, the greater the storage capacity of materials.

Raw materials, intermediate products and finished products of fine chemicals are mostly flammable liquids and solids. According to the basic fire prevention principle, the more combustible materials are produced and stored, the greater the fire risk.

Moreover, there are many varieties in the production process of fine chemical enterprises, which brings certain difficulties to management. (2) The process conditions are harsh and dangerous.

In the process of chemical production, in order to improve production efficiency and reduce consumption, higher requirements are put forward for production technology, and some conditions are quite harsh, so the risk of fire is greatly increased. The production of fine chemicals involves high temperature and high pressure reactions.

In addition, due to the limitation of technical conditions, the mechanical equipment used in production still has some problems in corrosion resistance, high temperature resistance, high pressure resistance, sealing, etc., which may affect the strength and sealing of the equipment and become a fire hazard. In addition, in chemical production, the feeding speed and ratio are very strict. In operation, if the feeding speed is too fast, the proportion is not well controlled, or the stirring is interrupted, and the cooling water is insufficient, the reaction temperature may rise or the pressure may surge, resulting in a fire or explosion accident.

(3) The process is complicated and the control is difficult. With the progress of science and technology, all kinds of products are competing to adopt new technologies, the latest processes and the most simplified processes; At the same time, the application of automatic control equipment, computer control and management to the field of production and management is obviously different from the original management technology.

People's understanding can't keep up at all, and fire accidents caused by some unexpected reasons or fire accidents that have never happened may happen. (4) There are many ignition sources in the production process.

In the process of chemical production, there are many ignition sources that can cause fires of materials, such as high-temperature objects and surfaces, chemical reaction heat, electrostatic sparks, electric sparks, impact and friction heat, natural heating, various open flames and sunlight rays. In the process of chemical production, there are not only many fire sources, but also hidden and latent, which is not easy to be detected by people and is easy to be triggered by unconscious fire sources.

For example, the electrostatic spark of chemical fiber fabric will become the fire source of explosion in some occasions. In addition, with the development of electrification and the increase of electrical equipment, the fire caused by electric spark caused by improper installation and use of electrical equipment, poor contact of connection points, disrepair, aging insulation and short circuit of lines has obviously increased.

It can be seen that small and medium-sized chemical enterprises should pay special attention to fire safety because the raw materials and products used are mostly dangerous goods. Combining with my work practice, I will talk about several problems that should be paid attention to in fire safety of small and medium-sized chemical enterprises: First, we should pay attention to the general layout of chemical enterprises. The design of chemical enterprises is mainly based on the Code for General Layout Design of Industrial Enterprises, the Code for Fire Protection Design of Petrochemical Enterprises and the Code for Fire Protection Design of Buildings, and the functional divisions within the plant area should be clear.

The following problems should be paid attention to in the design of small and medium-sized chemical enterprises: 1. When preparing for construction, design, construction and acceptance should be carried out according to the principle of "three simultaneities". Ensure that the safe distance and the division of main functional areas meet the requirements of the specification.

2. The reconstruction and expansion project shall not affect the pattern of the original factory area. 3. Materials and products in the production process shall not be stored at will, and the use of the main functional areas of the factory shall not be confused.

Second, we should pay attention to the control of production process in chemical enterprises. Due to the characteristics of chemical enterprises, there are many dangers of fire and explosion in the production process of small and medium-sized enterprises. In the fire and explosion accidents of chemical enterprises, illegal operations account for a considerable proportion.

Therefore, to prevent accidents, we should mainly pay attention to the following aspects. 1, pre-job training, show certificates.

The raw materials, intermediate products and products of fine chemicals are mostly flammable liquids with many varieties and large quantities. Due to the wide variety of fine chemical products and great differences in production processes, chemical operators carry out related process operations without knowing the physical properties of various materials, the key points of process operation control and the working principle of the equipment used, which leads to many accidents.

Pre-job training for chemical operators who have newly entered the factory or changed jobs must pass the corresponding assessment and obtain the post operation certificate before they can engage in the work of related posts. An important part of the training is the training of fire fighting knowledge, and the fire fighting emergency plan has been rehearsed.

At present, some small and medium-sized chemical enterprises have the problem of high personnel mobility. What is more prominent is that the post personnel have no relevant training and assessment arrangements. In view of the problems existing in the production of small and medium-sized chemical enterprises, such as small scale, insufficient management personnel and insufficient supporting funds, the following work has been done mainly from the aspects of process operation rules, process safety rules and post safety system.

(1) The relevant process operation regulations, process safety regulations and post safety system are perfect, and the management has rules to follow. (2) The relevant process safety regulations and post safety systems have been formulated, which should not only stay on paper, but also be implemented by departments.

(3) When using new technology to produce chemical products, we should make full technical preparations, carefully analyze the possible fire and explosion risks, and formulate corresponding safety treatment measures. Illegal operation is an important cause of accidents in chemical enterprises. For example, on June165438+1October 13, the nitrobenzene rectification tower of Jilin Petrochemical Company of China Petroleum and Natural Gas Co., Ltd. exploded, causing 8 deaths and 60 injuries, resulting in a direct economic loss of 69.08 million yuan, and a water pollution incident occurred in Huahua River.

The direct cause of the explosion accident is that the operator of nitrobenzene refining post violated the operating rules and failed to close the steam valve of the preheater after stopping the feed of refined nitrobenzene, resulting in the gasification of materials in the preheater; When nitrobenzene refining unit resumed production, it violated the operating rules again. When the steam valve of the preheater is first opened for heating, and then the crude nitrobenzene feed pump is started for feeding, the material entering the preheater suddenly boils and vibrates violently, causing damage to the preheater flange and pipeline.

4. About applying for chemical operators

What is your major, such as analytical chemistry, structural chemistry, etc. If he were a secretary, Lu Xun could not have come. I don't mean to discourage you, but major is really important. Like you said, starting from scratch is different. I'm not a chemistry major, and a limulus reagent stumped me. Don't say anything, I can't understand anything. Chemistry majors should know. This is the difference.

If the major is similar, focus on professional courses and professional practice-you are not a complete novice, you are better at learning-get started quickly.

Steady and practical-= = low job-hopping rate

Actually, this is of little use. Now, almost for a better job, interviewers have to face thousands of resumes.

So the major is wrong, and it may be brushed off at the first level.

I suggest you put yourself in the other's shoes or take risks to win.

For example, consider the interviewer's preferences, directly find relevant personnel and so on. It depends on a lot of situations and your ability. A master I know went to a curtain wall company for an interview. When manpower showed them around, he saw the boss pass by. He went to say hello to them and thought they knew each other. (It's really stupid, hehe) In fact, he saw it from publicity materials, and others may have seen it, but he didn't.

5. How do chemical companies choose the right chemical recruitment website?

At present, with the rapid development of domestic economy, the demand for talents in enterprises is growing, and the way of talent recruitment is particularly important. Although the on-site job fair still has some advantages as a traditional recruitment method, online recruitment has become the first choice for enterprise recruitment. After all, the efficient, convenient and intuitive information processing methods in the network era can enable enterprises to recruit more and better talents in the shortest time.

As the largest traditional industry, the chemical industry has promoted the rapid progress of the whole chemical industry with the vigorous development of the leading oil and energy industries. At this time, the demand for talents is even more urgent. High-quality talents can make enterprises develop faster and better, so choosing a good recruitment website for the chemical industry has become a top priority. Recruitment websites emerge one after another, and there are dozens of recruitment websites in the chemical industry. So how to choose the most suitable website from these recruitment websites? Huang Yanling, a senior human resources expert of Chemical Human Resources Network (), gave us the answer, mainly from the following aspects: As a new information dissemination and exchange platform, a good first impression website is displayed on a plane, similar to print media, so users' first impression on it is very important.

First of all, the overall style of the website. Websites with clear introduction and reasonable layout are very popular, with appropriate colors, pictures and texts, and reasonable. Pages with dignified colors, poor picture quality and complicated content will make users feel obviously disgusted, and a large amount of piled information will lead to information that is really valuable to users, which is not easy to find, leading to a decline in user selection efficiency. Secondly, the division of functional areas. As a recruitment website, it is nothing more than publishing talent information and enterprise recruitment information, job fairs, training, headhunting and other information, but how to reasonably allocate the layout of these information on the website is very important, so that users can find the information they need in the first time is the focus of recruitment websites.

At this point, the comprehensive recruitment websites such as Carefree Recruitment for the Future () and Zhuo Bo Talent Network () are classic, and the Chemical Human Resources Network () in the recruitment websites of the chemical industry is particularly prominent. Good popularity and reputation are very important for an enterprise, which will promote its development and culture. For a website, popularity and reputation are also very important, because it is the key to directly determine whether users or consumers can become your final customers. Imagine which company is willing to invest money in a website with no popularity and word of mouth for talent recruitment. Of course, the popularity and reputation are not established overnight, but the website has accumulated through a solid professional level and good professional services for a long time. For example, Carefree Recruitment in the Future is one of the earliest recruitment websites in China, and now it has become a listed company.

Recruitment websites in the chemical industry have sprung up in the past 1-2 years, but they are all the same style and service type, so it is difficult to have any bright spots, let alone popularity and credibility. Chemical Human Resources Network is a professional recruitment website of chemical industry established in 2003, and it is one of the earliest recruitment websites of chemical industry in China. Over the past four years, we have accumulated a large number of customers and won the reputation of most enterprises. At the same time, we have accumulated a lot of service experience through customer feedback in four years' development, so this recruitment website is really reliable and reassuring.

The service background of advanced chemical industry is different from that of comprehensive recruitment websites. In order to provide better talents and recruitment services in the chemical industry, a senior chemical industry background is essential, because only by understanding the industry background can we truly understand the industry trends, enterprise development, technological trends, trade hotspots and so on. And then we can grasp the current supply and demand of talents in the industry, so as to effectively provide more suitable talent recruitment services for enterprises, rather than just building a website platform to provide talent services, which belongs to a single talent supply and demand. At present, most recruitment websites in the chemical industry belong to this category. If a simple platform is built to start operation, it will cause enterprises to blindly consume but not get the due effect. Therefore, we should be good at observing and deeply understanding, and then decide whether to use it as the final recruitment platform to recruit talents.

The recruitment of chemical industry depends on the talent structure, professional division, education status of website talents, etc. Because it is biased towards the technology industry, there is a greater demand for technical talents and related technical service talents. Enterprises must examine this point clearly. Easy-to-use and powerful website functions are like the heart to people, and its importance is self-evident. For recruitment websites, the common functions are resume, job posting, interview notice posting, talent recruitment and so on. This is enough for ordinary enterprises, but with the development of enterprises, there will always be a desire for new functions and functions different from the conventional ones.

The constant updating of functions is the basic quality of a website. Several main functions: 1.

Trial function: At present, most enterprises want to try out (release recruitment information, etc. ) Without knowing the examples and effects of recruitment websites. However, most websites don't include this function, which keeps enterprises out and puts them in a dilemma.

2。 Free talent search function: there are only two ways for enterprises to recruit talents on the website, publishing recruitment information and finding talent resumes. Although posting the recruitment information can make more people see the recruitment information, it is very passive, and they can only wait for the talents to see the recruitment information before contacting them actively, which is contrary to the enterprise concept of requiring efficient recruitment, so the necessary open talent inquiry function is very important. Let enterprises know whether there are enough relevant talents on the current website before consumption. If there are enough and the viewing conditions are suitable, they will decide to choose this website as the final recruitment platform. At present, most websites do not have this function.

3。 Resume pricing by volume: This is the strategy adopted by most websites at present. Although it can bring a lot of profits to website operators, it is also a good way to avoid copying and transferring a large number of resumes, but it has brought great expenses to enterprises.