What are the purposes of game interviews?

What are the purposes of game interviews?

What are the purposes of game interviews? Now more and more people are looking for jobs. In order to recruit suitable talents, companies conduct interviews There are many types of interviews. Some companies will use games to examine interviewees. What are the purposes of game interviews? What are the purposes of game interviews? 1

Playing management games

Playing management games is a common method for employers to interview. In this type of activity, group members are each assigned a certain task and must cooperate to complete it well. Sometimes some competitive factors are introduced, such as selling and occupying the market at the same time for two or three hours.

Evaluate the candidate's quality through the behavior displayed by the candidate in completing the task. For example, the game "Creek Task" gives a group of candidates pulleys, iron pipes, wooden boards, and ropes, and requires them to move a thick log and a larger rock to the other end of the creek. This task can only be accomplished through the hard work and collaboration of the candidates.

The examiner can effectively observe the candidate’s leadership characteristics, ability characteristics, wisdom characteristics and relationship characteristics in an objective environment. The advantage of making a management game is that it can break through the time and space constraints of actual work situations, and the simulated content is highly realistic, competitive, and interesting.

Scenario inspection

Sorting checkers - when some foreign companies recruit employees, in order to test the applicant's flexibility, they give each applicant a pile of checkers. , requiring them to pick out a variety of mixed checkers within 1 minute and arrange them according to each color. If they fail to complete the task within the specified time, they will be eliminated.

Look at the pictures - Foreign companies need to test the candidates' reaction ability when recruiting employees. Some foreign companies put colorful pictures on the rotating machines. The pictures include animals, plants, Buildings, vehicles, household appliances, mountains, water, etc., move at a certain speed in front of the candidates, and the candidates are required to tell what they see within the specified time.

Divide the cake - When a foreign company was recruiting employees for an interview, a question was asked, requiring the applicant to cut a box of cakes into 8 pieces and distribute them to 8 people, but there must be one left in the cake box. share. Faced with such a strange question, some candidates racked their brains and couldn't divide it; while some candidates felt that the question was actually very simple. Take out 7 portions of the 8-piece cake to 7 people, and give the remaining 1 portion to 7 people. Share the cake box with the 8th person. The applicant's creative thinking ability is obvious.

Long-distance running under the scorching sun - Examination: Applicants' willpower and hard-working spirit are often questions asked in recruitment interviews by foreign companies. A foreign company recruited a group of employees from recent technical school graduates. During the interview, the applicants were required to brave the scorching sun and run to a mountain in the suburbs before returning.

The test results showed that some applicants were opportunistic and returned before reaching their destination; some applicants ran to their destination but took a taxi on the way back; and some applicants ran to the destination according to regulations. Run back to your destination. When a foreign company announces its admission list, the first two types of people are not on the list, while the latter type of people are hired as employees.

Holding an umbrella in the rain - When a foreign company was recruiting employees, the applicants were required to brave the rain to a nearby designated location and then return, but only half of the applicants were given umbrellas.

Applicants had this situation in this interview: some candidates who were issued umbrellas took the initiative to partner with candidates without umbrellas, and they shared umbrellas through thick and thin; some candidates without umbrellas partnered with candidates who had umbrellas. Candidates with umbrellas negotiate to share an umbrella; other candidates with umbrellas only care about themselves and others, holding an umbrella alone. As a result, those who held an umbrella alone were eliminated, while those who shared the same umbrella were hired.

Optimism test

In the mid-1980s, a life insurance company in the United States hired 5,000 salesmen, spending an average of $3 on training per person. However, half of them changed jobs after one year, and only 1,000 people remained after four years.

The main reason why salesmen change jobs is that they are turned away time and time again during door-to-door sales of life insurance, which is very embarrassing. To solve this problem, the company invited Martin, a psychology professor at the University of Pennsylvania.

Seligman. Professor Seligman believes that optimism is particularly important for a person's growth. With Professor Seligman's help, the company conducted a qualification test and an optimism test for employees, and tracked the results. Follow-up surveys show that people who achieve "super optimist" performance generally complete their work tasks well. Compared to the average pessimist, their sales were 21% higher in the first year and 57% higher in the second year. What are the purposes of game interview examination 2

Recruitment interview game prompts for famous companies

Unilever: Blind formation game

First divide the candidates into multiple groups Each group is given a long rope. All team members were blindfolded with black cloth. They must pull the long rope into a square within 20 minutes, and have an equal number of people standing on each side.

In addition to testing whether the applicant is honest (absolutely no peeking), this game can also well reflect a person's teamwork spirit, leadership and organizational skills and other characteristics, such as whether he is good at innovation, whether he is Ability to execute, etc.

Each candidate plays a different role in the game. If new ideas are constantly generated, they will get extra points in the "innovation and flexibility" column; and those who are good at summarizing experience and coordinating everyone to successfully complete tasks Those who are qualified can get extra points in the "leadership ability" category; those who take the initiative to practice and implement can get "seriousness points", and even candidates who take the initiative to put away the long rope in the end can also get "pragmatic and willing to work points".

KPMG: Robinson Crusoe Game

Suppose you are Robinson Crusoe drifting on the sea, with these things in your hands: matches, plastic sheeting, mirror, food, water and compass. Now suppose you can no longer carry so many things and you have to throw them away one by one. Which thing would you throw away first? Which one to keep for the end?

The standard answer is that the mirror is the most important. Theoretically speaking, no matter how much food Robinson had, he would not be able to survive the day he floated to land. The safe way was to use the reflection of the mirror to ask for help from passing ships.

It is said that the order that each person comes up with will be very different from the standard answer, and after group discussion, the result will be slightly better. This game mainly tests whether the candidate has teamwork spirit and whether he can rely on everyone's wisdom instead of going his own way. Their judgment and decision-making abilities are also tested.

A large hotel: change game

Dozens (usually 50 people) of applicants lined up in a row, each holding a The total amount of change does not exceed 20 yuan, and it will be changed when you see someone in the next 3 minutes. At the same time, there is interference with strong background music. When the music stops, all candidates sit down. Recruiter asked: How many people have made money? How much did you earn? How many people lost money? How much was lost?

People generally don’t think too much before participating in this game and play the game completely subconsciously. From this, we can see the different mentality of the candidates. Due to time constraints, outside distractions, and personal nerves, some people are bound to make money and some are bound to lose money. The examiner hopes to use this seemingly simple game to test the applicant's communication skills, organizational and coordination skills, thinking skills, stress resistance, etc.

An accounting firm: looking for people wearing black hats

A group of people had a dance party, each wearing a hat on their head. There are only two kinds of hats, black and white, and there is at least one black one. Everyone can see the color of everyone else's hat, but not their own. The examiner first asked everyone to see what hats others were wearing, and then turned off the lights. If anyone thought they were wearing a black hat, they had to clap their hands.

When I turned off the lights for the first time, there was no sound. So the lights were turned on again, and everyone watched it again. When the lights were turned off, there was still silence. It wasn't until the lights were turned off for the third time that the crackling sound of clapping could be heard.

How many people wear black hats?

This is a typical logic question. The secret is that you have to make an assumption. If there is only one person wearing a black hat, and he sees everyone wearing a white hat, he should clap his hands first when turning off the lights for the first time, thus proving that more than one person is wearing a black hat;

If there are two black hats, the first time the two people only see the black hat on the other person's head and are not sure of their own color, but by the second time the lights are turned off, the two people should understand that if they are wearing a white hat , then the opponent should have clapped long ago, so he is also wearing a black hat - so there will be clapping sounds; but the fact that it was only the third time that clapping sounds sounded, indicating that there were more than two black hats in the audience, so By analogy, it should be turning off the lights several times and wearing a few black hats.

A game, but not a child’s play

The interview is a battle of intelligence. On the surface, the company seems to be playing a simple game with the candidates, but in fact it is We will comprehensively examine the various qualities of the candidates. Therefore, although the game is easy, it cannot be treated as child's play and played casually. During Unilever's employee recruitment, 80% of people have to go through some games that seem to have nothing to do with the overall situation. The purpose is to give candidates the opportunity to fully demonstrate in a natural state.

An insurance company requires candidates to complete nearly 40 picture-filling games of various shapes within 20 minutes to test the candidates' logical reasoning ability and EQ. When a software company recruits sales executives, it asks applicants to play a "killer" game. Only the "killer" who wins in the end gets the position. It seems that if you want to enter a large company, you must learn to play various "games" while writing resumes and running interviews.

Wu Yanzhang, a senior consultant at Chengxun International Consulting Company, pointed out that no matter what kind of game they play, applicants only need to remember that there is no success or failure in the game, only the display of different abilities. So how can candidates fully demonstrate their strengths while playing games and get a satisfactory offer? In fact, the type of game is related to the position you are applying for.

A company was recruiting a general manager, but the interview took place in a restaurant. The topic was eating, and the content of the interview was "look at how you eat." Mid-level and senior talents have many years of application experience, and it is difficult to detect their weaknesses in ordinary interviews. However, in a relaxed occasion like a dinner party, the applicant's personality, interpersonal skills and social experience can be seen from some details.

Facing this kind of assessment, you must show yourself to be polite, generous, and familiar with social etiquette.

Another example is when a company requires candidates for marketing positions to play a product promotion game and pre-set several levels. Applicants must first stay calm, then quickly decide on a sales pitch, and try their best to demonstrate their innovation, logical thinking and emotional regulation abilities in the process.

Some companies require applicants to sit on the floor and introduce themselves when selecting salespeople. This game seems simple, but it actually has hidden secrets: standing up to speak shows that you are brave and polite; speaking with a clear and smooth voice shows that you are confident; being concise and concise during the introduction shows that you have strong logical thinking ability and can grasp the key points and do things well. Be organized.

In short, if you think more about the game questions issued by the company, it is not difficult to understand the quality requirements of the employer for the candidates. These qualities can be summarized as follows: keen thinking, strong innovation ability, devotion to work, good at enduring hardship, willingness to contribute, honesty and trustworthiness, etc. If applicants can strengthen their self-development and strive to possess these qualities, then no matter how weird the recruitment method is, they can find a "job" that suits them.