Must-ask questions for newcomers in the workplace

Newbies in the workplace must ask

Newcomers in the workplace must ask, the principles of interpersonal communication are also very important. How can we solve this problem? Only by staying lonely can flowers bloom. Entering the workplace is no exception. You should also pay attention to some details during the interview. Newcomers in the workplace must ask questions about things in the workplace that they must know.

Must-ask for newcomers in the workplace 1

The first question: The interviewer will ask you, do you plan to develop in an industry?

This question mainly tests whether the job seeker has made a career plan before applying for a job, whether he has made a careful choice of employment industry after analyzing the relevant industry, or whether he invests in any industry or company. I want to try out my resume and any position. If you are a job seeker in the latter category, you can basically judge that you are looking for jobs haphazardly and blindly without any employment goals in mind, which will lead to poor stability.

The second question: The interviewer will ask you, what do you know about the industry you are applying for?

This question has two main purposes. One is to verify the authenticity of your answer to the first question. If you cannot talk about some knowledge about the job search industry, you can basically judge the job seeker’s understanding of the first question. The authenticity of the answer to this question is questionable. If the job seeker can talk about the development trends of the industry, industry policies and regulations, industry status, industry value chain, industry benchmark companies, benchmark figures, industry journals and new media, etc., then it can basically be judged that the job seeker has spent time and With the energy to prepare, such job seekers have a basic understanding of the industry and have reached the level of a quasi-industry person. Relatively speaking, the stability of the job seeker's industry is better.

The third question: The interviewer will ask you, can you describe what kind of company you are applying for?

This question mainly measures the difference between the company that the job seeker expects to work for in the future and the company they are actually applying for. To a certain extent, job recruitment also means that they are a good match.

Relatively outstanding talents that are exactly what the company needs. At this time, the interviewer will focus on talking about the company's future development space, etc. to attract job seekers and at the same time lower the job seekers' expectations as much as possible so as to achieve as much knowledge as possible. .

The fourth question: The interviewer will ask you, do you know the company you are applying for? Do you know the position you are applying for?

This question mainly tests whether the job seeker knows about the company and the job before applying for the job. If the job seeker knows little about the company and the position before joining the job, the job seeker will know once he joins the job. Compare the company with the ideal company in his mind and the job scenario in his mind. If the comparison results are far different, the job seeker's passion and interest in work will be greatly reduced. If this negative emotion cannot be resolved in time If accumulated over time to a certain extent, the job seeker will have the idea of ????resigning. Once the job seeker's idea of ????resigning is put into action, the company's recruitment will fail. At the same time, the company will also pay for the training costs of new employees, severance expenses, etc.

This will have an impact on the work of the company's human resources department, and the performance pay of the recruitment and interview supervisors will also be affected. Therefore, companies hope that job seekers can learn as much as possible about the company and the job scenario before the interview. Generally, they can learn as much as possible about the development history and company brand of the recruiting unit through the Internet, dealers, internal employees, industry professionals, professional mentors and other channels. , industry positioning, corporate culture, sales channels, development prospects, operation and management, enterprise scale, product types, target customers, industry policies, job responsibilities, working environment, etc. are collected and analyzed.

The fifth question, the interviewer will ask you, do you have the professional knowledge for the position you are applying for?

The competition in the market economy is becoming more and more fierce, and the operating pressure of enterprises is also increasing. When recruiting talents, small and medium-sized enterprises always hope to recruit job seekers who have initially mastered the knowledge and skills of the position. This kind of Job seekers can quickly enter the working state after simple on-boarding training, which will greatly shorten the adaptation period of new employees and significantly improve recruitment efficiency, which will effectively promote the work performance of enterprises and human resources departments.

The sixth question, the interviewer will ask you, do you have the professional ability for the position you are applying for?

This question is closely related to the fifth question. The fifth question is to evaluate whether job seekers should know whether they meet the standards. The sixth question is mainly to evaluate whether job seekers should know whether they are up to standard. Whether the ability is up to standard, it should be said that ability, to put it bluntly, is the ability to solve problems at work, also referred to as hands-on ability. This issue also applies to corporate recruitment and hopes to improve recruitment efficiency.

The seventh question, the interviewer will ask you, do you have any work or internship experience in a similar company position in the same industry?

This question is mainly to further test your personal experience of working in a company in the same industry. The first few questions are mainly about the perceptual aspects of job seekers. This question can test your industry experience or Experience can also further verify your job search motivation. Recruiting units hope to recruit job seekers who have both industry experience (experience) and firm and clear industry understanding. The stability and industry experience (experience) of this type of job seekers are relatively rare for companies, and they are also the main basis for companies to evaluate the value of job seekers.

The eighth question, the interviewer will ask you, what salary standard do you hope to receive?

Mainly includes monthly working hours, daily commuting time, holiday time, five insurances and one housing fund, salary standards, labor insurance benefits, etc. In response to job seekers’ answers to salary and benefit standards, the company’s recruitment interview supervisor will base on the above The answers to the seven questions can be used to comprehensively evaluate the job seeker based on the job seeker's motivation, stability after joining the job, current level of job professional knowledge and professional abilities, and prediction of future performance results after joining the job. Whether the career value is consistent with the salary standard required by the job seeker.

The recruitment interview supervisor will formulate a salary negotiation strategy based on the gap between the two. It is recommended that job seekers make a decision that is beneficial to them based on their own conditions and advantages and the attractiveness and evaluation of you by the recruiting unit. decision making. For example, if the company is very attractive to you, it is more appropriate for you to adopt the strategy of joining the company first, and then striving to gradually increase your salary based on your performance after joining the company.

The ninth question, the interviewer will ask you, if you get the job you applied for, what is your initial work plan for the first three months?

This question is part of testing the professionalism level of the job seeker. For example, if the job seeker answers like this, my first step after joining the job will be to spend a week getting familiar with the job, including the personnel composition, division of labor, and processes of the department. , who is your superior, who is your work coach, what are the rules and regulations of the department, etc. The second step is to learn from the master and quickly enter the working state under the guidance of the master. The third step is to strive to be able to work independently in the third month.

If the job seeker has fully thought and prepared for the job after joining the job, it will leave a deep impression on the recruitment and interview supervisor. If you can make the recruitment and interview supervisor resonate with you, it will be in their mind I was secretly happy and said to myself—I finally found you. If you can achieve this result, congratulations on your successful job search!

The tenth question, the interviewer will ask you, could you briefly introduce your study and job experience?

This question is relatively easy. The interviewer hopes to have an objective and comprehensive understanding of your growth environment and growth experience in recent years through your narration of your study and job hunting experience to see if you can discover some more. Clues that can change the judgment of a job applicant.

It is recommended that job seekers remember to answer the above questions consistently and not inconsistently, so as not to leave the interviewer with a dishonest impression, and to be foolproof in the final stage.

The above is the core content of today's sharing of "Ten Questions Interviewers Must Ask When Interviewing Newcomers". Finally, I will explain two points to you. The first point is to learn to draw inferences from one example and apply it flexibly. Because each The interviewer's different recruitment interview experience and each company's recruitment position will have different emphasis on the above questions, but the three questions that the interviewer is most concerned about are your job search motivation, your job competency, and your Stability, as long as you grasp the main issues, you can draw inferences from one example and get a comprehensive understanding. The second point is that job hunting is about planning and preparation in advance. The earlier you prepare and the more fully you prepare, the greater your chance of winning the job. 2 Must-Ask Questions for Newcomers in the Workplace

As the saying goes, "You see old age at the age of three." The attitudes and habits of a newcomer will last until the end of his career. Therefore, your thoughts during this period determine your future career life.

The first question that newcomers to the workplace should seriously consider and ask themselves is why the company chose them. By thinking about this issue, you can have a correct positioning of yourself and understand what you should do in your future work.

In fact, if it is simply considered from the perspective of the company's cost, the company has no reason to select new employees. It takes two to three years to train new employees to the point where they can complete tasks independently. Employee salaries and additional expenses will cost the company a considerable amount of money. So why does the company still recruit new people?

That is to cultivate the company's corporate culture - the so-called "Samsung people", "LG people", "SK people" and so on. Of course, not only large companies have their own corporate culture. Any organization will have its own style and form a unique corporate culture.

When a company selects a new employee, it expects him to become the talent the company needs most, and believes that as long as he is trained, the new employee will become a pillar of the company. From the perspective of investment theory, investment = trust, which can be determined first. The company trusts new employees. This is very critical. It means that new employees cannot cooperate with the company with the attitude of "the company pays me a salary and I work for the company", but should use their own actions to thank this trust.

There are two reasons why the company trains new employees: first, it hopes that the new employees can grow into the talents the company needs and become "business backbones"; second, after training the new employees into talents, they hope that they will contribute to the company Serve for twenty or thirty years. So, don’t change companies often, stay loyal to your company and treat it as your career. At least try to repay the company's trust in you, and don't leave any lingering feelings like "I could have done better back then."