Why do many people pass the first interview?

The requirements of most enterprises for employees are very dull. Most HR are tolerant and understanding of young people who come to interview.

Everyone starts with a completely blind newcomer, so no one will really discriminate against you because you are young and inexperienced.

There are often many rejections in interviews, but many people don't know why they are confused, so they attribute the reasons to the above.

Small and medium-sized enterprises generally do not have a fixed recruitment task every year, nor do they have a budget to reserve too many human resources.

Most of the people who can post jobs are about to be or have been vacant, and they are eager to find someone to do something.

Then again, small and medium-sized enterprises, with simple enterprise structures, are usually filled by people above the supervisor level and do not need external recruitment.

What needs to be recruited is usually the basic position.

Basic positions always like to write "how many years of work experience are needed", just to scare off insecure job seekers, and as a screening consideration when choosing, it has no other use.

Of course, positions that require strict technical experience and ability are beyond the scope of this article.

Therefore, as a young man who intends to apply for a basic position in the company, the first thing he needs to do is psychological construction:

Be confident and don't think too much.

As long as you basically meet the requirements in the recruitment brochure, the key factor that determines your interview success is simple:

One: Resume

If you can, spend money on your resume. After you finish it, study it carefully and be as familiar as you do.

If there are no conditions, search for resume templates online.

Content is king, no fancy decoration. If they ask, no one will look at it. Your image and temperament are the lace of your resume. Never put the plow before the oxen.

Also, whether you send an email or not, you should bring your resume when you come to the interview.

When I was recruiting, I once received two little girls who came to apply for clerks.

When they saw the recruitment information, they went straight to the door for an interview. I didn't receive their email, so I naturally asked them for my resume.

One of the little girls smiled shyly and said, "I don't have my resume."

Looking at my questioning expression, the other said, "We interviewed too many companies. We are still students and want to save costs. "

They don't think there is anything wrong with it.

I stood up at once and invited them to leave.

The girl at the front desk poured two cups of tea, and I waved her hand to take it away. In the face of such cost-saving job seekers, the company does not need to waste it.

Another time: there was a job seeker whose resume was in tabular format. Unfortunately, when printing, the paper is crooked and the forms are crooked. I wonder why I can't make a new one. And the other person's attitude is: why do you want to make a new one?

Two: image

You can make your appearance unforgettable, but remember not to dress unforgettable.

Three: Introduce yourself

In order to save each other's time, organize the outline of self-introduction in advance. If there is something unclear on your resume, you can skip it.

Key points:

1: There is an outline.

If you are not confident in your ability to improvise, please write a small note with you. I believe HR will appreciate your seriousness and pragmatism instead of laughing at your behavior.

2. Focus

A completely passive person, waiting for HR to ask and answer, may not have thought: why do people ask you what you wrote again?

Is HR boring and speechless?

No, because there's something he wants to know. I hope you can give him more information.

Such a smart person will summarize the contents of his resume and remind HR to pay attention to your resume while introducing himself. This is also an opportunity for you to take the initiative to guide the other person to keep up with your thinking process and directly remind you of the key points you want the other person to pay attention to.

Usually, the other person will give up asking about your plan and choose to read your resume with your introduction, which is also a good thing for job seekers.

It will be done in three or five minutes, so don't talk too long.

If every job seeker can finish the interview in five minutes, your HR can finish the task of interviewing n people a day, so you don't have to work overtime, right?

If you meet an eloquent and gushing job seeker, you will talk nonsense for more than ten minutes before you get to the point. Candidates waiting for an interview at the door have already queued up. What do you want HR to do?

Who wants to hurt self-esteem and "politely" interrupt a person who is trying to express himself unless he has to?

Therefore, a job seeker who can clearly introduce himself in five minutes can tell HR that he is a clear-thinking, efficient and considerate employee, which is much more important than reading a stiff self-introduction on his resume for half a day.

4. Emotional intelligence

As soon as many people see HR, they will endlessly introduce how much project experience and technical ability they have.

But in fact, HR does not care about your full-fledged project experience. In less than ten minutes, people can't verify it. Resumes are eloquent and ultimately have to be proved by practice. In professional experience, no matter whether you are a mule or a horse, the supervisor in your post will accompany you.

As HR, the ability he pays attention to is not your so-called project experience and work ability, but the core growth of an employee: emotional intelligence.

Work ability can be cultivated and project experience can be accumulated continuously, but once the personality is stereotyped, EQ will not change much.

In an organizational structure with clear division of labor and cooperation, employees' emotional intelligence has a great influence on teams and managers.

HR is engaged in dealing with people.

Generally, people who can sit in front of you and read your resume have basically worked in complex office politics for several years, surrounded by geniuses from all departments from top to bottom.

When HR is sitting in front of you, he must have no time to listen to what he must see and believe. He wants to use the shortest time to select talents that satisfy everyone for the company. His judgment standard comes from his own and the historical experience around him.

Therefore, in the interview, even if your plasticity is as low as a blank sheet of paper, as long as it meets the job requirements, it is not a problem; And your EQ must not be lower than the average EQ of office staff.

Regarding this piece, I will use a few counter-examples.

Example 1:

Be careful: the name of the internship unit on the resume of a job seeker: XXX Co., Ltd.

I was sharp-eyed and asked where the word company had gone.

The job seeker smiled and replied: I forgot to type, sorry.

Girl, do you dare to go back and check after reading the document? You're here to apply for a clerk!

Example 2:

Cancel appointment:

Our company will send a notice email one week before the scheduled interview date.

A job seeker didn't reply after receiving the interview notice. A week later, at 9 pm the day before the scheduled interview, I received an email from the other party. The job seeker said: Teacher X, I'm going home tomorrow. Can I reschedule tomorrow's interview?

Example 3:

Politeness:

Calling for an interview, the other party said: Sorry, it is not convenient for me to remember the address at this time. Please send me a short message. I said the address is in the recruitment information. The other party said: I can also give you an email address, and you can send me the address in the email address.

I didn't send the address. She didn't come again

Example 4:

Personality:

I met a very capable job seeker with excellent grades, rich social experience, fluent speech and full of confidence. It can be seen that she is a girl who is very demanding of herself.

As an experienced person, I know how rare it is for a person to be self-disciplined for four years in a row in the present university.

So at that time, I was already very biased towards her, thinking that such a person would do everything well.

But in the subsequent conversation, I found that the girl's arrogant, aggressive and undisciplined personality became more and more problematic.

Perhaps excellent people need to rely on these beautiful things to achieve, but I am most worried about whether she will get along well with her colleagues, because she proudly told me that she looks down on people with mediocre abilities.

Moreover, in her speech, she interrupted me many times, just to clear her mind, and her attitude was like arranging things with the student union.

At that time, I told her: You are really excellent, but your attitude makes people feel disrespected.

When I recruit, I think more about your Excellence, but whether you can integrate into our team and become a good part of it.

Personally, I think your personality is suitable for applying for positions that require high personal ability, such as sales.

The position that requires teamwork is not suitable for you, because most colleagues have average qualifications, and most colleagues and superiors pay attention to speaking discretion and attitude.

This girl has a lovely side, too. She said bluntly that I was right, took my resume and said goodbye to me decisively.

I think, in fact, her character is not that she can't find a position that suits her.

Because there are only mismatched positions and no unsuitable people.

I hope everyone can find a job that suits them. Don't get caught up in a seemingly simple interview.