General electric company is not hiring.

Interviewee: Wang Xiaojun (Director of Human Resources Department of General Electric (China) Co., Ltd.)

Resume: He joined the General Electric Company (GE) from 65438 to 0994, and was transferred to the information technology service company of GE Financial Group in early 65438 as the human resources director of the company in the north-central region of the United States. At the beginning of 200 1, he was promoted to vice president of human resources of products and services company of information technology service company of GE financial group. She accepted her present position in February 2002.

Interviewer: Some candidates are always thinking about GE's talent view, because they don't know which qualities they can match GE's talent standards. Can you give a brief introduction?

Wang: First of all, in terms of technology, does this person's professional quality and level meet the basic requirements of GE for recruitment positions? Second, does the candidate's moral quality match Ge's values-insisting on honesty, eager for change and focusing on performance? Third, it depends on whether the candidate has potential. When recruiting employees, GE not only serves one job, but also serves for cultivating talents in the future.

Interviewer: Is it important for GE to recruit majors and academic qualifications?

Wang: We welcome talents to join us. According to the requirements of different positions, the company has a certain tendency towards majors and academic qualifications. For example, General Electric Company's global R&D center in Shanghai usually requires candidates to have at least a master's degree due to the nature of their work. But on the whole, opportunities are equal, and high education will not add points. The company openly recruits a position in order to find the most suitable candidate for the position, not necessarily the most senior, the highest academic background or the prestigious school background. Education, school and work experience are all ways to prove the ability of candidates, but the most fundamental thing is whether the experience, ability and skills of candidates are most suitable for the positions they apply for and find their own position. For example, there were MBA graduates and other professional masters in the recruitment of public relations specialists in GE China Public Department, but the company finally hired an undergraduate, because the candidate met the basic requirements of the position and had other public relations experience and skills, so he was the most suitable candidate for this position.

Interviewer: What are the requirements for the "software" of talents?

Wang: Besides the "hardware" requirements of professional skills, we also pay attention to the "software" qualities of the candidates, including teamwork ability, communication ability (sufficient working language ability in Chinese and English), logical thinking and analysis ability, and creativity (forward-looking job grasp and self-motivation ability). We welcome people who are passionate about their work and confident in themselves, which is in line with GE's values-insisting on honesty, eager for change and focusing on performance. For some leadership training programs, applicants are also expected to actively participate in social activities and have leadership and organizational experience. In addition, it depends on the individual's potential and the next career development trend. Besides being qualified for the job he is applying for now, can he be qualified for a higher position or do a wider range of work in the future?