What's wrong with the interview of Tianjin Airbus?

I'm sorry, I don't have the money for an interview myself. I found some information for you. I hope it helps you.

It is understood that the recruitment of Airbus adopts the way of online registration, and the human resources network of Tianjin Port Free Trade Zone has established a special webpage for this purpose to announce the recruitment progress at any time. In the application form of aircraft assembly line project, all positions accepted for recruitment and their related responsibilities and requirements are listed in detail. If candidates want to apply for a position, they can directly find the registration form of the position by clicking.

The reporter saw that in addition to filling in some basic contents, candidates should also fill in two resumes in Chinese and English respectively. After filling in the application registration form, experts from Tianjin Port Free Trade Zone Human Resources Center and Airbus Company will preliminarily screen the candidates, and those who meet the basic conditions will be selected according to a certain proportion, and those who are selected will enter the interview (evaluation) stage.

According to reports, an expert group composed of Airbus experts and relevant Chinese personnel is responsible for the interview (evaluation). White-collar jobs use written tests and interviews, while blue-collar jobs use written tests, on-site practical exercises and teamwork. According to the interview (evaluation), the experts of Airbus reported to Airbus according to the procedure, and then officially announced the results by publishing the registration number of the candidates on the Internet.

Liu Zhongyu introduced that his duty is to screen candidates and send them to Airbus experts. "Foreign experts require 15 people to be selected from a large number of applicants, which are divided into three levels: A, B and C, that is, excellent, good and qualified. Among these 15 people, 3 to 5 candidates will be selected for interview or evaluation. "

"As can be seen from this recruitment, some ideas and concepts of foreign experts' recruitment are different from ours. "Liu Zhongyu said," For some applicants who meet the basic application conditions, we think we should let him participate in the interview and hope to give him a chance. However, foreign experts don't think so. They think that if the applicant can't meet their requirements, he should not be allowed to attend the interview, because even if he is given another chance to interview, it will still be difficult for the applicant to pass the strict examination in the future, and it is disrespectful to him to suffer a failure. "

Difficulties in interview: both master students and doctoral students have been "brushed"

"I finally realized the real interview this time." Although many elite talents from well-known multinational companies are "full of ambition", they all expressed such feelings after attending the interview organized by Airbus.

It is reported that interviews for white-collar jobs are conducted in English. Applicants participating in the interview should first express Airbus's corporate culture and corporate background in 30 to 40 minutes, and then take the cultural quality test. All candidates who take part in design and technology should also take the practical test. "Airbus specially shipped equipment worth hundreds of thousands of euros from abroad. Can you do it or not? Just try it on the machine tool. Many applicants with master's and doctoral degrees have been' brushed' at this stage. "

According to Liu Zhongyu, the interview of Airbus foreign experts is very detailed, and candidates for some positions may need to interview for three or four hours. "Whether it is a written test or an interview, the topic design is very scientific, and the difficulty setting of the topic fluctuates like waves, and it will not be hit by the first question and lose the opportunity. Even if you lose on a certain topic, you can get the points back on other topics. "

"Unlike American companies that emphasize individual innovation, Airbus recruitment emphasizes teamwork." Liu Zhongyu said, "In the team test, several applicants are organized into a process group, just like the relay race. One of them should not only complete his own topic correctly, but also be responsible for passing the' baton' to the next person comfortably. If one person makes a mistake, the people behind will follow suit, leading to the failure of the whole team. After the test, foreign experts will analyze the mistakes and check where the problems are. Several people performed well in the primary election, with high quality and rich experience, but they were also' brushed' because of poor teamwork. "

White-collar recruitment: saving nearly 1 100 million RMB outflow

"At first, foreigners were skeptical about whether we could recruit qualified white-collar workers, thinking that white-collar workers in China could not meet their needs. At that time, we told the foreign party that we could try. The final result shows that the recruitment of the first batch of 50 white-collar employees has been recognized by foreign experts, and even some talents originally sought through international headhunting companies have been found here. " Speaking of white-collar recruitment, Liu Zhongyu is very excited.

He told reporters that during the initial project negotiation, China proposed to reduce the number of foreign workers in China, but this issue was never discussed. However, after the recruitment of the first batch of white-collar workers, the confidence of foreign experts increased greatly, and 50 foreign workers were voluntarily reduced. "Do you know what is the concept of reducing 50 foreign employees? The total cost of human resources for a foreign white-collar employee is about 220,000 euros. If the exchange rate between the euro and the RMB is simply 1: 10, it will save nearly 1 100 million yuan. "

Blue-collar recruitment: some positions are "seriously in short supply"

"Although white-collar recruitment makes both sides very satisfied, blue-collar recruitment hurts our brains." Liu Zhongyu is somewhat helpless.

The reporter saw in the Recruitment Progress Report of Airbus A320 Assembly Line in China that the positions of Maintenance Manager, Deputy Assembly Line Manager, Material Support Supervisor, Team Deputy Coordinator, Customs Commissioner, Warehouse Planner, Process Improvement/Process Trainer, Material Support Management, and Large Cargo Transportation Manager all showed "not full". According to Liu Zhongyu, some technical jobs are even marked with the words "serious shortage".

The reporter then saw that the positions marked as "serious shortage" included aircraft electrical assembly technician, painting technician (paint repair), aircraft mechanical technician (senior fitter), workshop/factory logistics personnel, factory/workshop logistics supervisor, aircraft painting worker/team leader, painting workshop logistics and technical support technician, painting workshop logistics and technical support supervisor, ground delivery technician, flight test technical planner, flight test avionics technician and flight test machinery.

"Some positions have no candidates at all, and only one person has applied for positions such as senior fitter and painting mechanic." Liu Zhongyu said: "There are also painting technicians. We need candidates with experience in large-scale hand painting. In the recruitment of this position, we contacted two shipyards, hoping to select the needed talents, but only three people were found in the end. Foreign experts have repeatedly lowered their English level. Even so, the gap is still 50%. If there is really no way, you can only consider discussing with relevant peers to see if you can support talents. "

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