What is the general arrangement of the company’s interview process?

Understanding the interview process arrangement is a very critical step in the interview process of a general company. Below is the company interview process arrangement I compiled for everyone to read.

Company interview process arrangement

1. Self-introduction

Duration: 3~5 minutes

Format: General interview, interview The officer's opening remarks must be: "Please introduce yourself first."

Purpose: The interviewer places the self-introduction at the beginning of the interview for two main purposes? One is to check whether the applicant’s statement is consistent with what is shown on the resume; the other is Examine the candidate's ability to summarize.

2. Self-introduction question session

Duration: 5~10 minutes

Format: Sometimes, the interviewer will ask you to focus on a period on your resume Introduce yourself, or dig deeper into some content points in your self-introduction.

Purpose: The questions in this part are mainly based on personal resume. The reason why the interviewer will have an in-depth understanding of the resume content is not only to examine the job seeker's reaction to the interview, but also to determine the authenticity of the resume content. There will definitely be no obvious discrepancies in the expression of true content, while false content may make mistakes in a tense atmosphere.

3. Questioning session on professional abilities

Duration: 10 minutes

Format: Questions focused on "position qualifications" and "competencies required for the position".

Purpose: This link is mainly to examine the "job matching degree" of job seekers. The talents recruited by the company must be ready to use and can produce results as soon as possible. Therefore, they will use some questions to judge whether the applicant has the ability to perform certain tasks independently.

4. Others

Duration: 5~10 minutes

Format: Ask the job seeker? Do you have any other questions to know?

Purpose: The question-and-answer session after the interview is a double-edged sword. If you use it well, you can get the salary and benefits you want to know. If you use it wrongly, it will even make all the efforts in the first 25 minutes go to waste. If possible, it is recommended to prepare 3 to 5 interview question topics in advance to avoid being nervous and incoherent on the spot.

Classic questions that interviewers must ask

1. Basic information of graduates: name, major, education, etc.

Questioning methods include: please take 1 minute to briefly introduce yourself; or ask you to take 2-3 minutes to introduce your university life, etc. Generally, when recruiting fresh graduates, the interviews arranged are relatively concentrated. Many times, the interviewer asks such questions to understand the basic situation, or to quickly browse the resume during the introduction of the applicant, so as to base on the applicant's situation. Ask further questions and also look at the candidate's presentation skills. This part of the content can be prepared in advance, and it should be organized and focused based on the position you are applying for and your own highlights.

2. Conduct in-depth questions based on the basic information of your resume and introduction.

The main content involves academic performance, social activities, work internship, etc. And you may be asked to give a practical example to illustrate the activity or ability the applicant talked about. The interviewer mainly hopes to discover the applicant's strengths and weaknesses from the applicant's past experience and expression, and examine the applicant's logical thinking ability, teamwork and other basic qualities. Applicants should base their answers on facts, be consistent, logically logical, and express themselves clearly.

3. Job search goals and understanding of the company and position you are applying for.

The interviewer asks this question mainly to understand the position and location where the applicant hopes to work, the reason for applying, and the degree of familiarity with the company and position he is applying for. It is necessary for applicants to be fully prepared in advance. The more and in-depth knowledge they have about the company and position they are applying for, the better. This will make them more adaptable to the job.

4. Planning for personal future career development.

Generally, companies go to universities to recruit fresh graduates in the hope of cultivating some reserve backbones, hoping that they will have long-term work and development plans. Applicants should have a clearer understanding of what they will do in three to five years and a relatively long-term career plan.

5. Expectations for salary.

This question is likely to be asked in the second half of the interview or during the second or third interview. Through this question, the interviewer wants to understand whether the applicant's salary expectations are consistent with the standards provided by the company. On the other hand, the interviewer also wants to understand the applicant's positioning and understanding of the position he is applying for. Applicants have nothing to be embarrassed about and do not need to be too modest. It is best to answer based on the local market conditions. If you are good enough, you can be slightly higher than the market conditions.

Taboos in company interviews

1. No records or very few records

It is necessary to take appropriate records during the interview. If the interviewer only relies on Your own brain memory will be prone to forgetfulness or deviation. Especially when interviewing a group of people separately, the interviewer often only has a deep impression on the first and last person, but has no impression on the other candidates. Not taking records or taking few records will actually reduce the effectiveness and accuracy of the interview. Although there may be better results and higher accuracy during the interview process, the effectiveness of the interview is reduced because it cannot be retained.

2. Omitting important information

Sometimes, interviewers spend too much energy and time on individual key factors that affect the success of the job. They (she) Often only a limited number of aspects of the applicant are examined, making it difficult to obtain complete information about the applicant. In fact, any one-sided understanding of the interviewer will cause the interview to be unfair. If important information about an applicant is omitted, a wrong judgment may be made about the applicant.

3. Ask irrelevant questions

When the interviewer accidentally asks irrelevant questions, the interviewer will feel surprised or dissatisfied. If this irrelevant question involves the applicant's privacy, it is likely to arouse the applicant's resentment. Asking irrelevant questions not only wastes everyone's time, but more importantly, destroys the harmonious atmosphere of the interview, and may even cause the applicant to have a negative impression of the company.

4. Prejudice or preconception

The so-called preconception means forming an inherent opinion about the applicant before the interview. The generation of this inherent view is related to the interviewer's culture and value orientation. For example, if the interviewer himself is a person who values ??academic qualifications very much, then before the interview begins, candidates with low academic qualifications will already lose one point. This kind of preconceived interview will not only destroy the effect of the interview, but also affect the company's image among applicants.

5. Asking repeated questions

Asking repeated questions often appears in the connection between the preliminary test and the retest. If the interviewer of the retest does not understand the situation of the preliminary test, it is easy to ask Same problem. Asking repetitive questions first wastes everyone’s time. Whether it is the applicant or the interviewer, interview time is very precious. If you don’t focus on the questions that need to be asked most, you will often not be able to accurately identify the candidates. The real situation, thus affecting the effect of the interview.

6. Ignore the applicant’s work motivation

Some interviewers focus a lot of energy on assessing the applicant’s professional knowledge and skills, while ignoring the applicant’s work motivation. Work motivation, simply put, refers to the applicant's adaptability to the organization and initiative towards work. If the applicant has a negative attitude towards the job he is applying for, or he has no interest in the job itself (he only works to obtain temporary security), or he lacks communication and collaboration skills in terms of overall quality, then all this will It will affect his work performance. What's more serious is that this not very good work style will be transmitted to other colleagues. Note: Work ability and work initiative are different. The former refers to whether the applicant has the objective ability to take on the job, while the latter reflects the applicant's subjective desire: whether he or she is willing to serve the company.

Ignoring this can lead to poor performance and higher attrition rates once candidates are hired.

7. Make hasty judgments

Some interviewers think they have a good way of reading people based on their years of interview experience. Sometimes they just shake hands. Or after just a few words of greeting, they make a hasty judgment about the applicant. Sometimes the interview process is simplified due to urgent hiring needs, which can easily lead to hiring errors. You know, the loss of using a person wrongly is much greater than missing one.

8. Influenced by certain characteristics of the applicant