Corporate interviews value first impressions.

Corporate interviews value first impressions.

Corporate interviews value first impressions, and each company has different standards for selecting talents. Some companies value your personality or hard work, while others choose talents according to their first impression. The following is the first impression of the enterprise interview!

First impression is important in business interviews 1 90% of enterprises take experience, appearance and speech as the measurement criteria. A special questionnaire survey of 30 foreign enterprises in Pudong New Area shows that 90% of enterprises will take the first impression as the employment standard.

Pan Feng, deputy director of Jinqiao Employment Agency in Pudong New Area, said a few days ago that some enterprises tend to look at the details because job seekers are familiar with interview skills.

As a result, individual enterprises have experienced the phenomenon of interview moving forward; Job seekers should pay more attention to the interview, and don't let inappropriate appearance talk become a stumbling block on the road to job hunting.

Enterprises attach importance to the first impression.

It is understood that the Pudong New Area Employment Agency conducted a special questionnaire survey on 30 foreign companies including Kodak, Siemens, Hitachi and Shenmei. This survey is especially aimed at the recruitment interview of basic positions and junior management positions in enterprises.

The results show that, contrary to what most job seekers think, employers will make an all-round investigation now, and the first impression is not decisive.

In fact, 90% of enterprises will take the first impression such as work experience, gfd and demeanor in their resumes as the employment criteria.

In addition, the survey also found that in order to cope with job seekers' familiarity with interview skills, some enterprises examine job seekers in detail, and some enterprises even have the phenomenon of interview moving forward.

For example, when Hewlett-Packard Company recruited customer service personnel, the way job seekers answered the phone was already in the interview from the first time they called the job seekers for an interview.

In addition, when recruiting basic positions, employers do not pay attention to the professional skills of job seekers, but look at the attitude of job seekers and see if they have a strong desire to apply for jobs. The company believes that simple work can't be done well without a strong desire to apply for a job.

Resumes should highlight advantages.

Resume is a stepping stone to job hunting. According to Pan Feng, the results of the special questionnaire survey also show that enterprises will not spend a long time in the primary election of job seekers.

Therefore, job seekers should make employers feel that you may be the right candidate in a short time in their resumes. To do this, the resume should follow the true meaning of eight characters: concise and to the point, highlighting advantages.

Work experience is the essence of resume. For fresh graduates who have no work experience, the courses, internship experience and student work they have participated in should be able to convey the information that employers have the ability to learn quickly and get started immediately. In addition, when writing your resume, you should also avoid being misnamed and stereotyped.

Job-hopping is not the better.

According to the three-circle theory of career planning, the intersection of "what I want to do", "what I can do" and "market demand" is the ideal job.

Pan Feng said that there are three misunderstandings for young job seekers to find jobs: full-time matching, one-step salary and benefits, and one-step position.

Some people regard salary and welfare as the only criterion of career development and frequently change jobs. Employers are most concerned about job continuity, job stability and skill relevance when recruiting job seekers.

With the increase of job-hopping experience, the possibility of enterprise employment will be less. Because many short-term jobs can't make job seekers have professional depth, they will also give people the impression that employers are unstable and disloyal to enterprises.

Corporate interviews value first impressions. 2 What qualities do you value most in an enterprise recruitment interview?

The six qualities that enterprises value most when recruiting employees are: comprehensive quality, professionalism, skills, communication and expression ability, team spirit and integrity.

First of all, today's employers no longer value the single skill of job seekers.

Pay more attention to comprehensive quality, including interpersonal relationships such as conduct, attitude and skills. Therefore, newcomers should "cultivate" themselves from the first day of school, especially the two most important points: honesty and professionalism.

Honesty should be said to be the most basic aspect of morality, and "being a man before doing things" refers to honesty.

Throughout the ages, all successful people are built on noble character. Only honesty can make a person gain the long-term trust of others and establish his own brand, thus paving the way for success.

Dedicated spirit is embodied in the sense of responsibility, sense of ownership, active learning for doing a good job, attention to detail, paying first and then paying back, and so on.

The popular saying "Attitude is everything" is telling the truth.

Imagine that you are the boss of a company, facing two different job seekers with the same age, education and comprehensive ability. One is conscientious and hard-working, and the other is perfunctory and fooling around. Who will be your favorite employee? * It goes without saying.

Second, enterprises need compound talents.

Enterprises hope to get the maximum economic benefit with the minimum labor cost, so talents with various knowledge and skills will become the "hot goods" of enterprises. Therefore, newcomers need to cultivate themselves into "multi-functional" or even "multi-functional" talents.

Third, learning ability is the most important ability.

"Lifelong learning" has been called a cliche, but it is universally applicable. No matter whether your interests are there or not, and whether they are consistent with your career goals, you must have strong learning ability. Learning in a broad sense includes updating ideas in time and mastering knowledge and skills as soon as possible.

Fourth, a healthy body and good psychological quality are fundamental.

Competition puts more and more pressure on contemporary people. There is nothing without physical and mental health.

As can be seen from the above, it is quite difficult for students who have just entered the university to make a complete career plan, but they must have the awareness of career planning and consult relevant career guidance institutions and successful people around them.

What does HR value most in the interview?

Recently, in many companies, my resume has reached more than 95% in job matching and education, but why didn't I even get an interview? What is the main focus of recruitment and interview communication in your company?

In fact, there are two conditions for job recruitment in many enterprises.

One is the explicit condition in the recruitment advertisement, and the other is the implicit condition of the employing department.

Dominant conditions are generally the basic conditions necessary for a position, such as education, experience, skills, salary range and so on.

It is also a condition stipulated in the job description.

In addition to the explicit conditions, it is usually necessary to consider the implicit additional conditions caused by the team habits of the employing department, such as personality hobbies, geographical scope, industry characteristics, specific work experience, seniority-salary ratio, and even gender and age.

In addition, some enterprises may not have vacancies at present, but just make preparations in advance that may be needed in the future, which are usually not written in job advertisements. Therefore, there will be situations where you obviously feel a good match, but you just don't reply when you submit your resume.

Of course, it may be that there are too many resumes, and your resume has not attracted the attention of HR.

How to avoid it?

In fact, we can observe whether the nature of the enterprise's industry is related to ourselves, whether its job recruitment may restrict the industry, whether it mentions specific requirements, the frequency of job refresh, and whether it is urgent to replenish or reserve talents.

When you send your resume by email, mark the keywords related to the position on the subject, clarify the purpose of your work, keep your resume concise and clear, and it is best to attach photos, so as to improve the hit rate.

When necessary, you can also try to communicate with HR actively to understand the recruitment situation and self-recommendation. Wish you success!