What does the company's second interview generally mean?

The second interview is usually conducted in the form of one-to-one or many-to-one, to further confirm whether the interviewer's needs are generally consistent with the company's recruitment requirements, and to have a more detailed understanding of the interviewer.

Because the initial test passed, it shows that the basic situation of the interviewer meets the company's job requirements. The purpose of the second interview is to further understand the details of the interviewer, especially the work attitude, work ability, pressure resistance and outlook on life. It is not that the better the interviewer answers, the greater the chances of the interviewer passing, mainly depending on whether the interviewer's situation is suitable for the position he is applying for. ?

Generally speaking, interviews have the following purposes:

1, to evaluate the job motivation and job expectation of job seekers;

2. Evaluate the characteristics of job seekers such as appearance, personality, knowledge, ability and experience;

3. Evaluate the information that is difficult to obtain in the written test.

Extended data:

There are many forms of interviews. According to the content and requirements of the interview, it can be roughly divided into the following categories:

1, problem type

Recruiters will ask questions to job seekers according to the outline drawn up in advance. Please answer them. Its purpose is to observe the performance of job seekers in special circumstances, evaluate their knowledge and business, and judge their ability to solve problems, so as to obtain first-hand information of job seekers.

2. Special performance

The company organizes a special job fair, and the interviewer's representative selects a group or even a large number of candidates, from which a number of candidates who meet the company's requirements are selected for follow-up interviews. This method is suitable for the preliminary screening of candidates. For example: special school tricks.

3. Pressure type

Recruiters consciously put pressure on job seekers and put forward a series of questions for a certain question or an event, which are detailed and specific until there is no answer. This method mainly observes the reaction, agility and adaptability of job seekers under special pressure.

4. Leisure style

In other words, the conversation between recruiters and job seekers is endless, and the atmosphere is relaxed, positive and unrestrained. Recruiters and job seekers are free to express their views and opinions. The purpose of this method is to observe the examinee's speech, manners, knowledge, ability, temperament and demeanor in small talk, and to conduct an all-round comprehensive quality inspection.

5. Situational style

The recruiter sets a situation in advance, puts forward a question or a plan, and invites the job seeker to complete the role simulation, with the purpose of assessing his ability to analyze and solve problems.

6, comprehensive type

Recruiters examine the comprehensive ability and quality of job seekers in various ways, such as talking with them in a foreign language, asking for instant composition, or impromptu speech, or asking for writing a paragraph, or even operating a computer, so as to examine their foreign language level, writing ability, calligraphy and eloquence.

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