How to treat an undergraduate interviewer in enterprise recruitment?

As an undergraduate, you can pass the resume screening stage, which shows that you have some characteristics that attract recruiters. In the interview process, the recruitment company pays more attention to these three aspects for reference:

0 1 reasons for leaving school

Although it has passed the compilation screening, when entering the interview, the interviewer will still pay attention to the real reason why the interviewer dropped out of the undergraduate course, so as to understand whether there is any problem with his personal conduct.

The most basic requirement for enterprises to recruit employees is the moral cultivation of candidates. This is the key item of "one-vote veto". If you can't meet this requirement, refusing the visa is non-negotiable. Now many drop out of school, some are in arrears with tuition fees, some are in conflict with teachers, and some are addicted to games and delay their studies.

However, it is a fact that you have dropped out of school. At this time, enterprises need to see the applicant's reflection on the matter of "suspension from school" and find its positive side.

02 people and posts match

Because education is a short board, the interviewer will focus on job skills. "Matching between people and posts" is the basic requirement of enterprise recruitment.

Recruitment companies pay attention to the personal ability level of candidates in actual task processing. They will use scene simulation to simulate a common problem in their work and let candidates solve it, so as to observe whether their work skills meet the job requirements.

In this link, the drop-out candidates need to perform better than other competitors in order to finally conquer the interviewer. Scenario simulation questions need candidates to prepare actively to make practice perfect.

03 personal requirements

After passing the job skills assessment, the interviewer will focus on the personal requirements of the candidate, including salary requirements and development requirements.

When it comes to salary requirements, the gap in academic qualifications is doomed to the change of post salary. The interviewer will adjust his salary by dropping out of school. At this time, candidates need to set an adjustable bottom line and decide whether to accept it according to the salary level of the industry they know in advance. Of course, you can go back and forth and get a compromise result.

When talking about personal requirements, candidates should not blindly give in, but give some room for compromise. The core appeal needs to be adhered to.

Understanding the reasons for leaving, checking the matching degree between people and posts, and understanding personal needs are the three easiest points for recruitment companies to pay attention to, and applicants need to pay more attention to them.

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