What is the interview after the interview?

Question 1: After the interview, you called me and asked me to come for an interview. Why? What should I pay attention to? Congratulations, you should be hired. If you are not interested in hiring, it is generally impossible to contact the company again after the interview, haha. Just show your attitude according to the interview conditions. Don’t be too nervous. If asked about the salary you want, I think every company has its own clear salary system. You just need to say that you are committed to learning and Just have an attitude of improvement and don't have high salary requirements. Regular companies will not mess around. Haha, I wish you success.

Question 2: After the interview, the interviewer said to wait for news, does that mean there is no hope? No.

This is what the interviewer told everyone.

After 5 days, you can call and ask

Relax and wish you success

Question 3: What will the signing communication after the interview mean? The main thing is to determine the content in the contract, such as: contract period, salary standards, job requirements, etc.!

Question 4: The last question of the interview: Do you have any questions? The interviewer's last question doesn't always have to be casual. You can also seize this opportunity. "That's all my questions, do you have any more questions?" At the end of the interview, the interviewer always ends with this question. But this last question, which seems to be mostly polite, is actually not as simple as it seems. Faced with this question, should the interviewer ask it or not? Advice from senior HR managers is that while this is not a required question, “no problem” is definitely not a good answer. During the interview process, the interviewer spends most of the time asking questions, and the "last question" is an excellent opportunity for the candidate to turn from passive to active. Saying "No problem" not only means giving up the opportunity, but it may also make the interviewer have a lower impression of you - in their view, job seekers who are not curious about the target position and company may not be very happy in the future. It’s hard to be a good employee. And if you seize this opportunity and ask for more ideas, it will undoubtedly add points to your job interview. For interviewers, this last question is not always a casual routine question. Of course, they will also have expectations for job applicants. This question is the most direct way to understand. From the perspective of human resources management, through the last question, the company can also examine the applicant's responsiveness and thinking style, as well as his understanding of the company and the target position. In addition, asking questions at the end can also convey an attitude to the job seeker, showing your importance and sincerity in this job opportunity. As for the preparations that job seekers should make, in addition to the mental issues that need to be solved in any situation and the need to be adaptable, they should try to fully understand the company and target position they are applying for before the interview, and ask the right questions. Of course, the last question is not the absolute basis for the final decision on the outcome of the interview, so don’t be too nervous. Moreover, the interview itself is a two-way selection process. We should not be mentally passive and weak from the beginning. No matter how urgent your job search mentality is, a neither humble nor arrogant attitude is always the first priority. Secondly, if you can objectively and comprehensively understand the company you are applying for and clarify the demand for talents for this target position, it will also help you position yourself more accurately in your career. Another situation is that sometimes this last question does not appear in the form of a question, but becomes an in-depth exchange between the job seeker and the interviewer, where they can discuss their understanding of the company's business and their future development plans. A good question can be something like this: "Generally speaking, better questions often involve the situation of the team the candidate will work with in the future, the working environment of the company, etc." Pu Jianping, Director of Human Resources of BASF China Co., Ltd., believes that these questions It is highly applicable and can reflect the applicant's understanding of the company. From the company's perspective, whether the interviewer can determine that the applicant is familiar with the company and the target position is also highly relevant to the applicant's future work. At the same time, if the job seeker knows the position itself very well and can ask about some of the projects currently being carried out by the company, he will be able to achieve better results.

In Pu Jianping's view, this often means that the job seeker is very clear about the current context of the company's operations, which can suddenly shorten the distance between him and the interviewer. In the eyes of the interviewer, he is no longer just an external applicant, but he cares about the company, knows what the company is doing, and has a strong intention to participate. If the company is completely unfamiliar to the applicant, it is likely that the interviewer will feel that the applicant is not considering the job very seriously during the interview process. "Generally speaking, if the applicant is really interested in the position, he will definitely come with questions. But the key is to see if the applicant really has questions. It doesn't necessarily have to be very detailed. There are many questions. "Don't ask these questions. "Do you think my performance is good?" Generally speaking, this is a common question among newcomers, but it is better not to ask this last question. Because such questions can easily reflect the interviewer's lack of confidence. And in this case, the interviewer usually doesn't give the job seeker a corresponding reply. Challenging or offensive questions Job seekers are usually divided into two types: active job seekers and passive job seekers. Passive job seekers often ask some challenging questions during the interview, and the more extreme ones will also ask some requirements. Pu Jianping believes that there are obvious differences in the mentality of the two types of job seekers, but to the interviewers, they actually treat the two types of job seekers equally during the interview. If the passive job seeker asks such a question in the last question Questions will naturally be deducted. Salary issue Unless the interviewer takes the initiative to discuss salary with you during the interview, it is better to wait until you pass the interview before discussing this issue. In...gt;gt;

Question 5: When the interviewer finally asks you if you have any questions when applying for a job, what should you generally ask? Ask about the company's training system and the room for development. These two questions are common to any interview, and these two questions give the recruiting unit the impression that you are studious and positive. Also don’t ask too many questions, just one or two.

Question 6: What else needs to be done after the interview? Only pay attention to the etiquette during the interview, but ignore the "work" after the interview. In fact, the end of the interview does not mean the completion of the application. The "work" after the interview often determines whether you can obtain valuable career opportunities. So "The interview does not end when you walk out of the employer's office. The key to success is to keep in touch with the recruiter after the interview." First of all, give the employer enough time to consider before taking the initiative to ask. If the interviewer clearly states the approximate time period for waiting for a response during the conversation, it is best to wait until this time has elapsed before contacting you. If the interviewer does not specify a specific waiting period, wait at least a week before contacting the interviewer. Under normal circumstances, after each interview, the recruiting supervisor will discuss and vote, and then send it to the personnel department for summary and final selection of candidates. This stage may take three to five days. Job seekers must wait patiently for news during this period and do not inquire about the interview results prematurely. When you contact the hiring manager, don't ask directly about the interview. Prepare some new information that he is also very concerned about to start the conversation. When contacting someone, don't repeat the reasons why you should be hired; that will make you appear vulnerable. 2. Send an E-mail In order to deepen the impression of the recruiter and increase the possibility of successful job application, it is best for job seekers to write an email to the recruiter to express their gratitude within two or three days after the interview. Thank him for the energy and time he spent on you and the various information he provided you. The letter should briefly discuss your interest in the company, your relevant experience, and the problems you can successfully help them solve. Thank you letters should be concise, preferably no longer than one page. The thank you letter should begin with mentioning your name, brief information, and the time of the interview, and expressing your gratitude to the recruiter. The middle part of the thank you letter should reiterate your interest in the company and the position you are applying for, and add some new content that is useful for a successful job search. The end of the thank you letter can express your confidence in yourself and your determination to contribute to the development and growth of the company.

If the employer expresses its strong desire to hire you but has yet to give you a formal offer notice, you can send a letter telling you that you really want to be hired, but if the employer is still undecided, you plan to look for other opportunities. 3. Keep in touch and strive for opportunities If you don’t receive any response within two weeks, you can call the interviewer and ask him, "Has a decision been made?" This phone call can express your interest and enthusiasm. You can also hear in his tone whether you have hope or not. Even if you don't get hired, experts suggest it's best to stay in touch with your interviewer as this is an important part of building a lasting connection. You can ask him whether the company has short-term projects to do. If you can do a 6-month project in the company, it will be much more useful than a resume.

Question 7: At the end of the interview, the interviewer asked: Do you have any questions? Before the interview ends, most examiners will ask questions to the job seekers. The most common one is: Do you have any questions or questions that you want to raise? Regardless of whether the job seeker has asked the question, in fact, the real meaning behind this question is usually used by the examiner to test your ambition, determination and enthusiasm for the job.

Therefore, if you are afraid of asking inappropriate questions, or do not know where to start, or even answer that you have no questions, it is likely that the examiner will think that you are not interested in the job. , determination is not strong enough.

On the contrary, job seekers should be more active and proactive in taking advantage of the last stage of the interview and ask timely questions. This will not only help the examiner deepen their impression of you, but you can also take advantage of the opportunity. This is an opportunity to learn more about the company's background and corporate culture and whether it is suitable for you.

The most important thing is that if you can ask good questions during the interview, your chances of admission will be greatly improved. So, no matter what, before going to the interview, remember these 10 questions to ask the examiner so that you can ask them when the time comes.

1. What is your company’s work content and expected goals for this position? Are there any parts I can work on?

2. Does your company have formal or informal education and training?

3. What is the promotion channel in your company?

4. Your company has diversified operations and has branches at home and abroad. Are there any opportunities for assignment or rotation in the future?

5. What is your company’s biggest niche point that can surpass its peers?

6. In terms of project execution division, are there senior personnel who can lead newcomers and give them opportunities to perform?

7. In the teamwork that your company emphasizes, what are the qualities and characteristics of other members?

8. Does your company encourage on-the-job learning? What are the subsidies for on-the-job training?

9. What are your company’s personnel regulations and practices?

10. Can you introduce the working environment to me, or is there an opportunity to visit your company?

As for issues such as salary, annual leave days, year-end bonus, welfare measures and other issues, the examiners of some companies will directly ask the job seekers during the interview. If the other party does not mention it, it is not suitable for newcomers to the society to mention it when looking for their first job, unless you have the conditions that the other party has to admit you.

Question 8: What is the offer issued after the interview? The full name is offerletter, which is interpreted in Chinese as offer letter and admission notice. The so-called offerletter does not yet have a unified name. Some people call it "admission notice", some call it "acceptance letter", and some call it "offer letter". In the past, it was usually a letter in a similar format sent by a foreign company or foreign school to express their willingness to be hired. Later, many people received an "offerletter" from the company, a phone call, etc., and were notified by the company that they passed the interview. If you can be hired, you can say that you have received an offer, and the only companies that actually send offer letters are very formal large companies.

Question 9: In a re-examination interview, what are the general questions? A re-examination is usually an interview with a higher-level manager. The specific content also depends on what questions were asked in your initial test and who participated.

If the initial examination is just for personnel, then the re-examination will have department managers asking some professional questions.

If the opposite is true (which is the case in our company), and the department manager asked you some professional questions in the first interview, then the re-examination will be when HR will discuss specific remuneration issues with you.

If the re-examination is for a general manager level person, it will generally be related to higher-level issues such as company development. It may be possible for you to answer in English.

In short, my experience is that don’t be nervous and just say what you know. As long as you meet the basic requirements, you will generally pass. You must be confident!

Good Luck!

Question 10: After the interview, the examiner said "we will continue to follow up later". What does it mean? Will you consider it?