Know yourself and your enemy and have a smooth interview. How do famous Chinese and foreign companies interview job seekers?

As of the first half of XX, more than 270 of the world's top 500 companies announced by Fortune have entered China. With China's accession to the WTO, the pace of economic exchanges and cooperation between China and foreign countries will inevitably accelerate. It has become the wish of many white-collar workers to work in famous Chinese and foreign companies. The personnel quality of famous Chinese and foreign companies is world-class, and their interview and assessment methods are also trend-setting and have many classics in the world. As a job seeker, it is necessary to understand and be familiar with some interview assessment methods of famous Chinese and foreign companies to successfully pass the interview and realize your wishes. Only by knowing your enemy and yourself can you be victorious in every battle. So, how do famous Chinese and foreign companies interview candidates?

Microsoft: "Battle of Wheels", the more examiners you meet, the greater the hope of success

Microsoft interviews candidates, usually face-to-face, but sometimes over long distances. The phone goes across thousands of mountains and rivers and even the Pacific Ocean, and the examiner and the applicant are just sitting at both ends of the phone line. Each interviewer has to interview 5 to 8 people at Microsoft, and sometimes it may reach 10 people. Each examiner's interview is conducted in a one-to-one manner. The examiners are all experts in various fields. Everyone has a set of questions with different emphases. The list of questions is usually not discussed collectively, but there are 4 questions that the examiners are most concerned about: 1. Are you smart enough? 2. Do you have a passion for innovation? 3. Is there a team spirit? 4. What is your professional foundation?

When you get up and leave, each examiner will immediately send an email to the other examiners, explaining his appreciation, criticism, questions and evaluation of you. The evaluations are listed in 4 grades: 1. Strongly agree with the employment. 2. Agree with the employment. 3. Unable to hire. 4. Absolutely no hiring. You walk into the next examiner's office a few minutes later, unaware that he already knows everything about your previous performance. He said "Let's talk", but in fact he was aiming at "which pot should not be opened and which pot should be lifted". Therefore, a candidate who enters Microsoft Research will feel that he is climbing a peak, and there will be more difficulties as he goes further. Of course, there will be some people who have only experienced two or three examiners and declared it over without seeing the "dangerous peak" behind it, but that is not a good sign. Because these two or three examiners may be conveying the same sentence on the Internet: "This person is hopeless, don't waste any more time." ?Generally speaking, the more examiners you meet, the greater your hopes.

The following are some classic questions in Microsoft interviews:

Why are sewer lids round?

Please estimate how many gas stations there are in Beijing?

What should you do if you have a disagreement with your mentor?

You are given a very difficult problem, how would you solve it?

Two irregular ropes, each rope has a burning time of 1 hour. Please burn both ropes within 45 minutes.

For these questions, the examiner does not want to get the "correct" answer, but wants to see if the candidate can find the best way to solve the problem and see if they can think creatively about the problem.

Minsheng Bank: Focus on examining the savvy of job seekers

Minsheng Bank is a new thing in China’s financial reform. It was established only five years ago, but it has achieved remarkable results. The recruitment principle of Minsheng Bank is: Emphasis on diplomas, not just diplomas. ?Because in their view, academic qualifications can reflect a person's knowledge structure, but there is no way to consider his actual work ability. China Minsheng Bank found a tendency in the bank's recruitment examinations. People with good test scores are often limited in handling problems in actual work. Of course, this may not be a universal rule, but such problems do exist. Some people may have relatively low basic academic qualifications, but have strong adaptability and business development capabilities. Based on this, China Minsheng Bank attaches great importance to the understanding of candidates. This is mainly examined and judged through conversations, questions and other situational exchanges during the interview process. For example, they will set up some simulated situations and specific cases to ask candidates to provide solutions. Banking is a job of dealing with people, which requires strong understanding, reflection ability and potential.

Motorola: Pay attention to the examination of character and hope to hear different voices

The last step and the most important link for Motorola to screen candidates is the personal evaluation of the candidates. Character and professional ethics considerations.

Motorola attaches great importance to the conduct and professional ethics of its employees. If an applicant's conduct does not meet Motorola's requirements, no matter how good his professional background is and how high his work interest is, Motorola will not hire him. This is because Motorola attaches great importance to team spirit. A person with poor conduct will affect the cohesion and combat effectiveness of the team. No matter how strong his personal ability is, it cannot make up for the losses he causes to the company as a whole. Although it is difficult to quantify a person's character, Li Chongbiao, Director of Human Resources Department of Motorola Greater China, believes that during the interview process, a person's character can still be judged from many aspects. For example, his work experience, his views on some issues, his past relationships with clients and colleagues, and whether he should consider more about the company or his own gains and losses in the process of pursuing his own career development. For example, some When someone comes to an interview and asks him a question, he clearly doesn’t understand, but he pretends to understand. After being reminded once, he still pretends to understand and continues to talk nonsense. Such a person is a habitual liar at first sight. Some people will hide some problems in order to achieve a certain purpose. As long as they ask a little more questions, the flaws will soon be revealed.

Director Li said that during the interview, we had a positive attitude toward an applicant who bluntly pointed out that Motorola had certain problems. As the saying goes, the authorities are obsessed with it. We will inevitably have some problems in management and specific work. If the problems he points out do exist, we will accept them with an open mind, and our evaluation of him will also increase. We understand if the question he raises does not exist as he may not be familiar with the situation. As long as his approach to asking questions is creative, we will all evaluate him positively. Motorola really wants to hear different voices.

IKEA: Recruitment keywords are trust and honesty

From Nordic Sweden to spreading all over the world, IKEA has more than 170 branches on five continents and more than 30 countries. In XX, 55,000 IKEA employees generated a turnover of approximately US$10 billion. In the recruitment process of IKEA, sincerity is the most valued quality. Once an applicant is found to have cheated, he will be canceled immediately. ? Zhang Zhongmin, human resources manager of IKEA Beijing store, said that the most intolerable thing at IKEA is dishonesty. No matter how experienced or capable you are, you will not agree with each other if you have different opinions. Obviously, honesty is the most important thing for IKEA.

Corresponding to this is IKEA’s unconditional trust in people and things. What abilities do you have and to what extent? I believe whatever you say. Manager Zhang said this is basic mutual trust and respect. ,?But if you deliberately cheat, you won't get a second chance. ?Because the facts will speak for themselves. For example, IKEA has certain language proficiency requirements for applicants (ordinary sales staff do not have special requirements, but the working language of management is English) and computer operation requirements. However, during the interview, IKEA will not conduct face-to-face assessments, nor will Use CET-4 or CET-6 or TOEFL or GRE scores to measure. Because the truth will come soon? Whether you really have the work ability required by IKEA will soon be revealed in practice.

To apply for IKEA, as long as you meet the basic quality requirements, IKEA does not mind you having any degree or major (except for some specific professional and technical fields). The key is that you must be qualified for the job. During the interview, IKEA will set up some scenarios based on the position you are applying for, and judge whether you are suitable for this position based on your on-site reflection. In addition, during interviews, IKEA will use a personality aptitude test to understand which job position the applicant's personality and development potential are more suitable for.