Mobile salesperson interview

Theoretically speaking, an interview can evaluate any quality of a candidate. However, due to the advantages and disadvantages of personnel selection methods, comprehensive utilization of advantages and disadvantages will get twice the result with half the effort, otherwise it is likely to get twice the result with half the effort. Therefore, in the practice of personnel selection, we don't use interviews to evaluate all the qualities of a person, but selectively use interviews to evaluate what it can evaluate best.

The main contents of interview evaluation are as follows:

1, appearance and behavior This refers to the applicant's body shape, appearance, skin color, clothing and behavior, mental state, etc. National civil servants, teachers, public relations personnel, business managers and other positions. There are high requirements for appearance and manners. Research shows that people with dignified appearance, neat clothes and civilized manners generally work regularly, pay attention to self-discipline and have a strong sense of responsibility.

2, professional knowledge to understand the depth and breadth of candidates' professional knowledge, whether their professional knowledge update meets the requirements of the position to be hired, as a supplement to the written test of professional knowledge. The interview is more flexible and in-depth in examining professional knowledge. The questions asked are also closer to the demand for professional knowledge in vacant positions.

3. Work experience generally refers to consulting the candidate's resume or work registration form and asking some related questions. Ask candidates about their background and past work to supplement and confirm their practical experience. Through the understanding of work experience and practical experience, we can also examine the examinee's sense of responsibility, initiative, thinking ability, oral expression ability and rational situation when something happens.

4. Oral expression ability Whether the candidate can express his thoughts, opinions, opinions or suggestions smoothly in the interview. The specific contents of the survey include: logic, accuracy, appeal, sound quality, timbre, volume, tone and so on.

5. In the interview of comprehensive analysis ability, can candidates grasp the essence of the questions raised by the examiner through analysis, so as to be thorough in reasoning, comprehensive in analysis and clear in organization?

6. The ability of reaction and coping mainly depends on whether the examinee accurately understands the questions obtained by the examiner and the rapidity and accuracy of the answers. Whether the response to sudden problems is witty and agile, and whether the answers are appropriate. Whether the accident is handled properly, properly, etc.

7. Interpersonal skills In the interview, by asking the applicant which club activities he often participates in, what kind of people he likes to deal with, and what role he plays in various social occasions, he can understand the candidate's interpersonal tendency and skills in getting along with others.

8. Self-control ability and emotional stability self-control ability are particularly important for national civil servants and many other types of staff (such as managers of enterprises). On the one hand, I can be restrained, tolerant and rational when I encounter criticism from my superiors, work pressure or personal interests, so that my work will not be affected by emotional fluctuations; On the other hand, work should be patient and persevering.

9. Work attitude: First, understand the candidates' attitude towards their past study and work; The second is to understand his attitude towards the position he is applying for. In the past, people who didn't study or work seriously, didn't care about what they did, and did well or badly could hardly be diligent and responsible in their new jobs.

10, self-motivated, enterprising, enterprising people generally set a career goal and work hard for it. It is manifested in efforts to do the existing work well, not satisfied with the status quo, and there are often innovations in the work. People who are not self-motivated are generally content with the status quo, doing nothing, not seeking success, but seeking nothing, and are not enthusiastic about anything.

1 1. Job-hunting motivation Understand why the applicant wants to work in this unit, what kind of job he is most interested in, what he pursues in his work, and judge whether the position or working conditions provided by this unit can meet his job requirements and expectations.

12, hobbies What sports do candidates like to play in their spare time, what books they like to read, what TV programs they like to watch, and what hobbies they have. Let them know about a person's hobbies, which is often beneficial to the job arrangement after employment.

13. During the interview, the examiner will also introduce the situation and requirements of the unit and the position to be hired to the candidates, discuss the issues that the candidates care about, such as salary and benefits, and answer other questions that the candidates may ask.

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Interview Skills-Answering Classic Interview Questions

During the interview, the interviewer will ask the candidate questions, and the candidate's answer will become an important basis for the interviewer to consider whether to admit him. For candidates, it is very important to understand the "tricky" behind these problems. This paper sorts out some typical questions that often appear in the interview, and gives the corresponding answering ideas and reference answers. Readers don't need to care too much about the details of the analysis. The key is to "realize" the law of interview and the way of thinking in answering questions from these analyses, so as to "apply what you have learned".

Question 1: "Please introduce yourself"

Thinking: 1, which is a required question in the interview. 2. The introduction content should be consistent with the resume. 3. Try to be colloquial in expression. 4. Go straight to the subject and don't say irrelevant and useless content. 5. The organization should be clear and the level should be clear. 6. It is best to recite it in the form of words in advance.

Question 2: "Talk about your family"

Thinking: 1, the situation plays a certain role in understanding the personality, concept and mentality of the candidate, which is also the main reason why the recruiting unit asks this question. 2. Briefly list the family population. 3. Warm and harmonious family atmosphere should be emphasized. It should be emphasized that parents attach importance to their education. It is appropriate to emphasize the good condition of each family member. It is appropriate to emphasize the support of family members for their work. 7. You should emphasize your sense of responsibility for your family.

Question 3: "Do you have any hobbies?"

Thinking: 1. Hobbies can reflect the personality, thoughts and mentality of candidates to a certain extent, which is also the main reason why employers ask this question. It's best not to say that you have no hobbies. Don't say that you have those vulgar and unpleasant hobbies. 4. It is best not to say that it is limited to reading, listening to music and surfing the Internet, otherwise the interviewer may suspect that the candidate is withdrawn. It is best to have some outdoor hobbies to "embellish" your image.

Question 4: "Who do you admire most?"

Thinking: 1. The person you admire most can reflect the personality, concept and mentality of the candidate to a certain extent, which is also the main reason why the interviewer asks this question. 2. It is inappropriate to say that you don't worship anyone. It is inappropriate to worship yourself. It is inappropriate to worship an imaginary or unknown person. It is inappropriate to worship a person who obviously has a negative image. 6. Everyone you admire is best related to the job you are applying for. 7. It's best to say what qualities and thoughts of people you admire have infected and inspired yourself.

Question 5: "What is your motto?"

Thinking: 1. Motto can reflect the personality, concept and mentality of the candidate to a certain extent, which is the main reason why the interviewer asks this question. 2, it is not appropriate to say those aphorisms that doctors cause bad associations. It's inappropriate to say those too abstract aphorisms. 4. maxims should not be said too long. 5. Motto should best reflect some of your excellent qualities. 6. Refer to the answer-"Just find ways for success, not excuses for failure"

Question 6: "Talk about your shortcomings"

Thinking: 1, it is not appropriate to say that you have no shortcomings. It is not appropriate to describe those obvious advantages as shortcomings. 3. It is not appropriate to say that there are shortcomings that seriously affect the job application. It is not appropriate to say that people are uneasy and uncomfortable. You can say some shortcomings that are "irrelevant" to the job you are applying for, even some shortcomings that look like shortcomings from the work point of view but are advantages.

Question 7: "Tell me about a failure"

Thinking: 1, it is not appropriate to say that you have no experience of failure. It is inappropriate to describe these obvious successes as failures. It is inappropriate to tell the failure experience that seriously affects your job application. The result of your experience should be failure. It should be noted that I was confident and tried my best before I failed. 6. Explain that failure is only caused by external objective reasons. 7. After my failure, I quickly pulled myself together and faced my future work with more enthusiasm.

Question 8: "Why did you choose our company?"

Thinking: 1. The interviewer tries to understand your motivation, desire and attitude towards this job. 2. It is suggested to answer from three angles: industry, enterprise and post. 3. Reference answer-"I am very optimistic about your industry. I think your company attaches great importance to talents and this job suits me very well. I believe I can do it well. "

Question 9: "What are the foreseeable difficulties in this job?"

Thinking: 1, it is not appropriate to directly state specific difficulties, otherwise the other party may suspect that the applicant is not good. 2. You can try circuitous tactics and tell the candidates their attitude towards difficulties-"It is normal and inevitable that some difficulties appear in your work, but as long as you have perseverance, a good spirit of cooperation and make full and careful preparations in advance, any difficulties can be overcome."

Question 10: "How will you work if I hire you?"

Thinking: 1. If the applicant doesn't know enough about the position he is applying for, it's best not to directly tell the specific way to carry out the work. 2. You can try to answer with roundabout tactics, such as "first listen to the instructions and requirements of the leader, then get familiar with the relevant situation, then make a short-term work plan and report it to the leader for approval, and finally carry out the work as planned."

Question 1 1: "What will you do if you disagree with your superiors?"

Thinking: 1. Generally, you can answer "I will give my superiors the necessary explanations and reminders." In this case, I will obey the opinions of my superiors. " 2. If you are interviewed by the general manager, and there is another manager in the position you are applying for, and this manager is not present at that time, you can answer like this: "For non-principled issues, I will obey the opinions of my superiors, and for major issues involving the interests of the company, I hope to reflect them to my superiors."

Question 12: "Why should we hire you?"

Thinking: 1, the applicant had better answer from the perspective of the recruiting unit. 2. Recruiting units will generally employ candidates who are basically qualified, interested in this * * * group and have enough confidence. 3, such as "I meet the recruitment requirements of your company, with my current skills, high sense of responsibility and good adaptability and learning ability, I am fully qualified for this job. I really hope to serve your company. If your company gives me this opportunity, I will definitely become the pillar of your company! "

Question 13: "What can you do for us?"

Thinking: 1, basically "do what you like". 2. Before answering this question, the applicant had better "pre-empt" and understand the role that the employer expects this position to play. Applicants can answer this question according to their own understanding and their own advantages in the professional field.

Question 14: "You are a fresh graduate with insufficient experience. How can you be qualified for this job? "

Thinking: 1. If the recruiting unit asks this question to the fresh graduates, it means that the recruiting unit doesn't really care about "experience", and the key depends on how the candidates answer. The answer to this question should best reflect the applicant's sincerity, wit, courage and dedication. For example, "as a fresh graduate, I really lack work experience, so I have been taking advantage of various opportunities to do part-time jobs in this industry during my study." I also found that practical work is far richer and more complicated than books. But I have a strong sense of responsibility, adaptability and learning ability, and I am diligent, so I can successfully complete all the work in my part-time job, and I also benefit a lot from the experience I have gained from it. Please rest assured that my school study and part-time work experience make me qualified for this position. "

Question 15: "What kind of boss do you want to work with?"

Thinking: 1, through the applicant's "hope" for the superior, we can judge the applicant's consciousness of self-demand, which is both a trap and a last chance. It's best to avoid the specific hope for the superior and talk more about your own requirements. 3. For example, "As a newcomer, I should ask myself to be familiar with and adapt to the environment as soon as possible, instead of having any requirements for the environment, as long as I can give full play to my special skills."

Question 16: "What was the reason for your leaving your previous company?"

Thinking: 1. The most important thing is that the applicant should convince the recruiting unit that the "reason for leaving" of the applicant in the previous unit does not exist in this recruiting unit. 2. Avoid writing "reasons for leaving" too detailed and specific. Don't mix negative subjective feelings, such as "too lucky", "complicated interpersonal relationship", "too chaotic management", "the company doesn't attach importance to talents" and "the company refuses our employees". 4, but can't dodge or avoid, such as "I want to change the environment" and "personal reasons". 5, can't involve their negative personality characteristics, such as dishonesty, laziness, lack of responsibility, not easy-going, etc. 6. Try to make the reasons explained add luster to the applicant's personal image. I resigned because the company went bankrupt. I have worked in the company for more than three years and have deep feelings. Since last year, the company's situation has gone from bad to worse due to the sudden change of market situation. I feel sorry for this step, but I still have to face the monitor and find the stage to play my ability again. "There is not only one answer to the same interview question, and the same answer is not valid in any interview situation. The key is that after the applicant has mastered the rules, he should grasp the specific situation of the interview, consciously try to figure out the psychological background of the interviewer's questions, and then appeal to his own preferences.

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Seven Key Abilities of Interview for Famous Enterprises

Finding an ideal job is the greatest wish of college graduates, and entering those well-known large enterprises is the dream of the majority of graduates. How to deal with the interviews of these enterprises has become the most concerned topic for graduates.

The interviews of these famous enterprises often have certain procedures, which are by no means hasty. Therefore, we must be prepared to be invincible. In order to obtain relevant information before the interview, several methods are often used: 1. Make full use of interpersonal relationships, communicate with brothers and sisters who have entered the company in recent years, and predict the direction of interview topics; 2. Inquire about the information of the enterprise, deeply understand the corporate culture characteristics of the enterprise, contact the current situation and predict the examination questions by yourself; 3. Use network resources, log on to the corporate website, and inquire about relevant information and interview topics. Judging from the current situation, the most common and effective way is to expect graduates to consult relevant information.

Interview questions are often closely related to the corporate culture and key concerns of each company. We can make the following summary:

* Loyalty: Faced with job-hopping, enterprises tend to attach importance to students' views on loyalty. In particular, some large state-owned enterprises pay more attention to employee loyalty. In a recent recruitment of Konka Group, the interviewer asked the question "Please analyze which is more important to the enterprise, professional skills or loyalty".

* Practical ability: While paying attention to students' academic performance, a considerable number of enterprises attach great importance to the practical experience of candidates. For example, General Electric (China) Co., Ltd. (GE) said that what they want to recruit is not a simple "learning machine". Internship, part-time job and tutor experience during school are all good opportunities to accumulate social experience and should be valued by enterprises.

* Team spirit: Large-scale well-known enterprises often attach great importance to the team spirit of employees. For example, the relevant person in charge of the human resources department of Lenovo Group said that the company especially welcomes candidates with teamwork spirit.

* Innovative spirit: For large enterprises, without continuous innovation, they lose their vitality. Therefore, it is also important to examine whether candidates have innovative spirit. For example, Lenovo Group attaches great importance to the innovative spirit and ability of candidates in the interview.

* Degree of recognition of corporate culture: In the recruitment process, enterprises often consider whether employees can recognize and adapt to corporate values and corporate culture, which will determine whether employees can serve the enterprise well. Sony, for example, takes whether employees can adapt to Japanese culture, especially Sony's corporate culture, as the key assessment content in the recruitment process. In the recruitment of General Electric Co., Ltd., it is also necessary to see whether students like and agree with GE's values, that is, "adhere to integrity, pay attention to performance, and are eager to change"

* Interpersonal communication skills and good communication skills: For example, Sony takes interpersonal communication skills as the key assessment content, and the human resources manager of Bi Bo Management Consulting Co., Ltd. revealed that Bi Bo attaches great importance to students' communication skills in the recruitment process, because as a future consultant, candidates must have the ability to communicate and coordinate with customers.

* Attitude and learning ability towards new knowledge and new ability: A person in charge of an enterprise said that recent graduates often do not have the ability to directly conduct business operations, and basically all have to undergo systematic training, so learning ability and thirst for knowledge should be the focus of investigation. Many enterprises adhere to this principle. General Electric's public relations director said that the company didn't care much about the gap between the fresh graduates and the company's requirements, because they were very confident in their training system. As long as you have a strong thirst for knowledge and learning ability, you will stand out through systematic training, so these two assessments are very important in the interview. In addition, UT Starcom, L 'Oreal, Ernst & Young ... all say that enterprises attach great importance to whether they have good learning ability and strong thirst for knowledge.

With the increasingly fierce competition in the workplace, interview has become a science, and new interview topics and interview methods emerge one after another. In the interview, Shanghai GM introduced a new idea of situational interview, that is, according to the possible position of the candidate, a set of test items similar to the actual situation of the position was compiled, and the subjects were arranged in a simulated real working environment, asking them to deal with various possible problems, so as to test their psychological quality and observe the leadership ability of the candidate. Shanghai GM also extends scenario simulation to the selection of skilled workers, such as evaluating the agility, quality awareness, operation order and behavior habits of candidates through gear assembly exercises. Which is better or worse, obviously.

If you want to work in a famous enterprise, in order to realize your life value, interview is a hurdle you must pass, so that you can know yourself and know yourself. I believe that as long as you have a clear understanding and accurate positioning of yourself and a deep understanding of the situation of the enterprise, you will definitely stand out in the interview.

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In addition, the details determine success or failure:

For job seekers, the most important thing is the details, especially those who enter the interview. Among structured interview techniques, there is a method called "look, smell and ask", among which "look, smell and ask" should be said to be instructive to job seekers. Looking forward means that the interviewer should pay attention to the applicant's physique, face shape and movements; Smell means that the interviewer should pay attention to the tone, speed and intonation of the candidate. These are small details, and if job seekers notice them, they will undoubtedly add weight to their job search. If you keep tiptoeing when applying for a job, it means you are anxious or impatient; When you talk, look around and don't look at the interviewer, which means that you don't trust yourself enough, are uneasy or are lying. These behavioral psychological analyses are applied by many interviewers to the assessment of recruiters, and they are also small details that are not usually noticed. So if you pay attention to all the details and do well, then your advantages will be highlighted and you will win the ideal position just around the corner.

Finally, I wish you a successful application!