Excuse me, master: how can I win an accounting interview? (applied for the position of accounting supervisor, but only worked as a commercial accountant)

Solutions to Eight Classic Questions in Interview

The article written more than half a year ago was published in other forums, and now I share it with you. If you have any immature opinions, please feel free to discuss and communicate with me.

One of the classic problems in job hunting: the response to frequent job hopping

For any company, the instability of employees is the biggest hidden danger, which not only leads to the increase of recruitment costs, but also undermines the continuity of work. Therefore, during the interview process, the company will also pay special attention to the job-hopping frequency of candidates.

However, I don't have too much disdain for people who change jobs frequently. Many jobs are not good or bad when applying. Just as the company has a so-called probation period for new employees, after the probation period, employees can re-select suitable positions because they are dissatisfied. Therefore, whether it is seeking stability or leaving an unsuitable environment as soon as possible, as long as there is no malice in itself, these are understandable.

However, the problem is that this frequent job-hopping has attracted the attention of new employers. Without a thorough understanding of the candidates, a resume that frequently changes jobs will inevitably leave a negative impression on the company. Therefore, how to make up for this problem in the interview is what this kind of job seeker needs to solve and face most.

My major is human resource management. From a professional point of view, general personnel expect candidates to prove to themselves that the company and position are their most suitable landing points. Especially because of some enterprises and corporate culture, companies especially like people who have a sense of belonging to the company.

Therefore, in the face of the interviewer's mention of your frequent job hopping, it is generally necessary to emphasize the following two points:

1. I admit that I had some difficulties in determining my career goals at first (my attitude impressed me, showing that I am easy to communicate, not the heartless person who likes to walk away as I imagined), but now I have made my career direction very clear (showing that I have positioned myself after several job-hopping, and I will not change jobs frequently in the future).

2. Explain that I left my previous position only because I found that I left to increase my responsibilities and broaden my experience (fully explaining that the present company is my real destination).

Of course, every company has its own strategy and thinking, and every recruiter has his own personality and thinking, so the above theory is only for reference, but in any case, we can't blame the previous job-hopping on the problems of the previous company or boss colleagues. Frequent job-hopping will give people a negative impression, but frequent job-hopping is not without opportunities to defend themselves. The key lies in how to explain it reasonably and let the other party move.

Here, I also hope that you who have frequently changed jobs before can learn some experience, find a job that suits you very well as soon as possible, and then work steadily.

The second classic problem of job hunting: the reason for leaving.

As we all know, for job-hoppers other than fresh graduates, the probability of this problem is almost 100%. Obviously, this is a very contradictory and difficult problem. From the perspective of job seekers, the reasons for leaving the job are nothing more than the following: lack of money, being far from home, no future, interpersonal crisis and so on. These are very objective and realistic questions, and we cannot deny this person for these reasons. But from the company's point of view, although the interviewer understands the grievances of the candidates, he is also worried that once the candidates are hired, they will treat their company in the same way one day. Therefore, the key to answering this question is to handle the contradiction between the two, not only to express reasonable reasons for leaving, but also to hide dissatisfaction with the previous position. So the classic answer mode is: I enjoyed my previous job (or got along well with everyone, or learned a lot, etc.). ), but I hope to develop better in this field, expand my new future and challenge myself (if it is cross-industry, I can say that I want to learn more knowledge or give play to my strengths in this new industry and so on. ).

Therefore, the key to answering this question is to highlight that you are "job hopping" rather than "leaving"; I am "for promotion", not "leaving my old company". That is to say, when the candidate meets this question in the interview, no matter how he answers it, he should show the interviewer that he chose a new company to seek more responsibilities, better development opportunities and greater challenges, which can objectively help the new company develop, rather than leaving just because he is disappointed with the current work situation. Answers that highlight this point can make candidates psychologically active in the interview. Of course, in order to maintain this concept, remember to avoid dissatisfaction and negative comments on previous work.

Of course, there is another situation. Some people do leave their jobs because of some passive circumstances, such as incompetence, and many people who have suffered salary cuts or layoffs in the recent financial crisis have to find another way out. Under the severe employment situation, these candidates are even willing to find jobs with lower level and lower salary than they are now. However, my advice is that even if it is really forced by the situation, don't show it easily in the interview. For an interviewer, if faced with a person who actively changes jobs or even demotes, his first impression is that he is not confident enough and unwilling to work hard, and he also doubts his ability to find opportunities in difficulties and his spirit of sticking to the end. At least, if it were me, I would think so. Although I know that such a candidate is full of helplessness, I just hope to have a stable job to support my family. So, what I want to say is that it is precisely because of finding a job as soon as possible that such candidates are more confident in the interview. If we were kicked out of our original company because of the financial crisis, we just created a broader career space for ourselves. Talents who can show such confidence in the interview are often the most valued by new companies, because any company hopes to recruit someone who can tide over the difficulties with the company and have the confidence to break through the difficulties.

The third classic problem of job hunting: talking about salary skills

This is a process that must be experienced from interview to employment. Even some companies have not decided whether to hire you or not, they will ask such questions: What is your expected salary? Take this as a reference, or an evaluation of people's character. Of course, it seems that there is no such problem if the salary provided by a company can satisfy the candidates, but in fact, how much a company can give the candidates and how much the candidates bid for themselves before they are officially hired is a psychological war.

Some people may say: although I have no relevant experience, I like this kind of work very much. If I can work in this field, how much salary can I reduce? Wait a minute. Although it may be true, I think most interviewers don't like people who laugh at themselves. Imagine if you, as a personnel, heard the candidate say during the interview: Your company is so handsome and this position is so wonderful. Give me a desk and a phone, and I don't care about anything else. Do you spit out overnight meals?

Therefore, my suggestion is to avoid salary problems as much as possible. Because of cost control, some companies have limited salary budget adjustment for a certain position due to hierarchical system. If you show your cards at the beginning and the two sides have a preliminary impression that they are not suitable for each other because of the difference in wages, then the next conversation will be stumbling. The "first cause effect" in psychology refers to the phenomenon that the information obtained at first is more influential than the information obtained later because of the formation of the first impression. So the first impression is extremely important. Therefore, the first thing to show the other party in the interview must be a good impression. If you show your advantages and the degree of conformity with this position, when the other party wants to hire yourself, they will definitely take the initiative to talk about salary again. Under the condition of avoiding talking about salary too early, the value of candidates may increase with the interview. In fact, in reality, there are many examples where the final salary is significantly higher than the initial salary offered by the company.

Of course, I have met some companies in my own job search, forcing you to answer such questions. So, what should we do if we can't avoid the salary problem? Applicants don't know how much the company can give. If you talk too much, you are afraid that the other person will feel arrogant, and if you talk too low, you are afraid that you will suffer. Then a better answer is not limited to a specific number, this range can be wider. For example: 3000-5000. The lower limit is the applicant's lowest bottom line, or slightly lower than the lowest bottom line (remember, it is slightly lower), and the upper limit is generally about 50% more than the lower limit.

Of course, sometimes some companies have offered wages that are not in line with the value of job seekers. However, it must be understood that salary is only a reference. Whether it is suitable for a job depends not only on the salary, but also on whether the job requirements match the experience of the job seeker. As long as the differences between the two sides' intentions are not too far, many companies are still willing to adjust their salaries for candidates.

Classic question 4: Do you have anything else to ask?

This is another common question at the end of an interview. I have participated in many interviews before, and I have had this idea myself. This question seems to say to the death row inmates before execution: Do you have any last words to explain? Indeed, for an applicant who attracts the company at a glance or whose value is fully affirmed in the interview, there are many such problems. The company won't ask such questions, or you will be fine if you answer no questions for the time being. However, most candidates are not the kind of people who can enter the other party's eyes in three minutes, and most candidates are on the way to the assessment of hiring or not hiring. Therefore, even if the interviewer doesn't mean to eliminate you, you should take this question at the end of the interview as the key last chance to speak. If this problem is handled properly, it will add luster to your interview and turn the tide. On the other hand, it will make the other party feel that you are indifferent to the company and position, or your thinking is not flexible enough. So, on the whole, please don't answer: there is nothing to ask.

So, what should I ask? This problem is really tricky without preparation. Generally speaking, the interviewer will explain some common problems such as company introduction and job introduction during the interview. However, you can't ask some abrupt questions directly, such as salary, welfare, paid vacation, etc. Again, ask questions around this company and let the other person feel your concern and concern for the company.

The following is the "last question" I summarized in previous interviews for your reference.

1. What are the main products of your company? What are the main areas involved? (Facing a wide variety of company products)

2. What is the development prospect of your company in China domestic market? (For foreign companies, especially those that have just entered the China market)

Who is the head office and investor of your company?

4. How many employees are there in your company now? How many offices or factories are there?

5. Does your company have any training plan for newcomers? What is this?

6. What is your company's development goal in the next few years?

7. What is the job content of this position and who will you report to?

8. What is the corporate culture of your company?

The above and so on, in fact, these are just references, and you can also summarize many questions yourself. In the end, just ask two or three questions and it will be safe. If you have done your homework before, you can discuss a problem with the other party and even put forward insightful opinions and suggestions, then it can be said to be perfect.