How do multinational companies interview candidates?

How do multinational companies interview candidates?

How do multinational companies interview candidates? Interview is a very important link in the process of job hunting. Each enterprise has different performance in the interview, so the candidates should improvise in the interview. How do multinational companies interview candidates?

How do multinational companies interview candidates 1 shell: don't ask about majors.

The company will give the job seeker a case to see if the job seeker can find out the main contradiction from countless contacts and see the potential opportunities and threats; How sensitive to details; Is it possible to draw inferences from others and be far-sighted?

In a higher-level interview, the test will be more detailed and comprehensive, but it still has nothing to do with what the job seeker has learned. The main test direction is the creativity, work passion and anti-frustration ability of job seekers.

Sony: Unpredictable

Sony interviews sometimes take less than 10 minutes, and five or six job seekers attend at the same time; Sometimes it's complicated: you may meet job seekers three or four times in half a month, and the interviewer often changes and asks many questions unrelated to work. When it's time to eat, the interviewer will invite you to the restaurant for lunch like an old friend, and chat and gossip.

The former is often used to interview marketers, testing their expressiveness and "resistance" in front of the public; The latter is generally used in demanding positions or positions with a certain level. Through multi-angle contact and understanding, and creating a relaxed communication environment, the two sides can get more information from it, establish a certain degree of trust and mutual affection, and lay a good foundation for the accuracy of judgment and future cooperation.

Microsoft: But be smart.

Microsoft candidates will face six rounds of interviews without interruption. If two examiners say "no" to the candidates during the interview, the candidates will be eliminated, and only a few lucky people can open the door of the last examiner's office to be successful.

The key to success lies in whether the candidate is smart enough. For example, give you four numbers "3, 3, 8 and 8" to see if you can get 24 by adding, subtracting, multiplying and dividing in the shortest time.

L 'Oreal: Field Test

L 'Oré al will not take full preparation as the main factor to give candidates extra points. For example, personal image, as long as there is no negative impact on future work. For some positions that require strong professional knowledge and skills, L 'Oreal will arrange some on-site tests. For example, if the applicant needs to know computer operation, the examiner will arrange some instant tests to see if the applicant knows how to use some software. If the position requires high foreign language ability, the examiner will arrange some translation tests for the candidates.

Mitsui: My humble opinion.

Mitsui's interview has no fixed questions or fixed forms. There will be different interview processes for different applicants. During the interview, Mitsui will focus on the external temperament and memory quality of the candidate. The investigation of external temperament is mainly through observation to see what clothes the candidate wears, what hairstyle he keeps, the posture of walking, how to greet the interviewer, how to pick up and drop off documents, how to treat other staff present and so on. Candidates may have inadvertently completed these actions, and the company's investigation was completed in the process.

IBM: Attention to detail

In an interview with IBM, the first people who are rejected may be those who dress and behave inappropriately, such as those who wear slippers and jeans, those who swear or those who are confused and have no ideas. A basic principle is that examiners want people who come to IBM to be enterprising, enthusiastic and have a positive attitude towards things. Secondly, we should have team spirit and be able to cooperate with peers, rather than fighting for our own small group. Generally speaking, such people can do well in enterprises.

HP: Scenario Simulation

HP interviews sometimes use scenario simulations. For example, a sales department recruits people, and HP hopes that this person is more active and enterprising, not very introverted. In order to carry out this test, HP will give candidates a topic, let them discuss in groups, and see how everyone behaves during this discussion as a reference.

Siemens: structured interview

Siemens Germany has a global human resources question bank. Interview for more than an hour, what to test in the first 5 minutes, what to test in the last 10 minutes, very strict, and finally come to a conclusion. Siemens calls it a structured interview. Of course, the interview includes more than these aspects, because the interview is very strict and will include several parts. At first, it may be a process of mutual understanding, and candidates should have a brief self-introduction.

How do multinational companies interview candidates? How should the interviewer interview the applicant?

First, chat

The interviewer will talk about the job position for three minutes.

Why does the interviewer use the form of chatting? Before the candidate is formally hired, he and the interviewer are not subordinate, but a reciprocal relationship of mutual choice, not a relationship of who asks for whom. Talking is different from talking. Chatting is an informal communication between two or more people. Chatting is carried out in a small relaxed atmosphere. Chatting is natural, so that candidates can relax and play their normal level. If you don't have to chat and be serious, it will make candidates feel particularly uncomfortable and it is not easy to play their normal level.

Second, talk.

The time for giving a speech to candidates is also three minutes.

Why don't candidates talk? Because, although the interviewer uses the form of chatting, the candidates are usually talking when expressing their opinions, which is caused by the unequal psychological state of the candidates and the interviewer and the asymmetric information. Applicants are generally eager to show their talents and qualities suitable for this job, and are in a state of expressing their psychology. It is impossible to talk calmly, so they can only talk and even make speeches. If the candidate can chat with the interviewer easily, it means that the psychological quality of the candidate is particularly good, or the psychological advantage is particularly obvious. This is generally a senior professional manager who has been in the workplace for a long time.

If there is no easy chat with the interviewer in the early stage, the candidate doesn't know what to say. Only by chatting at the beginning can candidates actively start thinking about the content of the position they want to apply for, get rid of their vigilance, break the prepared lines and show their wisdom and talent in all aspects. This speech of the applicant is the most critical part in the application process, because as an interviewer, we can see the basic connotation of the applicant, not only the applicant's work experience and related industry experience and resource background, but more importantly, we can understand the applicant's total knowledge, thinking width, speed, depth and accuracy, language organization ability, logical ability, generalization ability, simplification ability and adaptability, which are difficult to reflect in the applicant's resume or even in the written test. Even if you know the interviewer's experience, qualifications and background when you look at his resume in the early stage, watching him write and listening to him are completely different test angles. Experienced interviewers will basically have a clear view based on the applicant's three-minute statement-the degree of relevance between the applicant and the position applied for, and the close judgment of the ability and competence of the position applied for.

When the applicant makes a three-minute presentation, the interviewer should listen carefully and give encouragement and affirmation with a smile from time to time. Remember not to interrupt the candidate's statement easily. It is unnecessary for the interviewer to consider interrupting the candidate's statement to examine his resilience after being frustrated, but the interruption effect at this time is not good. First, the theme stated by the applicant will be lost; The second is to extend the interview time, which will affect other interviewers behind, resulting in the delay and waste of the overall interview time.

Third, ask

When the interviewer asks questions, he should ask the key contents and contradictions, which should be both rigid and flexible.

There are three main questions: ask the interviewer some questions that he should know, but they are not described in the resume, written test and three-minute statement; Asking about the contradiction in the applicant's statement or the contradiction between the statement and resume; Ask the facts stated by the applicant and the contents reflected in the resume that are not suitable for the position.

The tone and way of asking questions should also vary from person to person. For straightforward and cheerful candidates, you can ask questions more quickly and directly. For introverted candidates, you can be more tactful, but in any case, don't hurt the candidates or teach them a lesson. If there is enough time, we can exchange some views and opinions in the form of discussion. But no matter how you ask, you must ask the right point, there is rigidity in softness and straightness in music. Only by asking questions about contradictions can we really play the role of asking questions. Through the interviewer's questions, one is to supplement the key information that needs to be understood, and the other is to see the adaptability and integrity of the candidate in contradiction.

Fourth, answer

In the recruitment process, candidates will take the initiative to ask the interviewer questions after answering the interviewer's questions, and the questions that candidates usually ask are related to salary, vacation mode, work and rest time, business process, position relationship, company background and relationship with competitors. In the face of the candidate's rhetorical question, the interviewer should answer realistically, but the answer should be artistic.

The total time for interviewers and candidates to ask questions and answer each other is less than four minutes. After a long time, it becomes a conversation and discussion.

To sum up, the total time for interviewing an applicant is 10 minutes. Too little time, the interview will not be effective, too long time will not only increase the interview cost, but also reduce the interview effect. Of course, for obviously unsuitable candidates, you can end the interview in just five minutes, but you should end it politely.