What preparations should I make before interviewing multinational companies?

To know whether the job content of this position matches your career development direction, it is best to ask relevant friends carefully, rather than hearsay. You know, all enterprises have a halo, and many of them are helpless and incredible behind the halo. Ask carefully and you will really understand. Understand the company, products, market share, core business scope and corporate culture in China. Remember, no senior human resources and business executive wants to see job seekers know nothing about their company. When they find that job seekers know everything about their products, customer base, market share and corporate culture, they will definitely smile. Access to this information includes recruitment consulting offices and the Internet. Understand the customer groups of the enterprise, including B2B, B2C and other detailed customer groups. The customer is God. No matter which company you join, customers are the foundation of the company's survival, and the company's profits come from their customers. If you can clearly understand the core customer base of the enterprise before the interview, no matter what position you apply for-sales, marketing, human resources, supply chain, research and development, customer service, legal affairs, you will have an extra guarantee of success, because these jobs are directly or indirectly related to customers. To understand the organizational structure, departmental structure, and possibly related departmental structure in the future, we can learn from the recruitment of consultants, acquaintances and friends, and the human resources department of the enterprise. For example, when the human resources department calls to invite you to an interview for a position, you should be modest and show your professionalism at that moment: "Oh, which department is vacant?" Or, "Where can I learn more? Can you send me the job description first so that I can understand your needs more clearly? " For this demand, the human resources department will not fail to cooperate. Understanding the company's expectations for this position is a question of sublimating the interview effect. In most vacant positions in the market, we can clearly see the expectations of enterprises for job seekers. Operational positions: R&D director, R&D general manager, technical developer, UI, Themo, EMC and other professional and technical positions. Supply chain: purchasing, purchasing, planning, demand planning, logistics, production and other customer services: call center sales and marketing: sales director, key account manager, marketing director, product marketing, marketing communication manager, marketing research manager, etc.

Law: Analysis by the Law Council: Basically, the above positions will have very clear expectations, because most of them belong to operational positions, but there are also some high-end positions. Job seekers must communicate clearly with the recruitment company or the enterprise itself. Indeed, many enterprises sometimes don't know what they expect. High-end management positions include: CEO of small and medium-sized enterprises, general manager of private enterprises, and senior managers of venture capital enterprises, such as directors and general managers. When you apply for some high-end positions, you must be clear: why do they want to recruit this position? Is this position newly established or looking for a replacement? This information is very important. If it is newly set, the enterprise must define the performance appraisal target. If the performance appraisal is not clear and the enterprise can't tell its own expectations clearly, then you'd better not accept this "challenge", which will be very hard to do then. If the company chooses a substitute, then you should know why the predecessor left, whether for personal reasons or for the company, so that you can have a chance to know more about the problems of the company. If the predecessor is incompetent, there is no need to ask; If the predecessor's ability is very strong, it means that the enterprise also has certain problems. Therefore, many enterprises still can't find suitable candidates for high-end positions after being vacant for half a year or even a year, because there are certain problems in their own organizational structure, expectations for candidates, evaluation or business model. If so, excellent candidates are reluctant to go. If it's not convenient to ask the boss for relevant information, try to understand him when communicating. If you can't read your future boss, your job may be difficult. I asked more than 50 high-end candidates the same question: The following is a summary of the side interviews conducted by more than 100 high-end professional managers. Most of their annual salaries are between 500,000 and10.5 million, and their industries involve high-tech industries, financial industries, energy industries and manufacturing industries, fast-moving consumer goods industries, media industries and retail industries.

"What do you expect from your boss when choosing a new career?" The answer is as follows: I hope I can communicate with him well, and his ability convinces me. He wants to appreciate me, support me and stay with me. I hope the boss has integrity and personality charm. Be responsible and courageous, and you'd better protect your subordinates. Be able to delegate power, don't do everything yourself. Tell me what I want to achieve. Just do it, don't supervise or follow? I, for one, have to be efficient and clear about my responsibilities. It is worth mentioning that most professional managers expect their line bosses to delegate power and give themselves enough space to develop their own careers, which accounts for about 45%. About 25% choose the personality charm and personality of straight male bosses; About 12% choose to be responsible and courageous; 9% choose to appreciate me and support me; Choose to do things efficiently, not the 9% with unclear responsibilities. Understand the mechanism of changing posts within the enterprise.

Whether an enterprise provides an internal post change mechanism is directly related to the candidate's future career development. Enterprises that pay more attention to cultivating talents have an internal post change mechanism, that is, if there are job vacancies within the enterprise, internal employees should be considered first. Employees may have no previous work experience in this field, but if their potential is great enough, they can apply. In this regard, Nokia, Motorola, Delphi, Shell, Procter & Gamble and other companies have done very well. You can learn about the human resource management of these enterprises.