How can graduates (interns) do well in answering difficult or inappropriate questions during job applications?

In interviews, what do you try?

Theoretically speaking, interviews can test any quality of candidates. However, since personnel selection methods have their own strengths and weaknesses, if you use your strengths and avoid weaknesses comprehensively, you will get twice the result with half the effort. Otherwise, you may get twice the result with half the effort. Therefore, in the practice of personnel selection, we do not use interviews to evaluate all the qualities of a person, but selectively use interviews to evaluate the content that it can best evaluate.

The main contents of the interview assessment are as follows:

1. Appearance and demeanor This refers to the candidate's body shape, appearance, complexion, clothing and behavior, mental state, etc. Positions such as national civil servants, teachers, public relations personnel, and corporate managers have higher requirements for appearance and demeanor. Research shows that people who are well-groomed, neatly dressed, and behave in a civilized manner generally behave in a regular manner, pay attention to self-discipline, and have a strong sense of responsibility.

2. Professional knowledge: Understand the depth and breadth of the candidate's professional knowledge, and whether the updated professional knowledge meets the requirements of the position to be hired, as a supplement to the professional knowledge written test. Interviews are more flexible and in-depth in examining professional knowledge. The questions asked are also closer to the need for expertise in the vacant positions.

3. Practical work experience. Generally, based on the candidate's resume or job registration form, some relevant questions will be asked. Inquire about the candidate's background and past work to supplement and confirm their practical experience. Through the understanding of work experience and practical experience, you can also examine the candidate's sense of responsibility, initiative, thinking, oral expression and ability to cope with problems. the rationality of the matter, etc.

4. Oral expression ability: Whether the candidate can smoothly express his thoughts, opinions, opinions or suggestions in language during the interview. The specific contents of the examination include: logic, accuracy, appeal, sound quality, timbre, volume, pitch, etc. of expression.

5. Comprehensive analysis ability: During the interview, whether the candidate can grasp the essence of the questions raised by the examiner through analysis, and be thorough, comprehensive and clear in reasoning.

6. Response ability and adaptability mainly depends on whether the candidate understands the questions asked by the examiner accurately, and the speed and accuracy of the answers. Whether the response to unexpected questions is tactful and appropriate. Whether the handling of unexpected events is appropriate and proper, etc.

7. Interpersonal skills During the interview, you can understand the candidate's personality by asking them which club activities they often participate in, what type of people they like to deal with, and the roles they play in various social situations. Interpersonal tendencies and skills in getting along with others.

8. Self-control ability and emotional stability Self-control ability is particularly important for national civil servants and many other types of staff (such as corporate managers). On the one hand, when faced with criticism and accusations from superiors, work pressure, or personal interests being impacted, you must be able to exercise restraint, tolerance, and rationality so that your work will not be affected by mood swings; on the other hand, you must have patience and tenacity in your work.

9. Work attitude: The first is to understand the candidate's attitude towards past study and work; the second is to understand the candidate's attitude towards the position he is currently applying for. People who were not serious about studying or working in the past, and did not care about what they did, whether they were good or bad, will hardly be able to be diligent, conscientious and responsible in their new jobs.

10. Self-motivated and enterprising people who are highly motivated and enterprising generally have career goals and work actively towards them. It manifests itself in striving to do a good job in existing work, not being content with the status quo, and often innovating in work. People who are not highly motivated are generally content with the status quo, doing nothing, not seeking merit but seeking no faults, and are not enthusiastic about anything.

11. Job hunting motivation: Understand why the candidate wants to work in this unit, what type of job he is most interested in, what he pursues in his work, and determine whether the position or working conditions provided by this unit can be met. its job requirements and expectations.

12. Amateur interests and hobbies: What sports do candidates like to engage in in their leisure time, what books do they like to read, what kind of TV programs do they like, what kind of hobbies do they have, etc. This can help you understand a person’s interests and hobbies. This is often helpful for post-employment work arrangements.

13. During the interview, the examiner will also introduce the situation and requirements of the unit and the proposed position to the candidate, discuss issues of concern to the candidate such as salary and benefits, and answer questions that the candidate may ask. Some other questions etc. "Life Times"

Seven key abilities that famous companies look for in interviews

Finding an ideal job is the biggest wish of college graduates, and entering those well-known universities Enterprise is the dream of most graduates. How to cope with interviews in these companies has become the topic of greatest concern to graduates.

Interviews at these famous companies often have certain procedures and are by no means done hastily. Therefore, you must be prepared to be able to "fail in a hundred battles". To obtain relevant information before the interview, the following methods are often used: 1. Make full use of interpersonal relationships and communicate with senior brothers and sisters who have entered the company in recent years to predict the direction of the interview questions; 2. Check the information of the company , deeply understand the corporate culture characteristics of the company, contact the current situation, and predict the test questions by yourself; 3. Use network resources to log in to the company's website to query relevant information and interview questions. Judging from the current situation, the most common and effective way is still to consult relevant information from previous graduates.

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

*Loyalty: When faced with job-hopping, companies tend to Pay attention to candidates’ perceptions of loyalty. In particular, some large state-owned enterprises pay more attention to the loyalty of their employees. In the recent recruitment of Konka Group, the interviewer asked the question "Please analyze which is more important to the company, professional skills or loyalty."

*Practical ability: While focusing on students' academic performance, many companies attach great importance to candidates' practical experience. For example, General Electric (China) Co., Ltd. (GE) stated that what they want to recruit is by no means a simple "learning machine". Internships, part-time jobs, and tutoring experience during school are all good opportunities to accumulate social experience, and these should be encouraged by the company. of attention.

*Teamwork spirit: Famous companies with large-scale operations often attach great importance to the teamwork spirit of their 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, it is equivalent to losing 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 applicants during interviews.

* Degree of recognition of corporate culture: During the recruitment process, companies often consider whether employees can recognize and adapt to the company's values ??and corporate culture, which will determine whether employees can serve the company well. . For example, during the recruitment process, SONY takes employees' ability to adapt to Japanese culture, especially Sony's corporate culture, as a key assessment content. General Electric Co., Ltd. also looks at whether students like and agree with GE's values ??during recruitment, namely "insisting on integrity, focusing on performance, and eager for change."

*Interpersonal skills and good communication skills: For example, SONY regards interpersonal communication skills as a key assessment content, while the manager of the human resources department of BearingPoint Management Consulting Co., Ltd. revealed that BearingPoint is very Pay attention to students' communication skills, because as future consultants, candidates must have the ability to communicate and coordinate with clients.

* Knowledge-seeking attitude and learning ability towards new knowledge and new abilities: A person in charge of an enterprise said that fresh graduates often do not have the ability to directly conduct business operations and basically have to undergo systematic training, so Learning ability and curiosity for knowledge should be the focus of examination. Many companies adhere to this principle.

General Electric's public relations director said that the company does not care much about the gap between fresh graduates and the company's requirements, because they are very confident in their training system. As long as they have a strong thirst for knowledge and learning ability, they will definitely stand out through systematic training. Therefore, in These two assessments are very critical during the interview. In addition, UTStarcom, L'Oreal, Ernst & Young... all stated that companies attach great importance to good learning abilities and a strong desire for knowledge.

As the competition in the workplace becomes increasingly fierce, interviewing has become a science, and new interview questions and interview methods are emerging one after another. Shanghai General Motors has introduced a new idea of ????scenario simulation interviews during interviews. That is, based on the positions that candidates may hold, a set of test items that are similar to the actual situation of the position are compiled, the testees are placed in a simulated and realistic working environment, and the testees are required to deal with various problems that may arise in order to This test tests the applicant's psychological quality and observes the applicant's leadership ability, leadership desire, organizational ability, initiative, verbal expression ability, self-confidence, communication ability, and interpersonal skills. Shanghai GM has also extended scenario simulation to the selection of technical workers, such as through gear assembly exercises to assess applicants' motor dexterity, quality awareness, operational orderliness and behavioral habits. Which one is better and which one is worse is clear.

If you want to work in a famous company to realize your own life value, the interview is a level that you must pass. Only by knowing yourself and your enemy can you be invincible. I believe that as long as you have a clear understanding and accurate positioning of yourself on the one hand, and on the other hand, If you have an in-depth understanding of the company's situation, you will surely stand out in the interview.

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In addition, details determine success or failure:

For job seekers, the most important point is details, especially for those who enter Job seekers during the interview session. Among the structured interview techniques, there is one called the "look, hear, ask and cut method", among which "look and hear" should be said to be of guiding significance to job seekers. Looking means that the interviewer should pay attention to the applicant's physique, face, and movements; hearing means that the interviewer should pay attention to the applicant's tone, speaking speed, and intonation. These are small details, and if job seekers notice them, they will undoubtedly add weight to their job search. If you keep tapping your toes when applying for a job, it means you are anxious or impatient; if you look left and right when talking and do not make eye contact with the interviewer, it means you do not trust yourself enough, are uneasy, or are lying. Many interviewers apply these behavioral psychology analyzes to the assessment of recruiters. These are also small details that are not usually noticed. So if you pay attention to every detail and do it well, then your advantages will be immediately apparent and winning your ideal position will be just around the corner.

Finally, I wish you success in applying!

101 interview skills:

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Sample interview questions Example:

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Recruitment interview skills (2):

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Unconventional interview recruitment methods:

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Collection of 58 recruitment cases of famous Chinese and foreign companies:

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