Constructor Interview Frequently Asked Questions

Frequently Asked Questions about Construction Engineer Interviews

The interview provides the company and the applicant with an opportunity for two-way communication, allowing the company and the applicant to understand each other, so that both parties can be more accurate Make the decision to hire or not to be employed. Below are the common construction worker interview questions I compiled. Let’s take a look.

Common interview questions for construction workers:

1. Regulations on the anchorage length of steel bars.

2. The starting height of the beam formwork.

3. Is there anything special to pay attention to in concrete road construction?

4. Basis for calculation of water consumption at construction site.

5. What causes cracks in exterior walls?

6. What material pre-control measures do you know?

7. Tell me about you What kind of work experience have you been engaged in before?

8. What are the procedures for civil engineering/decoration construction?

9. Give you a case, how would you do construction deployment? < /p>

10. There is construction work at a construction site at night, and the noise produced affects the rest of nearby residents. Residents have repeatedly negotiated with the construction site to no avail. What should I do?

Things to note when interviewing construction workers

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1. The language should be expressed clearly. Construction workers often have to communicate with management and construction workers, and language expression has become an important factor in whether they can carry out the work smoothly. You don’t need to have fancy words, but you must let the listener know clearly what you want to say.

2. Professional vocabulary must be in place. During the interview, the interviewer will not ask too advanced questions. Generally, it is basic content related to practical work. But the more common the problem is, the more vigilant it is. The use of professional vocabulary must be accurate and do not appear to be pretentious, otherwise, the consequences will be disastrous.

3. Show stability and patience. The work on the construction site is hard and life is monotonous. Many people, unable to adapt to such a life, will resign after working for a few months. In order to ensure the stability of recruiters, HR will also examine the personality characteristics of job applicants during interviews. Being careful, patient and steady can add a lot of points to you.

Expansion: Analysis of interview skills

It is best to "go it alone" during the interview

In today's recruitment places, we can sometimes see such a scene: a student A good-looking applicant is sitting in front of the recruiter taking the exam, and one or two people are standing behind or next to him. They sometimes interject a few words, sometimes whisper a few words to the applicant, but ignore the unhappiness shown by the recruiter at this moment. color.

After getting to know them, the reporter learned that some of them were parents and some were teachers. According to consultation with business leaders who set up booths for recruitment, from their perspective, once such a situation occurs, no matter how impressive these students are on their resumes or on the spot, they will be greatly compromised in the final evaluation.

Based on the analysis of the above job hunting situation, there are generally two possibilities. One is that the students are quite outstanding, both academically and personally. Logically speaking, they would not have any big problems when applying for jobs, but because of this, the teachers and superiors who had always paid close attention to them were very concerned about them now, which confirmed the old saying that "the emperor is not in a hurry, but the eunuch is." In another case, students are introverted and not good at expressing themselves, so they subjectively hope to have a backing and support, so the job fair becomes a bit like a parent-teacher meeting.

On-site interviews are not only a test and identification of students’ academic qualifications and abilities, but also reflect the overall quality of a student who is new to the workplace. When applying for a job, what the company wants to see is that it is not mixed with water. When employers communicate with applicants, every word and deed they do will determine their success rate in choosing a career. Once the teachers enter such a situation, the recruiter will think that the applicant's independent ability is not strong, and it will also create a dependence mentality in the applicant, so that he cannot better display his true level, and ultimately will be It will be counterproductive. Therefore, when applicants apply for jobs, they should politely decline teachers who ask for this and go it alone. This is also their first opportunity to enter society and get in touch with society.

In fact, no matter which type of applicant you are, as long as you are fully prepared and confident, understand the unit and position you want to apply for before applying, put aside your timidity, and put yourself and the employer Put the units on the same starting line. Just think, the nature of today's job fairs is inherently "double selection". Don't be afraid that the employer will look down on you. On the contrary, sometimes even if an employer takes a fancy to you, you feel that it is not your ideal development from the perspective of personal development. Heaven and earth, you can even reject the unit and dispel its wishful thinking. Therefore, when applying for a job, as long as you weigh your own weight and what kind of job you are suitable for, and then apply, you will definitely gain a lot. You may not be successful once, but you will still have the opportunity to apply for the next time. The important thing is to have a positive, courageous, career-oriented mentality that is calm and calm when encountering difficulties. As parents and teachers, when it comes to dealing with the employment issues of their children and students, we should not just regard accompanying them to the recruitment site as the only way to help them, but should guide them through multiple channels so that they can be targeted when seeking employment.

The chemistry during the interview

The interview is a bit like the buyer and seller in sales. Usually the interviewer is the buyer and the applicant is the seller. Of course, if you have highly sought-after talents, the situation will be reversed, but we are talking about the general situation now.

Sales experts will establish a certain relationship with the buyer before making a transaction. Some office workers maintain a good image with their clients and cooperative units for a long time; or they take advantage of their work to establish long-term good relationships with certain senior figures, just to have more job opportunities in the future. This trick usually works. . This is like the service method of a sales master. Once a certain harmonious relationship is reached, the transaction is just around the corner.

If you don’t have the above experience, you can still look at the interview “from a sales perspective.”

The boss often understands the basic abilities of the job seeker from the resume, and then proceeds to the interview stage after he feels that the candidate is acceptable. The first thought of the boss during the interview must be "Do I like this product (job seeker)?" "Is this product (employee) useful?" "Is this product (employee) suitable for me?"

This also seems to involve the "chemical reaction" between people, but job seekers have ways to make this chemical reaction better.

1. Don’t rush to sell yourself right away.

Confidence and coercion are two different things. Salespeople have confidence in the product, but they also need to give customers time to think about it. Oversales will only cause resentment and make customers want to leave immediately. The same goes for job seekers. If they brag as soon as they enter the office, the examiner will be very disgusted. You should let the examiner take the lead and listen to what they have to say. Usually, good players will not deal a fatal blow with just one move, and job seekers will have to see what they are doing.

If the examiner gives you a bunch of questions and seems to be testing your reaction ability, you can also answer them at the same speed; if the examiner takes it easy and calm, you should also be neither hasty nor slow, Don't try to steal his spotlight. The point of the interview is to build relationships, not to compare yourself to your supervisor. Try to get along with the future boss as much as possible to create a sense of trust in the future boss so as to achieve the purpose of "closing the deal".

2. Observe the interviewer and try to create a successful chemical reaction

Good salespeople can usually find out the details of the buyer, so job seekers can also observe the body language of the interviewer. , find out what his temper is. When you walk into a company, relax first and see what the examiner says. Try to create a successful chemical reaction. Job seekers should avoid using some special vocabulary, such as current Internet slang, which will make the interviewer feel less solemn (the wording on the resume must also be solemn, otherwise it will be very annoying). The most important thing is that the interviewer often has For people of a certain age and qualifications, job seekers use special language, which will cause language communication problems between the two. During an interview, it is much better for a candidate to describe himself as an "energetic and driven" person than to describe himself as a "dream team member."

3. Show that you are a problem-solver

The boss hires employees because he hopes that the employees can solve problems. You also need to have confidence and become a trustworthy person. Trustworthy people don't brag. Job seekers don't need to inflate themselves, they just need to show their most sincere and energetic side.

Can you deal with these interview questions?

Some questions will be encountered during interviews in various companies. Do you know how to deal with them most appropriately?

Why do you want to join this company?

Wrong: The company has many training opportunities, and I want to study hard.

Analysis: Are you here to learn? Then why should I pay to hire you? The correct answer is, don't just talk about how many benefits and training you want the company to provide you, but let the other party feel that you can create value for the company.

What do you think you are suitable for?

Wrong: As long as the company needs it, I can do anything.

Analysis: Can you do anything? What do you want me to do? You have to come across as ambitious but also down to earth. Just tell people honestly what you think you are best suited to do. Empty words like "obeying needs" are counterproductive.

What are your salary expectations?

Wrong: Answer hastily.

Analysis: It is a taboo for fresh college students to discuss salary during interviews. From the perspective of large companies, inexperienced college students are not qualified to negotiate salary. Besides, the starting salary for new employees is the same. If you negotiate, they won't give you a salary increase. On the contrary, it will cause resentment. Even if the other party asks you about your salary expectations, you should respond with caution, or simply use words such as "I believe the company will recognize the value of my work" to excuse it.

Now you can ask me any questions about the company.

Wrong: How much money can I get? Is a certain company a branch of yours?

Analysis: The salary issue has been discussed before. Asking "Does a certain company have anything to do with you?" is even more vulgar. These basic facts should be understood clearly in advance. As soon as you ask the question, the interviewer will basically conclude that he will never talk to you again in the future. A good question is: Based on your personal experience, what do you think new employees will have to learn and what difficulties they will encounter? What are my development opportunities within the company? What are the company's strengths and weaknesses compared to a certain company (competitor)? Can you briefly introduce the company culture?

Detailed explanation of interview questions and answers at foreign companies

Record of successful interviews in foreign companies

The best weapon to break into a large company is the applicant's record of success. Putting previous results in front of the examiner is more effective than any other means. Depending on whether the applicant's achievements are related to the job you are applying for, two strategies are needed to answer such questions: If the applicant's previous experience is related to the job you are applying for, you only need to tell the most successful example; if your achievements are related to the job you are applying for, If there is not much connection with the job, you need to find the connection points between your experience and the job you are applying for.

Question 1: What is your greatest achievement and why?

Analysis: The examiner asks questions like this to examine the values ??of the applicant. The applicant should reveal his or her judgment standards and opinions when answering questions.

Wrong answer: "Although I was very heavy in school, I still completed it. It is not easy to graduate. I am very proud that I was able to work part-time while I was in school."

< p> Evaluation: On the surface, this answer seems good. Maybe many people have made similar answers, but it lacks valuable content. First of all, there is nothing special about this kind of answer; secondly, the answer is too general. You should find the highlights of your own experience as examples and tell them to the examiner instead of talking about the process.

Winning answer: I am not willing to give a specific answer here, but ask the candidates to think carefully about whether there is anything that makes them unique, for example, winning the first prize in a mathematics competition, being elected Monitor, write a comprehensive article for the school magazine, win the debate; or reorganize a department at work, successfully start a new production line, etc.

Evaluation: All examples are unique and easy to leave a deep impression on others, thus making you unique. Remember, it must be an example of something you have done successfully and be proud of.

Question 2: Under what conditions do you work most effectively?

Analysis: This question examines the applicant’s requirements for working conditions. The examiner can obtain information about the applicant's working style, factors affecting work efficiency, etc., and can also know where the applicant's shortcomings lie.

Wrong answer: “As long as I understand what I am asked to do and I put my heart into it, I will be good at anything.

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Evaluation: The mistake in this answer is that the applicant assumes that the company needs people who follow orders. In fact, on the contrary, most companies hope to find creative people in a short interview time. Talent. If you act like a follower, your interview will only end in failure.

Winning answer: "My method of solving problems is very systematic, including four steps: Collect relevant information, carefully analyze the problem, determine the solution, and start solving the problem. I find that many people ignore the first two steps and start directly with the solution. This is inappropriate. As long as I have enough information and a solid understanding of the problem, I can solve anything. ”

Evaluation: This kind of answer shows that the applicant has successfully solved problems, has ideas, and has developed a set of methods to solve problems. It also shows that the applicant has the confidence to continue to use him in the future.

Question 3: How do you think our company defines success?

Analysis: This question is used to examine the applicant’s understanding of the company and eliminate Those who have little interest in the company, or who are trying to keep things under wraps.

Wrong answer: "Your company's performance is impressive, and you must be facing fierce competition. I bet your company's most fundamental performance is how you define success. "

Evaluation: This answer may be true, but it is too general and does not reflect the applicant's understanding of the company. The examiner will think that the applicant knows nothing about the company's situation and goals.

Winning answer: "I have noticed that in the past two years, your company has launched a series of new products and adopted strategies to occupy the market and seek development. So I think your measure of success should be whether a new product can top the list of similar products. ”

Evaluation: This answer shows that the applicant has a certain understanding of the company, indicating that the applicant is highly concerned about the company and the company’s definition of success.

Question 4: Explain How will you achieve success?

Analysis: This question is to examine the applicant’s understanding of career success and whether the applicant’s ideals are realistic, as well as to know his goals and ambitions.

Wrong answer: “Like everyone else, I believe that hard work pays off. As long as I choose the right company, I can quickly advance along the path of success until I become one of the leaders of the company. Working for a first-class group like yours is success in itself. "

Evaluation: Many people may answer this way, but they have overlooked one point: the world is changing.

Winning answer: "The road to success paved by the company for its employees is constantly changing. , people should also make changes accordingly. The key is to find a job where you can use your talents. Once I find it, I will work for the company wholeheartedly. I believe that as long as I work hard, my career will be successful. ”

Evaluation: This kind of answer shows that the applicant understands that the job will change with the changes in the market, understands the company’s requirements for employees’ personal abilities, and understands that personal career success is closely related to personal performance. There is nothing wrong in the answer. Realistic expectations.

Famous multinational company recruitment trilogy

Some Western multinational companies basically follow the following three procedures when recruiting personnel:

< p> 1. The preliminary interview is usually conducted by the company's human resources director. Through two-way communication, the company can obtain intuitive information about the applicant's academic performance, relevant training, work experience, interests and hobbies, and expectations for relevant responsibilities. < /p>

At the same time, it also allows the candidates to have a general understanding of the company's current situation and the company's future expectations for the candidates. After the interview, the human resources department will evaluate each candidate to determine the next step. List of candidates for the round of examination:

Specific operations: 1. Based on the applicant’s appearance, interests, experience, expectations, job abilities, education, whether he is immediately competent, and the stability of past employment, etc. Score from low (1 point) to high (10 points); 2. Make specific comments on the advantages and disadvantages that should be considered for the position, such as attitude towards previous positions, career or career expectations, etc. Written materials provided by the applicant are also available for evaluation. Reference. 2. Standardized psychological tests are conducted by psychologists employed by the company.

Through the test, we can further understand the basic abilities, qualities and personality characteristics of the candidates, including their basic intelligence, way of understanding and thinking, internal driving force, etc., as well as their management awareness and management skills. 3. "Mock test" This is the key to deciding whether the applicant is selected. The specific method is that candidates are organized into groups, and group members take turns to assume different roles based on the problems they often encounter at work to test their ability to deal with practical problems. The entire process is supervised by an expert group composed of experts and senior executives within the company. It usually lasts two days. Finally, a comprehensive evaluation of each candidate is made and employment opinions are proposed. The biggest feature of the "simulation test" is that the applicant's "IQ" and "EQ" can be displayed in a concentrated manner. It can objectively reflect the applicant's comprehensive ability and help companies avoid being "emotional" when selecting management talents.

Five steps to enter a foreign company

I am one of the early people who entered the work of a foreign company. For those who have determined to enter a foreign-funded company, it is crucial to complete the role change as soon as possible and seize the fleeting opportunities. Here are some of my experiences for your reference.

Design career

"What is my professional expertise", "What are my hobbies and ideals", "Do I like to communicate and cooperate with people", "What is the nature of The answers to a series of questions such as "work can give me the greatest encouragement" and "what is my definition of career fulfillment" can enable you to rationally position your future and give you a clear idea of ??what you want to do and what you can do. A general understanding to continuously provide strong support for career prospects.

Choosing the ideal company

After understanding your needs for career prospects, choosing the most suitable company is a critical step. What is the most suitable company? Salary is important, but more attention should be paid to the superiority of the company's corporate culture and the standardization of its management system. The corporate culture connotation and institutional framework system provided by an excellent company will benefit the company's employees throughout their lives, making employees integrate into a high degree of unity based on efficiency, both in terms of objective actions and subjective concepts; at the same time, In a management environment that focuses on the combination of team spirit and individuals, this is the driving force for companies to win in the increasingly fierce market competition.

Find the right functional department

Objectively speaking, it is a very complicated matter to find the right department for you to work in. It must be combined with your personal academic expertise, hobbies, and learning experience. Considered in combination, and often limited by the company's functional department headcount. But if I have enough competitive advantage to choose the functional department I want, how should I choose? A survey of national CEOs from an authoritative U.S. organization provides interesting information: more than 90% of U.S. company presidents come from managers of the three functional departments of sales, marketing and finance, and the sales department may make it easier for you to succeed. .

Pay attention to training

For college graduates who have just entered the workplace, a transition period is required to complete the role change from students to employees. How can we most effectively shorten this transition period? Generally, companies will provide various trainings for employees. The purpose is to enable new employees to quickly grasp the characteristics of the company's various businesses, so that new employees can enter their roles in the shortest possible time and carry out work in accordance with the company's system. Full attention should be paid to all aspects of training provided by the company. After years of practice in some excellent companies, their training institutions may affect the development of your entire career in the future. In addition to higher salaries, a very important reason why some famous multinational companies are so attractive to talents is that these long-established multinational companies have summarized extremely scientific and distinctive employee training through years of market operations. The mechanism enables employees to personally experience a set of the world's most advanced management and operating systems, thus laying a good foundation for future career development.

Pay attention to the little things

It is understandable that every newly graduated college student wants to start his or her career from a higher starting point than others. There is nothing wrong with having a high starting point, but it does not mean that you can give up on those seemingly trivial things that matter to the overall situation. Although small things are trivial, they can best test a person's will and sense of responsibility, and they can also cultivate your ability to control the overall situation. Pay attention to the little things around you, it may bring you unexpected gains.

Overcoming hesitation in job hunting

The phenomenon of job seekers failing to choose a career due to hesitation and hesitation during the job search process generally manifests itself in the following situations:

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First, there is the contradiction between one step and step by step. Many job seekers hope to find the most ideal job right from the beginning. They want to apply for assistant general manager positions in large enterprises right after graduating from college. Don't want to start from a basic job. This will result in high failure and low success.

The second is the contradiction between ideal career and practical needs. In the past two years, new economic industries such as Internet companies and IT industries have become popular for job seekers, but the threshold for these industries is also very high. Most of them require doctoral students and master's students, and some require various additional abilities, such as Market development capabilities, marketing experience, etc. Most of those who have truly achieved success in this industry have practical work experience in traditional industries.

The third is the contrast between professional reputation and income. A company went to the talent exchange market to recruit. There were very few professional positions for secretarial and other office clerks, and the remuneration offered was not high, but it was crowded with applicants. The average income of marketing majors is two to three times that of clerks. The number of positions needed is also very large, but there are very few applicants. Many college students tend to value professional reputation more than their income. They think that it is shameful to work in a job like marketing, where you have to work outside for many years. Only by working as an office clerk are you more likely to develop into a white-collar worker. A few years later, everyone's growth situation is often the opposite.

The fourth is the contradiction between the pursuit of stability and occupational risks. Many college students are still unwilling to work in domestic township and village enterprises and private enterprises. Their preferred careers are civil servants, foreign-invested enterprises, joint ventures and state-owned enterprises. Reflecting the general mentality of seeking stability. In fact, the benefits offered by many township and village enterprises and private enterprises are close to or even higher than those of foreign-funded enterprises, but job seekers believe that the risks are high and are unwilling to choose.

The fifth is the contradiction between professional experience and self-confidence. Many recruiting units place professional experience in a very important position, but what the average college student lacks is this kind of experience. If all jobs can only be obtained after several years of work experience, then newcomers will never get a position. How to overcome these contradictions, I think we must first learn to start from basic work.

In Nanjing, there used to be a group of highly educated people who gave up their majors for a house and an annual salary of tens of thousands of yuan to find jobs such as secretaries because they valued the high salaries offered by their employers too much. High salary. But not long after taking office, I discovered that the employer was hyping up from the beginning, and the benefits offered could not be fulfilled at all. A postdoc in Shenzhen was laid off, and it took him nearly a year to find a new job.

The first job of this postdoctoral fellow was the manager of a subsidiary unit of a certain company, but because he had no basic work experience, he soon found that he was not competent. Secondly, we must correct the relationship between life aspirations and the process of becoming a talent. When Guo Wei, the vice president of Lenovo Group, joined Lenovo Group, he was the first employee of the group to have a master's degree in business administration, but his first job was to open car doors and carry suitcases for leaders. After working for a long time, I worked as a department manager in a public relations company with only five people. Then he worked in the business department, planning department and finance department for six years, and then was sent to a newly built base in Guangdong to learn how to build a factory, and then was sent to Hong Kong to be responsible for investment affairs. In eight years, I changed ten jobs.

The last is the critical moment when self-confidence is needed. Xinheng Industrial Group, a private enterprise, offered a high monthly salary of RMB 84,000 to hire a deputy general manager. Many candidates who had certain management experience and were very qualified in all aspects gave up midway, worrying that they would not be able to survive. ;