In a workplace interview, what do interviewers value most?

I am Brother Liao,

a senior human resources product manager.

Having been engaged in HR work for 15 years, it can be said that I have "read countless people".

HR cannot bring personal preferences when recruiting. However, there are many job seekers who can impress the interviewers.

Let’s talk about it here:

What kind of job seeker is most likely to be favored by interviewers:

Resume, resume,

Naturally, it should be simple and clear.

Many job seekers, in order to let HR understand themselves,

make long resumes.

This kind of resume is actually difficult to attract the attention of HR. .

HR prefers resumes that can clearly express key personal information in the most concise language.

Telephone invitation is the first direct contact between HR and job seekers.

Even though there is no meeting, HR can still feel the attitude of job seekers from the phone call.

A warm and proactive attitude,

and good phone etiquette in the workplace,

can win the favor of HR.

Whether it is submitting materials (such as sending works), or preliminary or re-examinations,

those who can strictly abide by the agreed time must be what HR wants to see.

During the interview,

those who pay attention to their appearance and dress neatly and neatly,

must be favored by all interviewers.

No one wants to see a job applicant who is dressed sloppily and casually.

When communicating in interviews, be able to use the most concise language,

express what you want to express,

and be able to be clearly understood. ,

It is what job seekers must do,

You will also be favored by the interviewer.

Before the interview, fully understand the employer, industry, position and other information, and understand it well.

During the interview, let the interviewer see your seriousness, initiative and rigor.

This is the "hard power" to win the interviewer's favor.

With the popularization of computers 20 years ago,

people gradually broke away from handwriting,

It seems that there are fewer and fewer people with neat handwriting,

Therefore, when the interviewer sees the neat handwriting on the application form,

it is also the time when the applicant is favored.

In short, all positive, positive and positive performances will always win the favor of the interviewer.

Before the interview, or even before you draw your resume, please be fully prepared!

The above only represents my personal views and is for reference only.

I am Brother Liao,

A senior human resources product manager with 15 years of experience.

More workplace tips are waiting for you!

I promise that

every article and every question and answer

is written with sincerity.

Looking for a job is the only way for most people to enter the society. If you are new to the society and lack experience, and you are still unsuccessful after applying for multiple jobs, it only means that you lack some interview skills. , let me talk about it briefly:

1. First of all, when the interviewee enters the door, he should knock gently, get the interviewer's permission before entering, and then say hello to the interviewer. This is a courtesy, the interviewer You must not sit down immediately until I ask you to sit down.

2. When going to the interview, you should dress neatly, cleanly, and look good.

3. During the interview process, the interviewer will often ask you about your work experience, or why you didn’t like your original job, etc. When answering, do not slander the reputation of your previous company. If it is my fault, the company is perfect.

4. During the conversation, the interviewer also attaches great importance to your way of expressing yourself and your ability to deal with things, so they will ask questions for you to answer.

5. If the interview is over, remember to thank the interviewer politely. They still want to see your character.

In short, the interviewer values ??your character, personality, ability and attitude in handling things during the interview. I hope it will be helpful to you, thank you

I am also one As an experienced interviewer, I have interviewed hundreds of candidates and job seekers, so let me share with you here, what kind of job seekers are more likely to be accepted by companies?

We divide job seekers into two situations, or two types, and they must be treated differently because their priorities are different.

The first type is people with no or a small amount of workplace experience.

This type of job seekers are mainly fresh graduates, but also include some people who have been working for about a year.

Such as stability and loyalty. If a job applicant can embody these two key attributes, he will definitely be favored by the company.

Because this type of job seekers cannot work proficiently within a short period of time after joining the job, companies will definitely invest resources in training them. If your stability and loyalty are not high and you change jobs after training, this will be a huge loss to the company.

How can job seekers demonstrate its stability and loyalty? There is a step-by-step development plan, a down-to-earth work attitude, and clear and practical life goals. Of course, there are also some more practical things, such as your registered residence is local, your partner is also local, and you are in A house has been purchased locally.

The second type is people with rich workplace experience

This type of job seekers have basically been in the workplace for many years and have rich workplace experience. Rich work experience and high working ability.

When companies recruit experienced employees, they must consider whether their work abilities match them. However, rich work experience and higher work ability also mean an increase in personnel costs.

Then the company must find a balance point or sacrifice certain factors.

For example, if your work ability is high, your job responsibilities are highly matched, and your salary is within the company's acceptable range, you will have no problem being accepted by the company.

If there are multiple candidates under the same circumstances, then work attitude and stability are the final deciding factors.

The stability here is slightly different from the stability mentioned above. The stability here can also be reflected in the frequency with which you change jobs. Of course, as for work attitude, it is definitely a must. As an experienced candidate with high work ability, if there is a problem with your work attitude, the company will definitely have doubts.

In short, companies prefer employees with high stability, good work attitude, strong learning ability, and high work ability. If applicants have these characteristics, they are more likely to be accepted by the company.

In addition to campus recruitment, from the perspective of the employer, of course, it hopes to find a candidate who has relevant job experience, strong professional skills, efficient communication, a positive and sincere attitude, and is highly matched to the position. Then you All your words and deeds must be centered around this purpose.

1. Have a positive and sincere attitude. The most basic thing is not to be late, dress neatly and neatly. Whether or not to wear formal attire depends on the industry and position you are interviewing for. But it’s definitely okay for girls to wear workplace attire and light makeup. It is not recommended for men to wear large pants and slippers, for reasons I won’t go into. During the interview process, you must show your interest in this position. You must not give the other party the impression that I just came over for a casual interview and am not particularly concerned about the results.

2. Excellent professional skills. Interviews are generally based on face-to-face interviews, so to fully demonstrate your expertise in just half an hour, you need some written preparation.

Before the interview, you need to sort out your relevant past experiences, divide the different modules of the work, and the important roles you play; sort out the most eye-catching parts of your experience. It would be best if you can use data and some quantitative results; in the past Your biggest personal gain and growth from your experience; the part you are best at; the biggest difficulty you encountered and how you successfully solved it; how you can use your strengths in the new position, etc... These necessary preparations are In order to face any questions the interviewer may ask, show your professionalism for this position and some of your unique personal strengths. The interviewer wants to hear about your past glory as well as your future possibilities. Of course, if you can have some written achievements, medals, works, or even positive comments from partners, you can bring them to the site, which are all bonus points.

3. Highly matched positions. This is closely related to the second point. When doing personal sorting, you should also look at the JD of this position and judge the match yourself first. There is no 100% complete match. You should spare no effort to express those parts that are very consistent with your personal experience and advantages during the interview process. Imagine in advance that the interviewer may ask this possible question, and prepare your own answers first to amplify your advantages. For those requirements that may not match particularly high requirements, there is no need to lie and say that you are omnipotent, but you must show that you can master them as quickly as possible through quick learning or other methods. In fact, those projects that are a good match for you will be the key to whether you are hired. When you perform well on most of the matching projects, the other mismatches will not be a concern. Therefore, be sure to research the position JD.

4. Efficient communication. The interview is the most direct moment to demonstrate your communication skills. From my experience, if the preliminary preparation work is sufficient and there are no obstacles in your communication, then the communication in the interview will be a matter of course. Companies are not looking to recruit a perfect speaker, they only require basic workplace communication skills. Of course, sometimes the quality of communication may affect your salary. At this point, it can only be said that everyone depends on their ability.

Of course, each of the above points can be expanded on more. Due to time and space limitations, I will say this much for now. We will discuss it later when we have the opportunity. I hope it will be helpful to you.

First round: HR interview

HR interviews are often in the first round. In fact, this is a basic understanding of the job seeker. Usually HR will ask you a lot of questions to test your professional ethics. As well as career planning questions, such as "Why did you leave your last company?", "The working hours in the previous companies were very short, how long will you stay in our company?", "What is your career plan in the next three years?" ?” and other such questions.

Second round: Department manager & director

When the interview comes to this round, two people will usually sit down and have a chat with you. The identities of these two people are usually the same. They are department managers and directors, because after passing the double test of character and professionalism, the next step will be to see your professional skill level.

HR will inform the department manager and director of your interview situation in advance, so that they have a certain understanding of the situation, so that they can go directly to the topic during the interview with you, and they can also design some questions. Test your professional abilities and ability to react on the spot.

As far as I know, sometimes the director will ask some random questions. During the chat, he suddenly thought of some questions because of the conversation, and then asked them casually. This is a good match for job seekers. It is actually a small test for readers. Of course, if you have strong professional skills and can answer questions fluently throughout the whole process, this will be a great bonus.

Also, if you successfully join the company, your direct superior may be the department manager or director. In the process of asking questions, they are actually understanding your work habits. A team is made up of different people. In addition to professional abilities, they also need to value whether you recognize the team's philosophy and collaboration methods. After all, team management and performance are equally important.

The third round: The boss goes into battle in person

To be honest, in my career, although I have had many interviews, I have only encountered two situations where I faced the boss directly. times. One of them was because I refused to give in on the salary issue. Finally, HR went to ask the boss for instructions, and I had a chance to meet the boss face to face. The other time was when we were chatting and actually had a good time, and finally the director went to ask for help. I became the boss and we talked for a long time, but unfortunately, because of different concepts, I didn’t join the company in the end.

In fact, there are not many cases where the boss goes to the interview in person. Except for some disputes, such as what happened to me. The company wants you to join the company and you are interested, but the only aspect of salary is that you have not communicated well. Maybe the boss also wants to see if you are worth so much money, so he chooses to meet the job seeker face to face.

There is another reason, which is that the boss attaches great importance to positions and talents. Especially in start-up companies, many people need to be inspected by him personally before joining the company, but this also indirectly proves that the boss really wants to do it. It's the same thing, so when you face your boss, don't put too much pressure, don't think that the other person is the boss and can't let go. On the contrary, when you face your boss, you should relax and show as much as possible. Self, if you can even impress your boss, will it still be difficult to get hired?

Although I am not engaged in HR work, I still have a lot of interview experience. In fact, if you interview more, you will find a very interesting phenomenon. Job seekers and interviewers are often a subtle game. , even if you understand the key points of interviews at different stages, or have accumulated a lot of interview skills, don't be "clever" in front of the interviewer. As the saying goes, no skills are often the best "skills".

First, it is undoubtedly ability, and professional ability is very important. If the ability is not reached, there is no need to say anything more. HR should work with functional managers to determine this aspect.

Second, after your ability is determined, that is, initially recognized, the stability of the interviewer will be discussed. In other words, after recruiting interviewees, can they stay with the company for a long time?

At this time, HR will use circles to trap the interviewer and ask some questions.

For example, he will ask the interviewer why he ended his last job. If the interviewer answers that the lunch downstairs of the previous job company was not delicious, then HR will judge that the interviewer has an unstable mentality, which is inappropriate. If the interviewer answers, it’s because it’s a two-hour drive from home and there is really no suitable rental house near the company. Spending four hours a day commuting to and from get off work is a waste of working time. Then HR will consider that the interviewer encountered practical difficulties while working in the previous company and tried to solve them. I had no choice but to leave my job because I couldn't find a solution. The reliability and stability are much higher than the one who disliked the bad lunch downstairs in the company.

Third, after determining the ability and stability of the interviewer, we will talk about salary. For HR, those who can pass the first two levels can almost become his performance. At this time, it will be considered whether he has the conditions to retain the interviewer as his performance. Recruiting high-value talents with lower salaries is a quirk of HR that I cannot understand. (Forgive me for being noisy.) Then salary is also very important. The interviewer’s strength is not salary negotiation, but professional skills, so don’t get entangled with HR who is good at this, directly propose what is on the market, or go through The number that has been researched before will be enough. If the HR lowers it a little bit, the interviewer can answer: "I will think about it." If it is too low, the interviewer can directly answer with a smile: "That won't work." (Remember to smile, it is very important.) If HR says to discuss it with your superior, that's fine.

Fourth, after passing the three levels, there will be a final test set to screen the interviewees. : "If you receive a notice, how long will it take for you to join the job."

This is a small trick, but it is very important and cannot be ignored.

If the interviewer answers: "I can start tomorrow." Then the interviewer's salary requirements will basically be ignored.

The interviewer replied: "It will take about a week for me to complete the formalities with my previous company, and I can join the company after one week." This overturned his stability and loyalty. Riding a donkey to find a horse is a method used by job seekers, but it is not favored by HR.

Smart job seekers should use this answer to provide more information: "I have investigated before. In such and such a place, the rent for a one-bedroom apartment is 2,500 yuan a month. Your company's bus has seven stops. It's nine stops away from XX company, and it's ten stops away from XX company. No matter which company it is, I need three days to move, so after I got the job notice, It takes three days to move and then start working.”

This answer is more appropriate. First, it shows that the interviewer does not want to hang himself on a tree. Second, it shows that the interviewer is willing to move for a new job. The loyalty and stability are very high.

Then, the answer to the last question will probably be the reason for HR to persuade your functional supervisor to give you a high salary.

I wish everyone a successful interview!

Just a joke at the end, if you can make your own nuclear bomb, people with such abilities can ignore my strategy.

During the interview, HR mainly examines the applicant’s character and appearance, job compatibility, job competency and job stability:

First, character and appearance: people Personality includes the applicant's time concept, concept of integrity and other factors that can express the applicant's personal qualities in many aspects and dimensions, which are inner beauty; while appearance is the external manifestation of an employee's image, especially in positions that require facing customers. , and it also has high requirements for the image of job seekers;

Second, job matching: whether the employee’s previous work experience meets the job requirements, that is, whether the two can be matched, the better the match. The higher the level, the easier it will be for the applicant to work in the position, and it can even reduce the training cost and growth cycle, and integrate into the work as soon as possible;

Third, job competency: whether the applicant's abilities in all aspects can support the application To carry out work, such as active communication skills, office software proficiency, solid business knowledge, and the ability to deal with people, etc. The stronger the ability, the stronger the competency, and the easier it is to be favored by HR and bosses;

Fourth, job stability: Recruiting an employee requires companies to spend recruitment costs, trial period error tolerance costs, employee growth costs, etc. Therefore, companies pay special attention to the stability of employees when recruiting. After all, who has worked hard to recruit employees? I don’t want to lose someone after a few days of work and waste energy recruiting again.

In the end, our goal is to recruit a high-quality employee with good character, good looks, and good stability for the company!

First of all, you should be polite and pay attention to your appearance during the interview. After all, it may be the first time for others to deal with you. Apart from appearance and behavior, it is basically difficult to see your rich heart and experiences.

If you give others the impression of being sloppy, they may be easily dismissed.

I once chatted with the general manager of a foreign company, and he told me that when he interviews new employees, he often decides whether to hire them based on their appearance and clothing.

I joked that he was a physiognomist, but he told me: His Chinese is not very good, and he couldn’t understand a lot of interviews, so he had to rely on intuition.

Secondly, your behavior should be sincere and measured. Like your appearance, it is easy for others to give you a good first impression.

Imagine that during an interview, you cross your legs, scratch your ears and cheeks... small movements all the time will always make people feel that you are not calm enough, and you also appear to disrespect the interviewer.

The third is to be honest and clear when answering questions. Don't talk too much. Talking incessantly without asking questions will also make you get a bad evaluation. As the saying goes, talking too much will lead to mistakes.

Regarding clarity, speaking must be logical and organized. You can name 123, either in layers or in parallel arrangement. Don't ramble so that people won't know what you are going to say.

I think the interview process should mainly focus on the above three points. As for professional skills, you should accumulate them daily.

Interviews test candidates’ abilities in many aspects, not just in one aspect. Interview is an important examination method often adopted by many units when recruiting, and in recent years, there has been a trend that interview scores account for an increasing proportion of various examinations. Let's take the civil service recruitment structured interview as an example and combine the interview scoring elements to see how to judge the candidate's ability during the interview process.

1. Language expression ability

Mainly tests the candidates’ accurate wording, clear semantics, appropriate structure, concise sentences, comprehensive literary and scientific understanding, plain language, conforming to norms, and ability to express objective concepts It must be clear, accurate, coherent, appropriate, and free of grammatical errors. In the first three minutes, you can basically tell what level a candidate is at. Judging from the actual interview experience in previous years, girls perform better than boys, and boys need more training. Also, it has a lot to do with occupation. For example, candidates who have been engaged in occupations such as teachers and judges generally have strong language expression skills.

2. Comprehensive analysis ability

It mainly tests the candidate's ability to comprehensively analyze problems and determine whether the candidate's thinking is sharp and rigorous, whether the candidate can analyze things systematically, comprehensively and accurately, and whether the candidate can analyze things clearly. Look beyond phenomena to see the essence and be good at solving problems. Judging from the specific performance of candidates in previous years, those with work experience have a clear advantage over candidates without work experience, so fresh graduates must work harder.

3. Job-seeking motivation

Mainly by understanding the candidate’s job-seeking motivation, it reflects the candidate’s basic life, value orientation and life attitude, and tests whether the candidate can meet the recruitment conditions of the recruitment unit. This aspect of consideration is difficult to grasp, and it is difficult to judge the candidate's true thoughts and motivations. I heard the candidate say, "He is a brick of the revolution, and it needs to be moved wherever it goes!" However, it was later discovered that the main reason why the candidate applied for this unit was to solve the long-distance relationship. problem.

4. Planning and organizational skills

Mainly tests the candidates’ planning, organizational and coordination abilities. It reflects the candidate's ability to systematically arrange work in advance and rationally allocate various resources in the process to complete certain work tasks. This assessment is very important, and the distinction is very obvious, because the planning and organization ability cannot be exerted on the spot, and it is of little use to rely on temporary surprises. This shows how scientific and reasonable the design of interview scoring elements is.

5. Coordination and adaptability

It mainly tests candidates’ ability to structurally decompose work tasks, rationally allocate resources, effectively organize relationships and interpersonal relationships, and control the process of group activities. Creativity and strategies to cope with changes. Able to assess the situation and adapt to changes. Identify the direction amid changes and persevere. This test is also very critical. If candidates do not have relevant accumulation and conscious training, it will be difficult to get high scores.

6. Behavior

Mainly tests the candidate’s appearance, behavior, posture, demeanor, etc. Because a person's manners and appearance are a natural expression of the beauty of the soul, and different manners and demeanor express their respective personalities. The candidate's appearance can not only reflect his cultural accomplishment, but also reflect his aesthetic taste. The examination in this area is not as mysterious as some people say, and there are not so many clear rules and precepts. Don't mislead the candidates and deviate from the direction. Being decent, generous and simple is more important than anything else. Just enough and just the right amount. Because employers value candidates' comprehensive qualities and abilities, which are internal rather than external performance, civil servant recruitment is not as image-focused as public relations departments.

In short, the interview is a comprehensive examination and evaluation of the candidates, reflecting the candidates' comprehensive qualities and abilities. Moreover, the cultivation of these abilities is a process of internalizing the candidates' basic qualities through long-term accumulation of knowledge. Therefore, the fundamental thing is to focus on the accumulation of knowledge, rather than temporary attacks or so-called skills.