What questions do foreign companies usually ask in interviews?

P&G's interview is divided into two rounds. The first round is a preliminary test. The interview manager interviews job seekers, usually in Chinese. The interviewer is usually a senior manager of a company department, with certain experience and special interview skills training. Generally, this manager is the manager of the department reported by the interviewee, and the interview time is about 30-45 minutes.

For students who pass the first round of interview, P&G will invite candidates to attend the second and final round of interview at the headquarters of P&G China Company. In order to show P&G's sincerity in applying for students, the whole interview process was held in the best hotel in Guangzhou or P&G's headquarters in China, except for free round-trip air tickets. The second interview lasts about 60 minutes, and there are at least 3 interviewers. In order to ensure that the talents recruited are really needed by the employing unit (department) and have been personally audited, the second interview shall be conducted by the senior management of each department. If the interviewer is a foreign manager, P&G will also provide an interpreter.

(1) The interview process of P&G can be divided into the following four parts:

Introduce each other first, create a relaxed communication atmosphere, and pave the way for the substantive stage of the interview.

Second, exchange information. This is the core part of the interview. Generally, the interviewer will ask questions according to the established eight questions, and ask each candidate to analyze his own questions, and the examples must be personally experienced in the past. These eight questions are designed by senior human resources experts of Procter & Gamble. Whether you answer them truthfully or make them up, you can show your ability in a certain aspect. P&G wants to know the details of each question. The height of details makes individual candidates feel uncomfortable, and it is difficult for candidates without rich practical experience to answer these questions well.

Third, the number of questions discussed gradually decreased or the interview ended at the right time. At this time, the interviewer will give the candidates some time, and the candidates will ask the examiner a few questions they care about.

Fourth, interview evaluation. After the interview, the interviewer immediately sorted out the records and evaluated them according to the job seeker's answers to the questions and the overall impression.

(2) P&G interview evaluation system. The interview evaluation method used by Procter & Gamble in colleges and universities in China is mainly the experience background interview method, that is, the examples provided by candidates are collected according to some established investigation aspects and problems, so as to assess the comprehensive quality and ability of candidates.

P&G's interview consists of eight core questions:

First of all, please give 1 concrete examples to illustrate how you set 1 goals and then achieve them.

Second, please give an example of how you took the initiative in 1 team activities and played a leading role, and finally got the desired results.

Thirdly, please describe the situation of 1. In these cases, you must look for relevant information, find the key problems, and decide to follow some steps to get the expected results.

4. Please give 1 example to explain how you fulfilled your promise to others through facts.

Fifth, please give an example of 1 to illustrate how you cooperated effectively with others when you completed the important task of 1.

6. Please give an example of 1 to show that your 1 creative suggestion has played an important role in the success of 1 project.

Seventh, please give 1 concrete examples to explain how you make 1 evaluation of your environment and can focus on the most important things to get the desired results.

Eighth, please give a concrete example of 1 to explain how you learned 1 technology and how to apply it in practical work.

According to the above questions, during the interview, each interviewer scores on his "Interview Examination Form" on the spot: the score is divided into three grades: 1-2 (lack of ability, does not meet the job requirements; Lack of skills, abilities and knowledge), 3-5 (generally above average; Meet the job requirements; Good skills, ability and knowledge), 6-8 (excellent candidate, beyond the job requirements; Excellent skills, abilities and knowledge). Specific project scores include persuasion/perseverance, organization/planning ability, teamwork ability and other project scores. On the last 1 page of the "Interview Evaluation Form", there is a 1 item "Recommend or not", and there are three conclusions for the interviewer to choose from: Rejection, Candidate and Admission. Under the recruitment system of Procter & Gamble, the employment of 1 person must be unanimously approved by all interview managers. If several interview managers interview candidates together, after collective discussion, the final evaluation will adopt the veto system of 1 vote. Any 1 interviewer who chooses "Reject" will be eliminated from the interview process.