What exactly is the interview evaluating?

What exactly is the interview evaluating?

What will be assessed in the interview? In the process of job hunting, interview is a very important step, because you may get a job during the interview, and the interviewer will give you some questions, but some interviewers don't know what the assessment is. Come and have a look with me.

What did you evaluate in the interview? 1 First, the company's process is complicated. One side is completed by HR, the other side is completed by the supervisor, and the third side is completed by the superior leader. However, the supervisor and the superior leader need to make an appointment, and there may be no time on that day.

The second is that your interviewer has turned around for you. When all the candidates applying for this position are interviewed, you need to come back and have a PK with the same transferred opponents. In this case, I'd like to congratulate you first, which means that you have defeated most of your competitors and successfully advanced. However, although the number of competitors you face next is small, the quality is not bad, so you must be fully prepared for the interview and have your own characteristics.

Some companies only recruit one person, but one party must have more than five candidates, and then screen two or three people to enter the next round, and then conduct the final interview. But in any case, if you have two or three chances, it means that you have successfully attracted the attention of the enterprise.

At first, we mainly examine some hard indicators, including your professionalism, team matching, and whether your ability can touch the "pain point" of the enterprise. This round of interviews is generally conducted by HR for the main interview screening, or by HR and representatives of the employing department. At this time, you need to focus on showing your attitude towards job hunting and your clear self-positioning. Only when you are clear enough about your position can you show the matching degree between yourself and the position in the interview.

Most of the second-round interviews and finals are higher-level interviewers, who assess soft indicators, such as maturity, emotional intelligence, stability, personality, etc., and negotiate to finalize some substantive content. The second interview will involve more professional content.

Therefore, only by mastering the assessment requirements of each side can we be fully prepared. In addition, at the final meeting, there may be some substantive issues such as salary and benefits, entry time, etc. So before that, you must determine your own needs and the bottom line of negotiation, and don't hesitate at the last minute, which will seriously affect your professionalism in the workplace.

What is the interview evaluation? The interview is a two-way assessment.

Talking about the reason why she chose to join Estee Lauder at that time, Zhu Xiaojie said it was a "coincidence". "I have dealt with many bosses, and I can completely tell which bosses are perfunctory and which bosses are sincerely answering my questions." She believes that the interview is also a two-way evaluation process between the interviewer and the interviewee.

She smiled and said that she was "not like an interview, but more like an interview with a leader." Several questions she asked included Estee Lauder's "investment plan" and "what would the company think if it ran into a deficit when it started investing". Shen's answer didn't disappoint her. She concluded that the boss was "real" and a leader worth following.

Zhu Xiaojie likes to think about enterprise management from the perspective of human resources.

Her calculation logic is simple: only a company committed to "long-distance running" can create the greatest development opportunities for its employees. Human resources officers should be responsible for the future of the company and employees at the same time, which is the most basic responsibility of people engaged in human resources.

At the beginning of Estee Lauder, Zhu Xiaojie's desk was in a small corner of several square meters, and even the places where people stuck their feet were full of goods. Zhu Xiaojie bought an electric fan for ventilation. The first batch of more than 30 employees of Estee Lauder (China) were recruited here.

The initial work was carried out through a headhunting company. Most of the people who have been attracted by Estee Lauder are managers of major cosmetics groups. "In those days, I personally interviewed the people who were connected." Zhu said. According to the ratio of 1∶6, in the first round, she will also look for nearly 200 beauty consultants for Estee Lauder. This team is quite large. Since then, in four years, the initial 200 beauty consultants have rapidly expanded to 4,200, and the number of office workers nationwide is close to 730. In Zhu's office, there is also a photo taken by the group during its training in Sanya in 2004. At that time, there were only over 400 people in Zhu Xiaoyan. If you take a picture now, it may not be appropriate.

Next, after experiencing the first wave of development, Estee Lauder is still expanding at an annual rate of 60%.

"moderate" recruitment policy

Zhu Xiaojie's personality has more or less influenced the whole human resources policy of Estee Lauder (China). For example, she likes to show people with light makeup, even clothes with steady colors should be beautifully decorated. She speaks clearly, but she is always in no hurry, and even has few physical movements. Her recruitment is relatively mild, and she doesn't like to use "tricky" questions to form her own judgment, but she must find the person with the best personality. If P&G is more masculine, Estee Lauder, founded by women, is more reserved. "It is not uncommon for some large enterprises to recruit' fantastic tricks' online. The internet is full of weird questions. I believe that a smart person, as long as he looks at these materials more, will basically master the law. " Zhu Xiaojie said.

Her method is to use simple questions to help her form a judgment. Just like she "questioned" the boss in the interview before. She can design many problems. For example, she always thinks that a person who loves beauty should like healthy activities, such as hiking or taking pictures. If you can't be excited about good things, it's hard to believe that this person can do a good job. She will also ask about the popular colors of makeup this year. For her, the answer should not be as simple as "yellow" or "blue". Zhu will carefully observe the interviewee's eyes and even body language. She will even ask the interviewer if she has used Estee Lauder's products, which counter she has paid attention to, the evaluation of beauty consultants, and even the product visit of a certain counter. "If you are really interested, their eyes are flashing when they talk!" "Just like you talk to me about human resource management, I will talk to you endlessly. This is human nature. When it comes to what you like, you always open your mouth. " At this moment, her eyes began to shine.

Zhu Xiaojie even linked his own brand with people's personality. She said that even if they were recruited into Estee Lauder, they might have completely different personalities. For example, M belongs to Estee Lauder. A. C and Bobbi Brown make-up brands, the former's beauty consultant may be very personal, may like to wear earrings, and also like to wear a "smoky makeup"; The latter may be transparent makeup, which is natural. Even in the office of Estee Lauder Group, blue and green will be used to distinguish the office areas of Estee Lauder and Clinique. In short, Zhu Xiaojie must choose the most suitable "personality" to do the most suitable job.

Human resource policy of "latecomers"

It may be related to the identity of "latecomers". Estee Lauder is more urgent than other well-known cosmetics companies in human resources policy. In just four years, Estee Lauder's office staff in China has grown from the initial 30 to 730, and the number of beauty consultants has increased from 200 to 4,200. Estee Lauder began to realize the importance of cultivating her talent quickly.

Estee Lauder is even a little harsh on the selection of fresh graduates, and it is necessary to go through experience before entering Estee Lauder. Zhu Xiaojie hopes that employees can adapt to work quickly, instead of going through a long incubation period after joining the company. "At least you should have internship experience or participated in volunteer activities in the university," she said. Only in this way can she get the internship qualification of Estee Lauder and get the pass to enter the company.

In Estee Lauder, the basic salary of ordinary university graduates is definitely lower than that of famous university graduates. Zhu Xiaojie's explanation for this is "this is for the post, even for people's contribution". From 2002 to now, there is only one college graduate who meets the above conditions and has worked for one year. That was the first "freshest person" that Estee Lauder recruited. Within a year, this unknown university graduate went from training assistant to trainer and finally was promoted to training director.