Interview experience of Huawei's technical service

Interview experience of Huawei's technical service

Huawei's technical service interview experience is easy to encounter these problems in the job interview process. Only when you have finished your work can you make other progress. Things in the workplace can never be simply summarized. Learning from colleagues can save a lot of trouble. Huawei's technical service interview experience teaches you to gain a foothold in the workplace.

Interview experience of Huawei technical services 1 1. Attend the Huawei presentation and submit your resume after the meeting;

2. Take the administrative function examination and professional basic examination;

Administrative functions: examine your IQ and EQ.

(1)5 minutes to answer Chinese character coding (20 questions);

(2)25 minutes to find the law of graphics, logical reasoning, the law of sequence changes, and students' common sense (30 questions);

(3)50-point love quotient IQ test (100 question);

Professional foundation: examine your professional foundation.

(1) communication principle;

(2) communication network;

(3) Computer network;

(4) Analog electronic and digital circuits;

(5) Database and operating system;

3. Participate in 1 interview to verify CET-4 and CET-6 certificates, mainly in the form of 1 to 1 chat, involving personal introduction, professional introduction, personal experience, family, tutor, and the basic contents and skills of the professional courses studied.

4. Participate in the second round of interview, group interview: large group 10 people, that is, five people in two groups. First, each group member introduces himself 1 minute, then one of the group members introduces the members of this group to everyone, and then tests which member of the other group you have the most profound influence on. Complete a task respectively, such as: scientists ranked 10, fugitives ranked 10, and so on. This level belongs to the direct PK type, which is the most eliminated.

5. Interview with the personnel supervisor; This level will ask some in-depth questions. Although he always smiles at you, the questions he asks are very purposeful. Mainly examine your expression ability, way of thinking, outlook on life, personality and so on. Of course, in fact, this level is relatively easy. As long as your eloquence is not too bad, you can turn your head a few times, which is sure to be no problem. After passing, the intention list will be added.

6. Interview with the department head; I heard that they all asked you some professional and technical questions in depth and asked for answers in English.

Compared with the written test, Interview Experience 2 of Huawei Technical Services has the following functions.

1, we can observe the content that is difficult to observe by selecting the written examiner.

Written test is to examine a person's knowledge level, quality and ability by words, but many quality characteristics are difficult to express through words. Such as a person's appearance, eloquence, agility and so on. Although some quality characteristics can be expressed in written form, they cannot be expressed due to the cover-up behavior of candidates or other reasons, so they can be investigated through interviews. ? For example, candidates are often reluctant to reveal some secrets. For these things they don't want to disclose, they can be perfect in written tests, questionnaires and other tests, but it is difficult to do it in face-to-face interviews, because our bodies are not easy to lie.

2. Be able to comprehensively examine the quality characteristics of candidates such as knowledge, ability and work experience.

Interview is a two-way communication activity between examiners and candidates, but the initiative of interview is still in the hands of examiners. During the interview evaluation, the examiner should be expert, extensive, deep and shallow, and have great flexibility and flexibility. Written and psychological tests are not as good as interviews in this respect.

3. Can you make up for the mistakes in the written test and effectively avoid high-scoring imbeciles and impostors?

Some people didn't do well in the written test. If only the written test results are used as the basis for employment, then these people have no chance to be employed. But if it is supplemented by an interview, it gives these people a chance to perform again. In a cadre recruitment examination in Shenyang, it was found that some people answered questions well in the interview although their written test scores were not very high, showing great development potential and becoming ideal candidates. The written test still has some limitations, and it is inevitable that there will be people with high scores, low abilities and even impostors in the written test. In the cadre recruitment examinations in some provinces and cities, some people scored high in the written test, but their words were dull during the interview, and their answers to questions were naive and not profound; Others can only recite this knowledge, and their ability to analyze and solve problems is poor.

4. Interviews can measure the qualities of candidates?

Theoretically speaking, as long as the interview is carefully designed, the time is sufficient and the means are proper, any quality of the candidate can be accurately evaluated. If many questionnaires in psychological tests are effective means to evaluate candidates' intelligence, psychology and morality, expressing these questions in psychological tests in the form of oral questions and answers will often receive different effects from written tests, and the evaluation quality will be higher because of the higher frequency of information utilization. If leaderless group discussion, role-playing, management games and other personnel selection methods are introduced in the interview, the organizational ability and leadership ability of candidates can also be examined. If the method of work demonstration is introduced, the actual working ability of some candidates can be directly examined. Even about the physical condition of the applicant, a lot of information can be obtained through the interview.