Interviews with salesmen are all about business intentions and experience. How can I answer them better?

The first question is your role in the interview.

There is no doubt that recruiters and applicants will always be a pair of contradictions, but aren't they cooperative? Imagine, which recruiter doesn't want to find a suitable candidate for his company quickly and accurately, and which applicant doesn't want to get a job opportunity through interview as soon as possible and complete another leap in his career? Therefore, as an applicant, you must not feel that HR is on your opposite side from the beginning. If you are on the wrong team, your interview is basically over. Because you will try your best to avoid problems that you think may affect your work, instead of showing your ability, the most important job in an interview is to show, not to avoid (showing is not covering up! )

Most candidates will make preparations before the interview and see a lot of interview experience, so do I (HR is not stupid, of course I want to know how the other person will respond to the interview, hehe). One of these so-called face classics is very important for you to make up for your own shortcomings. In fact, this is a big misunderstanding. For example, many fresh graduates I interviewed talked with me about their work experience, and even typed in a typing and copying shop like a project management project; On the other hand, those who have graduated from technical secondary school and worked for two or three years always like to say that they are studying for self-taught undergraduate courses and attending night schools, and they will soon get the diploma of * * University ... In fact, these are basically useless. Think about it, why did the company let you interview? If I need someone with work experience and read your resume just graduated, why do I need you for an interview? I want to find someone with a high degree. Undergraduate and master students are flying all over the sky these days. I invite you to an interview. That must be because I have too much time to spend!

Therefore, the most important thing in the interview is to show your strengths, not to make up for your shortcomings, because the company only uses people's strengths, not to find three good students, not everything is excellent!

The second question is, what kind of ability do you show?

Today, it is very complicated to say what kind of abilities need to be demonstrated in the recruitment interview. What kind of ability model, quality structure, career orientation ... it is no problem to discuss between peers. If you really get the job, don't say that the applicant is dizzy, and sometimes even the hungry department manager feels impatient.

1. Show your untrained ability.

There is a simple reason. There are two abilities and qualities. You can judge which ones are trainable and which ones are difficult to train.

Test: oral English, diligence, honesty, kindness, communication skills, understanding of the company's products, familiarity with the company's industry, computer skills, financial knowledge, work initiative, coordination skills, analytical skills ... Try it and distinguish it. Is it easy?

As an employer, where will you focus? Of course, training is not easy!

The company has a training department, and what needs to be done is to carve what employees lack, so don't be afraid that you have shortcomings in what you can train (such as not knowing the company's product knowledge, etc.). ). but more is to grasp the ability that the position you are applying for is difficult to cultivate.

2. Show your irreplaceable ability.

As a recruiter, I do multiple-choice questions every day, screening out the one that meets or even exceeds our expectations among many applicants, and most resumes I see every day can be said to be one thousand people. The most typical ones are graduates, who are CET-4 and CET-6, Grade-2 and Grade-3, with excellent grades (ranking 3/50). They have won scholarships for N years in a row, participated in student organizations of * * and worked as interns in * * companies for several months. You can have as many resumes as you want. In other words, as long as the company wants to recruit, there is a long queue at the door at any time, and your chances of success are slim.

Looking at the problem from another angle, why are grass-roots employees easy to find and department managers and technical experts difficult to recruit? The reason is substitutability. The easier you are to be replaced, the lower your value. This is the law. So whether it's a resume or an interview, you should show your unique and irreplaceable ability. Don't tell me it's impossible. Why else would you apply?

The third question, the key to a successful interview, your expectation = my performance.

Interview, called interview in English, I think the meaning is completely different. Interview, face-to-face examination, objective evaluation according to your grades, how many points, the purpose is to choose the best among the best and use it wisely; Interview translation should be an interview, a meeting and a communication process. The interviewer conveys the business situation of the company and the details of the positions that can be provided to the applicant, while the applicant introduces his resume, ability, experience and other information to the other party, so that the other party can know himself and then know himself. Its purpose is the combination of both sides, not to choose high scores, but to provide both sides with an opportunity to find the most suitable partner.

Specifically, before the interview, the enterprise will definitely analyze what kind of person to recruit for this position, which is the so-called job description in HR theory. This analysis comes from a wide range of sources, such as the demand of department managers for this position, the subjective image left by former workers to the company, and even the objective evaluation of employees in this position by customers.

Therefore, the interview results are not so-called excellent, average or poor, only suitable or unsuitable. I hope everyone knows that the interviewer of the enterprise (as the saying goes, otherwise someone will complain that my speech is mixed with English) comes to the interview with expectation! What kind of expectations? In short, it is more suitable than the predecessor! My predecessor didn't do well, hoping to find something better. If my predecessor did a good job, I hope to find a more suitable one.

So how can we make ourselves more suitable for the company's expectations?

1. Study each other's job advertisements. Generally, the other party will state the job content and requirements of the position in the advertisement. Compare yourself. If the other person writes a junior college degree or above and you are a master, don't make a fuss and waste everyone's time, right? If the other party has written more than three years of work experience, of course, the other party will not want to train a novice from a college graduate. The basic conditions are not suitable, so you can go for an interview. Either the other party is really boring, or the other party HR is a new rookie.

2, pay attention to grasp the mentality of the other party in the interview, speak vulgar, listen to the voice, the other party is a state-owned enterprise, do finance, ask how your English level is, you should pay more attention, don't brag, maybe your predecessor's English is very good, jump ship to a foreign company! I can't say that not many people are fooled like this. I often meet them anyway.

3. Highlight the key points. I often meet such candidates. Generally, one or two years after graduation, they sit in the conference room without saying a word, and dig out a lot of notebooks from their bags. He can cover them for you with forms of English, accounting, trade, customs declaration, computer, marketing, management and public relations ... I am dazzled. Only you can't think of it. Without him, you can't take it out and introduce it. Answer: "I think your company is very good, foreign companies, big brands." It's not a year or two. As long as you can come in, I really don't care what position! " I think he is very suitable to be our general manager. ...

The fourth question, the mentality and countermeasures of HR in the interview.

We might as well start with the job description of HR recruiters, in short, finding suitable talents for enterprises. Of course, there are many restrictions:

1, time, recruitment cycle varies from two weeks to three months depending on the position, with an average of one month.

2, cost, there will be a lot of costs in the recruitment process, as long as it is not so confused that it doesn't care how much it costs, the company must care about how much it costs to recruit people.

3. The effect of recruitment is also the most important. Can the person you are looking for do well in the company for a long time? The company has its own position, and a win-win situation is a win-win situation.

These restrictions are contradictory in nature, and the pressure is of course enormous to recruit the most suitable people quickly and save money. Therefore, in fact, when HR seems to be sitting on the other side of the interview table, it is generally in such a contradictory struggle. On the one hand, he expects the person sitting opposite him to be the best candidate. On the other hand, he is worried that he will be fooled by others because of carelessness.

This is the mentality of HR interview. It seems that I should not talk more about the countermeasures against this situation, or should I do better? Of course, and it should be second to none among many interviewers in the professional field, but I advise you to watch less Interview Experience. Do you think if you meet an inexperienced HR, you will have a more accurate answer to his question, and what conclusion will HR draw?

1. This person has rich interview experience and is ready to change jobs at any time. His stability is questionable.

2, this person's personality characteristics can not be seen through, and further observation is needed to see if there is a more suitable candidate.

So, back to the original place, the interview process is to show, not to hide. If you cover up something, HR will think that you still have more things to show, and then doubt the credibility of your entire performance, which is not worth the candle! After all, it is possible to fool some monk HR in the middle of the interview, but is it over when you find a job? What should I do if I find that this job is not suitable for you? What should I do if I find that the requirements of the job are beyond or obviously not suitable for your ability? The final result is to give up. It is better to communicate sincerely in the interview and let HR see through you. In fact, it is helpful to you!

The fifth problem is to be an excellent stepping stone-resume.

Making a resume seems simple, but there are some tricks.

Three don't write, two more and one less.

Can you guess how long it will take to read your resume when HR resumes are screened? Ten minutes? That's my resume, five minutes? Generally, the resumes of candidates will be studied like this before the interview. One minute? That's it. This resume is very funny. Correct answer, no more than 30 seconds! This is my own experience, and my colleagues may have less opinions!

How much space can you read in such a short time? Note that I didn't say how many words I read, two pages A4 at most. School education kills people. The first page of a student's resume is "cover letter" without exception. The content is basically the same, mainly about college life and the glory of my alma mater ... no one will read it except alumni and novices. How can I attract HR to your resume? Remember, three don't write, two write more and one write less!

Don't write about underage experiences, do resumes, don't write about your own life, and the company is not elected by the government as a national cadre. Generally speaking, we are not interested in your childhood, such as primary school, middle school and school, and no one will look at it. Many people think it doesn't matter if they write it, but it's not. Such experiences usually appear at the beginning of a resume. After reading this passage, it will seriously affect HR's willpower to read it, which is a great loss!

If you don't write about work and study experiences that are not closely related to the job itself, you are lucky, and HR will turn a blind eye. If you are unlucky, they will think that this person's ability is quite uneven. Leave me here, you can't do your best, just run when you come!

If you don't write self-evaluation and real hobbies, you have finished evaluating yourself. What else can HR evaluate? Novices will think you are arrogant, experienced people will not read it, and writing it will only do harm to others. If you write about work-related hobbies, (for example, procurement applicants say they like shopping, and financial applicants say they like counting money, just kidding, don't take it seriously), that's fine. If you write that I like singing karaoke, dancing in bars and playing cards, I think I'll forget it.

Write more directly related work experience. This is your key ability to attract the company most. Can you not write more? I read a lot of resumes, which are very good, even the work experience of our company's direct competitors, but it's a pity that you just said "from * * * * to * * * * working in * * * * * company, the reference is * * *". You don't think you have anything to say about your work experience in this company in recent years, so how can you attract others?

Write more data about successful cases. Remember a word, facts are always more convincing than empty talk. What are the facts? A success story. In fact, you don't need to write out the whole case background, difficulties, pressures, your measures, implementation and results from beginning to end. You just need to describe the event in the outline with the domain. If you can write two or three more success stories, your ability will not be on paper? The most important thing is data, which is the most convincing. For example, if I want to apply for a hiring manager of a company, I will definitely list the data. I have too many full-time recruitment experiences for teenagers, read my resume, organized * * interviews, recruited managers * * and supervisors * *, among which * * was recruited through * * channels, and so on, which will soon make your description credible. What? You don't remember? Dizzy! You don't estimate according to your own situation, do you? alas

Write less about the projects you are involved in. I have read many resumes like this, and I have been in sales for * * years. I have rich experience and excellent performance. I participated in the Canton Fair and made a * * project, earning millions of talents for the enterprise! Hurry back and look at the salary requirement, 2500 RMB/month! This person is not fooling me, even if one percent of the bonus is tens of thousands! So the rookie said, liar, throw it! In fact, I know that he did attend the Canton Fair. He sat solemnly in front of the booth of their enterprise (next to the project leader) and the business was negotiated. Maybe he even made a live broadcast for this business! So this became his experience, written on his resume. What a big misunderstanding! If you really want to write, just mention it and remember to make it clear that you are involved!

The sixth question, send your resume, meet by phone for the first time, and your first impression.

Well, now that we have a qualified and attractive resume, many friends start to search for work information all over the world, and then give him a copy as long as it meets their major or interest. Is this resume delivery method effective?

The answer is no! The process of submitting a resume is very easy to be ignored, thinking that this is actually a very small problem. Actually, it's not. This is your first impression of the company during the whole application process! Psychological knowledge tells us that meeting a resume for the first time is like knowing someone in life. The impression left by the first meeting largely determines whether you are willing to talk to him, and the most direct purpose of submitting your resume is to get an interview. Do you think this is important?

It's amazing to receive hundreds of resumes every week at work. Let's start with a few common examples.

A lot of resumes were actually given to me by cc! What do you mean? When I submit my resume to others, I should hire a position in my company. I heard that you also want to recruit people here? Come and have a look, too. If I can't talk about that company, we can talk about it again. Can there be a worse first impression? Anyway, I noticed that many HR people just clicked Delete .................................................................................................................................................................... No one wants to find a job, and most people don't like the second option! So, just send a resume in an email, okay?

A little better than cc, there are many resumes that are not my company at first glance. The email content is a whole bottle of safflower oil, which can be wiped anywhere. Maybe everyone found this format from the internet. Good and fresh. The letter to find a job is written like this! I used it! However, pity our HR, you all feel fresh after reading it, and we will vomit after reading it. In 2004, I remember a famous application letter on the Internet. Read it. The same is true for applying for resumes, with a utilization rate as high as 33.33%. In 2005, there was a craze for graduates to write poems. At one time, students flocked to write poems, some of which were really literary and enjoyable to read. Some limericks are fun and can be tolerated; A dog's skin can't pass through, and tinkle to join in! God, what kind of first impression is this?

So your resume can't be a soldier in the army, and no one will pay attention to a drop of water in the sea! Revise your resume according to the recruitment information of the other party before sending it. As for the content, at least two short sentences were written in the email. For example, I recently learned through the * * channel that your company was recruiting for the * * position, and I took the liberty to apply for the * * position because I thought my work experience and professional expertise were quite consistent ... Although these two sentences were simple, you immediately dumped a large number of people. Those who only know the repeat send button, you

Another first impression is telephone appointment, which is usually done by HR people. Basically, we read your resume and think that your basic requirements meet our job requirements. I hope that one day you can come to the company for an interview ... it seems simple, but in fact, the performance of candidates is still different.

There are three kinds of bad impressions when answering the phone: arrogant respect, ignorance and dependence.

Change from arrogance to respect, China people's state of etiquette, has always put rationality first, but it happened that it has fallen into modernity, and it seems that the wind of worshipping ceremony is getting worse, especially when the phone can't meet each other. Hello in English is also used to answer the phone, just like greeting everyday friends; Look at us again, we creatively invented a "hello", which is actually very impolite. Who do you think greeted others on the road and shouted "hello" directly? What's more, the tone of "hello" has many meanings (thanks to the four tones invented by our ancestors), which can express responses and questions, and can also express doubts, provocations and impatience, giving people a bad first impression! It's a bit verbose, but the actual situation is like this.