How to Deal with the Interview of Longhu Real Estate

[Architecture/Real Estate] Interview with Longhu Real Estate: Ten Questions and Ten Answers (Reprinted)

Ten questions in Longhu

Question: One word that many people often say when choosing a job is "platform". What kind of platform has Longhu been committed to providing?

A: Employees who enter Longhu are not only "discharging"-exerting their energy for the normal operation of the enterprise, but more importantly "charging"-growing and progressing in the process of work and realizing their self-worth.

The second question: Longhu seems to like "a blank sheet of paper" when recruiting talents, especially property consultants. Why?

A: In the early stage of enterprise development, there was such a situation, but it was not intentional. The background at that time was that many people with rich sales skills failed. Because in Longhu's view, property consultants are not only selling houses, but also becoming experts in consumer investment and home ownership. Personal qualities and professional background are more important than sales skills.

At present, our requirements for property consultants are still the same: first, there must be no bad habits that many salespeople have; Second, we should know about products, investment and real estate. As long as the above conditions are met, both college students and college students. Mouth? Twilight thistles? /FONT & gt；

Three questions: As can be seen from Longhu's requirements for real estate consultants, Longhu has high requirements for the quality of employees. But for some people with a little stronger ability, how can they be willing to go to Longhu to start as ordinary employees? What can Longhu bring to them?

A: To be fair, the industry is now in an impetuous stage. Longhu's pragmatism in employing people is somewhat "alternative". In fact, it is more important and practical than an empty title, social recognition and respect, and a higher platform for life.

People who come to work in Longhu must have a normal mind. One of our definitions is "success = peaceful mind+healthy body+goal of life+freedom of money", and the whole corporate culture is idealized. But in fact, if you are an excellent talent, there are many opportunities to grow up in Longhu. Our youngest department manager is only 28 years old.

Four questions: According to external evaluation, most managers in Longhu started from the grassroots level. Does Longhu only trust the people it has cultivated? How to treat the introduction of "airborne troops"?

A: Longhu has always been eclectic in introducing talents. Especially in recent years, many of our middle and senior management cadres are "airborne troops" introduced from other places. Our attitude towards "airborne troops" neither deliberately demands nor rejects it.

Five questions: There is a view in the industry that Longhu is under great pressure and overtime is a common occurrence. Can ordinary people bear this kind of pressure?

A: For the whole real estate industry, pressure exists. In Longhu, every link requires Excellence, and the pressure is naturally great. But the difference is that this is a healthy and simple stress, which only comes from work, not interpersonal relationship or anything else.

Longhu is also a young enterprise. In the early stage of enterprise development, there is a stage in which manpower is used to ensure the operation of the work. But after so many years of development, it has been standardized and has become a system to ensure the quality of work. Now, except for emergencies, we generally don't work overtime. We also think it's best to do things well during working hours.

Six questions: Some people say that "salary is communication". What is the salary level of Longhu in the same industry, and what are the incentive mechanisms?

A: Although Longhu is a private enterprise, it has a very good idea: sharing wealth with employees.

On the other hand, Longhu's own products are brands. If its employees don't have enough income to consume brands, how can they understand the connotation of high-quality services and high-quality products? If employees worry about their income, of course, they can't settle down and work hard. Therefore, the salary of Longhu in the same position can enter the top three in the same industry in China.

In terms of incentive mechanism, besides high salary, we pay more attention to the respect and spiritual encouragement of employees' work: at the annual general meeting of shareholders, Longhu has various awards, such as newcomer growth award and best service award, which is also an important part of our corporate culture construction.

Seven questions: From the outside world, Longhu has always been very low-key and calm, and even thinks that Longhu needs people with' execution', not people with personality and passion. How to treat this evaluation?

A: In previous interviews, we also met many people who wanted to be traders and professional managers as soon as they arrived at the company, demanding more room for their individuality. In fact, with space, can we ensure the normal operation of enterprises? In fact, it is impossible for any enterprise to make unlimited efforts. What enterprises need more is a system to ensure its benign operation and make everyone more professional and specialized.

Longhu never fetters employees' personality and passion, such as a decision. Before making a decision, we encourage everyone to give full play to their own personality and put forward their own opinions. But after the decision, we must form a joint force and work hard in one place. Personality should be reflected in different stages.

Eight Questions: In many private enterprises, people are most worried about "paternalism" and "centralized" and some tangled nepotism. As a private enterprise, how does Longhu deal with these problems?

A: Longhu has long been aware of this problem. From company bosses to department managers, everyone consciously doesn't need their relatives and girlfriends, because if they are excellent, they can also find good jobs in other enterprises. On the contrary, I can't work normally in Longhu, and the simple working relationship ensures the purpose of meritocracy.

Nine questions: The real estate industry has frequent talent flow. Many people who have worked in Longhu are independent elites after going out. What does Longhu think of their choice?

A: We hope that everyone who enters Longhu can learn something valuable in this enterprise and use it for a lifetime, instead of becoming a regret in his career. Therefore, no matter why they leave their jobs, if they find a better platform, or proudly tell their experiences in Longhu, it is also an industry recognition for Longhu.

Question 10: Many newcomers, especially those who are not familiar with this industry, may be afraid to work in Longhu for fear that they will not stand the test and challenge. How does Longhu communicate with superiors and subordinates?

A: Longhu will designate a "guide" for the newcomers to the company. Now the department manager is appointed, giving them enough time and opportunities to adapt to the new working environment.

We always encourage "direct communication" in internal communication. Ordinary employees can talk to the boss directly. Moreover, it is expressly stipulated that at any time, subordinates communicate with superiors, and superiors cannot say that they have no time.