Classic question and answer of bank interview

Classic question and answer of bank interview

An interview is an application. When looking for a job, you have to go through an interview, and only after passing will you be employed. The following are the classic questions and their answers in 16 bank interview, for reference only. Welcome to reading.

Bank Interview Classic Q&A 1 Question 1: "Please introduce yourself"

Ideas:

1. This is a required question for the interview.

2. The introduction content should be consistent with the resume.

3. Try to be colloquial in expression.

4. Go straight to the subject and don't say irrelevant and useless content.

5. The organization should be clear and the level should be clear.

6. It is best to recite it in the form of words in advance.

Question 2: "Talk about your family"

Ideas:

1, the situation plays a certain role in understanding the personality, concept and mentality of the applicant, which is also the main reason why the recruiting unit asks this question.

2. Briefly list the family population.

3. Warm and harmonious family atmosphere should be emphasized.

It should be emphasized that parents should pay attention to their own content education.

It is appropriate to emphasize the good condition of each family member.

It is appropriate to emphasize the support of family members for their work.

7. You should emphasize your sense of responsibility for your family.

Question 3: "Do you have any hobbies?"

Ideas:

1. hobbies can reflect the personality, thoughts and mentality of candidates to a certain extent, which is also the main reason why employers ask this question.

It's best not to say that you have no hobbies.

Don't say that you have those vulgar and unpleasant hobbies.

4. It is best not to say that it is limited to reading, listening to music and surfing the Internet, otherwise the interviewer may suspect that the candidate is withdrawn.

It is best to have some outdoor hobbies to "embellish" your image.

Question 4: "Who do you admire most?"

Ideas:

1. The most admired person can reflect the personality, concept and mentality of the candidate to a certain extent, which is also the main reason why the interviewer asks this question.

2. It is inappropriate to say that you don't worship anyone.

It is inappropriate to worship yourself.

It is inappropriate to worship an imaginary or unknown person.

It is inappropriate to worship a person who obviously has a negative image.

6. Everyone you admire is best related to the job you are applying for.

7. It's best to say what qualities and thoughts of people you admire have infected and inspired yourself.

Question 5: "What is your motto?"

Ideas:

1. Motto can reflect the personality, concept and mentality of the candidate to a certain extent, which is also the main reason why the interviewer asks this question.

2, it is not appropriate to say those aphorisms that doctors cause bad associations.

It's inappropriate to say those too abstract aphorisms.

4. maxims should not be said too long.

5. Motto should best reflect some of your excellent qualities.

6. Refer to the answer-"Just find ways for success, not excuses for failure"

Question 6: "Talk about your shortcomings"

Ideas:

1, it is not appropriate to say that you have no shortcomings.

It is not appropriate to describe those obvious advantages as shortcomings.

3. It is not appropriate to say that there are shortcomings that seriously affect the job application.

It is not appropriate to say that people are uneasy and uncomfortable.

You can say some shortcomings that are "irrelevant" to the job you are applying for, even some shortcomings that look like shortcomings from the work point of view but are advantages.

Question 7: "Tell me about a failure"

Ideas:

1, it is not appropriate to say that you have no experience of failure.

It is inappropriate to describe these obvious successes as failures.

It is inappropriate to tell the failure experience that seriously affects your job application.

4. The result of experience should be failure.

It should be noted that I was confident and tried my best before I failed.

6. Explain that failure is only caused by external objective reasons.

7. After my failure, I quickly pulled myself together and faced my future work with more enthusiasm.

Question 8: "Why did you choose our company?"

Ideas:

1, the interviewer tries to understand your motivation, desire and attitude towards this job.

2. It is suggested to answer from three angles: industry, enterprise and post.

3. Reference answer-"I am very optimistic about the industry where your company is located. I think your company attaches great importance to talents and this job suits me very well. I believe I can do it well. "

Question 9: "What are the foreseeable difficulties in this job?"

Ideas:

1, it is not appropriate to directly state the specific difficulties, otherwise it may make the other party suspect that the applicant is not good.

2. You can try circuitous tactics and tell the candidates about their attitude towards difficulties-"It is normal and inevitable to have some difficulties in your work, but as long as you have perseverance, a good spirit of cooperation and make thorough and adequate preparations in advance, any difficulties can be overcome."

Question 10: "How will you work if I hire you?"

Ideas:

1. If the applicant lacks sufficient knowledge of the position he is applying for, it is best not to directly tell the specific method of carrying out the work.

2, you can try to use circuitous tactics to answer, such as "first listen to the instructions and requirements of the leader, then understand and be familiar with the relevant situation, then make a short-term work plan and report it to the leader for approval, and finally carry out the work as planned."

Question 1 1: "What will you do if you disagree with your superiors?"

Ideas:

1, you can generally answer "I will give my superiors the necessary explanations and reminders. In this case, I will obey their opinions. "

2. If you are interviewed by the general manager, and there is another manager in the position you are applying for, and this manager is not present at that time, you can answer like this: "For non-principled issues, I will obey the opinions of my superiors, and for major issues involving the interests of the company, I hope to reflect them to my superiors."

Question 12: "Why should we hire you?"

Ideas:

1, the applicant had better answer from the perspective of the recruiting unit.

2. Recruiting units will generally employ candidates who are basically qualified, interested in this job and have enough confidence.

3, such as "I meet the recruitment requirements of your company, with my current skills, high sense of responsibility and good adaptability and learning ability, I am fully qualified for this job. I really hope to serve your company. If you give me this opportunity, I will definitely become the pillar of your company! "

Question 13: "What can you do for us?"

Ideas:

1 basically means "do whatever you want".

2. Before answering this question, the applicant had better "pre-empt" and understand the role that the employer expects this position to play.

Applicants can answer this question according to their own understanding and their own advantages in the professional field.

Question 14: "You are a fresh graduate with insufficient experience. How can you be qualified for this job? "

Ideas:

1. If the recruiting unit asks this question to the candidates of recent graduates, it means that the recruiting unit doesn't really care about "experience", and the key depends on how the candidates answer.

The answer to this question should best reflect the applicant's sincerity, wit, courage and dedication.

As a fresh graduate, I really lack work experience, so I have been taking advantage of various opportunities to work part-time in this industry during my study. I also found that practical work is far richer and more complicated than books. But I have a strong sense of responsibility, adaptability and learning ability, and I am diligent, so I can successfully complete all the work in my part-time job, and I also benefit a lot from the experience I have gained from it. Please rest assured that my school study and part-time work experience make me qualified for this position. "

Question 15: "What kind of boss do you want to work with?"

Ideas:

1, through the examinee's "hope" to the superior, we can judge the examinee's consciousness of self-requirement, which is both a trap and an opportunity.

It's best to avoid the specific hope for the superior and talk more about your own requirements.

3. For example, "As a new person, I should ask myself to be familiar with and adapt to the environment as soon as possible, instead of having any requirements for the environment, as long as I can give full play to my special skills."

Question 16: "What was the reason for your leaving your previous company?"

Ideas:

1. The most important thing is that the applicant should convince the recruiting unit that the "resignation reason" of the applicant's previous organization does not exist in this recruiting unit.

2. Avoid writing "reasons for leaving" too detailed and specific.

Don't mix subjective negative feelings, such as "too lucky", "complicated interpersonal relationship", "too chaotic management", "the company doesn't attach importance to talents" and "the company rejects our employees".

4, also can't dodge, avoid, such as "want to change the environment", "personal reasons" and so on.

5, can't involve their negative personality characteristics, such as dishonesty, laziness, lack of responsibility, not easy-going, etc.

6. Try to make the reasons explained add luster to the applicant's personal image.

I resigned because the company went bankrupt. I have worked in the company for more than three years and have deep feelings. Since last year, the company's situation has gone from bad to worse due to the sudden change of market situation. I feel sorry at this stage, but I still have to face the show and find a stage where I can play my ability again. "There is not only one answer to the same interview question, and the same answer is not valid in any interview situation. The key is that after the applicant has mastered the rules, he should grasp the specific situation of the interview, consciously try to figure out the psychological background of the interviewer's questions, and then appeal to his own preferences.

Classic Questions and Answers in Bank Interview Part II Interview

How to get the accurate information of candidates in the shortest time, so as to improve the interview efficiency and reduce the risk of employing people, is a realistic challenge facing HR.

How to get the accurate information of candidates in the shortest time, so as to improve the interview efficiency and reduce the risk of employing people, is a realistic challenge faced by hr. The author summarizes 18 basic experiences from more than ten years' interview and reading experience, which is referred to as "eighteen palms" for HR colleagues' reference.

First, the phase is born from the heart and judged intuitively.

"Each other is born from the heart" is not nonsense. As a common sense feeling, most people will have the concept that a cunning person will be suspected of stealing; People with fierce eyes hide dangers, which people can't avoid ... In ancient China, there was a saying that "a man has eight sides". For example, people with "strong face" have a strong sense of dignity and generally have determination and action: people with "thick face" have a steady temperament and a broad mind; People with "clear face" are handsome and generous, with pure bearing, cheerful temperament, quick thinking and broad mind. He looks muddleheaded and vacillating, generally introverted and narrow-minded: people with "bad looks" are fierce, generally mean and untrustworthy; People who "look thin" are weak, light and timid, and generally withdrawn, introverted and indecisive; Vulgar people are rude and reckless, generally moody and mercenary ... Of course, interviews should not only judge people by their appearances, but also be supplemented by other evaluation methods.

At the same time, the author looks at the adaptability of post and personality traits from another angle. In practice, it is found that there are many similarities in the personality traits of the same professional population as a whole. When I worked in a commercial real estate company, I defined the personality characteristics of receptionist, salesperson, personnel manager and financial cashier as follows: receptionist-"pleasing to the eye, attractive, not seductive"; Sales staff-"copper head, iron mouth, scud"; Personnel manager-"external circle inside, both rigid and flexible"; Financial cashier-"security and timidity" ... these are part of the characteristics of professional people, and they are the characteristics of similar professional people formed for a long time due to the needs of practical work. They are representative and can feel the initial positioning through interviews. Of course, this needs to be judged after seeing countless people and accumulating rich experience in recognizing people, and it is only a preliminary judgment. Employment must be combined with other evaluation tools.

Second, all is fair in war and recognize yourself.

Whether all kinds of certificates are true or not, and whether the work experience is true or not, it is not necessary to carry out online inquiry, investigation and evidence collection, because the investigation is difficult and sometimes time-consuming and laborious. If you are not sure, you can try to test each other by making up the names of the leaders or colleagues of the other party's graduation school and former work unit or other virtual scenes to see their reactions. If the other party is passive in Nuo Nuo, it must be fraud. If the other party immediately corrects the mistake and clearly tells the correct answer, the situation is true.

Third, cut to the chase and go straight to the core.

In order to save the interview time, minimize the greetings, go directly to the interview topic and get to the point. Combining the job content, core quality requirements and the contents of the candidate's resume, we can directly conduct a substantive interview, which can observe the candidate's reaction ability and professional depth in the shortest time.

Fourth, avoid reality and be empty.

Some doubts found in the resume or loopholes answered by the other party in the interview should attract the attention of the interviewer. These questions should be asked clearly and verified in time to understand the truth and avoid blind spots in the interview.

Five, follow the leadership, step by step

When we ask some questions, the other party may give back a lot of information when answering them. We should grasp the starting point at any time and logically obtain information that is of reference value to the interview. For example, we interview a personnel manager. When we ask a question about salary management, if the other person answers with information such as performance appraisal, position value and market research, we can ask questions about performance management and position evaluation after the other person answers this question. Speaking of performance management, if the other party involves information about corporate culture or execution, we will talk about the topic of corporate culture or execution ... With the deepening of the problem, we will know more and more about the other party's knowledge, experience, values and other effective information.

Six, case discussion, outsiders are clear.

When recruiting, the author sometimes uses case discussion to let several candidates discuss a topic together. As an interviewer, I just observe quietly and give appropriate guidance when necessary. At this time, we should not only look at the performance of the speaker, but also observe the reactions of other candidates. If the bystander listens attentively or thinks seriously, or even records or nods and smiles, it shows that he has a sense of teamwork and is paying attention to and sharing the feelings of others. This is of course our basic requirement for talents. On the contrary, if others talk, some people are careless and even show disdain, which shows that they don't respect others and the EQ index needs to be improved. He will be our first goal in passing the ball.

Seven, dragon and horse training, has its own clear.

This is an extreme measure taken when several candidates have similar basic conditions and are evenly matched, which makes it difficult for the interviewer to choose in a short time: let several candidates ask each other questions (of course, the questions asked are related to the job they are applying for), and the rule is that the questioner should also explain his views on the questions after the other party answers. In this way, we can see who plays freely and skillfully in the whole process, so as to judge who is the more suitable candidate.

Eight, the real knife and the real gun, the strength testifies

When recruiting some post personnel with strong professional skills, you can first enter the practical examination and then conduct comprehensive evaluation. For example, graphic designers can operate directly on the computer and design works on the spot as needed; Recruit drivers, set up obstacles directly in the parking lot, and test driving skills on the spot; When recruiting editors, first write an article directly as required to see their literary talent and creative thinking ... with strength, they will immediately show their true colors.

Nine, wheel tactics, comprehensive evaluation

When recruiting some post personnel who need to cooperate with relevant departments frequently, it is necessary for the heads of relevant departments to interview and inspect from different angles in turn, which is equivalent to wheel war. This will comprehensively grasp whether this person can adapt to the company culture from multiple angles. When everyone agrees with him, he will enter the work role faster and better after admission, and cooperate happily with everyone.

X. Avalanches and Glands

When we recruit people with strong psychological endurance in business, public relations, management and other positions, we can adopt multiple interviewers to focus on interviews and take turns asking questions, resulting in an overwhelming situation and testing their psychological quality. People with poor pressure resistance will fail to stand the test and be defeated immediately.

XI. Role simulation is getting better and better.

When recruiting business people, you can simulate a normal work situation after the initial interview and the second interview, so that they can directly play the role of business people in the company and sell products to the interviewer. During the test, examiners should also enter the state of daily business communication, deliberately design some tricky questions, and observe their reaction ability, communication ability, sales promotion skills and psychological quality.

Twelve, historical review, return to simplicity

Close to the behavioral interview method, we can learn about past performance, performance, sincerity and other information through the candidates' memories of past behaviors in specific situations. It should be noted that we should not only listen carefully and observe their expressions and body language, but also look for key points as a breakthrough to ask questions to judge the authenticity of the information. For example, a person who applied for the examination supervisor recalled the scene when the last unit made the examination plan, saying that he planned and made the plan alone, but when the examiner asked about the basis and purpose of the plan, he was tongue-tied. Obviously, he is not the planner of the plan, but only the executor or at most the participant.

Thirteen, repeat questions, cleverly set the maze.

For some key questions, in order to verify whether the candidates' answers are sincere, you can ask other questions after the other party has answered. When the other person is caught in the "whirlpool" of questions, 120 minutes later, ask the key questions or similar questions just now. This way, you can check whether the result of the other party's answer is consistent with the answer just now.

Fourteen, behavior details, investigate personality

A person's spoken and written language can hide his inner world, but his behavior details are difficult to hide his personality characteristics, because this is often the subconscious self-expression. The change of a person's expression, detailed movements and even the direction of standing posture are all information symbols of its deep-seated characteristics. When recruiting business personnel, the author invited the candidates to dinner on behalf of the company at noon, and informed the canteen in advance to prepare three sealed seasoning vials containing soy sauce, vinegar and Chili oil respectively, without any suggestive signs on the bottles. I told them that some dishes would taste better with condiments. At this time, someone poured a little seasoning without looking, and then found that it was Chili oil-not the vinegar he wanted; Some people are more cautious, open the bottle cap separately, observe it carefully, and even smell it with their noses before choosing ... so I judge: the former is a bit careless, but adventurous and dare to challenge; Although the latter is cautious, it is too cautious and lacks the spirit of challenge. At that time, the specific stage of the company's development required the basic personality characteristics of business personnel to be "informal, but must have a challenging spirit." Obviously, the former meets the requirements of the company in terms of personality.

Fifteen, playing hard to get, show your mind

When recruiting certain positions, the employees who need the position should be open-minded and have strong ability to resist setbacks. At the end of the interview, you can deliberately imply or directly indicate that the other party does not meet the company requirements. When receiving this signal, the candidates' performances are different: some are surprised, some are gloomy, some are unhappy, and some even leave without saying goodbye ... Of course, what we want most is to maintain a gentleman's demeanor, be humble, calm and considerate. Because there are specific reasons for hiring or not, not being accepted does not mean that the applicant is not excellent. Even if it is impossible to cooperate, it at least provides the applicant with an opportunity to understand the enterprise and themselves.

Sixteen, correct text errors, confuse authenticity.

Candidates often answer positive questions more freely, but if they correct mistakes in the opposite direction, their actual experience and skill level can better reflect their true state. For example, you can design a document full of mistakes and make obvious mistakes in format, sentence, punctuation and seal position. Recruit personnel managers, design a flawed assessment plan or salary plan according to the enterprise background, and let them diagnose and correct the plan ... Some people talk big when discussing the theory, but they can't start when correcting the mistakes, and even make more and more mistakes. In this case, the actual ability is not flattering.

Seventeen, the old master comments, perspective personality.

In the interview process, when it comes to the applicant's views on the past units, some information about the applicant's basic moral character can be obtained. Some people make a mess of their original employers; Some people objectively evaluate the original company without personal feelings, while keeping the business secrets of the original company ... In fact, everyone should be grateful, regardless of the past unit, at least pay themselves labor remuneration and provide themselves with a chance to practice; At the same time, there are no problem enterprises. If you leave our company in the future, will you "betray" the enterprise? After all, everyone has a heart of Cao Cao. In the eyes of employers, observing basic professional standards is a direct manifestation of personality.

Eighteen, many things, sincere performance.

Recruiting middle-and high-level personnel or other special positions requires testing their recognition of the company, and it is best not to decide whether to hire at one time. You can invite the other party to the company for discussion many times (or arrange it in your spare time), on the one hand, you can enhance the other party's understanding of the company, on the other hand, you can also see its sincerity in cooperation. If the other party never comes to the company for an interview after two times, the enterprise should give up decisively, because proper giving up is also a kind of beauty. Imagine: if the other party doesn't really agree with the company's values and has no sincerity to cooperate with the company, then even if it accepts, it won't stay in the company for a long time, and the company may have to face a new choice.

Frequently asked questions and answers in the interview

According to the survey of personnel directors in consultation, the most frequently asked questions and favorite answers of 20 personnel directors are counted. When I apply for a job, I always look at these questions at the first interview. Some questions are really asked by the interviewer. I have been a first-time examiner for half a year, and I often ask these questions during interviews.

Question 1: Why did you leave your present position?

A. Other colleagues think that I am the red man in front of the boss, so they crowd me out everywhere.

B: I'm disappointed with the result of salary adjustment, which is completely out of proportion to my efforts.

C. the boss is unwilling to authorize, and his work is limited everywhere, making it difficult to do things with one's hands tied.

D. the company's operating conditions are not good, and everyone is worried.

Answer: More than half of the personnel directors choose C, followed by D. The answer to C can show that the candidate is ambitious, capable and wants to be given more responsibilities. Choosing D is an objective external factor that individuals can't change because of resignation reasons. Therefore, the interviewer will not have too many doubts about personal abilities or worksheets.

Question 2: How much do you know about our company?

A. Your company was the king of stocks for eight months last year.

B. Your company has been selected as "the enterprise that job seekers want to enter most" by XX magazine for three consecutive years.

C. I'm not sure Can you give me some information?

D. Your company intends to change its strategy and strengthen OEM cooperation with foreign manufacturers, and the part of its own brand will go through overseas distributors.

Answer: Most of them are D for the simple reason. They want job seekers to have a real understanding of the job they are applying for, not just to come here.

Question 3: What is the most important consideration when you are looking for a job?

A. the company's vision and product competitiveness.

B. The company attaches importance to employee career planning and humanized management.

C. Whether the nature of work can make me develop my strengths and grow continuously.

D. the reasonable treatment and management style of the supervisor.

Answer: C is the majority, because the company is looking for people who have good work performance and can really contribute, not people who are purely interested in profit.

Question 4: Why should I admit you?

A. Because I am convinced that I am better than others.

Because I have a strong desire to grow with your company.

C. You can clearly see my all-out work attitude from the objective data presented by my past work performance.

D. I have worked in this industry for 8 years, and my rich contacts are my greatest wealth.

Answer: the ideal answer to this question is C. How do you let the other person see your goodness? It is difficult to convince each other by eloquence alone. Therefore, judging from the content of the resume or the previous answers, it is the most ideal answer if it can be supplemented by objective figures and specific work results.

Question 5: Please talk about your greatest personal characteristics.

A. I am very popular and have been a welfare committee member for three years in a row.

B. I have a high degree of persistence, and I will never give up until things have a satisfactory result.

C.i am very punctual. I have never been late since I started working.

D. I have an easy-going personality and am recognized as a good gentleman.

Answer: The ideal answer to this question is B. Although A, C and D all show the personal advantages of the applicant, only the advantages and characteristics that can best be combined with work and performance are the answers that the interviewer is interested in.

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