Very special standards for employing famous enterprises

Very special standards for employing famous enterprises

Very special standards for employing famous enterprises. Well-known enterprises are very desirable companies for people in the workplace. Well-known enterprises are very superior representatives of environmental black market conditions, so they are very popular with the public. So let's take a look at the very special standards for employing famous enterprises. A very special employment standard for famous enterprises 1

World Bank: the basic condition is to skip three slots

To apply for the World Bank, you must skip at least three slots. Because the World Bank believes that it is very important for bankers who often need to check and verify capital, the basic condition for applying for the World Bank is that they must have at least three different industries' work experience.

Microsoft: looking for "smart" people, not limited to computer majors, favors "frustrated" and people with adventurous spirit

"Microsoft has been looking for smart people it needs, and the meaning of smart people is very special." Microsoft has its own set of methods to test people's "intelligence". For example, the recruiter of Microsoft will give you four numbers "3388": see if you can get 24 by adding, subtracting, multiplying and dividing in the shortest time. There are also some questions that are even more "tricky", such as the examiner will ask you "How many gas stations are there in the United States" and so on. Of course, these questions are not a test of your memory and common sense. In fact, there is no standard answer. The key is to test your ability to analyze problems and how to find a starting point.

Microsoft is a well-known IT giant, but this does not mean that it only recruits computer talents. Take Tsinghua as an example. In 21, Microsoft Global Technology Center recruited 19 students in Tsinghua, including 9 students majoring in computer science and related fields, and 1 students majoring in fine arts, chemistry, biology, nuclear energy and other non-computer fields, which broke through the previous model of "most students majoring in computer science and related fields".

"the king of Microsoft" Bill. Gates believes that when a person is worried about his livelihood, he will exert his potential and think creatively. Therefore, once Gates finds the outstanding talents in this industry who are unemployed due to the decline of their company, he will hire him to work at Microsoft at an appropriate time.

Microsoft also favors people with adventurous spirit. It's not easy to become a member of Microsoft. You should have a strong interest in software, rich imagination and adventurous spirit. Microsoft would rather risk failure and choose someone who has failed than hire someone who is cautious everywhere but has made no achievements.

Lenovo: The selection criteria are self-motivated and savvy.

Liu Chuanzhi, Chairman of the Board of Directors of Lenovo Group, has two criteria for selecting candidates: the first is to see if he is self-motivated. "Whether young people can be trained or not is very important. If an enterprise really wants to do a good job, there must be a group of such people, who are really for the country, for the prosperity of the nation, and for turning their careers into careers. People who are purely job-seeking have no great development in Lenovo. " The second is to see if the understanding is strong. "What can hinder the development of understanding? I think too highly of myself. Understanding is nothing more than being good at summing up, but looking at yourself too high tends to ignore the experience of others and fail to understand the wonderful things of others. There are quite a few such people. There are a lot of people who have certain abilities and are just smart, but they can't reach the level of wisdom. Some people have a strong personality, and when the external force is unbreakable, this person has no future. "

SAP: pay attention to development potential, regardless of academic degree

german SAP company was founded in 1972 and developed rapidly, and soon became the fourth largest independent software supplier in the world, as well as a software solution supplier. On January 1st, 1998, SAP Beijing Development Center was established with branches in Shanghai and Guangzhou. SAP attaches great importance to a person's quality potential, because in SAP's view, technology and knowledge can be acquired through practice, while the quality and morality of personnel are innate and have no inevitable connection with the level of education. What affects a person's job performance is not only academic qualifications and skills, work attitude and professionalism, and loyalty to the enterprise, but also the personal job performance of employees and the whole enterprise. Therefore, when recruiting employees, SAP does not care about the other party's existing degrees and diplomas, but more about how much new knowledge he can absorb and how much he can improve. As long as there is this space, after entering SAP, it is possible to grow through training, learning and the influence of specific corporate culture.

UPS: the first requirement is incorruptibility

ups (United parcel service), founded in 197, has now become one of the "four giants" in the global express delivery industry. Honesty is the first requirement of UPS for employees' quality.

in order to ensure that employees have a high quality of incorruptibility, UPS has taken three measures.

First of all, in the recruitment process, people are selected through "visual inspection" and "psychological measurement".

The second is to select candidates through probation.

The third is to adopt a set of behavioral science testing mechanism to grade employees.

P&G: Honesty and integrity are the first priority, and enthusiastic social activists are the first priority.

Although the times are changing day by day, those candidates with traditional chivalrous style are what P&G is most looking forward to. These qualities can be summarized as: honesty and integrity, courage to take risks, active innovation, ability to find and solve problems, and continuous progress. These aspects are inseparable and interrelated. Among them, honesty and integrity are the first priority.

In addition, if you apply for a job in "Rejoice" of Procter & Gamble, you will often be asked whether you often participate in school activities or what activities you have organized, and students who are enthusiastic about social activities will be given priority by Procter & Gamble.

Intel: The first condition for hiring people is corporate culture recognition, which favors "people who get 3 points" and has higher requirements for managers.

Customer first, self-discipline, quality, innovation, happiness in work and emphasis on results-this is Intel's corporate culture and entrepreneurial spirit. The first condition for Intel to hire people is to identify with this spirit and culture. Because this is the cohesion of Intel. In Intel's view, people who score 3 points (above average) may be preferable. In people's impression, Intel is a brand that is constantly innovating and upgrading, and its innovative spirit is also fully reflected in the recruitment process. When recruiting fresh graduates in colleges and universities, Intel is willing to recruit all kinds of innovative students with a score of 3, and it is best to have completed quite creative projects during school.

Intel has higher requirements for talents. First of all, you should have expertise, such as computers and public relations, which is the most basic quality. In addition, it is the ability to get along with people, because managers have to work with everyone and rely on everyone to carry out their work. Intel's evaluation of the manager is also based on the performance of the organization he leads, not on him. Therefore, as a manager, Intel values talents with both personal expertise and leadership skills.

Yahoo: The right person is someone who loves life, is influential, has interpersonal skills, and can accept and release

Yahoo USA is a new and innovative enterprise, and has its own set of standards for what is the right person:

Love life: candidates should be full of love for life, and only those who love life can do great things for the company and achieve great things in life.

influence: people hired by Yahoo must get to know a group of talents, because Yahoo often uses the network of employees within the company to recruit talents.

interpersonal skills: any employee hired by Yahoo will be responsible for managing other people's work in a short time, so Yahoo employees must have good interpersonal skills.

Can accept and release: Candidates can not only do practical things, but also see the overall situation.

midea group: talents with professional knowledge of electronic technology, economic management and marketing are more welcome

midea group is an electronic technology enterprise, so there are two kinds of talents in greatest demand for midea group: one is scientific researchers engaged in electronic technology, and the other is business management and marketing personnel engaged in economic work. Accordingly, the personnel of these two majors and related majors are the main recruitment targets of "beauty", while the demand for talents of pure liberal arts is small.

Schlumberger Company: Pay more attention to team spirit

Schlumberger Company in France is a large multinational company engaged in oil exploration, crude oil exploitation and processing equipment sales, and it pays more attention to the team spirit of candidates. In this regard, Ms. Liu Hua of the Human Resources Department of Schlumberger China Branch explained that in today's society, the division of labor in enterprises is becoming more and more detailed, and it is impossible for anyone to complete all the work independently. What he can achieve is only a small part of the overall goal of the enterprise. Therefore, team spirit has increasingly become an important corporate culture factor, which requires the enterprise to divide the labor reasonably, put each employee in the right position, and enable him to maximize his talents, supplemented by corresponding mechanisms. For employees, it requires employees to be good at communicating with others, respect others, know how to cooperate with others in an appropriate way, and learn to lead others and be led by others besides having solid professional knowledge, keen sense of innovation and strong work skills.

Vanke: Having both ability and political integrity, putting morality first

Vanke Enterprise Co., Ltd. is a professional real estate company with strong strength and excellent reputation in Chinese mainland. The first principle of Vanke's requirements for talent quality is "having both ability and political integrity, putting morality first". "Having both ability and political integrity" is of course the most ideal. Vanke needs such talents most, but in reality it is impossible to put forward such harsh requirements for everyone. In this case, Vanke emphasizes "putting morality first". The "virtue" here mainly refers to professional ethics and professional mentality. People with good professional ethics and good professional mentality are welcomed by Vanke.

Editing and finishing: Changsha Talent Network

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Special notice: Zhitong Talent Changsha Market holds all kinds of large-scale on-site job fairs every Saturday, and more than 2 companies attend every week to provide the latest employment standards for famous enterprises with special positions. 2

1. Loyalty

Faced with job-hopping, companies tend to value the loyalty of candidates. In particular, some large state-owned enterprises pay more attention to employee loyalty. In the recruitment of some large enterprises, the interviewer will ask: "Please analyze which is more important to the enterprise: professional skills and loyalty".

2. Innovative spirit

For large enterprises, if there is no continuous innovation, it means that they have lost their vitality, so whether the candidates have innovative spirit is also the focus of research. For example, some electronic research and design enterprises attach great importance to the innovative spirit and ability of candidates in interviews.

3. Degree of recognition of corporate culture

In the recruitment process, enterprises often consider whether employees can understand and adapt to corporate values and corporate culture, which will determine whether employees can serve the enterprise well.

4. Practical ability

While paying attention to the academic performance of employees, many enterprises attach great importance to the practical experience of candidates. Internship experience, part-time experience and school counseling experience are good opportunities to accumulate social experience, which employees should pay attention to.

5. Team spirit

Large well-known enterprises often attach great importance to the team spirit of employees, so employees should pay attention to cultivating their own team spirit in their daily work and life.

6. Interpersonal communication skills and good communication skills

For example, some famous enterprises take interpersonal communication skills as the focus of evaluation, because many enterprises involve contact with customers, and candidates must have the ability to communicate and coordinate with customers.

7. Attitude and learning ability towards new knowledge and new ability

The person in charge of a large company said that recent graduates often have no practical ability and basically have to undergo systematic training, so learning ability and curiosity should be the focus of assessment, and many enterprises adhere to this principle.

However, I would like to remind my friends that besides these, we should also sum up the experience of our elders. After all, "practice is the only criterion for testing truth", and it is relatively easy for us to follow the path taken by others.