Interviewer's face experience

Before attending the employer's interview, all fresh graduates should check the resumes written by previous students and the first batch of interviewers online. I wonder if the interviewer will also check online to see if there is a special face book for the interviewer.

This year's recruitment season has just ended. I am here to talk about my experience as an interviewer for the reference of other interviewers and students.

One,

Let me start with my experience of being interviewed. That was seven years ago. I was a senior. I just started looking for a job, and my resume has not been completely written. One day, the teacher in the department said that there was an American company to recruit, which was very suitable for our major. I hate the atmosphere of state-owned enterprises and want to work in a foreign company. So I quickly printed an incomplete resume and voted for that company.

I did well in college and had several months' internship experience in another American company, which was rare among undergraduates at that time. Results The resume was selected by the recruiter and allowed to take the written test. A group of 20 people took the written test. The content of the written test is to write a program in C language. This is also my specialty, so I passed the written test and went for an interview. I'm not sure how many students have been selected for the interview.

In the first round, I was interviewed by two interviewers (they were both my bosses later), and one of them spoke to me in English from beginning to end. A week later, the general manager of China Branch called again and gave me a round of telephone interviews, all in English. This is my biggest challenge. My English was poor at that time. To be honest, I can't fully understand the question he asked me. But since this is my first attempt to apply, I am not particularly concerned about whether I can get the job. So I'm not nervous, so I'm not worried about my oral mistakes, so I have the cheek to deal with him in English.

Although my English is poor, I was lucky to get the last interview in Shanghai (my school is in Nanjing). At that time, the company was very small, as small as one afternoon, and every employee of the company came to interview me. Some just entered the company and have no interview experience, so they just chat with me. Some people asked me a lot of questions seriously. All in all, I left a good impression on them and got the company's offer in this way.

When the company informed me of the offer, my resume was really all ready, but unfortunately I didn't need it. Fortunately, I only made three copies, and I chose the best one as my permanent souvenir.

Now it seems that I am lucky to enter this company, which is also a very rare opportunity in my life experience. In the recruitment in the following years, the company's requirements for students became more and more strict. In addition, the level of students is getting higher and higher now. If I had got the application, I might have been crossed out when I chose my resume.

As an old employee of the company, I participate in the recruitment activities of the company every year and interview countless students. Let me say a few things that impressed me deeply.

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Second,

Tell me some embarrassing experiences. These experiences were all encountered two years before I worked. After that, I experienced more and had a thick skin, and I didn't encounter anything that could embarrass me.

I didn't officially graduate from college until July 1999, but I went to school to recruit others on June 10 that year. During this period, the company did not conduct any training on how to recruit and how to interview. I taught the Info class in Nantah that year, and it was all in English. I don't have much confidence in my English, so I asked the students who came to apply during the interview: Did you understand what I said at the job fair? The student scratched his head and said that the room was too big. I stood at the end and didn't hear you clearly. At that time, I thought, my spoken English is too poor, and I said a lot, almost all in vain. Since then, unless our boss speaks in person, he always speaks in English (his native language is English), and everyone else introduces the company in Chinese.

I just graduated from college and am going to interview a doctoral student. I don't remember how I interviewed them. All I know is that I didn't have any confidence at that time. I must be very stiff during the interview. I'm afraid of leaving a bad impression on them.

The interviewer's confidence is very important. In fact, you don't have to consider whether the interviewer's level is higher than yours. The interviewer naturally has a psychological advantage. Unless the interviewee doesn't want the job, he must be respectful. They usually instinctively think that the interviewer must be more skilled and experienced than them. More interviews, more experience and more confidence. Now even if the doctoral supervisor comes, I dare to see him.

When we interview others, some problems are to be avoided, such as personal privacy, political views, religious beliefs and so on. For example: I am a boy. If I ask a girl if she has a boyfriend during an interview, she will definitely think that I am up to no good. So this kind of problem should be carefully avoided. However, some students who come to apply for the job have no such concept at all because they have too little experience. Once I interviewed a girl. At the end of the interview, as usual, I told her that I had no other questions. Do you have any questions for me? The girl thought for a moment and asked, Do you have a girlfriend? What about your love experience? I didn't expect anyone to ask such a question. I don't know how to answer at once, and I'm a little overwhelmed. It happened that my embarrassment was seen by my colleagues again and became their laughing stock.

If this happens now, I will naturally answer: we'd better not discuss personal problems. You can ask me some questions about our company or this recruitment activity. However, the students are getting more and more mature, and now I'm afraid no one will ask such reckless questions again.

Third,

Tell me more about my colleagues' unsuccessful interviews.

When interviewing a girl, one of my colleagues asked the girl what her hobbies were. The girl said that she was good at drawing. On a whim, my colleague said, then draw me a portrait. So the girl picked up a pen and paper and began to draw. When he finished painting and left, his colleague picked up the drawing paper and saw that it was a turtle.

I think, maybe the girl who came to apply for the job is not interesting, but she has the courage to make such a joke because she was encouraged by the interviewer. The interviewer asked the candidate to draw a picture, which is not serious enough in itself. After all, people are applying for software engineers. In order to understand the candidate's personality, it is necessary to ask some questions about his extracurricular hobbies, but it doesn't need to be too detailed or delay too much time, otherwise it will digress. In serious cases, the applicant may even think that the interviewer is teasing him, thus damaging the company's image.

On another occasion, several colleagues in the R&D department went to a school to recruit. Our R&D staff usually don't pay much attention to appearance, and they also dress casually when recruiting. After the colleagues who went to recruit came back, they went to the school bbs to check the students' reaction to the recruitment activities. Unexpectedly, the student's evaluation of the interviewer is just one sentence? .

It seems that students are really rich, even richer than us? White-collar workers in foreign companies? And pay attention to your clothes. I really hate those guys who only recognize clothes and don't recognize people, especially since he is a student without his own income. But in order not to damage the company's image, we can only take care of their aesthetics. Although I usually wear rustic clothes, I will definitely change into a suit and tie when I go to school for recruitment.

By the way, comments on bbs are an important way for interviewers to get feedback. In the past two years, many comments on bbs were extremely arrogant, and some scolded the companies and personnel recruited, just like the above example. However, some students soon realized that their speech would be seen by the interviewer. Even from the details of their words, you can tell which classmate sent it. As a result, another extreme post appeared on bbs, such as praising a company or an interviewer? Romantic, well-proportioned Something like that The classmate who posted this post is more suitable to be a civil servant. If he is seen by our interviewer, it will only have a negative impact on him.

Therefore, if the students who come to apply for the job don't want to have a negative impact on the interviewer, it's best not to make any comments on the interviewer before the results come out, even if it is not emotional. He who talks too much will lose. If you want to leave a good impression on the interviewer, you can be positive, for example, take the initiative to call the company to ask about the recruitment results.

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Fourth,

I talked about a lot of unpleasant experiences. What was a successful interview like? I think it should be like this: (like me)

About appearance: you must dress formally when you go out to recruit, which is a respect for the candidates. If you interview other people in the company, you'd better dress as usual. This is just to let the candidates experience the future working atmosphere in advance, which is also part of the corporate culture. Don't make any excessive small moves during the interview, such as taking off your shoes, picking your nose, pulling your hair, etc. The most disgusting interviewer I have ever heard is to pick your own feet when interviewing others. It's hard to imagine that candidates will still be interested in this company after reading these.

About the interview process: first of all, you should introduce yourself; Then pour a glass of water for the candidates; You can ask questions after a few polite words. It is natural for the applicant to be a little nervous at first, especially when he attaches great importance to this job. In order to ease the tension of candidates, ask a few irrelevant questions first. For example, what car did you take? How many people are there in your school and so on. Then I began to ask general questions, mainly to examine the applicant's personality, interests, ambitions and so on. Then, ask relevant technical questions, mainly to examine the applicant's work experience, learning ability and problem-solving ability. Generally speaking, foreign companies need to talk in English for a period of time. The interviewer must leave for a period of time after asking questions to see if the candidate has any questions about the company or recruitment activities. Both sides have no questions to ask, and the interview can be over.

Nowadays, large companies attach great importance to recruitment activities, and an applicant often has to go through several rounds of interviews. The essence of multi-round interview is to split the above links into several rounds and conduct them separately.

General questions about the interview: Now, check online. Someone sorted out the common questions and answers in the interview. Smart candidates will study and prepare before the interview. Therefore, the interviewer must also learn to prepare, otherwise, you have no interview experience, how can you examine the ability of the applicant? If you find some common questions in the interview and everyone answers the same, there is no need to ask them again. The interviewer must prepare some questions that are not listed online in advance.

Technical questions about the interview: The technical questions cover a wide range, so it can be said that there are no particularly common questions, so don't worry that the interviewer has understood all your questions. However, it should be noted that when asking technical questions, it is fair to ask questions in the direction of the applicant's research, not the direction that the interviewer is good at. It is normal for candidates to know nothing about their professional knowledge, which cannot formally reflect the technical level of candidates. It is most important to know what achievements the applicant has made in his own research field.

So asking technical questions should start with the most proud project or topic that the candidate has done. First ask about the background of the project, such as where the project comes from, the level of competitors in the same industry, and whether there are other solutions. These problems can usually only be understood clearly by students with strong initiative. Because he is not passively asked to do whatever he wants, but actively pays attention to his work.

Then, you can ask questions about the staffing of the project, how the candidate cooperates with others and so on. This item mainly examines the applicant's ability to work as a team.

After that, the applicant is required to introduce the part he is responsible for, the position of the part he is engaged in in in the overall project, and the process of realization. These should be the parts that can comprehensively evaluate the candidates in the technical interview, and the parts that need to be examined in the technical interview are reflected in this article. At the same time, we can also examine other characteristics besides everyone's technical ability, such as communication, expression ability, enthusiasm, diligence, willpower and so on. This division should take the most time.

Pay special attention to it, and ask, what is the biggest challenge or difficulty that candidates encounter in project implementation, and how to solve it in the end. This item mainly examines the learning ability of candidates.

In describing the implementation of the project, if the candidate says that he solved the problem with a solution, the interviewer should immediately ask if there is another solution. In this way, it can be confirmed whether the applicant really used his brain during the implementation of the project, rather than simply working according to other people's orders.

At the end of the technical interview, you should ask a more difficult question, one that people who are usually unprepared can't solve in a short time. If the interviewer has never seen a similar question before, he will definitely not answer it perfectly. But this point is not the result given by the applicant, but to understand his thinking of solving the problem. When the candidate has no thoughts, the interviewer can give some hints, because this article examines the candidate's ability to solve problems.

Question about English interview: In an English interview, the interviewer should speak English by himself. Never ask questions in Chinese, let the candidates speak English by themselves. If the interviewer is not confident about his English level, he is not qualified to interview English.

English interview questions should be extensive, basically like chatting, say whatever comes to mind. For example, ask the interviewer about an experience, or talk about a book or a movie. The advantage of this kind of rambling is that the applicant can't make detailed preparations for a certain aspect, and can better see the applicant's real English level.

Question difficulty: No matter which round of interview mentioned above, when asking questions to candidates, you should start with the simplest questions. If during the interview, you find that the candidate is already struggling to answer a difficult question, or you have determined that the candidate does not meet the requirements, don't ask any more difficult questions. If the candidate can't answer several questions in a row, he will think that the interviewer is giving him a hard time. So when the candidate can't answer the question, the interviewer should give a hint. But the interviewer can't give an answer that the candidate can't give in a ostentatious tone. Even if the applicant can't be admitted, leave a good impression on the company.

Treat Mianba and Biba: Some interviewers think they are brave and appreciate them; Some interviewers think they are impolite, hate them, or think they are unfair to others. I personally appreciate the courage of Mianba and Biba. Brave people will naturally get more opportunities than others. So if I meet them, I will be happy to give them another chance to participate in the interview or written test.

Of course, whether they can finally be admitted will be determined after comparing with other applicants. From the past, the proportion of face tyrants and pen tyrants is very, very small. They were not selected for the interview or written test because they failed to meet our requirements in some aspects. This defect can't be remedied by one more interview or written test. However, if you are not a bully, the possibility of being admitted must be zero. Even if the probability of being admitted to a bully is only 1%, is it still greater than 0? Double.

Five,

Tell me about my experience in giving a speech.

1. time

The presentation should not be held too late. Of course, if it is too early, many students are not ready, and it is not appropriate. It is best to start business at about the same time as other companies. Generally speaking, the end of 10 is the most suitable time for the school recruitment presentation. Due to the limited manpower of our company, we usually hold a presentation meeting at the local school in Shanghai first, and it will be late to go to other places. There are many companies with good conditions, and excellent students can easily be taken away by other companies first.

2. The content of the demonstration

Companies always want to promote their own enterprises and products, and students are most concerned about how enterprises treat employees. In fact, these two aspects are essential.

Generally speaking, the process of a well-behaved presentation is always like this: at first, introduce the person who presided over the presentation; Secondly, it introduces the general situation of the whole company; Then introduce the situation of the departments that need to recruit personnel; Next, it introduces which positions need to be recruited and the requirements for candidates; Finally, talk about company treatment.

If you want to impress students at the beginning, you can preach in this order. Starting with asking questions, ask the students in the audience what they want their first job to be; Then give the answer, such as the opportunity to go abroad for training, immediate promotion and salary increase, and so on. Then tell the students that our company provides such jobs! The reason is how is our company?

Be confident when introducing the company. First, be confident, so that students may trust you. Sometimes we should brag properly:) As far as bragging is concerned, what we do in R&D is far less than what we do in sales. As for the professional requirements, the seminar may be more suitable for sales staff.

3. There is no need for clear questions in the presentation.

There are two issues that students are most concerned about, but the general company is always reluctant to make it clear at the presentation.

The first is: how much is the salary? The salary offered by some companies is attractive, but it will not be explained in the introduction. The first reason is that I am afraid to give my competitors a chance to dig people who are slightly better paid than myself; Second, it is possible that the salary given by the company to each new employee is different, so it cannot be unified. Students don't have to ask such questions, they will naturally talk about it when signing the contract. Another reason is that reporting the annual salary directly may bring bad associations to some students. Students who think less will look down on your company; Many students will think that your company is arrogant and oppresses people with money (this is the same as going public, so don't raise your monthly salary when going public, lest you be hit by bricks:). If you are in a hurry, you can check online and see the salary offered by this company in previous years, at least you can know a general range.

The second is: how many people to recruit, especially our school. Many companies are vague about this issue, saying that there is not a certain number of people, and they will recruit when they see excellent people. Students hate this answer most, and often feel that such a company does not deliberately recruit people, but advertises and may not recruit people. Actually, it's not. Job fairs can really play the role of advertising for enterprises, but if you just want to advertise, holding job fairs is far less effective than introducing products for specific goals. Most visitors to the job fair don't care about the company's products. If you don't recruit him, he will forget you later; Even if you don't forget, it is mostly a negative impression. The publicity effect produced by the company is very limited.

The company doesn't want to mention the number of recruits, mainly because the number of recruits is not too large, which may make students reluctant to apply. For example, the R&D department of our company has recruited 20 to 30 people every year for the past two years. This figure is for the whole country, mainly the following schools: Shanghai Jiaotong University, Fudan University, Tongji University, Tsinghua University, Peking University, Zhejiang University, Southeast University, Xi Jiaotong University, Huazhong University of Science and Technology, and University of Science and Technology of China. Since the company is in Shanghai, the proportion of Shanghai schools will naturally be more, so it is very good for each foreign school to recruit two people a year. If we tell hundreds of students who attend the job fair that we can recruit you two at most, I'm afraid the students will lose confidence when they listen. Therefore, companies with similar situations will not specify the number of recruits. However, as a candidate, you should never base your confidence on non-competition, and you don't have to pay attention to how many people a company recruits. Excellent students should be full of confidence: even if the company only recruits one person, it will be me!

4. Problems that need to be clarified in the presentation.

It is necessary to clarify the requirements for candidates, such as school, major, academic performance, etc., so as not to waste time.

Such as the applicant's school and academic performance. Our company has strict requirements in this respect. The general requirement is a famous university with a score of at least 10% in the department. Many students feel that such a request is unfair, because poor study or poor school does not mean that a person's ability is poor. I agree with this view. Many people who haven't gone to college are more capable than me. If such people are recruited, it will be of great help to the company. But such people are hard to find before they make achievements. Most companies don't have enough time and resources to find and judge them. There is a certain correlation between academic performance and work performance. In the limited recruitment time, the company can only judge whether a person will have good performance in the future according to his past achievements. Although this is not very accurate, there is no better way.

I still clearly remember the questions raised by some students at the job fair. For example, in view of my proposal that the company should find the best students, some students asked: Many employers say that they should find the most suitable person. Why do you want to find the best people?

I don't think this is a good question. Psychologically, every employer wants to find the best talents, but excellent talents have higher expectations for the enterprise. Not every company can provide this kind of treatment, so not all companies dare to claim that they are looking for the best talents. What about general enterprises? You can't say you're just looking for someone similar. Also, when you receive a rejection letter, the letter will euphemistically say that it is not that you are not good enough, but that you are not suitable for our company.

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