See how IT companies interview?

The observation and dialogue between people in daily life are all carried out in natural scenes.

Careful design before interview is the difference between interview and general conversation, interview and conversation. Although interviews and dialogues in daily life have the effect of direct contact and emotional exchange, they are not carefully designed.

Face-to-face observation, conversation and other methods used in the interview not only reflect the comprehensiveness of "asking, listening, testing, analyzing and judging", but also distinguish the interview from the general forms of personnel quality testing such as oral examination, written examination, operation demonstration and background investigation. The oral test is only a speech test, and the interview also includes the comprehensive analysis, reasoning and judgment of the test elements such as the behavior characteristics outside the speech of the candidates.

Interviews can be classified in different ways. According to the implementation mode, it can be divided into oral test and scenario simulation interview. Oral examination can be divided into conversation, question and answer, debate, defense, speech and discussion. Scenario simulation interview generally includes file processing simulation, on-site operation simulation, role-playing simulation, work activity simulation, meeting simulation and so on. According to the purpose, it can be divided into employee recruitment interview, civil servant recruitment interview, leading cadre selection interview, competitive post interview, enrollment interview, recruitment interview and qualification evaluation interview. According to the number of candidates, it can be divided into individual interviews and group interviews. The most common group interview is leading group discussion, which is divided into leading group discussion and non-leading group discussion; According to the degree of standardization, it can be divided into structured interviews, semi-structured interviews and liberalized interviews; According to the function of interview, it can be divided into measurement interview, differential interview, diagnostic interview and predictive interview; According to the purpose of interview results, it can be divided into target interview and normal interview. According to the nature of the test items, it can be divided into knowledge interview, personality interview (temperament, personality) interview, intelligence interview (intelligence, ability, skills interview), willingness interview (ideal desire, emotional hobby, will position, attitude and emotion), physical appearance interview (appearance, appearance, physical health) and so on. According to the pressure exerted on candidates, they can be divided into stress interview and non-stress interview; According to the interview process, it can be divided into one-time interview and staged interview.

Fundamentally speaking, the role of interview is the same as that of written test, psychological measurement and other talent testing methods, all of which are aimed at evaluating, distinguishing and predicting. Evaluation is to determine whether the candidate has reached the prescribed standards by evaluating and identifying the ability, quality and level of a certain aspect; Differentiation refers to the selection of targeted evaluation methods according to different application purposes, and the comparison of measurement and evaluation results to find relative differences and determine the competence level of candidates; Prediction refers to predicting the development potential, development trend, performance in future posts and the possibility of success of candidates by comparing with job requirements. Compared with the written test, the interview focuses on the application ability, which can effectively avoid "high scores and low abilities", supplemented by behavioral performance, and is more conducive to examining the various qualities of candidates, and taking flexible interaction as the test method to deeply understand the candidates' knowledge, ability and personality characteristics.

IT is everyone's dream to enter a multinational large enterprise with extraordinary strength. However, there are only a few big companies, but the number of employees in the IT industry is blowout. If you want to find a good owner, you can't do it without some real talent and learning. Resume screening is only the first step in the long March, and the written test is one in a million. I finally received the interview notice, but the examiners are all scheming and cunning, setting traps for you everywhere. So many people fell short at the last minute, all because they ate such rubbish books as the Interview Guide. Some people even grope around for the crooked broom after entering the door, and everything looks like hidden weapons used by the other party to examine their morality. This is probably because readers read too much.

Recently, there is a popular saying in the IT field that crazy people go to Google, old people go to Yahoo and fools go to Microsoft, but it is not so easy for crazy people and fools. CPU boss Intel's interview, a total of five rounds, with a total duration of more than six hours. Poor physique can't persist. Microsoft, known as the "interview marathon", is a wheel war. Its candidates need to talk to eight to ten people, including department partners, department managers, vice presidents and presidents. The bigger the officer you meet, the greater the hope of being hired. Taiwan Province Acer computer recruitment managers are all interviewed by future subordinates. Who says subordinates can't choose superiors? On the contrary, Shanghai Minimally Invasive Software Company emphasizes the authority of leaders. They have an interview question "How much does the Oriental Pearl TV Tower weigh?" It is said that someone answered "Tang Jun (CEO of Minimally Invasive) said that multiples are multiples" and got full marks.

The corporate culture of different companies varies greatly in interview strategies. The means of technical interview is still traceable, and there is no on-site programming or on-site circuit design. As long as I have goods in my stomach, I am not afraid of his tricks. But other interviews are hard to prevent. Some will ask candidates to sing a song or perform a sketch, just to see the candidates' personality and expressiveness, while others will ask candidates to play games to see if there is team spirit. A network company in Germany interviewed the marketing director and asked the candidate to make a spaghetti and chicken breast to examine its execution ability. The interview question of Suo Beier Digital Company actually ate fifty peppers in an hour-to be fair, I suggest changing the farewell question to a candidate whose native place is Sichuan or Hunan on his resume-and I really can't figure out which quality to examine.

Of course, interviews are not all scary experiences. For example, Sony examiners will invite candidates to the company's restaurant for dinner. During the dinner, people always feel at home and the atmosphere is very harmonious. IBM can also reimburse transportation expenses for interviews in different places. When Google, a gathering place of geniuses and lunatics, announces their latest recruitment information, everyone who receives their interview notice can visit Google's "dream headquarters" in California, USA. Even if they are not hired in the end, they will travel for free, which is very cost-effective.

Now, the true and false "Microsoft interview questions" and "IBM interview analysis" have spread all over the Internet, which seems to be a tool for many people to talk about and prove their cleverness. After all, the people who work in those glass buildings are ordinary people like us. But it is also easy to give people a misunderstanding that these companies only like to take "brain teasers" when selecting candidates. For example, I have read "Why is the manhole cover round?" If such standards are implemented, the final winner can only be the king.