20 classic interview questions for fresh graduates and their answers

20 classic interview questions and answer ideas for fresh graduates

An interview is a type of interview that is carefully designed by the organizer and is based on the examiner's face-to-face conversation and observation of the candidate in a specific scenario. The main method is to test the candidates' knowledge, ability, experience and other related qualities from the outside to the inside. Below are 20 classic interview questions and answer ideas for fresh graduates that I have collected for you. You are welcome to learn from them and refer to them. I hope it will be helpful to you.

Question 1: "Please introduce yourself"

I am studying at the School of Business Administration of South China University of Technology. My major is international economics and trade. In addition, I also minored in law.

During school, in addition to studying textbooks, I prefer to participate in some extracurricular activities, including distributing flyers, working as a tutor, and participating in various competitions and projects. Mainly those mentioned on my resume Those.

I prefer playing football and watching various corporate training lectures.

I don’t know what aspects you need to know more about.

Ideas:

1. This is a required question in the interview.

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

3. Try to be as colloquial as possible in the way of expression.

4. Keep to the point and don’t talk about irrelevant or useless content.

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

6. It is best to memorize it in writing in advance.

Question 2: What are the three words that best sum up yourself?

Ideas:

The three words I often use are: strong adaptability, sense of responsibility and consistency in doing things. Explain to the examiner with specific examples to make them feel that you have it. development potential.

Question 3: "Talk about your family situation"

Ideas:

1. The situation is certain to understand the applicant's personality, concepts, mentality, etc. This is the main reason why the recruiting unit asks this question.

2. Simply list the family population.

3. A warm and harmonious family atmosphere should be emphasized.

4. It is appropriate to emphasize the importance parents attach to their own education.

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

6. It is appropriate to emphasize the support of family members for one’s work.

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

Question 4: "Who do you admire most?"

Ideas:

1. The person you admire most can reflect the applicant's personality to a certain extent. Concepts and mentality are the main reasons why the interviewer asks this question.

2. It is not appropriate to say that you don’t admire anyone.

3. It is not appropriate to say that you worship yourself.

4. It is not appropriate to say that you worship an illusory or unknown person.

5. It is not appropriate to say that you admire a person who has an obviously negative image.

6. Everyone you admire should have a relationship with the job you are applying for.

7. It is best to tell which qualities and ideas of the people you admire infect and inspire you.

Question 5: "What hobbies do you have?"

Ideas:

1. Hobbies can reflect the applicant's personality and concepts to a certain extent. , mentality, this is the main reason why the recruiting unit asks this question.

2. It is best not to say that you have no hobbies.

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

4. It is best not to say that you are limited to reading, listening to music, and surfing the Internet. Otherwise, the interviewer may suspect that the applicant has a withdrawn personality.

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

6. Find some people who are full of teamwork spirit. Here's a true story: Someone was rejected because his hobby was deep-sea diving. The examiner said: Because this is a solo activity, I am not sure whether he can adapt to group work.

Question 6: "What is your motto?"

Ideas:

1. The motto can reflect the applicant's personality, concepts, and Mentality, this is the main reason why the interviewer asks this question.

2. It is not appropriate to say those mottos that cause bad associations.

3. It is not appropriate to say mottos that are too abstract.

4. It is not advisable to say a motto that is too long.

5. The motto should best reflect some of your excellent qualities.

6. Reference answer - "Only find ways for success, not excuses for failure."

Question 7: "Talk about a failure experience of yours"

Ideas:

1. It is not appropriate to say that you have no failure experience.

2. It is not appropriate to describe those obvious successes as failures.

3. It is not appropriate to talk about failure experiences that seriously affect the job you are applying for.

4. The result of the experience you talk about should be failure.

5. It is advisable to explain that before failure, you believed in yourself

Do your best and do your best.

6. Explain that the failure was only due to external objective reasons.

7. Pick yourself up quickly after failure and face future work with more enthusiasm.

Question 8: "Talk about your shortcomings"

Ideas:

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

2. It is not appropriate to describe those obvious advantages as disadvantages.

3. It is not appropriate to mention shortcomings that seriously affect the job you are applying for.

4. It is not appropriate to mention shortcomings that make people feel uneasy and uncomfortable.

5. You can name some shortcomings that are "insignificant" to the job you are applying for, or even some shortcomings that appear to be shortcomings but are advantages from a work perspective. Never be smart enough to answer "My biggest shortcoming is my pursuit of perfection." Some people think that answering like this will make them look better, but in fact, they are already in danger.

Question 9: Have you ever thought about starting a business?

Idea:

This question can show your motivation, but if your answer is "yes", be careful, the next question may be "Then why don't you do this" Do it? ”

Question 10: “Why did you choose our company? ”

Idea:

1. The interviewer is trying to understand your motivation for applying for a job. aspirations and attitudes toward the work.

2. It is recommended to answer from the three perspectives of industry, enterprise and position.

3. Reference answer - "I am very optimistic about the industry your company is in. I think your company attaches great importance to talents, and this job is suitable for me. I believe I can do it well." "I will do it. I applied because I believe I can contribute to the company and my ability to adapt makes me confident that I can take my responsibilities to the next level.”

Question 11: Have you ever participated in voluntary activities?

Ideas:

Start doing some voluntary activities now, not only those that contribute to society, but also those that your employer will care about, if they don’t have one like this yet employees, then you will be a great PR resource.

Question 12: "If I hire you, how will you carry out your work?"

Ideas:

1. If the applicant lacks sufficient knowledge for the position he is applying for

2. You can try to use roundabout tactics to answer, such as "First listen to the leadership's instructions and requirements, and then understand and understand the relevant situation." Be familiar with it, then formulate a recent work plan and submit it to the leader for approval, and finally start working according to the plan."

Question 13: "What foreseeable difficulties do you have with this work?"

Ideas:

1. It is not advisable to directly state the specific difficulties, otherwise the other party may suspect that the applicant is not good enough.

2. You can try roundabout tactics to express the applicant’s attitude towards difficulties - "It is normal and inevitable to have some difficulties at work, but as long as you have perseverance and perseverance, With a good spirit of cooperation and careful and adequate preparation in advance, any difficulty can be overcome."

Question 14: "What will you do if you have different opinions from your superiors?"

Ideas:

1. Generally, you can answer like this: "I will give the superiors the necessary explanations and reminders. In this case, I will obey the superiors' opinions."

2. If you are being interviewed by the general manager, and there is another manager for the position you are applying for, and this manager is not present at the time, you can answer this way: "For non-principled issues, I will obey the opinions of my superiors. I hope to report major issues involving the company's interests to higher-level leaders."

"How can fresh graduates be qualified for the job if they lack experience?"

Question 15: "We. Why should we hire you? ”

Ideas:

1. It is best for the applicant to answer from the perspective of the recruiting unit.

2. Recruiting units will generally hire candidates who basically meet the requirements, are interested in the job, and have sufficient confidence.

3. For example, "I meet your company's recruitment requirements. With my current skills, high sense of responsibility, good adaptability and learning ability, I am fully qualified for this job. I very much hope to be able to do this job for you." If your company gives me this opportunity, I will definitely become a pillar of your company!"

Question 16: "What can you do for us?"

Ideas :

1. In basic principle, "do what you like."

2. Before answering this question, it is best for the applicant to "pre-emptively" understand the role that the recruiting unit expects this position to play.

3. Applicants can answer this question based on their own understanding and their own advantages in the professional field.

Question 17: "You are a fresh graduate and lack experience. How can you be qualified for this job?"

Ideas:

1. If the recruiting unit Asking this question to fresh graduate applicants shows that the recruiting unit does not really care about "experience". What matters is how the applicant answers.

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

3. For example, “As a fresh graduate, I do lack work experience, so I have been taking advantage of various opportunities to work part-time in this industry during my studies. I also found that the actual work is far away. Richer and more complex knowledge than books.

But I have a strong sense of responsibility, adaptability and learning ability, and I am relatively diligent, so I can successfully complete various tasks during my part-time job, and I have benefited greatly from the experience I gained. Please rest assured that my school studies and part-time work experience make me qualified for this position. ”

Question 18: Tell me three things about this company.

Idea:

You should know ten things about the company. He He asks you three questions and you answer four. He asks you four and you answer five. Tell me a few things you know, at least one of which is a question like "How much is the sales volume?"

Nineteen: "What kind of superior do you want to have sex with?" ”

Ideas:

1. The applicant’s awareness of self-requirements can be judged through the applicant’s “hope” for his superiors. This is both a trap and an opportunity.

2. It is best to avoid specific expectations for your superiors and talk more about your own requirements.

3. As a newcomer to society, I should demand more of myself as soon as possible. I should be familiar with the environment and adapt to it, and should not place any demands on the environment, as long as I can use my expertise. ”

Question 20: Why haven’t you found a suitable position yet?

Idea:

Don’t be afraid to tell them about your possible employment opportunities. Never say "I made a mess in my last interview..." Point out that this is your first interview

Extended information: Interview notes

1. The position is not correct

Before the candidate and the employer reach an employment agreement, both parties are equal. Candidates should neither be arrogant nor inferior, but should have a normal mind and treat them with neither arrogance nor arrogance. There was once such a candidate who was too relaxed and nonchalant when negotiating with the employer. In the end, the president of the employer found him difficult to handle and declined the offer. There was also a candidate who was too attentive and eager to get the job. The structure of this work made the client suspicious of its motives and failed to get this opportunity.

2. Self-centered and not paying attention to details

There was a company that wanted to recruit. A business operations executive, a headhunting consultant discovered a talent who had many years of experience in late-stage operations of commercial projects. His academic qualifications were also very good, and his image, conversation, and experience were in line with the company's requirements. Before the interview, the consultant specialized in coaching candidates. Candidates should wear suits and leather shoes and pay attention to their image, because this position is a senior executive in a shopping mall and a position in the service industry, so they must pay attention to the impact on their image. However, the candidates did not listen at all and thought about making their own characteristics and dressing up. I went to the interview with a T-shirt, but the result was not very satisfactory. Although there were other reasons, the employer also raised this issue, and the impression I made upon entering was not high

3. I don’t understand the background and culture of the company, and behave in completely different ways

A real estate company recruits a senior executive. The company itself pursues a pragmatic culture and hopes to create a good brand effect through solid work. Ultimately, the brand value of the commercial project will be enhanced and the brand effect will be created for future project development. The professional qualities of the candidates are very matched. They have a lot of practical project experience and rich theoretical literacy. The consultant also reminded them before the interview. He wanted to focus more on talking about the practical experience of specific projects, analyze the advantages and disadvantages of the project, and put forward feasible ideas for the project that are consistent with the corporate culture. However, the candidate talked about how to pass the hype. , to hype up the project, attract attention, make the project appreciate, and take action when necessary. This is completely a short-term operation method that goes against the culture and goals of the company, and was ultimately rejected by the interviewer.

4. Lack of effective control over the communication process, rambling and without focus

Some candidates are more talkative and have divergent thinking, and they will distract the interviewer from a question. One link after another, going further and further away, so that the examiner had to wait for an opportunity to bring back the topic. On the one hand, this kind of performance is too self-centered, and on the other hand, it will make people feel that the focus is unfocused and the answers will not be relevant, which will ultimately affect the effect of the interview.

5. Being considered dishonest because of ignoring a certain brief experience

Sometimes, candidates actively ignore individual episodes in their career development for the sake of the beauty of their resume. Lose. It is not a big problem in the first place. Generally, if you take the initiative to mention it during the interview, introduce these situations and explain the reasons, it will be easy for the examiner to understand, because these are voluntary confessions. However, some candidates did not take the initiative to bring up these situations, but only revealed them when asked by the examiner. In this way, the examiner could easily think that they were deliberately concealing the actual situation and were not honest enough, leading to the failure of the interview.

6. During the interview with the employer, take the initiative to ask about salary issues or worry too much about some small issues, resulting in failure

If the employer has not mentioned salary issues, It may mean that there are still unresolved issues that need further discussion, or that you are not ready to continue, so it is better not to take the initiative to ask. Asking proactively will make the examiner think that career choice is mainly based on salary and benefits. This is a question of values ??and is too materialistic. If you enter the stage of salary negotiation, you must take it seriously, talk clearly, make it clear what needs to be said clearly, and write your non-negotiable terms into the contract. But when negotiating, it's best to negotiate a complete salary package and take some possible things into consideration. Don't mention other trivial things, as that will make people feel too unstructured and fussy.

7. They do not understand the value needs of the company and the interview is not targeted.

Some candidates think that they are experienced and can handle various situations, so they do not organize their thoughts beforehand. Integrate and smooth out some fragmented experiences. While waiting for the interview, what I talked about was incomplete and unsystematic, and I was considered not to be comprehensive and thoughtful enough. Or they are unable to reflect the value that they have accumulated in their past work in response to the needs of the company, so that the examiner cannot find the most common interests with their own company and give up.

8. Pay attention to business and ignore team management

Some candidates talk about business clearly and at length, but when asked about team management, they talk about it in just a few words. This is very unfavorable. Because companies spend a lot of money to hire headhunters to recruit talents, they are generally senior-level personnel. Most of them need to lead a team, a group of people with certain experience and level, and the requirements for management skills are also very high. Talents are not just those who can do things by themselves, but those who can lead everyone to do things well. Therefore, as a candidate, in addition to focusing on the accumulation of business capabilities, you must also pay attention to the rationalization of management ideas and the tempering of management skills. ;