What should I ask after the interview?

What should I ask after the interview?

What to ask at the end of the interview? At the end of the interview, the interviewer sometimes greets the applicant. Do you have any questions for me? So ... what questions should job seekers ask? Let's see what to ask at the end of the interview.

What should I ask after the interview? 1 1. What is your reason for recruiting this position?

The other person's answer may not be meaningful, but you will know from it whether they are recruiting this position because someone has left and needs you to come in to fill the vacancy.

Why did the employee leave his job? Or is the company on the rise, so it needs to invest more people? These are all things you might (should) do? ) information known in advance. Compared with the job information listed in the recruitment information, you will get more special information through this question

2. What is your company's growth model?

Even a company that offers you a decent basic salary is not as attractive as a company with a feasible growth model (take Xiaomi as an example, if Lei Jun worked under Huang Zhang at that time, he would be a good professional manager at best with a good salary).

3. What opportunities will the company provide for my personal technical improvement and importance in the company?

No one wants to spend 10 years for the same position. In a small company, you may be in a mobile position.

There are also many companies that offer (or force) employees some opportunities to attend the summit as an investment in their skills. If you love studying and running around (going to different summits), this may be worthy of attention.

Is there anything else I need to improve in this interview?

This issue was mentioned in the hacker news, and I personally like this issue. Whether the interview is good or bad is a good question. Who doesn't need to grow and learn?

5. What is your favorite part of this job? What do you like best about this company?

Generally speaking, most people like to talk about themselves. Therefore, this question can make your interviewer active. It can also provide key information to help you refer to whether you can work happily with the examiner in front of you and the company.

6. How does your company encourage old employees?

This is also a good question to dig out the details. Because everyone wants to know how the new company will treat its employees. Similarly, I also want to know whether this company attaches importance to boosting staff morale.

At the same time, you need to know what not to ask the last question:

1. Salary and treatment

The salary and welfare measures of enterprises are undoubtedly the most concerned issue, but they are not suitable as the "last question".

If the post salary is fixed, sometimes the interviewer will reveal it during the interview; If the salary changes with personal performance, candidates will lose the opportunity by asking for salary too early in the first interview. So if the interviewer doesn't take the initiative to ask, this kind of question is not suitable for asking.

2. Too profound a question

Don't think of yourself as a reporter! If you are not applying for an executive, don't ask questions that even the interviewer can't answer. After all, the interviewer considers whether the candidate's concerns and interests are suitable for this job. Too deep a question can not only make you benefit from it, but even make the interviewer feel that you are too ambitious and cause disgust.

3. In addition to the job application.

College students who have just graduated or have not yet graduated are eager to try different jobs in the process of job hunting, either because of uncertain career direction or with the mentality of actively trying new things. There is nothing wrong with this book, but it is not appropriate to show too much interest in non-application positions in interviews. This will make the interviewer feel that you are not interested in the position itself, but will lose sight of one thing and lose sight of another.

What should I ask in the final interview? 2 1. Please introduce yourself briefly.

Question analysis: Many people think this question is very simple, which is the "preheating" of the interview. In fact, self-introduction can give a more comprehensive understanding of the job "precipitation" of job seekers.

FAQ: After I graduated in 2003, I worked in Founder Group for nearly 9 years, and just started working ... My main job content was ... Later, my work performance exceeded that of 2005 and I was promoted to supervisor.

Interviewer's comment: Self-introduction is not about your "growth history", but about the key points of the interviewer's questions. By introducing yourself, make the interviewer interested in 1-2 minutes, and then there will be opportunities for further communication.

Example: My name is Zhang San, and I come from Wuhan, Hubei. I majored in business administration at Wuhan University. After graduating in 2003, he worked in Founder Group, Lenovo Group and IBM successively, and served as a recruitment specialist, recruitment manager and senior recruitment manager in Greater China. Through nine years of recruitment, I have a preliminary understanding of recruitment, which is divided into three aspects: recruitment support strategy; Recruitment support business; The professional ability of the recruitment team is improved.

Interviewer's comments: Briefly explain personal work experience, highlight the depth of understanding of your major, and let the interviewer quickly discover and identify with the value of job seekers.

At the same time, we should examine job seekers' expressive ability (whether they express and state their views clearly), logical thinking and organizational ability (whether the communication process is reversed), ability to summarize and refine questions (it is difficult for a person who is not good at summarizing to improve his personal performance and management level) and listening ability (the interviewer's question hint is "short").

2. Mr. Zhang/Ms. Zhang, you have worked in the recruitment field (or so-and-so field or position) for 9 years and are an expert in this field. Would you like to talk about your views or understanding of recruitment (or a certain field or position)?

Problem analysis: to investigate the professional "depth" of job seekers in their own work fields and the precipitation of the industry.

FAQ: I have been engaged in recruitment since I graduated in 2003. The first company is Founder Group, as a recruitment specialist, and the second company is Lenovo Group, as a recruitment manager, with the job content of …………………………………………………………….

Interviewer's comment: The job seeker didn't seriously understand the questions asked by the interviewer. The key is to talk about his own understanding or views on recruitment, rather than introducing the contents of his past work. It leads to irrelevant answers and it is difficult to win the approval of the interviewer.

For example, the interviewer replied: 9 years of recruitment experience has given me a new understanding of recruitment. When I just graduated from Founder Group, I paid more attention to improving my professional ability, quickly recruiting vacant positions, and paying attention to personal positions and my KPI assessment indicators.

After entering Lenovo, the position was promoted to recruitment manager, and recruitment also expanded from meeting the needs of a single position to how to more effectively support it to achieve business goals and help business departments achieve goals. After joining IBM, we should consider how recruitment can support the realization of strategic goals from a strategic perspective, so as to support the realization of business goals.

Interviewer's comments: effectively grasp the key points of the interviewer's questions, and talk about his gradual deepening of understanding of recruitment from two dimensions: his working hours and position promotion, so that the interviewer can further understand the professional ability and summary of job seekers. It helps the interviewer to make a correct judgment.

In addition to this position, the interviewer will also look at the following points:

1, and investigate the professional depth of its work field. If an applicant does not have certain professional opinions or experience in the field where he has worked for 9 years, it is enough to show his attitude towards the work and his inability to summarize and refine it.

2. Understanding of the industry. Examine the candidates' understanding of the history, present situation and future development trend of the industry and the depth of understanding of market dynamic information.

3. Survey height. Can candidates talk about the supporting role of expansion (or a certain field or position) in enterprise strategy and business from the perspective of enterprises?