The talent market teaches you the key skills that you must pass in the interview.

The talent market teaches you the key skills that you must pass in the interview.

The talent market teaches you the key skills you must pass in an interview, and you will inevitably encounter many bumps in the workplace. Only when you have finished your work can you make other progress. You can't be complacent in the workplace. Learn the key skills that the talent market taught you in the interview, and you are the only one who can make progress in the workplace!

The talent market teaches you the key skills that you must pass in the interview. 1 Everyone may have such a friend:

Ta's ability may not be the best, but ta interviews are often smooth and the offer is soft.

Those offer harvesters can meet again and again because they have mastered the true meaning of the interview: prove to the interviewer that you are suitable for this position.

In fact, the interview is originally a process of mutual communication and mutual eye contact. Personal ability is your confidence, and establishing effective communication with the interviewer is the key to the success of the interview.

I want to talk to you today about how to establish effective communication with the interviewer.

Understand the meaning of the problem and extract key information.

Effective communication requires understanding the problems transmitted by the other party, receiving information correctly and responding accordingly. In fact, many people who are not good at interviews lose when they understand the problem.

The interviewer I know said that it is really common for job seekers to answer irrelevant questions. Don't answer questions only by superficial questions. If you say the sentence 10 that the interviewer doesn't want to hear, your communication will be invalid.

Interviewers don't waste time. For every question, he needs to examine you through this question. For example, the interviewer wants to examine your ability to react on the spot. Will he ask the question "How is your reaction ability?"? Obviously not, normal people know that giving a positive answer can't achieve the interviewer's intention;

For example, the interviewer wants to know about your marriage and love. Of course, such questions cannot be asked directly, so the interviewer may ask, "Do you live alone now?" This kind of mindless question at first glance is actually to understand your life.

So interviewers often ask questions in a circle. These questions seem strange, but they all have a fixed purpose in essence.

The interviewer's core investigation of job seekers mainly focuses on three major points: ability matching, teamwork and personal stability. A question often examines 1-2 points, such as:

Is your home far from the company? -Personal stability. If you are far away from home, will the long commute time become one of the unstable factors?

What's your reason for leaving your job? -Personal stability, whether you can adapt to the ecological environment of our company.

One thing that you failed in your previous job? -Ability matching, whether your logical thinking and the way to deal with mistakes are suitable for your next job.

What do you think of your former boss and colleagues? -Teamwork, exploring your role and personality in the team, not really listening to what you say about your boss.

What do you think are the advantages and disadvantages of product A and product B? -Ability matching, familiarity with the work content, experience and ideas.

Why are you suitable for our position? -Ability matching, what benefits your experience and ability can bring to our company/team.

Job seekers should try to figure out the interviewer's intention in the shortest time, classify the core inspection points of the question, and connect with their subjective personality and objective experience as soon as possible.

Make clear the core points, and you will know the main points of your next answer: my ability matches the position, and I am competent for the job; My personality is integrated with the team and I can work together. I have good personal stability and can work well in the company for a long time.

Use skills to make sure the answer is clear.

Understand the interviewer's questions and what the interviewer wants to hear, then the second step is to let the interviewer know what you want to convey, that is, the correctness and completeness of communication. Make sure your answer is clear and you can express your core idea clearly in the shortest time.

Here are some very practical interview skills that can help you make a logical answer:

"total score" response

We used to write argumentative essays. Did the teacher tell you about the "total score" structure? This structure can actually help you clarify the level of your speech in the simplest and clearest way, and make a long discussion very organized, so that people will not feel confused and unable to listen.

Overall conclusion-elaborated at 1, 2, 3-Overall conclusion, this structure of essential oil can help you answer many questions, even if you are really unfamiliar with the questions you can't answer, you can show your thinking process.

For example, HR asks you, "Why did we choose you?" First of all, this is a question of ability matching. You should be clear about the qualities of the talents needed for the position, and then link the job requirements with personal circumstances. It can be said that:

The position recruited by the company is XX, and I think my personal and position match very well. First, second, third … Based on the above, I am fully qualified for this job, and I very much hope to have the opportunity to work with the company. Thank you.

Star rule

S-scene, under what circumstances?

T-task, what job task?

A-Action, what did you do to complete the task?

R- as a result, what kind of results have been achieved?

The logic of the star rule is very suitable for answering questions of experience and case. This rule can help you form a complete story chain, which not only explains your experience simply and clearly, helps the interviewer understand the story, but also highlights your personal ability.

It should be noted that A in the star law, that is, the action part, is the longest part, which should be emphasized. There must be data to support the results, and don't use vague words like "better, not bad". The rhetoric of "5% year-on-year growth" will be much more powerful.

For example, when the interviewer asks "How did you optimize your last project", you can refer to the star rule:

Our xx project is in a mature stage, and the business growth is stable (explain the situation). At this time, our main purpose is for xxxx, hoping to have the effect of xxxx (work target task). In order to optimize the project, we adopted the following scheme (explaining the action), and finally achieved the effect of xx in the cycle of xx. Our ROI is xx, and this project optimization helps the company/team to have xx benefits (results). For me personally,

Sorting out "P&G Eight Questions"

"P&G Eight Questions" is a classic interview link of P&G. Don't think that you can only use "P&G Eight Questions" when interviewing P&G.

The core of "P&G Eight Questions" is to dig deep into your past behavior experience and infer whether you meet the talent model according to your behavior. "P&G Eight Questions" has a wide influence and is a classic interview rule, which has been imitated and applied by many companies. Sorting out the contents of "P&G Eight Questions" in advance and simulating the personal reply process will be of great help to your smooth interview, and this process can also help you to make your own answers, understand your past experiences and establish a clear cognitive process.

The talent market teaches you the key skills you must pass in an interview. 2 What does the personality test measure?

In the market where supply exceeds demand, enterprises naturally become more picky in employing people, and the job-hunting steps become complicated, such as written test, several rounds of interviews, scenario simulation, logic test, personality test and so on. However, job seekers have to go through formalities, which is full of dangers.

The reporter learned from many companies that the evaluation tools of personality test introduced by enterprises include MBTI· Macmillan model personality type test, Holland career orientation test, and test scales summarized by some evaluation companies according to different industries and positions. After the company inputs the test results of job seekers into the computer, it can judge whether their personality meets the job requirements.

Some companies believe in the influence of personal personality on job matching, and even make personality test the first step in screening job seekers. The application process of a well-known logistics company is to send a personality test questionnaire to all candidates. The pass rate of the questionnaire is extremely low, generally only about 10%, and those who pass can get the opportunity of resume review and interview.

Job seekers have no choice but to respond.

Job seekers told reporters that more and more enterprises have set the threshold of personality test, especially some well-known companies. The personality test questions are varied, which makes job seekers puzzled.

Some questions are true or false, such as "Are you an adventurous person?" "Are you looking for a goal and hope to achieve it as soon as possible?" Some are AB multiple-choice questions, such as "If you are a teacher, would you like to teach: A, courses focusing on practice, and B, courses focusing on theoretical research": "You want to be regarded as A, doer, and B, genius inventor": "Which word do you prefer or prefer? A, persuade, b, impress "; Wait a minute. Many topics are divided into positive and negative choices, and some are neutral words. According to the experience of successful people, not all positive words can pass smoothly, but some negative words can pass the exam.

Other failed job seekers said that when they took the personality test for the first time, they often answered questions truthfully. When they meet for the second time after failure, they often think they are smart enough to "put themselves in the other's shoes" and put themselves in the perspective of "personality needed for job application", but they often end in failure. "With experience and professional knowledge, I am competent. Don't just shut me out with a little test? If the test is accurate, should I give up what I have studied for more than ten years and give up this major? " Help-seekers generally have similar helpless and skeptical feedback.

Four tricks to teach you to deal with it calmly

The enemy will block you, and the water can cover you. Resumes can be revised by professional organizations, interview questions can be perfectly prepared in advance, logic tests can be bought to preview questions in advance, and situational dialogues can be simulated in groups ... so what can be done to deal with personality tests?

The reporter learned that in addition to personality test, there are many kinds of tests related to "job matching", such as interest and occupation matching test, personal values and occupation matching test, ability (including cognitive ability, operational ability and social ability) and occupation matching test, temperament and occupation matching test, 16PF personality test, etc. These tests are developed and used by professional talent evaluation companies, some of which are only unilateral personality or temperament type tests that match occupations, while others are comprehensive tests that integrate temperament, personality, ability and values. At present, some recruitment companies simply introduce a set of test questions, and some companies send job seekers to the evaluation center of professional talent evaluation companies for comprehensive "diagnosis". Because of the variety of exams and different grades and answers in different positions, job seekers are basically unprepared.

Dale Hong, a career planner in Xiangyang, believes that in the face of the test, job seekers should do the following:

First of all, the real answer

The purpose of the exam is to get correct results, so most of the questions have cross-examination questions. If the job seeker is smart enough to choose the personality options that the position may require, which is likely to lead to inconsistent before and after the test, then the recruitment company can easily find that you are a dishonest person and screen you out first.

Second, answer questions without interference.

Job seekers should ask for a quiet and undisturbed environment, then relax, look at the questions and answer them, so as to get the answers that suit them.

Third, the answer should not be extreme.

Although different positions need different personality test requirements, enterprises prefer people with similar scores in each corresponding group. For example, MBTI test will get four sets of data results: extroversion/introversion, feeling/intuition, thinking/emotion, judgment/perception. If the test shows extroversion (15)/ introversion (35), and the difference between the two data is too large, then most of them will be eliminated. Therefore, job seekers should not be extreme in doing questions and raise a related score too high.

Fourth, actively strive for interview opportunities.