Why did you invite me for an interview when you obviously didn't meet the requirements? What should I do when I meet such a company?

In the past, I often met such companies in interviews, some with low academic requirements and some with technical skills, and welcomed the zero-based career change. Seeing this, I am full of hope and feel that I can try new things and my salary can be very low. I can understand when I first entered the business.

But during the interview, she will still ask, what professional software skills do you have and to what extent do you master them? You know so little that you don't even have a primer. You don't meet our requirements, so you must get up and leave.

I said to myself, "welcome to zero foundation?" Say yes as long as you are willing to learn? "

To make matters worse, I went to interview the copywriter, HR said, if only you knew graphic design.

I just smiled and said that graphic design belongs to the art category, and few people look for copywriting with the ability of designers.

Therefore, your recruitment requirements are obviously low, but the person you are actually looking for is really demanding, so most people you call for an interview can't meet your real job requirements. Isn't it obvious?

The human resources department called to ask for an interview. Is this fooling the applicant or the boss? I really don't understand this stupid logic.

Netizen 1: To sum up, there may be the following reasons, and netizens who have had similar experiences are seated accordingly:

1.Hr For team training, the training target is not only fresh graduates, but also positions above managers;

2. In order to complete the KPI of his post, HR needs to move to express the department's insight into the market and explain it to the company;

3.Hr helps the employer to invite the target candidate, the purpose is not to recruit, but to find a solution to your problem, and finally go back and wait for the notice, or pick out an unqualified problem on the spot, and then politely refuse you;

4.Hr only needs cannon fodder when it comes to you. Whether the position is internal recruitment or social recruitment has basically been decided, but in order to highlight the fair process, it is necessary to fill in the figures with cannon fodder;

5.Hr understands that the position is not cost-effective, the salary is not high, or it is in a different place, so it is widely used for luck;

6. Interview with the backbone or person in charge of the employing department. When he finds that your ability is good, probably higher than his own, he will probably pinch you off in time. It's true;

7. The monthly salary requirement can't be met, but it can be fooled. Quarterly awards, year-end awards, even board awards, partner qualifications, etc. It's terrible.

Netizen 2: From this situation, the high probability may be that the applicant should have met the assessment of hr and was summoned for an interview as a KPI.

Many enterprises, especially garbage enterprises, do not require the discovery and development of employees' potential ability in human resources, but conduct various assessments superficially. Even hr requires how many people to interview each month, so in order to achieve the interview goal, many candidates are regarded as cannon fodder.

But as a job seeker, you can't guarantee the recruitment attitude of every enterprise, so you must go if you have an interview notice, otherwise you may really miss the opportunity.

My suggestion is that when submitting your resume, try to choose a company with a little fame and influence; At the same time, it depends on the evaluation of the company by other interviewers (for example, many interviewers are indifferent and don't read resumes, and companies that end the interview in 5 minutes must be cautious).

Try to choose a position with detailed recruitment conditions, and be cautious when the job introduction is short and vague; /kloc-startups with less than 0/0 people should be cautious; Enterprises that don't introduce or rarely talk about the company's business and products are all empty talk, so be careful.

If you are unfortunate enough to be cannon fodder, it is recommended to recruit websites. If there is an evaluation system, you must give bad reviews and warn the latecomers.

Netizen 3: In fact, it is not necessarily HR to complete kpi, but other reasons.

For example, this company may have rigid requirements for the graduation school, but it did not directly screen you out in the first round. Maybe your other conditions are better.

However, because it is a preliminary test, the human resources department left your resume in line with the principle of casting a wide net. I guess you want to see how the interview went again. You have done a good job, and you will reach the third level of the interview.

As a result, there was a better candidate at this time, and the human resources department had to find a reason to eliminate you, simply citing unqualified academic qualifications, but this reason was given too hastily, which inevitably made people feel uncomfortable and cheated.

Of course, it is also possible that there are differences in post competence between the user department and the human resources department. Sometimes the human resources department doesn't have to take a fancy to the person. For example, regarding academic qualifications, perhaps the human resources department feels that the work experience is enough, and the requirements for academic qualifications can be appropriately reduced.

However, the employing department is unwilling, and the decision is in the hands of the employing department. As the human resources department, we can only regret to inform you that it does not meet the requirements.

Some companies are more complicated, and some important bosses have to interview, so this difference does exist.

So, you have to go as far as possible. If they finally discuss and decide to use you, you will miss a good opportunity.

Netizen 4: Let me also talk about my interview experience a while ago.

The designers I met also had a good talk with the interviewer and passed three rounds of interviews on the spot, including designers, product managers and general managers. Every round of interviews was a live test and passed.

Finally, the manager told me that although your work is very good, I want to examine your design thinking mode, so let me modify the official website homepage for them. Of course, I'm not stupid. I gave you design ideas and prototype design.

Of course, they are also very satisfied. I thought I wouldn't have a problem. However! However! However! They say the idea is good and the design is good. "Can you study the details again? We really want to cooperate with you. " These are their exact words.

After hearing this, an experienced friend advised me not to do it, but he didn't give up and wanted to do it again. Of course, they are very satisfied. They tell me that you passed, and then the personnel will talk to you about salary.

And then it was funny. The salary given to me by the personnel department is outrageous and unacceptable. He also said that the product manager over there didn't understand the salary and so on, and the salary range given to you was incorrect, so I relied on it!

Don't make me design twice unless you pay me! Is it interesting to play with others like this? Only sign a one-year contract. Are you kidding?

Some companies, especially the recruitment department, are simply LJ!

Netizen 5: Generally speaking, if you don't meet the requirements, you have to ask someone for an interview. This may be a fake job interview.

However, if they refuse because of their academic qualifications or graduate studies, this should not be their real reason.

Because I am not HR, I can only make my own guess here.

1. Some of your work experience meets the talent recruitment needs of this company. At first, there was a threshold of 2 1 1 university, but if you have different abilities from others, this stepping stone is not so important to the enterprise.

But in actual contact, you didn't show such excellent ability, or because there is a more suitable candidate behind you, you will eventually be rejected. What are the reasons?

2. HR of this company invited many potential interviewees for interviews for the KPI of his position, which also increased his company's influence on the market, but what he needed in the end was those qualified upstream people.

3. Understand the expected treatment of wine workers in the whole market, and adjust a recruitment standard of our company through actual investigation to better match the market and recruit talents.