Talk about the weird interviews you’ve had

Let’s talk about those weird interviews that we encountered.

Let’s talk about those weird interviews that we encountered. Details can reflect a person’s character. Interpersonal communication in the workplace attaches great importance to details. The workplace is It’s complicated. You have to learn the rules of the workplace to be able to thrive. Job hunting is also a science. Let’s talk about the weird interviews you’ve encountered. Talk about the weird interviews you’ve encountered 1

Arrogant and arrogant

A young man was interviewing for a technical engineer position. We had communicated on the phone several times before. His expressions and logic on the phone were very good, so we made an appointment for the interview. He arrived on time. Well, not bad!

For technical positions, we will ask applicants to take a professional test paper first. Normally it takes an hour to complete these questions, which mainly tests the applicant's basic technical skills. After we sat down, we gave the paper to the young man. The young man said happily: Just these questions, a professional like me can solve them in half an hour.

What a disdainful tone!

Half an hour later, I went to collect the papers. Oh my God, it was blank, and I felt like I had no answers. I asked him: Is this paper not easy to do? Are the questions we set a bit difficult? The young man said: I am too lazy to do this question. For a person like me who was born in a major, how can you give me such a question? I am also a student at XX University, okay? I don’t think I need to do the questions. ? Picked up his diploma and compared it, my God, "XX University Vocational and Technical College", oh, I am speechless, there is a fake, almost smashed the XX University brand; look at the test paper he did, how many times? This is the most basic arithmetic question. I scrawled and corrected it. I did it in a mess. I got all the true and false questions wrong, and I didn’t even get the answer right. Oh my god, you ruined the three views. You arrogant guy, let’s go~~~~

Looking for a suitable partner

Another young man, slightly older, graduated from a junior college, with relatively normal work experience, came to interview for a general position. After we sat down, he couldn't wait to speak before we started talking:

Applicant: Does your company have many people?

HR: There are many, nearly a thousand people

Applicant: Are there more girls?

HR: Yes, our company has female employees There are more children, which is determined by the nature of our company's industry

Applicant: Can I interview a department with more girls

HR: This... why are you doing this? The reason for such a request?

Applicant: I am already this old and still single now. I want to work in a company with more girls and find a partner...

HR:………… ………….

The boss asked you to come to work, not to find a partner. Even if you want to find a partner, you can’t tell HR like this, alas!

Weird type

Today’s post-90s generation, sometimes you really don’t understand.

A pretty girl with long hair sat down for the interview and immediately put her hands on the table. It didn’t matter if she put her hands down, but her nails were actually dyed black. When she looked at her clothes, they were all black. This person’s mentality was so bad. It's so dark, it's all black, and I feel like I'm mentally disturbed at first glance. Forget it, let me go!

There is also a girl who is interviewing for a manufacturing position. Manufacturing companies have relatively high requirements for 5S, 6S, and 7S. When interviewing for this type of position, they will ask questions about these S: ??

Interviewer: Please answer. What does 7S mean?

Applicant: 7S, is it...is it? Oh, 7S is iPhone 7S

With this IQ, wave your hand and say goodbye!

Recruiting is so difficult, let’s continue the interview~~~~~~ Let’s talk about the weird interviews we encountered 2

1. Interviews faster than the speed of light

The headhunter recommended an HRD position in a group company to my friend Xiao A. The group has about 1,000 employees and has its own R&D centers in Beijing and Shenzhen.

When the headhunter communicated with Xiao A, he did not inform Xiao A that the HRD position required traveling for half a month.

When Little A drove for more than an hour to the interview location and contacted the boss of the group, he thought the interview was going to be pleasant, but unexpectedly, the boss’s first sentence was: " Can you accept business trips? ”

“If the frequency is not high, once or twice a month is acceptable,” Xiao A replied.

“One month and half a month on business trip!” The boss responded decisively.

“That may not be appropriate because the child at home is only three years old and cannot travel frequently.” Little A sincerely explained her actual situation to her boss.

"Then I have no questions. Do you have anything else you want to ask?" The boss looked disdainful and wanted to end the interview at the speed of light.

Little A was very surprised, and she still had to pretend to be calm. Who knows that she is an HR person? She is also a veteran in workplace interviews who has read countless people.

"Is that so? The headhunter should have made it clear to me in advance, so I don't have to go all the way in vain." Faced with such an impatient interviewer, Little A was not afraid, "That's it. Well, there’s nothing you want to know, bye!” Little A then walked out of the interview conference room gracefully.

Since the applicants are here and they are recommended by headhunters, can the interviewers be a little more patient and spend some time chatting with the applicants? Without chatting, how would you know that the candidate sitting in front of you is definitely not the Chollima you want? Are there really bosses who are so powerful that they can read minds and know whether a candidate is a good fit just by looking at them? Taking the time to communicate with the candidate is the minimum respect you need, not to mention that you are the boss of this company.

2. The interviewer who is superior and looks down on the candidate

Another HR shared another strange interview experience with me: it was also an HRD position recommended by a headhunter, and the recommended company It has been established for about 10 years, with a staff size of about 2,000, including about 20 HR personnel.

The interviewer asked: "I want to tear down and rebuild the company's human resources system. What suggestions do you have?"

"What aspects of the company's current human resources work are you dissatisfied with? Or what problems do you think there are in human resources work?” Candidates want to know.

"I am not satisfied with the company's entire human resources system, nor are I satisfied with these 20-plus HR personnel," the interviewer said lightly, with a hint of challenge in his expression.

"Then we need to have a detailed understanding of the current level of human resources work, what problems exist, which aspects do not match the company's requirements, business development, etc., in order to answer your question." Candidate People expressed their thoughts.

This problem is settled in this way.

Next, the interviewer said: "The company you are working for is too small and not well-known in the industry. It may not be suitable for our company." The interviewer directly showed his cards and expressed his rejection with a very confident tone. A gesture of superiority.

After listening to this story, I felt that the interviewer was not really looking for someone, but rather wanted to tease people and deliberately make things difficult for them.

Should the interviewer first put down his attitude and have a communication based on equal status with the candidate? Even if the interviewer is a well-known boss of the company.

3. The candidate communicated with the subordinates of the position he applied for first and was eliminated

Some HR friends told me that when I went to some companies for interviews, the people I talked to were actually the ones I was talking about. Of course, this is not a big problem for subordinates (recruitment supervisors/specialists) applying for positions. The big problem is that after chatting with the subordinates, the interview ends and there is no chance to enter the next round. Obviously subordinates played a central role in this, and it was a negative role.

The recruitment specialist will introduce the company to the candidates, and the basic information about the position is acceptable. But it is not appropriate for a recruitment specialist to select your future boss.

From the arrangement of the interview process, candidates can easily judge how much the company attaches importance to this position and talents, and can taste the "flavor" of the company and whether they like it.

4. Hope to recruit a perfect superman

An HR friend said that the boss of the company is a perfectionist. Recently, he wanted to recruit an HRD. After interviewing 8 people, he felt that none of them were suitable. There were also more than 20 resumes recommended by headhunters that were directly passed without any interviews. The reasons for not feeling suitable and passing include: the candidate is too young; the company the candidate works for is not well-known in the industry; the business management model of the candidate's company is quite different from our company; the candidate is a woman...

It sounds like these reasons have little to do with the competency of this position, and it should be difficult to find a candidate who fully meets the requirements. The perfect Superman must exist, but is he really suitable for business?

With so many demands on candidates, how much can companies attract candidates? Therefore, during the interview process, you should appropriately adjust your standards, recruit the right people, and accept and tolerate their shortcomings.

5. The temporary substitute interviewer ended an interview

The scheduled interview time was 13:00 pm, and candidate C (HRD candidate) arrived as scheduled. The recruiter said that the CEO was in a meeting and it was estimated that it would take 20 minutes to end. Candidate C didn't mind and continued to wait. When 20 minutes passed, the recruiter said that the CEO would have another half-hour meeting, but Little C continued to wait. Half an hour passed, and the CEO's meeting was still not over, so the recruiter invited the company's financial director to talk to Little C. The financial director really didn't understand HR!

"The company has no human resources foundation. What would you do if you came?" the financial director asked.

"Then I will first have in-depth communication with the company's leaders and heads of departments to understand the current status of the company's human resources, existing problems, and the leaders' expectations for human resources work," Xiao C replied .

"If there is no need to communicate, communication is useless. We have no ideas and don't know what to do," the financial director said.

Such closed-ended answers make it difficult to communicate during the interview. A substitute interviewer ended an interview.

Everyone’s time is important and deserves respect. The interviewer should be on time at the appointed time, and do not hire a temporary substitute interviewer for a formal interview.

If you really want to recruit people, and the people you want to recruit are core positions in the company, the interviewer must communicate with the candidate with his sincerity. Your attitude not only represents yourself, but also represents your company. Often your attitude towards talents also determines the height of your structure. Whether a candidate comes or not depends on your words, a look, and an interview arrangement.