I. Interview procedure

Different units will design different interview processes. Some units will be very formal, and some units will be more casual, but generally speaking, the interview can be divided into the following five stages:

The first stage: the preparation stage. The preparatory stage is mainly about general social topics. For example, the examiner will ask "Is it far from the dormitory?" "Isn't it a nice day?" The purpose of this kind of questions is to let candidates naturally enter the interview situation, eliminate the tension of graduates and establish a harmonious and friendly interview atmosphere. At this time, graduates don't need to answer questions in detail, but they can take this opportunity to familiarize themselves with the interview environment and examiners.

The second stage: the introductory stage. After the social topic is over, the graduates' mood gradually stabilized, and they began to enter the second stage, mainly asking questions around resumes and giving candidates a real chance to speak. For example, the examiner will ask questions such as "Please introduce yourself in a short language", "What are your main courses in college" and "What is your greatest gain during your study". Graduates should be prepared for similar questions before the interview, and the answers should be targeted.

The third stage: the topic stage. Entering the substantive topic of interview is mainly to understand the psychological characteristics, behavioral characteristics, ability and quality of candidates from a wide range of topics. Therefore, the range of questions is relatively wide, mainly based on the characteristics of candidates to obtain evaluation information, and the way of asking questions is also different.

The fourth stage: the end stage. After the examiner has asked all the questions that should be asked, he will ask questions like "All our questions have been asked, do you have any questions to ask us" and enter the conclusion stage. At this time, graduates can ask some questions they want, but don't ask questions like "how many people do you want to recruit in your school?" Most units will answer you "not necessarily, it depends on the quality of graduates", but if they are hired by the company, they may.

Second, the questions that may be asked in the interview

Interviews vary greatly due to different units and positions, and there is no fixed form and question and answer. The following are just some common questions and key points that need to be answered, for graduates' reference only.

About personal problems

Please introduce yourself.

Before the interview, most employers have read the self-recommendation materials of graduates and have some basic information, so when introducing yourself, you should be concise, highlighting your motivation to apply for the company and what qualities you have that meet the requirements of the other party.

2. What are your strengths and weaknesses?

Fully introduce your advantages, but it is best to use fewer adjectives and speak with facts that can reflect your advantages. The shortcomings can be introduced from the common weaknesses of college students, such as lack of social experience. However, if there are undeniable defects, they should not be avoided. For example, those who have been punished should be truthfully introduced. At the same time, they can talk more about their current understanding and the situation that was corrected later.

3. Do you have any plans to go abroad or take the postgraduate entrance examination?

Many graduates prepare for postgraduate entrance examination, employment and going abroad at the same time when they graduate. First, find a unit, successfully take the postgraduate entrance examination or go abroad, and terminate the contract with the unit. From the perspective of the unit, it takes time and expense to recruit graduates, and signing a contract with a graduate means giving up everything else. Therefore, before signing the contract, first confirm whether the graduates have passed the postgraduate entrance examination or are ready to go abroad. Graduates should truthfully show their attitude and avoid disputes after signing the contract.

(2) Questions about studies and experiences.

1, are you satisfied with your academic performance?

Some graduates get better grades, and this question is easy to answer. But for those graduates with poor grades, you can show your attitude and give a suitable reason, but you can't find an objective reason, such as "the teacher doesn't teach well", which shows that you are a shirker. At the same time, it is best to highlight one good aspect of yourself, so as not to make people think you are useless.

2. How do you evaluate your college life?

College is the preparation period for your career. You can emphasize your attitude and achievements in study, work and life, and the influence of college life on you. You can also simply mention some places where you are not working hard enough.

3. What positions have you held or participated in?

You can introduce your internship, social investigation, community activities, work-study programs and other aspects and achievements. It is best to introduce the importance of your practical work experience in these activities to your future work, which can show that you are a good learner.

(3) Questions about this unit.

1, do you know our company?

As long as graduates make some preparations in advance and collect information about employers from various channels, such questions are easier to answer. If you answer irrelevant questions or get tongue-tied, the scene may be awkward.

Do you know the position we are recruiting?

Graduates can talk about such problems from two aspects: job responsibilities and requirements for candidates. Faced with such problems, many graduates are at a loss. In fact, they just need to look at the recruitment information of the unit in detail.

Why did you apply for our company?

Graduates can answer this question from the perspectives of the company's position in the industry, its own interests, capabilities and future development prospects.

4. Have you applied for other companies?

General units can understand the situation that graduates apply for several units at the same time, and can answer truthfully, but it is best to explain the order of their choice.

(4) The question of occupation.

1. What is your most important consideration when looking for a job?

You can focus on your interest, your desire for career achievement, the possibility of your talents and the future development prospects in combination with the job you are applying for.

2. What kind of job do you think you are suitable for?

Answer according to your own specialty or professional background. It may be that the unit is asking questions in combination with the future work arrangement, or it may be just a general understanding of your evaluation. Don't say you don't know and don't say anything.

3. How do you plan your career?

Graduates must think about this question before applying for a job, not only because they may be asked in the interview, but also because thinking about this question helps to set personal goals.

(5) Other issues.

1. What would you do in some cases?

For example, if you are a secretary, you have prepared a meeting room for 10 people, but 13 people come to the meeting, what will you do, and so on.

2. Knowledge issues

If the recruitment position is a technical position, it is likely that you will ask some questions related to professional knowledge during the interview, and even directly debut the topic for you to answer.

Do you have any questions to ask?

Some graduates are willing to ask questions such as "How many people are enrolled in your school", "What requirements does your company have for graduates" and "When will you give us the final answer". In fact, many companies have explained these problems in detail in the recruitment information. If asking questions only shows that you don't pay enough attention to the recruitment information, you can ask about the training you may receive if you are hired by the company and the main responsibilities of the job.

Interview Skills-Answering Classic Interview Questions

During the interview, the interviewer will ask the candidate questions, and the candidate's answer will become an important basis for the interviewer to consider whether to admit him. For candidates, it is very important to understand the "tricky" behind these problems. This paper sorts out some typical questions that often appear in the interview, and gives the corresponding answering ideas and reference answers. Readers don't need to care too much about the details of the analysis. The key is to "realize" the law of interview and the way of thinking in answering questions from these analyses, so as to "apply what you have learned".

Question 1: "Please introduce yourself"

Thinking: 1, which is a required question in the interview. 2. The introduction content should be consistent with the resume. 3. Try to be colloquial in expression. 4. Go straight to the subject and don't say irrelevant and useless content. 5. The organization should be clear and the level should be clear. 6. It is best to recite it in the form of words in advance.

Question 2: "Talk about your family"

Thinking: 1, the situation plays a certain role in understanding the personality, concept and mentality of the candidate, which is also the main reason why the recruiting unit asks this question. 2. Briefly list the family population. 3. Warm and harmonious family atmosphere should be emphasized. It should be emphasized that parents attach importance to their education. It is appropriate to emphasize the good condition of each family member. It is appropriate to emphasize the support of family members for their work. 7. You should emphasize your sense of responsibility for your family.

Question 3: "Do you have any hobbies?"

Thinking: 1. Hobbies can reflect the personality, thoughts and mentality of candidates to a certain extent, which is also the main reason why employers ask this question. It's best not to say that you have no hobbies. Don't say that you have those vulgar and unpleasant hobbies. 4. It is best not to say that it is limited to reading, listening to music and surfing the Internet, otherwise the interviewer may suspect that the candidate is withdrawn. It is best to have some outdoor hobbies to "embellish" your image.

Question 4: "Who do you admire most?"

Thinking: 1. The person you admire most can reflect the personality, concept and mentality of the candidate to a certain extent, which is also the main reason why the interviewer asks this question. 2. It is inappropriate to say that you don't worship anyone. It is inappropriate to worship yourself. It is inappropriate to worship an imaginary or unknown person. It is inappropriate to worship a person who obviously has a negative image. 6. Everyone you admire is best related to the job you are applying for. 7. It's best to say what qualities and thoughts of people you admire have infected and inspired yourself.

Question 5: "What is your motto?"

Thinking: 1. Motto can reflect the personality, concept and mentality of the candidate to a certain extent, which is the main reason why the interviewer asks this question. 2, it is not appropriate to say those aphorisms that doctors cause bad associations. It's inappropriate to say those too abstract aphorisms. 4. maxims should not be said too long. 5. Motto should best reflect some of your excellent qualities. 6. Refer to the answer-"Just find ways for success, not excuses for failure"

Question 6: "Talk about your shortcomings"

Thinking: 1, it is not appropriate to say that you have no shortcomings. It is not appropriate to describe those obvious advantages as shortcomings. 3. It is not appropriate to say that there are shortcomings that seriously affect the job application. It is not appropriate to say that people are uneasy and uncomfortable. You can say some shortcomings that are "irrelevant" to the job you are applying for, even some shortcomings that look like shortcomings from the work point of view but are advantages.

Question 7: "Tell me about a failure"

Thinking: 1, it is not appropriate to say that you have no experience of failure. It is inappropriate to describe these obvious successes as failures. It is inappropriate to tell the failure experience that seriously affects your job application. 4. The result of experience should be failure. It should be noted that I was confident and tried my best before I failed. 6. Explain that failure is only caused by external objective reasons. 7. After my failure, I quickly pulled myself together and faced my future work with more enthusiasm.

Question 8: "Why did you choose our company?"

Thinking: 1. The interviewer tries to understand your motivation, desire and attitude towards this job. 2. It is suggested to answer from three angles: industry, enterprise and post. 3. Reference answer-"I am very optimistic about your industry. I think your company attaches great importance to talents and this job suits me very well. I believe I can do it well. "

Question 9: "What are the foreseeable difficulties in this job?"

Thinking: 1, it is not appropriate to directly state specific difficulties, otherwise the other party may suspect that the applicant is not good. 2. You can try circuitous tactics and tell the candidates their attitude towards difficulties-"It is normal and inevitable that some difficulties appear in your work, but as long as you have perseverance, a good spirit of cooperation and make full and careful preparations in advance, any difficulties can be overcome."

Question 10: "How will you work if I hire you?"

Thinking: 1. If the applicant doesn't know enough about the position he is applying for, it's best not to directly tell the specific way to carry out the work. 2. You can try to answer with roundabout tactics, such as "first listen to the instructions and requirements of the leader, then get familiar with the relevant situation, then make a short-term work plan and report it to the leader for approval, and finally carry out the work as planned."

Question 1 1: "What will you do if you disagree with your superiors?"

Thinking: 1. Generally, you can answer "I will give my superiors the necessary explanations and reminders." In this case, I will obey the opinions of my superiors. " 2. If you are interviewed by the general manager, and there is another manager in the position you are applying for, and this manager is not present at that time, you can answer like this: "For non-principled issues, I will obey the opinions of my superiors, and for major issues involving the interests of the company, I hope to reflect them to my superiors."

Question 12: "Why should we hire you?"

Thinking: 1, the applicant had better answer from the perspective of the recruiting unit. 2. Recruiting units will generally employ candidates who are basically qualified, interested in this * * * group and have enough confidence. 3, such as "I meet the recruitment requirements of your company, with my current skills, high sense of responsibility and good adaptability and learning ability, I am fully qualified for this job. I really hope to serve your company. If your company gives me this opportunity, I will definitely become the pillar of your company! "

Question 13: "What can you do for us?"

Thinking: 1, basically "do what you like". 2. Before answering this question, the applicant had better "pre-empt" and understand the role that the employer expects this position to play. Applicants can answer this question according to their own understanding and their own advantages in the professional field.

Question 14: "You are a fresh graduate with insufficient experience. How can you be qualified for this job? "

Thinking: 1. If the recruiting unit asks this question to the fresh graduates, it means that the recruiting unit doesn't really care about "experience", and the key depends on how the candidates answer. The answer to this question should best reflect the applicant's sincerity, wit, courage and dedication. For example, "as a fresh graduate, I really lack work experience, so I have been taking advantage of various opportunities to do part-time jobs in this industry during my study." I also found that practical work is far richer and more complicated than books. But I have a strong sense of responsibility, adaptability and learning ability, and I am diligent, so I can successfully complete all the work in my part-time job, and I also benefit a lot from the experience I have gained from it. Please rest assured that my school study and part-time work experience make me qualified for this position. "

Question 15: "What kind of boss do you want to work with?"

Thinking: 1, through the applicant's "hope" for the superior, we can judge the applicant's consciousness of self-demand, which is both a trap and a last chance. It's best to avoid the specific hope for the superior and talk more about your own requirements. 3. For example, "As a newcomer, I should ask myself to be familiar with and adapt to the environment as soon as possible, instead of having any requirements for the environment, as long as I can give full play to my special skills."

Question 16: "What was the reason for your leaving your previous company?"

Thinking: 1. The most important thing is that the applicant should convince the recruiting unit that the "reason for leaving" of the applicant in the previous unit does not exist in this recruiting unit. 2. Avoid writing "reasons for leaving" too detailed and specific. Don't mix negative subjective feelings, such as "too lucky", "complicated interpersonal relationship", "too chaotic management", "the company doesn't attach importance to talents" and "the company refuses our employees". 4, but can't dodge or avoid, such as "I want to change the environment" and "personal reasons". 5, can't involve their negative personality characteristics, such as dishonesty, laziness, lack of responsibility, not easy-going, etc. 6. Try to make the reasons explained add luster to the applicant's personal image. I resigned because the company went bankrupt. I have worked in the company for more than three years and have deep feelings. Since last year, the company's situation has gone from bad to worse due to the sudden change of market situation. I feel sorry for this step, but I still have to face the monitor and find the stage to play my ability again. "There is not only one answer to the same interview question, and the same answer is not valid in any interview situation. The key is that after the applicant has mastered the rules, he should grasp the specific situation of the interview, consciously try to figure out the psychological background of the interviewer's questions, and then appeal to his own preferences.

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Seven Key Abilities of Interview for Famous Enterprises

Finding an ideal job is the greatest wish of college graduates, and entering those well-known large enterprises is the dream of the majority of graduates. How to deal with the interviews of these enterprises has become the most concerned topic for graduates.

The interviews of these famous enterprises often have certain procedures, which are by no means hasty. Therefore, we must be prepared to be invincible. In order to get relevant information before the interview, there are several common methods:

1. Make full use of interpersonal relationships, communicate with brothers and sisters who have entered the company in recent years, and predict the direction of interview topics; 2. Inquire about the information of the enterprise, deeply understand the corporate culture characteristics of the enterprise, contact the current situation and predict the examination questions by yourself; 3. Use network resources, log on to the corporate website, and inquire about relevant information and interview topics. Judging from the current situation, the most common and effective way is to expect graduates to consult relevant information.

Interview questions are often closely related to the corporate culture and key concerns of each company. We can make the following summary:

* Loyalty: Faced with job-hopping, enterprises tend to attach importance to students' views on loyalty. In particular, some large state-owned enterprises pay more attention to employee loyalty. In a recent recruitment of Konka Group, the interviewer asked the question "Please analyze which is more important to the enterprise, professional skills or loyalty".

* Practical ability: While paying attention to students' academic performance, a considerable number of enterprises attach great importance to the practical experience of candidates. For example, General Electric (China) Co., Ltd. (GE) said that what they want to recruit is not a simple "learning machine". Internship, part-time job and tutor experience during school are all good opportunities to accumulate social experience and should be valued by enterprises.

* Team spirit: Large-scale well-known enterprises often attach great importance to the team spirit of employees. For example, the relevant person in charge of the human resources department of Lenovo Group said that the company especially welcomes candidates with teamwork spirit.

* Innovative spirit: For large enterprises, without continuous innovation, they lose their vitality. Therefore, it is also important to examine whether candidates have innovative spirit. For example, Lenovo Group attaches great importance to the innovative spirit and ability of candidates in the interview.

* Degree of recognition of corporate culture: In the recruitment process, enterprises often consider whether employees can recognize and adapt to corporate values and corporate culture, which will determine whether employees can serve the enterprise well. Sony, for example, takes whether employees can adapt to Japanese culture, especially Sony's corporate culture, as the key assessment content in the recruitment process. In the recruitment of general electric company, it is also necessary to see whether students like and agree with GE's values, that is, "adhere to integrity, pay attention to performance, and are eager to change."

* Interpersonal communication skills and good communication skills: For example, Sony takes interpersonal communication skills as the key assessment content, and the human resources manager of Bi Bo Management Consulting Co., Ltd. revealed that Bi Bo attaches great importance to students' communication skills in the recruitment process, because as a future consultant, candidates must have the ability to communicate and coordinate with customers.

* Attitude and learning ability towards new knowledge and new ability: A person in charge of an enterprise said that recent graduates often do not have the ability to directly conduct business operations, and basically all have to undergo systematic training, so learning ability and thirst for knowledge should be the focus of investigation. Many enterprises adhere to this principle. General Electric's public relations director said that the company didn't care much about the gap between the fresh graduates and the company's requirements, because they were very confident in their training system. As long as you have a strong thirst for knowledge and learning ability, you will stand out through systematic training, so these two assessments are very important in the interview. In addition, UT Starcom, L 'Oreal, Ernst & Young ... all say that enterprises attach great importance to whether they have good learning ability and strong thirst for knowledge.

I wish you success!