The company will give job seekers a case, seeing job seekers can find a major contradiction from thousands of stories, see potential opportunities and threats; how is the sensitivity to the sub-branch festival; if it can give a non-three, far-sighted.
In a higher level of interview, the testing thing will be more careful, comprehensive, but still has nothing to do with the job seekers. The main test direction is the job seeker's creativity, work passion, and anti-frustration capabilities.
Sony: Mellion
The SONY interview is sometimes less than 10 minutes, and five or six job seekers participated; sometimes very complex: I may see the job seekers three or four times in half a month, the interviewer is often replaced, and many problems with many work. When I got to eat, the interviewer would like a boyfriend, please go to the restaurant to come to the restaurant, talk about smiling and talking some parents.
The former is often used in interview marketers, and testing their performance in front of the public, as well as "pressure resistance"; the latter generally uses a higher position or a certain level of position, through multi-angle contact Understand, and create a relaxed communication environment, both sides can get more information, and establish a certain trust and each other, and lay a good foundation for the accuracy of judgment and future cooperation.
Microsoft: But seeking smart
Microsoft's candidates will face six rounds of interviews, if there are two examirs to say "NO" during the interview, then this candidate is eliminated. Only a few lucky people can open the last examinee office. The door is expected to succeed.
If you decide to succeed, the key is that the candidates are not smart enough. For example, give you four numbers of "3, 3, 8, 8", see if you can pass the addition and subtraction by the addition and subtraction and subtraction.
L'Oreal: Test on the spot
L'Oreal will not fully prepare for the main factors that add points to the candidates. For example, a personal image, as long as it does not have a negative impact on future work. For some jobs that need strong expertise and skills, L'Oreal will arrange some on-site testing. For example, the candidates need to understand the computer operation. The examiner arranges some instant testing. If the candidate knows how to use some software; the position needs to have higher foreign language skills, the examiner will arrange some translation of the candidate.
Three wells: knowing the next
There is no fixed problem and fixed form, and there will be different interview processes in the face of different candidates. In the interview, the three wells focused on examining the external temperament and memory quality of the candidates. For the examination of external temperament, it is mainly to observe, what kind of dress should be worn, what hairstyle, walking posture, how to say hello to the interview person, how to transfer files, how to treat other staff, etc. Applicants may have completed these movements inadvertently, and the company's investigation is completed in this process.
IBM: Pay attention to details
In the IBM interview, the most rejected people may be those who are wearing and talking about being inadvertently, such as wearing slippers, jeans, talking with dirty words or striking four consciousness. A basic principle is that the examiner hopes to come to IBM, we must first enter the heart, work enthusiasm, have a positive attitude towards things. Second, there must be team spirit, can work together with your companions, rather than doing something for your own small collective. Generally speaking, such people can do more smoothly in the enterprise.
International Commercial Machine Company IBM, ranking 500 new enterprises in the world for many years, is the world's largest information technology company. So why IBM entered 500? What kind of talent is eligible to enter IBM? And IBM's employment concept can explain the problem. Li Qingping, director of China's Human Resources Department, believes: people are the most important wealth of IBM, in order to fully illustrate this, he did two comparisons: First, many business recruiters like to find a family, and can directly Create wealth, and IBM is willing to directly recruit college students from the school gate, do not hesitate to train responsibility; Second, IBM has a very detailed training program for employees, arrange training for each employee, IBM's investment is very large, accounting for the whole Two percentage points for turnover. This is not better than other companies. IBM interview, pay attention to details IBM China will receive thousands of job signs each year, but the elimination rate is very high. Usually, IBM will come to talents through talent recruitment fairs, report recruitment, online recruitment and campus recruitment; also cooperate with headhunting companies to recruit senior management talents and technical personnel; customers recommend and self-recommendation Important way.
Received IBM's written test notice, which means that you have passed IBM's initial screening. IBM's written test does not need to be prepared, because testing is the basic quality, English level and logical response of the candidate. For example, the feeling of numbers, the feeling of graphics, etc., more like intellectual tests.
After this level, there will be at least two interviews waiting for you. Every interview is organized by the human resource department, mainly through talking, generally understanding your logical thinking and personal characteristics. In the first round of interview, the person who was first rejected may be those who are wearing and talking about manners. For example, wearing slippers, jeans, speaking with dirty words or throw up four, people who don't talk about marginal. IBM has a basic principle that it is hoped that people who come to IBM must first be careful, work enthusiasm, and have a positive attitude towards things. There is also a team spirit, people who can cooperate with their companions to do more in the company.
Purchase the current s life, don't be a nerd
IBM really likes to recruit from the graduates of recent university, unlike a lot of companies tend to recruit work experience. IBM hopes to recruit students "sharp" from colleges and universities to find outstanding talents. So how do IBMs define the concept of "the pointer"? Is it excellent in learning achievements? Although IBM recruiters have never valued students' transcripts when recruiting. But when the interview, they saw something through the students' self-introduction. For example, he is the top three in the class, three good students or student cadres, and the recommendation of the school is also a basis.
IBM is very concerned about the practical experience of students. For college students, the first step of going to society, it is lacking social experience. So if he has done some work during the university, the adaptability will be strong, will adapt to the environment, which will help him enter the company that enters IBM. For example, he has done the chairman of the Student Association, using the holiday in the outside company for a while, has been done for more than one or two months. Students who don't touch society at all, they may have blushing strangers. IBM doesn't like students who are boring in school, unless you postgraduate, Trust, test GRE. Especially the big four, there is time to be able to contact the society.
IBM looks heavy personal "soft quality"
Li Qingping believes that many people in IBM are very capable, but not those who have the ability to enter management. Because, in addition to the ability, IBM more looks at a "soft quality":
"First, what is your working attitude, is there a positive attitude, whether you can take the initiative to solve it. Instead of saying 'strange words', you can't do it, 'This is definitely not, there is no way, I can't solve it' ... this Pen people can't do leaders. "Second, people who have taken care of kg can't do leaders. "
"Third, people who do their careers must be far away, don't look at the things in front of you, that point interest: the number of times of going abroad, or the rapid success of the promotion. A person who has a career will see her step by step. The future, not to the attitude and emotion of the whole work for your eyes. "
HP: Scenario Simulation
HP interview sometimes uses the way of scenario simulation. For example, a sales department recruited, HP hopes that this person is active, active, more aggressive, not very inadvertent. In order to conduct this test, HP will give the candidate a topic, let them discuss, see the performance of each person during this discussion, come as a reference.
Siemens: Structural interview
German Siemens has a global human resources question bank, more than an hour interview, what is measured in the first 5 minutes, 10 minutes, very strict, and finally conclusions. Siemens call this structured interview. Of course, the interview includes not only these aspects, but because the interview is strict, it will include several parts. It may be a process of mutual understanding at the beginning, and the respondents should have a short self-introduction.
