HP HR General Manager Zhang Guowei: Explanation of Stripping Skills
-------------------------------------------------- ------------------------------ Beijing Channel (2004-03-17 10:39:20) Manuscript Source: Economic Observer
Zhang Guowei, General Manager of Human Resources Department of China HP Co., Ltd.
The interview is a very important part of finding a job. Can the applicant succeeded in admission, the interview plays a decisive impact, so many job seekers often spend a lot of thoughts to learn how to improve their interview skills, and even participate in the guidance of interview skills And training, but can this skill win a lot of opportunities for job seekers? We believe that the process of interview and interview is actually a stripping process, which is to peel off a lot of skills, and finally see the real situation of candidates, such as the technical, education background, work experience, etc. The situation and the current state, and then examine the potential of the candidate is not suitable for the company's needs. If there are too many skills and packaging, it will extend the time of the interview.
If there are some so-called techniques, it is the common sense of the candidates, such as going on time, formal, prior understanding of the basic conditions of the company, etc., which will make the recruitment people feel the job opportunity Pay attention. However, some interview skills guides how to answer questions about how to answer questions, how to answer questions, this is actually a misleading, because in fact, there is no so-called best answer, an experienced human resource manager, complete It is not true that it is true from the application of the candidate. Interestingly, training techniques are often two aspects, and the consultant will train how the interviewers go to disguise, and on the other hand, they will train the interviewers how to know the camouflage.
Our suggestions are: The most important thing to pay close attention to the interview is honest, and frankly express your situation is the best way. Maybe some of your answers will expose some shortcomings, but your honest will add you. Many points.
dialogue
What questions do you usually ask when you interview? Through these questions, what should I understand which aspect of the employer?
Zhang Guowei: Different posts have different attention. For example, for medium-level managers, the normal interview will be issued from three aspects. The first is the technical level, understand the degree of cognition in the technical aspect of a certain field; the second is in terms of personnel management or leadership; the third aspect is to understand the personality of the candidate in the process of talking, especially he is The ability of team work, and finally considers his honesty.
For example, for example, in terms of the actual experience of employees, the specific problem is usually asked: Do you know this thing or have done this? Still skilled, and have the ability to innovate and reform? Usually there is such a practical experience you can know during the conversation process, of course, is not the highest in the stage is the best, but which phase of this position needs.
Another angle, but also to see values and business standards, the candidates must comply with the guidelines for HP's global business behavior. On the one hand, the education of employees, one side depends on the values of the employees and the company. Whether the values orientation is consistent. When the candidate conditions are the same, HP is worth a person who is consistent with values orientation.
How does your company see how to see the job seekers when choosing talents?
Zhang Guowei: I think it should be seen from a few aspects. First, the environment where talent flows, in 1996 to 2000 is the high-talent phase, now when it is slowly mature; second, we will see what the main reason for each adjustment work, is it? We believe that a reasonable way, whether it is a personal career development cause, the reason for the family, or the original company changes or the upper and lower relationships, because everyone adjusts the work without more than these reasons, we think this It is a normal state, not normal is that this person is expelled or other. In fact, there are two possibilities in anything, one is difficult, how to overcome the solution, and one is the fact, endure or choose to leave. We don't want the candidate to use some difficulties that can be solved as an excuse, and of course, it is not excluded that some cases cannot be or unwilling to accept, so choose to leave. If the candidates have problems in morality and business morality, our company will not make any concessions, and other problems will be objectively analyzed for different situations. Is it very important to value his industry experience when recruiting a manager?
Zhang Guowei: It may be a multi-meaning that the industry in which HP is located, because this is a change industry, the so-called industry concept is not very clear. Instead of concern to his industry experience, we may have strong emphasis on some kind of industry experience. Because the company's operating model may change, the customers you may have to face are also changing, sometimes the experience is very good, but maybe sometimes learning experience will become obstacles.
How should job seekers talk about the salary problem? Can you give some guidance?
Zhang Guowei: Before talking about the exact pay, you must first understand why you have to accept this job. Why add such a company, if your answer is a salary, I want to ask if there is no use, because if you hold this attitude Joining the company is clearly a good result for both parties. If you can confirm that the salary is also important, it is possible to go to the issue of remuneration.
First of all, HP's salary structure is very competitive, but competitive and can meet the expectations of the candidates are two concepts. The company usually follows the company's salary structure, because there is no one-on-one relationship in this, the company considers a whole, it is impossible to high, it is low. But this doesn't mean that all people have the same salary, because everyone is different, capabilities, and potential are different.
Applicants must have a rational analysis of their own salary, and consider finding some experience in finding the same industry before changing work, helping themselves to do objective comprehensive analysis.
