Symptoms 1:
Focus and the logic unclear
Interview topics:
1, please tell me if you applying for Amway Corporation, you think you have what advantage?
2, are university graduates, 1-2 years, the turnover rate is high, how do you see the problem? How would you do?
Jun Rao: For the first question, I can see that job seekers have great attention to listening to my presentation of the Amway Corporation, Amway universal demand for talent, it is targeted to introduce its own advantages, such as relatively good with others, this is very good.
Enough, they just said with team spirit, how can we prove that they really have the team spirit? For example, in which organized school activities, the activities in the organization process, if through teamwork, the activities have been more successful if there is such a practical example to be secondary evidence the better.
Answer the second question, the greatest shortcomings of job seekers is the lack of logical answers, even self-contradictory. Such occasion, he said like what, but then said it was a waste of time like that.
Their answers have a common characteristic, that is too long, often around in a big circle, before returning to the theme. Interview is best to go straight answer. In addition, they answer questions in the whole process of self-confidence is not enough to confidently express themselves, do not move themselves, how to move the examiner then?
Symptoms 2:
Knowledge is not enough, have a clear positioning
HARBIN: The problem is that I mainly on two aspects of job-seekers, one applicant's planning, the second is the job of expression and communication skills. A person's emotional intelligence, IQ and there is, but plan is the key to job success. Especially now, faced with the choice of more job seekers, if not properly plan their own job, to do this today, and tomorrow do that, it is easy detours to see what areas are difficult to accomplish something. The exchange and communication, job seekers must have the most basic quality.
Mock interviews from the scene of the three candidates answered view plan capacity of two common problems, first, their knowledge is not enough just to know their own hardware, without understanding of their software; Second, development of the situation on their own understanding is not clear. For example, If you want to do in the future marketing manager, what is their duty, need to have those qualities and knowledge and so on. Since they do not understand the objectives of development, so the middle of the road --- that is also at a loss how to walk. Terms from the exchange and communication, some students answer the question and focus on clear, logical is not strong. In particular, the future is one of preparing students to do marketing manager, answered the scene from her point of view, the lack of appeal, the key point is not clear, it is easy to put her out of the first round of the interviewer out.
Symptom 3:
Give an irrelevant answer
Interview topics:
1, you are working in state-owned enterprises, foreign companies you mentioned hope to develop. So tell me, do you think these two corporate culture different? How would you solve?
2, do you want to engage in human resources in the future, you think that HR practitioners should have what kind of quality?
Jun Rao: For my first question, I would like to hear the answer is, job seekers should consider these ways of thinking, such as some state-owned enterprise employees thinking more stylized, and foreign companies want candidates to have pioneering spirit, innovative spirit take the initiative to think and solve problems. I hope that job seekers can talk about these aspects.
The second problem, some job seekers, entirely from a personal point of view, talk with some of the quality of the individual.
I ask this question is intended to interviews and work on the understanding of human resources, and I want to hear the answer is that from the perspective of human resources, demands on the quality of employees.
Symptoms 4: dishonesty, not actively
HARBIN: This is what I often asked questions in the interview. Mainly on the ability of job seekers and job seekers face the dilemma of credibility. The problem is the limited time available on site, not enough time to ask.
Leave the answer to the motivation, there are two that I do not agree that a company is complaining about a bad original, some logical, some are not reasonable. However, there is any company or another issue, the key is having problems after employees came in after the problem-solving, not just complain.
The purpose of recruitment is to help us solve the problem. If always complain, rather than their own to find a cause, such employees to where the problem can not handle.
One is dishonest to getting the most headache thing recruiters. Job seekers from that smart, that can be hidden from the eyes of the interviewer, in fact, this is the most stupid, since it is the interviewer, there is always a certain level. If not handled properly in the original relationships as reasons for the left, in answering this question, risked being exposed to its risk, not as frank description of the facts, such as "I think the new environment to start," and so, so calm Some, on the contrary more to win recognition of the interviewer.
Symptoms 5: attitude woodenly
HARBIN: The problem mainly on the applicant's desire to join our company level. Some job seekers are confused, blindly cast your resume, receive interview notice, woodenly interview. However, some interviewers to join our company's commitment to very different before the interview not only browse our website, but also to our bookstore at the site. This job will naturally deepen our impression, and interviews have a common language, easy in-depth study.
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