What are some strange interview questions that you often encounter during the interview?

The following questions can't be described as strange but wonderful, but they are often encountered in interviews: 1. Why did you choose our company

There were many such questions in the early years, especially the specially dressed HR.

First of all, as a part of the interview, the question itself has a logical problem before it reaches the stage of selection.

Secondly, the choice is two-way, and the candidate is in the interview, which is not only to accept the choice of the enterprise, but also to examine and judge the enterprise. In this process, the candidate has not said that he wants to choose your company, so you ask why he chose it, which is too big.

Of course, job seekers are the weak side. Everyone who hears this question will not say it even if they have the above two ideas, but will only say something that HR likes to hear angrily, such as your company's industry status and company's platform background.

The reason why this kind of question is wonderful is that HR hears all false compliments, and does not hear anything that will help HR judge the potential competence of the candidate. It is better to ask the other person about his career planning.

This kind of question is really encountered. If you don't want to compliment and don't want to be screened out, the answer direction can be discussed with reference to your own job requirements and future career development, as well as the industry, position and influence of the company itself.

this question has become less and less in recent years. I don't know if it is the high-level awakening of HR, or if I can't ask the result after several years. 2. What would you do if you didn't pass the interview?

In the HR field, there is an interview method called stress test, which is to give some stress-creating questions, such as questioning and denying, and add appropriate eye tone to see if the candidate is still calm under pressure.

But it's no use asking questions like "What should I do if I fail?" Because 9% of the answers to these questions point to one direction: reflection, improvement and continuous efforts. The remaining 1% answer is that it doesn't matter.

Therefore, the answers to such questions are already fixed, and no favorable conclusions can be drawn when asked.

Often, this kind of problem comes from HR with low EQ, so it's confusing. One of the important things in EQ is that when communicating (asking questions), we will quickly predict several directions of the answer in advance, how to deal with different directions, and how to avoid or optimize the questions in the direction that is not very good.

If you really encounter this kind of question, the best direction to answer must be optimism and high emotional intelligence. After all, HR's emotional intelligence is low, but he still wants you to have high emotional intelligence. Therefore, you can refer to this answer: it doesn't matter if you fail. The most important thing is to match the position. It doesn't mean that I or any company is not good enough. I will continue to choose a more suitable company, and I will continue to pay attention to the dynamics of your company and look forward to another suitable opportunity in the future. 3. How much do you know about our company?

This question doesn't seem very strange, but when you look back, you will find that the question itself is unreasonable.

If you know a company only superficially, such as what the company does and what kind of scale it is, you can see it in the recruitment information of the company in official website. Even if you answer it, it doesn't mean that the candidate has enough sincerity to the company.

but if you can't answer it, it's no good? That's not necessarily true. When applying for a job, the choice for any company is to cast a large number of nets and interview a lot. It is uneconomical and inefficient to deeply understand a company itself.

In addition, if you really want to know a company in depth, you don't have to look at official website to know it. You even need to use the method of industry research to understand the industry status, market share, competitors, etc. This can't be completed in a day or two, but only in the interview stage. No one is willing or willing to do this unless it is from competitors in the same industry. In this case, this problem is superfluous.

therefore, it doesn't matter how much you know about a company. If the company thinks it is very important, it can ask people to choose to prepare for a deep understanding at the end of the meeting. At that time, it is reasonable for people to choose to pay the time cost. After all, the end of the meeting is the time for everyone to disclose.

For this kind of question, I suggest reading the recruitment information in advance before the interview, grasping the basic situation of the enterprise roughly, and adding my own understanding to answer it.

For this kind of question, I suggest reading the recruitment information in advance before the interview, grasping the basic situation of the enterprise roughly, and adding my own understanding to answer it. 4. If the salary is not paid, do you expect you to consider it?

this question is rogue and wonderful.

hooligans bully candidates. If job seekers answer, they will consider it, then HR will directly suppress their salary. Didn't you say you would consider it? If the candidate says he won't consider it, then HR will think that the candidate is too arrogant and can't match, or change it to a more reliable one.

in HR's eyes, this question is a big sieve, which can filter out candidates.

But here's the wonderful work. It's really a very suitable candidate, excellent, and the salary requirement is very rigid. If it's too low, it won't be considered. For HR, such a candidate is reluctant to give up. Where can it be screened? Asking such a question only adds embarrassment and passivity. Others who are sensitive to salary requirements just want to get a spare tire offer first. It can be said that they can consider it and see the specific treatment, so that after the HR quotation, the candidate will drag on the comparison and reply. The end result is also bad for HR.

The best answer to this question for job seekers is that salary is not the only factor to consider, but it is one of the important factors, which should be decided by combining the company's rest and vacation time, welfare situation, position treatment and self-knowledge of the company after employment, so it depends on the salary range given by your company in the early stage, plus your own comparison in the later stage.

Leave this wonderful question behind and let HR be passive.