How does HR understand the candidate’s mentality during the interview?

How does HR understand the applicant's mentality during the interview?

Fresh graduates who have just graduated have no confidence in the jobs they are interested in due to lack of experience in all aspects. If you want to successfully interview for a job that interests you, you must first understand the job content, understand the questions that are generally asked during the interview, and be prepared. What are the techniques for self-introduction? Doing these things well will play a vital role in your interview success. After making the above preparations, "everything is ready, all you need is the east wind." What the interviewer needs is a good mentality. Many interviewers failed in the interview because they had a bad mentality during the interview process. Therefore, the mentality during the interview is very important. The following is a summary of what kind of mentality you need during an interview, for reference only: 1. Don’t apply for a job with a “weak” mentality. Many job seekers are fresh graduates and don’t have enough experience in all aspects. They will go into interviews with a "weak" mentality, thinking that their competitors are strong players, and always compare themselves to weak ones. Sometimes they even fail the interview multiple times and randomly choose some companies with little development prospects, and miss some good opportunities. . So don't go into the interview with a "weak" mentality. If you look down on yourself, what qualifications do you have to make others look down on you! 2. Believe that you have a bright future. No matter how unsatisfactory college students are, it was just a little more difficult in the past few years, but don’t use this to dampen your momentum. You have to think like this. You are a very important talent in this company in the future, so now he will spend more money to cultivate your temperament. Shouldn't it? Believe that your future is bright, and you must be ambitious and confident. 3. The most important aspect of on-the-spot performance is ability, which can be divided into two major items: IQ and EQ. The former includes four items: professional ability, certificates, computers and language. EQ includes management, interpersonal relationships, personal management and other abilities. These abilities can be summarized Covered by academic qualifications and experience. Smart job seekers should always focus on enriching these abilities. It would be too much of a fluke to hope that they can get a job through on-the-spot packaging or trickery. Faced with the high unemployment rate, students studying in school should use the school environment to prepare as early as possible and do not wait until the eve of graduation to sharpen their skills. The success rate of job hunting will naturally be lower than that of those who are prepared early.

Fresh graduates who have just graduated have no confidence in the jobs they are interested in due to lack of experience in all aspects.

If you want to successfully interview for a job that interests you, you must first understand the job content and understand the interview.

A successful interview plays a vital role.

Having made the above preparations, "everything is ready, all we need is the east wind." What the interviewer needs is a good

mentality. Many interviewers failed in the interview because they had a bad mentality during the interview process. Therefore

The mentality during the interview is very important.

1. Don’t apply for a job with a “weak” mentality

Many job seekers will always hold the view that

Go to the interview with a "weak" mentality, thinking that your competitors are strong players, and always compare yourself to weak ones. Sometimes

you are not qualified to make others look up to you!

2. Believe that you have a bright future.

No matter how unsatisfactory college students are, it was only a little difficult in the past few years, but don’t use this to dampen your own momentum.

You have to think about it this way, you are a very important future in this company. Talent, then shouldn't he spend more money to cultivate your temperament now? Believe that your future is bright, and you must be ambitious and confident.

3. On-the-spot performance is the most important

In terms of ability, it can be divided into two major items: IQ and EQ. The former includes professional abilities, certificates, and computers

and There are four Chinese items, and EQ includes management, interpersonal relationships, personal management and other abilities. These abilities can be roughly covered by education and experience.

Smart job seekers should always strive to enrich these abilities. It would be too much of a fluke to hope that they can get a job by relying on on-the-spot packaging or tricks.

Faced with the high unemployment rate, students who are studying in school should use the school environment as early as possible to prepare well. Don't wait until the eve of graduation to prepare for the battle. The success rate of job hunting will naturally be lower than if it were early. Be prepared. People who have a good attitude during interviews

are also the ones who get there first. How does HR understand the work values ??of candidates?

"Have you ever encountered this kind of question during an interview? Maybe the interviewer likes to ask this question, hoping to understand your work values, and based on your values, the nature of your work, and the development of the company The degree of intersection between the current situation and corporate culture is one of the basis for judging whether the applicant is suitable. Of course, experienced interviewers also know it very well, even though the real answer in the applicant's mind is "more money, "Less things to do and close to home", but what he said was "I hope to pursue a job with room for growth". Therefore, he will closely observe whether your responses throughout the interview are consistent and perfect. The following headhunting consultant Mr. Huang listed a few answers for in-depth interpretation:

“I hope to pursue a job that can fully utilize my strengths. "Interpretation: Due to some factors, the applicant feels that it is difficult to achieve his ambitions at work, so he will try to find out what the "certain factors" are in the follow-up questions without leaving a trace?! "I think the stability of the company is the most important. . "Interpretation: It must be related to the fact that the applicant resigned after working for nearly one year on his resume. Upon closer inspection, it turned out that the previous job always ended due to "company bankruptcy" and "financial unsoundness." "I hope to be in an atmosphere Work in a harmonious environment. "Interpretation: Because the applicant's previous working environment was tense, everyone was infighting and had their own agenda. "I attach the most importance to whether the company's industry has prospects, so I will only consider high-tech industries, preferably semiconductor companies. "Interpretation: It feels like you are here for stocks, which is understandable. Anyway, "a gentleman loves money and gets it in a proper way." However, if it is profit-oriented and always follows popular stocks, its loyalty will inevitably make people feel uncomfortable. Worry. “I hope that what we pay can be proportional to what we receive, and those who are truly capable can be recognized. "Interpretation: Applicants may have missed promotion opportunities, or the current promotion channels in the company are not smooth, and they seem to be dissatisfied with the existing treatment. If they get well-deserved treatment and titles, they will be satisfied. Are you working hard for your new job? “I think it’s important to have a consistent philosophy with your supervisor. ”

Interpretation: Applicants will inevitably have problems getting along with their bosses, and then they will judge the problem through some circumstantial questions. In addition, there are some job applicants who have some special problems because they have to adapt to the current situation. Consideration: “I currently think the location of work is the most important, because I don’t have transportation, so the company must be located somewhere accessible by bus. “My workplace must be in Changning District because I am currently studying for a graduate degree and have to go to Donghua University to attend classes two nights a week. ”

“I hope I can commute to work normally, because I have to rush to the nanny’s house to pick up the child before 6:30.” Of course, everyone has different career plans and jobs they pursue at different stages of life. The goals also vary accordingly. Senior executives consider a wider and higher level when choosing a job; those with junior qualifications focus more on economic and personal development considerations, so each answer has its own considerations. . It is not difficult to notice that some overly frank answers are based on reasonable personal considerations, but how often do companies put aside the company's interests and hire you purely because they appreciate your "unabashed honesty"? Although there is no right or wrong answer to the question, an appropriate and skillful answer will definitely make you stand out!

How to understand the strengths and weaknesses of candidates

People often think they know others. , understand yourself, but this is not the case. Observing a person from different perspectives will make the conclusion more accurate.

It is recommended to collect as much information as possible from people who are familiar with their work status - including superiors, subordinates, and colleagues. In order to improve the effectiveness of the recruitment interview, the interviewer must fully understand the psychology and behavior of the average applicant. Although each applicant has some different psychological and behavioral characteristics, the interviewer still needs to make some preparations and learn some interview skills. . How to understand the strengths and weaknesses of each interviewer through chatting with the candidates. Only after understanding their strengths and weaknesses can we better arrange the job positions of the candidates, so that the company and the candidates can achieve a win-win situation. . Here’s what this material is about. 1. Strengths How to examine the personality characteristics of candidates during interviews?

Many companies put a lot of thought into crafting questions to determine the potential of employees required for hiring. Some interview questions from companies may have better answers, but some people feel embarrassed; some people may have only one answer, but some may have different answers. The different questions asked during the interview process will be focused on the company's recruitment needs, but some questions are generally mentioned by the company. Let’s take a look at how companies interview employees.

Under normal circumstances, in order to narrow the distance between candidates, companies will start with self-introduction, family situation, hobbies, etc. However, many companies ask this question at the time, usually just to get closer, but candidates must do their research. The company listens to the candidate's self-introduction, and the main research should be the candidate's resume and submission to the competition announcement. When it comes to family, companies should mainly focus on the harmony and support of family members, the level of candidates at work, whether the candidates have a sense of responsibility for the family, whether the candidates' family atmosphere is acceptable, and it can be inferred whether their work is supported by their families. and candidates with a sense of responsibility and loyalty to the business. Enterprises can also be seen from the candidates' own hobbies and personality. If a company intends to hire employees directly to face the market and customers, then they should tend to hire those candidates who have outdoor hobbies rather than those who love reading and surfing the Internet.

Many companies are trying to devise value judgments that tend to question candidates. For example, find out who the candidate admires most. Companies generally don't like candidates who answer the most admired questions themselves, because it doesn't help the company determine their value. Enterprises also face some challenges to test the weighing value tendencies of candidates. For example, multinational companies have to ask their candidates questions: Are you sitting on a boat, carrying a baggage, full of strength, health, and money burdens when you are honest? Suddenly the wind picks up and you have to abandon one of them to ensure your safety. At this point, how do you choose? There is probably more than one answer to this question, but different answers will reflect different value orientations. Some people choose to throw away money because they believe that with their own efforts, they can cultivate money in the future; others choose to throw away honesty because they believe that the power and money after honesty have not been brought to them. Throwing away honesty is rebellion. modern spirit. Companies should also look at questions like this through the candidate's responsiveness, so companies should listen carefully to the reasons for putting forward candidates. Some companies will consciously set up some small obstacles to test candidates' values? In an interview with reporters. For example, there is a business way in which a candidate enters the interview room and accidentally throws a broom or sprinkles some water on the table during the interview (of course, a piece of cloth is also inadvertently placed next to it), and observes that the candidate will not take the initiative to clean it up, and then Work to determine its possible aggression.

Questions that make some people feel embarrassed when applying for a company include talking about shortcomings, failed experiences, lack of experience, how you can do the job, etc. The main purpose of business is to be able to judge a person's honesty. Many companies are more taboo about candidates consciously stating their advantages, disadvantages or shortcomings, but on the surface they see what the advantages are and say a shortcoming, because companies believe that anyone who has such hypocrisy is a suspect. Many companies don't like candidates who are not very familiar with the business and seem to be full of difficulty to understand, or candidates who clearly don't pretend to have actual work experience and experience.

Some companies understand graduates’ answers like this: As a new graduate, work experience may be lacking, so our school always tries to engage in various *** work and social activities; because I have a sense of responsibility, adaptability and learning ability. , and have been working so that I can apply what I learned and work experience outside of school to qualified candidates. If you are in another business, you can ask questions about salary, which can be very sensitive questions, including how much are you currently paid, how much do you expect to be paid by working at my company, and would you consider a job that pays? Under what circumstances would you consider that you have geometric values ??and so on. In most cases, candidates will defensively avoid answering these questions directly, and companies do not have specific answers. Therefore, companies do not need to ask such questions during the first test.

In today's increasingly fierce competition, more and more companies are paying attention to candidates' ability in interviews, so testing ability in interviews also occupies a certain weight. Test the candidate's ability in the interview through case studies or some companies require candidates to cite cases. For example, there is a business that requires the candidate to propose a plan to hold a creative basketball class with his brother on the spot, or asks the candidate if you need to learn a new computer language, what will you do, or directly asks the candidate to answer how to redesign ATM. Some high-tech companies or IT companies that hire innovative and quick-thinking employees often use reasoning test candidates for interviews. For example, for a software company, the reasoning question was this: did it take an hour, an hour and a half to launch the uneven rope to determine how to use it? Some companies even have questions that require a lot of calculations. How to interview candidates

1. Look at previous work experience;

2. Find people in current positions to ask some practical questions and things that need attention, and then ask the interviewers Ask questions;

3. Go online to find the questions that need to be asked in the interview, and then copy some;

4. If you are not good at it, or are afraid that you will settle down, then these people will actually work No, then you first have an interview with the heads of these departments. You host the interview. When you come in, first introduce yourself. Then you ask some general questions about why you left your previous job and why you came here. Then let the heads of these departments ask questions. After you have asked them, let them give their opinions. It has nothing to do with you whether the person will be good or bad in the future. Secondly, if the heads of these departments have no time or are unwilling to participate, you should sort out their resumes and objective answers to questions. , give it to these people and relevant supervisors and leaders, and let them give their opinions. Whether it will be good or not in the future has nothing to do with you.