Joke Collection Website - Mood Talk - The interviewer's opening remarks
The interviewer's opening remarks
The interviewer's opening remarks
1. What is your career plan in five years?
Tip: This is a question that every candidate doesn't want to be asked, but almost everyone will be asked. More answers are "managers". But in recent years, many companies have established special technical channels. These positions are usually called "consultants", "participating technicians" or "senior software engineers" and so on. Of course, you can also name other positions you are interested in, such as product sales manager, production manager and other positions related to your major. You know, examiners always like enterprising candidates. If you say "I don't know" at this time, you may miss a good opportunity. The most common answer should be "I am going to make a difference in the technical field" or "I hope to develop according to the company's management ideas".
2. What do your friends say about you?
Tip: I want to know about your personality and the problems of getting along with others from the side.
My friends all say that I am a trustworthy person. Because once I promise something to others, I will definitely do it. If I can't do it, I won't say yes easily.
Sample: I think I am an easy-going person and I can get along well with different people. When I get along with others, I can always think from others' point of view.
Please introduce yourself,
Tip: It is too common for people to answer this question. They only say their name, age, hobbies, work experience and resume. In fact, what enterprises want to know most is whether job seekers are competent, including: the strongest skills, the deepest knowledge field, the most positive part of personality, the most successful things they have done, the main achievements and so on. These can have nothing to do with learning, but they can also be related to learning, but they should be positive. Enterprises attach great importance to a person's courtesy. Job seekers should respect the examiner and say "thank you" after answering every question. Enterprises like polite job seekers.
4. What would you do if we hired you through this interview, but after working for a period of time, we found that you were not suitable for this position at all?
Tip: There are two situations that will make me find that my job is not suitable for me for the time being:
First, if you really love this profession, you must keep learning, learn business knowledge and experience from leaders and colleagues with an open mind, understand the spiritual connotation and professional requirements of this profession, and strive to narrow the gap;
Second, if you think this career is dispensable, then change careers as soon as possible and find a career that suits you and you love, so that your development prospects will be even greater, which will be beneficial to both units and individuals.
5. When you finish a job, you don't think the way required by the leader is the best, and you have a better way. What should you do?
Tips: ① In principle, I will respect and obey the work arrangement of the leader; At the same time, privately find opportunities to express their ideas in a consultative tone and see if the leaders can change their minds; (2) If the leader doesn't adopt my suggestion, I will finish the work seriously according to the requirements of the leader; (3). There is another situation. If the way required by the leader violates the principle, I will resolutely raise objections; If the leader is still opinionated, I will not hesitate to reflect to the superior leader again.
6. What do you think is the greatest strength of your personality?
Tip: be calm, clear-headed, stand firm and tenacious.
Helpful and caring, adaptability and sense of humor, optimism and friendliness. After one or two years' training and practical project of Beida Jade Bird, plus internship, I am suitable for this job. I believe I can succeed.
7. What is your salary requirement?
Tip: If your salary requirement is too low, it is obviously demeaning your ability; If the salary you ask is too high, it will appear that you are overweight and the company cannot afford it. Some employers usually set a budget in advance for the positions they apply for, so their first job is often the highest price they can offer. They only ask you to confirm whether the money is enough to arouse your interest in the job. Sample 1: "I have no hard and fast requirements for salary. I believe your company will handle my problem in a friendly and reasonable way. I focus on finding suitable job opportunities, so as long as the conditions are fair, I won't care too much.
Sample 2: I have received systematic training in software programming and don't need a lot of training. And I am particularly interested in programming myself. So I hope the company can give me a reasonable salary according to my situation and the level of market standards.
Sample 3: If you have to say the specific figures yourself, please don't say the broad range, so you will only get the smallest figures. It's best to give a specific figure to show that you have made a survey on today's talent market and know what kind of value employees with academic qualifications like you have.
8. Tell me about your greatest weakness?
Tip: This question is probably asked by enterprises, and they usually don't want to hear what are the shortcomings of direct answers. If the job seeker says that he is narrow-minded, jealous, lazy, angry and inefficient, the company will definitely not hire you. Never be smart enough to answer "My greatest weakness is to pursue perfection too much". Some people think that such an answer will make them look better, but in fact, they are already in danger. Enterprises like job seekers to talk about their own advantages, add some minor shortcomings in the middle, and finally turn the problem back to advantages and highlight advantages. Enterprises like smart job seekers.
9. What do you think of overtime?
Tip: In fact, many companies ask this question, which does not prove that they must work overtime. Just want to test whether you are willing to contribute to the company.
I will be forced to work overtime if my job requires it. I am single now, without any family burden, and I can devote myself to my work. But at the same time, I will also improve work efficiency and reduce unnecessary overtime.
10, is there a problem?
Tip: this problem of enterprises seems dispensable, but it is actually very critical. Enterprises don't like people who say "no problem" because they attach great importance to employees' personality and innovation ability. Enterprises don't like job seekers asking questions about personal welfare. If someone asks: Is there any new employee training program in your company, can I participate? Or what is the promotion mechanism of your company? Enterprises will be very welcome, because it reflects your enthusiasm for learning, your loyalty to the company, and your self-motivation.
How to be an excellent interviewer
Evaluation skills of structured interview examiners
Cai shangku, researcher
The characteristics of structured interview are the openness of candidates' answering questions and the subjectivity of examiners' evaluation of candidates. Although there are scoring references for interview questions, they are all principled. Examiners make judgments and evaluations according to scoring rules and work experience. To some extent, "the level of examiners determines the fate of candidates".
First, the role and requirements of the examiner
(A) the role of the examiner
Structured interviews are completed through the communication between examiners and candidates. All the careful design of the interview is organized and implemented by the examiner, who plays a leading role in the interview. Without high-level examiners, high-quality candidates cannot be selected. The examiner's role is mainly reflected in three aspects:
1, be a Bole-have insight, know people and be good at their duties.
2, when the judge-act according to law, can be fair and just.
3, as an actor-improvise, can control the scene.
(2) Basic requirements for examiners
At present, there is no full-time examiner team in China, and the examiners are all selected from government institutions and colleges, so it is particularly important to choose who will be the examiner. The basic requirements for examiners are:
1, fair and upright, strong in principle-handle affairs impartially, without discrimination.
2, a wide range of knowledge, rich experience-a certain level of policy theory.
3. Understand the interview and master the skills-asking questions, observing and evaluating.
4, approachable, good at communication-can mobilize the enthusiasm of candidates.
5, good health, full of energy-meet the requirements of continuous operation.
Second, the examiner's responsibilities
(A) the division of labor of examiners
An interview examiner group consists of 7- 1 1 people, one of whom is the main examiner.
The main task of the examiner is to listen to the candidates' answers, see their performance and evaluate their abilities. Examiners should not only undertake the tasks of general examiners, but also undertake the organization and management of the interview site. 1, the examiner is the examiner's spokesperson. The interview plan is designed by the examiner, the interview operation is implemented by the examiner, and the examiner implements the interview plan on behalf of the examiner. 2. The examiner is the leader of an examiner group. Interview is the work of presiding over an interview examination room with the examiner group as the unit.
The examiner is the chief commander of this interview examination room. Before the interview, the examiner should check the preparation of the examination room; Control the interview process during the interview; After the interview, organize the examiner to score, and everything will be done under the direction of the examiner.
(2) The duties of the examiner
"Don't fight an unprepared battle" also applies to examiners. The examiner's preparation before the interview is like a rehearsal before the performance. Without careful preparation, it is difficult to ensure the success of the performance.
The examiner's main responsibilities are:
1, the organization is familiar with the problem book. Familiarity with the textbook is a prerequisite for a good interview. What problems, abilities and requirements must be made clear. It is necessary to get familiar with the issues discussed at another time.
If you are too short and rush into battle, you will make mistakes if you are not fully prepared, which will affect the interview effect.
Familiar with the problem book, including: the description of the problem book, interview questions, relevant tips, ideas for writing questions, scoring reference, the use of scoring tables, etc. Communicate with the examiner in time when problems are found.
2. Unified grading standards. Most interview questions are open-ended questions, and different candidates have different answers to the same question. Therefore, it is necessary to predict how many answers candidates may have, and to study how to grasp the scoring scale so that examiners can know fairly well.
3, the examiner division of labor. In a large-scale unified recruitment interview, the examiner usually asks questions, while other examiners mainly listen, observe, evaluate and ask questions. If it is a professional interview, because it involves the needs of specialty or question design, the examiner should divide the work in advance, such as who asks questions, who asks questions and who controls the time.
4. Check the preparation of the examination room. Although the examiner will check the preparation of the examination room in detail in advance, as an examiner, he should also check and confirm whether the preparation is complete before the exam. The contents of the inspection include: examiner's supplies, examinee's supplies and examination room supplies.
5. Deal with unexpected problems on site. Under normal circumstances, there will be no unexpected situations, but we must be prepared, such as the examinee questioning on the spot, the examinee's emotions out of control, the examiner's score gap is too large, and the examiner is sick and violates discipline.
6. Organize grading and publish the results. After each candidate's interview, each examiner will score independently and are not allowed to discuss with each other, otherwise it will be corrected in time. At the same time, guide the statistical synthesis of scores, and finally sign the report card for confirmation, and then announce the scores to the candidates after they are correct.
Third, the examiner's questioning skills
(A) make good use of lead-in language to create a harmonious atmosphere.
In the initial stage of the interview, it is very important for the examiner to make good use of the instructions (opening remarks), which generally include greetings, interview time instructions, answering requirements and so on. Ask the examiner to be kind and natural, and close the distance between the examiner and the candidates. On the one hand, it can ease the tension and anxiety of candidates, on the other hand, it is also convenient to lead to the topic of interview.
(2) Ask questions in communicative language, and don't read the questions stiffly.
When asking questions, the language should be colloquial as usual, without changing the meaning of the questions; Examiners should use Mandarin when asking questions, and be careful with technical terms, uncommon words and dialects. Speak neither too fast nor too slow, and the tone should be moderate to enhance the interest of both examiners and candidates in conversation. You can't read the script like a manuscript. Not to mention "bureaucratic jargon", the examiner does not need to show his "status" by asking questions. Improper intonation and speed of questioning will increase the pressure on candidates.
(3) If the topic is long, ask questions in sections.
Some questions have several question marks in succession. If you tell the whole question when you ask a question, candidates may be too nervous to remember it completely. In addition, some questions must be asked in sections, which is the need of topic design. For example, test the quick response ability in adaptability, and ask new questions immediately after candidates fully demonstrate their adaptability. For this kind of topic, if the examiner throws out the whole topic at the same time, it will lose the meaning of the topic test. There are two ways to solve this problem. One is to ask questions in sections. Candidates answer the previous question first and then ask the next question. This is called making a long story short. Second, if there is a lot of background information about the question, or it is a cartoon question, it can be sent to the candidates in the form of a title tag for them to read and answer.
(4) Candidates who are silent, off-topic, and overtime should be guided in time.
Guidance is not induction, but a means to tap the ability of candidates. Interview is to let candidates show their relevant abilities as much as possible, not to scare candidates. Don't blame and criticize candidates when they don't perform well in the interview. If you don't hear the question clearly or misunderstand the meaning of the question, you can repeat the requirements of the test questions; Candidates who talk endlessly should be reminded in time. Of course, interrupting the examinee's conversation should also be artistic and not affect the examinee's mood.
(5) Before the end of the interview, give the candidates a chance to make up for their regrets.
Because the candidates are in a passive position in the interview, especially those who attend the interview for the first time, some are nervous and some are irrelevant, and often they can't play their due level from the beginning. Before the end of the interview, if there is no overtime, the examiner can ask the candidates if they have anything to add.
Fourth, the examiner's questioning skills
(A) the candidate's problems
Comprehensive analytical ability-having opinions, not analyzing.
Ability to plan, organize and coordinate-there is a process, but there is no method
Consciousness and skills of interpersonal communication-attitude, no skills.
Elasticity-response, no effect
Self-emotional control-there is evidence, but there is no evidence.
(2) Cause analysis
1, limited ability level
2. Lack of experience in answering questions
3. Social training is misleading
How to understand the interviewer
First, the interview time is long.
If your interview lasts more than an hour or longer, congratulations, your chances of passing the interview will be greatly increased; Generally, the normal interview time will be 30-45 minutes. In today's increasingly intense work, sometimes the interview time will be shortened to about 15 minutes, and you occupy a long interview time, indicating that the interviewer is full of interest in you.
Second, the interviewer shows interest in you and wants to know the details of your work.
When the interviewer thinks that your previous job content is highly matched with the position you want to recruit, he will get to the bottom of your job details to prove whether you are qualified for the new job. Of course, if you don't answer any questions, then success is not far from you.
Third, the interviewer takes the initiative to introduce the company and work content.
After the interview, the interviewer introduces the overall business situation of the company and the specific job functions of the post in detail. The more detailed the introduction, the higher your chances of success.
Because the interviewer wants you to know more about the company and the position, so that you can make your own choices and judgments. Few interviewers will give a detailed introduction if they are not very interested.
Fourth, enter the next round of interviews
In modern enterprises, the interview process is basically the first round of HR interview. They are responsible for screening out candidates who do not meet the requirements of enterprises and positions. Excellent HR interviewers are confident in the candidates they recommend, and generally recommend 2-3 candidates to the department.
If you enter the next interview, it means that you have defeated many opponents and meet the needs of enterprises and positions. The next thing you have to do is how to compete with the opponents who enter the second interview in the best state.
Fifth, take the initiative to talk about post salary.
In a normal interview, the interviewer will not talk to you directly about salary. He may only know your current salary level and expectations. If he voluntarily reveals the salary you can get after joining this position and communicates with you, then the interviewer already has the idea of hiring you.
Take the initiative to leave your contact information.
At the end of the interview, take the initiative to leave your business card or contact information, which also shows that the interviewer is very interested in you and hopes to communicate with you further. I hope you can take the initiative to establish contact with him.
Seven, ask when you can come to the interview at the earliest.
When an enterprise is in urgent need of personnel in a certain position, it usually pays attention to whether the applicant can join the job quickly. If the interviewer asks you this kind of question, it means that you have met the requirements of the enterprise. If you can join as soon as possible, you will get extra points and have a high chance of success.
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