Question 2: How to deal with group interviews I have participated in more than ten group interviews, and I would like to analyze the group interviews from my own point of view.
The answer is a little long, the talks will be the following points: First, the general type of group interviews, second, the role of the group interviews, third, how to stand out in the group interviews
First, the general type of group interviews
At present, according to my understanding, in terms of campus recruiting, the four big, FMCG, and other areas of the group interviews with the most use, one is because it can largely save time and human resources costs, and the other is because a person in the group interviews with the most use, and the other is because of the time and cost of human resources. It is because a person's performance in the group interview, although roughly the same as the performance of the single face, (after all, a group interview down as short as 20 minutes, long as an hour and a half, the interviewer really want to disguise themselves as a non-self state is still very difficult), but the group interview can be a very good response to the performance of a person in the team (ranging from 6-10 people), as well as to be able to respond to your ability to communicate, resilience, coordination, leadership, and so on, and so on. These features of group interviews are really not available in single interviews.
Because my own goal is to find a job in FMCG MKT, so I have participated in all the mock group interviews are also for FMCG MKT, other industries and positions do not talk about it, but a lot of the truth is still the same.
FMCG MKT group interviews are mainly of the following two types:
1. "Desert Island Survival" class
The reason why it is called "Desert Island Survival" class is that the group interview questions are all started by a classic "Desert Island Survival" question. The reason why it is called "desert island survival" is because these questions started out as a classic "desert island survival" question. The general meaning of the topic is that in a deserted island trapped 10 people, respectively, what is the 60-year-old doctor, 30-year-old pregnant women, 20-year-old college students, etc., and now in the deserted island distress your team to go to save them, but the plane can only carry one person each time to leave the deserted island, how do you arrange for the order of these people's rescue. I myself prefer to call this kind of question primary and secondary questions. Take this question for example, you have to consider a lot of factors, the age of these people, identity, the cost of rescuing them, how much value can be created for the community after rescuing them, and how long they can physically hold out on a deserted island, all of these factors, but how to prioritize these factors and make a reasonable order is the key to doing well in this kind of group interviews. Similar topics are: now you are a neighborhood committee in charge, now the public raised on 10 proposals, are what the road should be repaired, the greening of the good to get it, the square dance should be rectified, now you can only report to the *** department of 3, you should choose which three, these are already done bad group face questions! Slightly with a little business color morphing questions will be: a company is now to launch a so-and-so qualities of the product, and now there are Zhang Fei, Jia Baoyu, the Tang Monk three candidates, please select one of these three as the spokesman for this product. This is what you have to consider, choose a spokesman, to consider the spokesman's own characteristics, the characteristics of the product, the company's image, spokesman characteristics and products and the company's fit, when these conditions can not be met at the same time, how to prioritize and get an optimal answer.
2. case interview
case interview is basically a consulting and FMCG more characteristic interview form, consulting did not participate in not talk about, just say FMCG. The case of Unilever is 20 pages of English material, and the general idea is to design a new product launch Plan. first of all, give you a lot of raw material information, so that you can choose a raw material according to these (at this time, you have to consider the company's image, product characteristics, transportation costs of raw materials, whether it is easy to save, nutritional value, consumer acceptance and so on), and then the main and secondary questions~. The main and secondary questions ~), and then with the materials provided on-site site to produce a sample, and finally need to develop this product to market plan, predict its future risk and give solutions. compared to the main and secondary questions, the case interview will need to interviewers have a strong sense of business and professional maturity. Otherwise, the interviewer would be crazy to see 20 pages of material. This time you still need to grasp the main and secondary, as a MKTer, what is what you should consider, what is what you can ignore, what is what you must repeatedly read, what is what can be skimmed, here will not talk about it in detail. case interview is really a relatively real business environment to examine a person's comprehensive ability, every time to do a case are feeling very I'm not sure if I'm going to be able to do that, but I'm going to be able to do it.
3. other
Other
Other well seven or eight there are a lot of, for example, Johnson once let the interviewer to play cards together, each hand five cards, five cards have different fragmented information, we can not look at each other's cards, can only be through the exchange of these missing information to make up the whole, and last ...... >>
Question 3: How to cope with the group interview Relax your mind, don't be too nervous
Question 4: How to successfully pass the group interview 急!!!! Question 22 Among the things you have done, which are the most intellectually challenging? Analysis This question can reflect the intellectual level of the job seeker. It gives the interviewer an initial idea of the job seeker's problem-solving potential. Wrong Answer Oh, that's a hard question to answer, I'm not actually an intellectual, I'm more of a hands-on kind of person. I mean, what's the point of intellectualizing anyway? Leave that kind of work to the university professors, I'd rather do the practical stuff. Comment On this issue, I would like to introduce the concept of the "thin slice factor", which is exemplified by the job seeker's wrong answer. In fact, according to the "slicing factor" theory, a job seeker who responds in this way will definitely be eliminated. Not only does the candidate offend the interviewer by showing disdain for the question, but he or she also demonstrates a lack of ability to think y. Correct Answer One summer several years ago, I worked for an insurance company. At the time this business was in the process of moving to a computerized mail system. I was only a summer associate, but with my computer knowledge I was able to help them de-worm the system. This was really exciting for me because I got to learn while doing something. I was also able to give some suggestions for system transformation from a long term perspective for the organization. Comments The strength of this response is that it shows that the job seeker can apply previous learning to new situations, can learn from experience and can also apply new learning. Q23 How do you make your career choices? Analysis The interviewer asks this question to understand the motivation of the job seeker, to see if he or she has any history of applying for this job, if he or she has a career plan, and if he or she is simply applying for a lot of jobs in an aimless manner. Wrong Answer I have always wanted to work in the corporate world. Ever since I was a child, I've dreamed of being at least a vice president of a major corporation. Comment Aside from being hard to believe, there's a problem with this response: it suggests that the job seeker would be uninterested in positions below vice president. Correct Answer The summer before my senior year of college, I decided to focus on pursuing a career in a particular field. Even though I was studying business, I had no idea what industry I would end up working in. I spent some time thinking about my goals, figuring out what I was good at doing and what I wanted to get out of the job, and I finally came to the firm conclusion that this industry was the best fit for me. Comments This response shows that the job seeker has done some serious planning, narrowed down his or her focus, and has recognized a way forward. This response also indicates that the job seeker understands the importance of personal career planning and has the ability to make serious personal decisions. Question 24 Between high pay, recognition, and promotion, which form do you find most valuable? ANALYSIS Here again we run into the comparison trap. If you answer along the lines of the questioner, you are bound to lose. If you choose money over promotion, then you will be seen as worldly and short-sighted; conversely, if you think money is unimportant, then you will be seen as insincere for showing indifference to money. Wrong Answer Money is not that important to me. I want to contribute to my business and I also want to receive the necessary rewards for doing so, such as recognition and promotions. Comment This response has a tendency to be insincere and may even cause the interviewer to doubt the candidate's thesis. If money is not so important, then why would a job seeker want a job in the corporate world? It is important to realize that businesses are profit-oriented by nature. Someone who is not interested in money may not choose to work in an industry that values money. Correct Answer For me, all of these things are closely intertwined and inseparable. Even though I am not fascinated by money, I think that as successes, promotions, and recognitions come along, they must also bring me more monetary rewards. Comments This response is honest and also not secular. It reflects the job seeker's ambitions and also the job seeker's reasonable presumptions about his or her future success. Q25 Can you describe your own ladder of success and explain the process? Analysis The answer to this question can reflect the job seeker's understanding of the laws that govern the corporate world and whether or not the job seeker's expectations are realistic, as well as indicate the job seeker's goals and ambitions. Wrong Answer I can keep up with the times. I am a person who believes that hard work will be rewarded. I believe that if I choose the right company, I can quickly climb up the corporate ladder and can eventually become a manager of that company. That's success in a top-notch organization like yours. ...... >>
Question 5: What does it mean to ask someone else a question but not your own during a group interview? The solution is zero answer! I am even more miserable than you, the first time I went to the interview, the man asked me why I chose their company. I said I don't know, my brother let me come. Khan
Question six: Tencent intern hr interview is a face or group face The first round of group face, the second round of individual, the so-called first round in the registration time began, will observe everyone's every move
Question seven: What does it mean to have a leaderless group discussion leaderless group discussion refers to a group of applicants to form a temporary work group to discuss the given problem, and make decisions. As the group is temporary put together, and does not specify who is in charge, the purpose is to examine the performance of the candidates, especially to see who will stand out from it, but not necessarily to become the leader, because that requires real ability and confidence and full certainty. How to conduct a leaderless group: the top scorer must be the final speaker who offers insights in a calm tone A leaderless group discussion is an assessment technique often used in evaluation center techniques, where candidates are interviewed in a group using a situational simulation. It is through a certain number of candidates to form a group (5-7 people), about an hour of time with the work-related issues of the discussion, the discussion process does not specify who is the leader, and does not specify the location of the test subject should sit, so that the test subject to their own arrangements for the organization, the evaluator to observe the candidate's ability to organize and coordinate the ability to express themselves orally, the ability to persuade the debate, and other aspects of ability and quality to meet the requirements of the proposed job. The evaluator observes whether the candidate's organizational and coordination skills, oral presentation skills, persuasive debating skills, and other aspects of ability and qualities meet the requirements of the proposed position, as well as the degree of self-confidence, aggressiveness, emotional stability, flexibility of response and other personality traits in line with the group atmosphere of the proposed position, and thus comprehensively evaluates the differences between candidates.
Edit paragraph I. Leaderless group discussion method
In the evaluation center technology, used to assess and select managers of the situation simulation test there are two kinds: (1) group work (group exercise): the participants are in such a situation, the successful completion of the task requires the participants to work closely together. (2) individual work (individual exercise): the test requires participants to complete the task independently, the leaderless group discussion belongs to the former, is a technique commonly used in the evaluation center, but also a method of collective testing of test takers. By giving a certain number of candidates a work-related problem and letting them discuss it for a certain length of time, it is used to test the candidates' organizational and coordinating skills, skills such as insight, non-verbal communication skills (e.g., facial expressions, etc.) and other aspects of ability, as well as personality traits and behavioral styles such as self-confidence, in order to evaluate the strengths and weaknesses of candidates among each other. A leaderless group discussion consists of a group of test takers forming a temporary work group to discuss a given problem and make a decision, and since the group is put together on an ad hoc basis and no one is designated as the person in charge, the purpose is to examine the performance of the test takers, and in particular to see who will emerge from it as a spontaneous leader. In a leaderless group discussion, either no special roles are assigned to the test takers (indefinite-role leaderless group discussion) or each test taker is simply assigned a role that is equal to each other (definite-role leaderless group discussion), but both types do not designate who the leader is, nor do they designate which seat each test taker should sit in, but rather, they allow all the test takers to make their own arrangements and organize themselves, and the evaluator Just by arranging the discussion topics of the test takers, observing the performance of each test taker, and giving the test taker's various elements of the score, so as to make a judgment on the ability and quality level of the test takers. Attachment: Leaderless group theory will autonomously form three types of roles: 1. organizer; 2. time controller and recorder; 3, the participation of the integration of the organizer, as well as the leader, can be different from the leader in the process of the discussion of all members of the organization to guide the role of, for example, to lead the team to determine the discussion standards, control the order of everyone's speeches, so that it is in order to guide did not speak of the opinions expressed, to control the time of the speech of the more important expression of the viewpoints, and so on. The time controller reminds and controls the time of the group discussion, and the recorder can be every member, recording the process of discussion, each point of view and opinion, used to summarize the role of summarization. Every member of the team will be able to integrate into the discussion, and participants.
Edit paragraph two, the characteristics of the leaderless group discussion
(1), the advantages of the leaderless group discussion
The leaderless group discussion as an effective assessment tool, and other assessment tools compared to the following aspects of the advantages: can test the ability to detect a written test and a single interview can not be detected or qualities; can be observed to the interactions between candidates; can be based on the test subjects, and can be used as a basis to determine the quality of the test. It can observe the interactions between the candidates; it can make a more comprehensive and reasonable evaluation of the candidates based on their behavioral characteristics; it can involve a wide range of competencies and personality traits; it can make the candidates reveal their various characteristics relatively unintentionally, so it has a high degree of validity in predicting behaviors in a real team. It saves time by giving candidates an equal opportunity to demonstrate individual differences quickly. It saves time. It also allows the performance of candidates competing for the same position to be compared with ...... >>
Question 8: What is the status of the collective interview interview? Collective interview is that in the application interview, the two sides of the interview, one side is composed of more than one person examiner, the other side is a large number of applicants, the two through the questioning of the way the conversation, the applicant's own ability to communicate all aspects of the examination, on the spot comparison of the advantages and disadvantages.
Tips for collective interviews
Because each interviewer specializes in a different field, they each have a piece of the scope of the question. So when candidates suddenly see this battle, because there is no prior psychological preparation, you have to guess the preferences of each interviewer at the same time, this time many people will be the first to be timid, a big mess.
In fact, many companies, in the recruitment of reserve cadres, associate managers, managers and other positions, are using collective interviews. So all the job seekers, to be psychologically prepared to face the challenge of collective interviews; how to prepare for it?
1. Pay attention to manners. The best way to face each interviewer is to shake hands and greet them one by one. If you can't do that, you should at least sweep your eyes across the room and bow or nod slightly in greeting.
2. With the environment of the scene or their own characteristics, loudly with a humorous or different self-introduction for the opening, and then linked to your characteristics or motivation to apply for the job, etc.
This is the first time that I've seen an interview with the interviewer.
Because there is a group of applicants with you doing a group interview, the one-minute self-introduction script prepared before may not be applicable; you have to think of a few different opening sentences, and make good use of the short 15 seconds to try to make yourself stand out.
3. Know exactly what the job entails.
It doesn't matter how many interviewers are present, how many questions are asked, how many circles are made..., the end result is to choose the most suitable person. So as long as you grasp the "best fit" principle to play, you will not have a blank head.
4. quickly recognize the main interviewer.
To put it plainly, it's the "catch the thief first catch the king" principle. The main interviewer can't be judged solely on the basis of how well he or she is dressed and who is asking the most questions. Some interviewers even choose to keep a low profile from the beginning to the end of the interview, and then look on without saying a word.
By the same token, you can also observe the interviewers, whether consciously or unconsciously, cast their eyes on someone, waiting for the other side of the hint, and then proceed to the next step; this person is bound to be the main examiner undoubtedly.
5. Value each interviewer. Your eyes must always take care of each of them, when someone asks a question, your eyes must be only on him, but when you answer the question, your eyes should constantly scan back and forth across the room, indicating that you value each interviewer.
6. Discover possible comrades. Don't think wrong, this comrade is not the other comrade. The idea is to find one or two interviewers who are similar in tone to you and break through to him/her first.
Question 9: What are leaderless and semi-structured interviews For you to reveal the leaderless group interview (group interview) I. Introduction to group interviews
1. What is a group interview?
The group interview is the leaderless group discussion interview, basically freshmen go to a little more famous enterprises to participate in the application, will encounter this interview form. The first thing you need to do is to get your hands dirty and get out of the way, and then you'll be able to get out of the way and get out of the way.
2 Which positions require group interviews?
Group interviews are generally required for non-technical positions.
3 What are group interviews about?
The group interview mainly examines your organizational ability, expression ability, logical thinking ability and other soft power, which sounds like it's simpler than those technical single interviews, but in fact, it's not. The uncertainty faced by the group face is very big, your performance may be completely different from your beginning design, if you meet a strange teammate, maybe your whole team is finished; your idea may be different from the whole group; you may not get the opportunity to perform (on average, each person can say one or two minutes)
Second, how to attract attention in the group face session?
1, if you are told that it is a group interview, do not show surprise or annoyance, but calmly think about what the organization wants to express, such as 30 seconds as well as a minute of self-introduction, interest in the position, etc..
2. Greet each interviewer individually before the interview. If there is a name tag on the interviewer's desktop, you can greet them directly with their last name.
3, in the notebook prepared in advance to do the whole interview process records, including the name of the interviewer, the name of the other candidates, the interviewer's questions, their own and other candidates to answer the focus.
4. When the interviewer asks a question, raise your hand to answer the question, but don't attack or interrupt others.
The above dry goods reproduced from the public number circle job search, circle people take you circle offer! The interview of one side and the second side are how, one side will be eliminated, or are left two sides and then eliminated The so-called one side and two sides are a way to select talent for large enterprises, each interview than the first time to be strict, the level of the interviewer are higher than the last time, and each time there will be people eliminated, can stay to the end of the selection is really not easy, a caress to foreign enterprises like to take this way The first is that the interviews are conducted in the same way as the interviews for the first time.