Question 2: How to deal with the group face in the interview? I have participated in more than ten groups, large and small. I really hope to analyze the group face from my own point of view.
The answer is a little longer, and the following points will be discussed: 1. Introduction to the general types of group faces; 2. The role of group faces; 3. How to stand out?
Introduction of general types of group faces
As far as I know, as far as campus recruitment is concerned, the four major and fast-moving areas use the most groups. First, it can save time and human resources costs to a great extent, and second, it is because a person's performance on the surface of a group is roughly the same as that on the other side (after all, a group is as short as 20 minutes and as long as an hour and a half). It's still difficult for an interviewer to pretend to be non-me. But group faces can reflect a person's performance in a team (ranging from 6 people to 10 people) as well as your communication skills, adaptability, coordination skills and leadership skills. These functions of the group face are really not available unilaterally.
Because the goal of my own job search is to quickly eliminate MKT, all the group meetings I attended in mock were also aimed at quickly eliminating MKT, so I won't talk about other industries and positions here, but many reasons are still the same.
MKT has two categories:
1. Desert Island Survival category
It is called desert island survival class because this kind of group problem originally evolved from a classic "desert island survival" problem. The general topic refers to 10 people stranded on a desert island, such as 60-year-old doctors, 30-year-old pregnant women and 20-year-old college students. Now your team is killed on a desert island to save them, but the plane can only carry one person out of the desert island at a time. How do you arrange the rescue order of these people? I prefer to call this topic primary and secondary. Take this topic as an example, there are many factors to consider, such as their age, status, the cost of rescuing them, how much value they can create for society after being rescued, and how long their physical strength can last on a desert island. But how to prioritize these factors and make a reasonable ranking is the key to do this kind of group well. Similar topics include: Now that you are the head of a neighborhood committee, the citizens have put forward 10 suggestions. What roads should be built, greening should be done, and aunt's square dance should be rectified. Now only three can be reported to the * * * department. Which three should you choose? These are all poorly done group problems! A slightly more commercial variant will include: a company wants to launch a product with certain characteristics. Now there are three candidates: Zhang Fei, Jia Baoyu and Tang Priest. Please choose one of these three candidates as the spokesperson of this product. This is what you should consider. When choosing a spokesperson, you should consider the characteristics of the spokesperson, the characteristics of the product, the image of the company, the characteristics of the spokesperson and the product, and the fit of the company. When these conditions cannot be met at the same time, how to prioritize and get an optimal answer.
2. Case interview
Case interview is basically a characteristic interview form with quick consultation. If you haven't participated in the consultation, don't say it, just say quick elimination. Take Unilever I met as an example. Unilever's case is 20 pages in English. Generally speaking, it is to design a new product listing scheme. First of all, I will give you a lot of raw material information, so that you can choose a raw material according to these (at this time, you should consider the company's image, product characteristics, transportation cost of raw materials, whether it is easy to preserve, nutritional value, consumer acceptance and so on. And find out whether it is a first-class problem or a second-class problem ~), and then make a sample on the spot with the materials provided on the spot. Finally, you need to make a plan for the listing of this product, predict the possible risks in the future and give solutions. Compared with the primary and secondary questions, the case interview requires the interviewer to have a strong sense of business and professional maturity. Otherwise, you must be crazy to see 20 pages of material. At this time, you still need to grasp the priorities. As an MKTer, what you should consider, what you can ignore, what you must read repeatedly and what you can skim, so I won't go into details here. Case interview is really to examine a person's comprehensive ability in a relatively real business environment, and every time I finish a case, I feel tired and enjoy it.
3. Others
There are many others. For example, Johnson once asked interviewers to play cards together. Everyone has five cards in his hand, and each card has different scattered information. Everyone can't look at each other's cards, and they can only complete these incomplete information through communication. Finally ... >>
Question 3: How to deal with the group face in the interview? Relax, don't be too nervous.
Question 4: How to pass the group smoothly? Urgent! ! ! Question 22: What is the most intellectually challenging thing you have ever done? Analyzing this problem can reflect the intelligence level of job seekers. It can give the interviewer a preliminary understanding of the potential of job seekers to solve problems. Wrong answer. Oh, this is a difficult question to answer. In fact, I am not an intellectual, but I belong to the kind of person who practices. I mean, what's the point of being intelligent? Leave this kind of work to university professors, I prefer to do practical things. To comment on this question, I want to introduce the concept of "thinness factor", and the wrong answer of job seekers is a good example. In fact, according to the "thin factor" theory, job seekers will definitely be eliminated if they answer like this. Job seekers show contempt for this issue, which not only offends the interviewer, but also shows that job seekers have no ability to think deeply. One summer a few years ago, I worked in an insurance company. At that time, the enterprise was transforming into a computerized mail system. I'm just a summer assistant, but with my computer knowledge, I can help them get rid of worms in the system. This really excites me, because I can learn while doing things. I also put forward some suggestions on system transformation from the long-term perspective of enterprises. The advantage of commenting on this answer is that it shows that job seekers can apply their previous learning experience to the new situation, learn from the experience and use the newly learned knowledge. Question 23: How do you make your own career choice? The reason why the interviewer asks this question is to understand the motivation of the job seeker and see if he (she) has any historical origins in applying for this job, whether he (she) has any career plans, and whether he (she) has just applied for a lot of jobs aimlessly. Wrong answer. I've always wanted to work in the corporate world. Since I was a child, I dreamed that I could at least become a vice president of a large enterprise. In addition to the incredible comments, there is another problem with this answer: it shows that job seekers will not be interested in positions below vice president. The summer before my senior year in college, I decided to concentrate on developing in a certain field. Although I studied business, I don't know which industry I will eventually engage in. I spent some time thinking about my goals, figuring out what I am good at and what I want from my work, and finally I came to a firm conclusion that this industry is the best for me. Commenting on this answer shows that job seekers have carefully made some plans, narrowed the focus and made clear the direction of progress. This answer also shows that job seekers understand the importance of personal career planning and have the ability to make serious personal decisions. Question 24. Which form do you think is the most valuable, high salary, recognition or promotion? Analysis here, we once again encountered a comparative trap. If you answer according to the questioner's thinking, you are bound to fail. If you choose money instead of promotion, it will be considered secular and short-sighted; On the contrary, if you think money is not important, then you will be considered insincere because of your indifference to money. Wrong answer. Money is not that important to me. I hope to make some contributions to my own enterprise, and I also hope to get the necessary rewards, such as recognition and promotion. Commenting on this answer is often insincere and even makes the interviewer doubt the applicant's statement. If money is not so important, why do job seekers still want to find a job in the corporate world? You should know that enterprises are essentially profit-oriented. People who are not interested in money may not choose to work in industries that value money. For me, these things are closely related and inseparable. Although I am not crazy about money, I believe that with the emergence of success, promotion and recognition, they will definitely bring me more money in return. Comment on this answer is honest and not secular. It reflects the wishes of job seekers and their reasonable guesses about future success. Question 25. Can you describe your success ladder and explain this process? Analyzing the answer to this question can reflect the job seeker's understanding of the operation law of business society, whether the job seeker's expectation is realistic or not, and can also show 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 pay off. I believe that if I choose a suitable enterprise, I can quickly climb the ladder of the enterprise and eventually become the manager of this enterprise. In a first-class enterprise like your company, this is success. ......& gt& gt
Question 5: What does it mean to ask others questions in a group meeting without asking yourself questions? Solve the zero answer! I'm worse than you. At the first interview, the man asked me why I chose their company. I said I don't know. My brother sent me. anxious
Question 6: Is the hr interview of Tencent interns a face-to-face interview or an interview? The second round is a separate interview. The so-called first round, from the time of registration, will observe everyone's every move.
Question 7: What do you mean by leaderless group discussion? Leaderless group discussion refers to a group of candidates forming a temporary working group to discuss a given problem and make a decision. Because this group is improvising, and no one is appointed to be in charge, its purpose is to examine the performance of the candidates, especially to see who will stand out from them, but it doesn't have to be a leader, because it requires real skills, confidence and complete grasp. How to conduct leaderless group discussion: The highest score must be the last speaker who put forward profound opinions in a calm tone. Leaderless group discussion is a common evaluation technique in evaluation center technology, and the candidates are interviewed collectively by scenario simulation. A certain number of candidates form a group (5-7 people) to discuss work-related issues for about 1 hour. During the discussion, neither the leader nor the position where the candidates should sit is specified, so that the candidates can arrange their own organizations, and the examiners can observe whether the candidates' abilities and qualities such as organization and coordination, oral expression and persuasion in the debate meet the requirements of the proposed positions, as well as their self-confidence, initiative and emotional stability.
Edit this paragraph 1. Leadless group discussion method
In the evaluation center technology, there are two kinds of scenario simulation tests used to evaluate and select managers: (1) group exercise: participants are in such a situation that the successful completion of tasks requires the close cooperation of participants. (2) Personal exercise: The test requires participants to complete tasks independently, and leaderless group discussion belongs to the former, which is a common technology in the evaluation center and a method for collective testing of candidates. By giving a certain number of candidates a job-related question and asking them to discuss it for a certain period of time, we can test the candidates' organizational and coordination skills, insight and other skills, nonverbal communication skills (such as facial expressions), as well as self-confidence and other personality characteristics and behavior styles, so as to evaluate the pros and cons between candidates. A temporary working group composed of a group of candidates discusses a given problem and makes a decision. Because this group is impromptu, no one is appointed to be responsible. The purpose is to examine the performance of the candidates, especially to see who will stand out from it and become a spontaneous leader. In leaderless group discussion, either the candidates are not assigned a special role (leaderless group discussion, the role is uncertain) or each candidate is assigned an equal role (leaderless group discussion, the role is determined), but neither of these types specifies who is the leader or where each candidate should sit. Instead, all subjects are allowed to arrange and organize themselves. The evaluator only observes the performance of each candidate by arranging the topics for discussion. Attachment: The leaderless group discussion will form three types of roles independently: 1. Organizer; 2。 Time controller and recorder; 3. Participants and organizers are different from leaders. They can guide all members in the discussion process, such as leading the team to determine the discussion standard, controlling everyone's speech order to make it orderly, guiding those who don't speak, and controlling the time to express their views with more words. The time controller reminds and controls the group discussion time, and the recorder can be everyone, recording the discussion process, opinions and opinions, and summarizing them. Every team member can participate in discussions and participants.
Edit paragraph 2. Characteristics of leaderless group discussion
(1), there is no advantage of leading a group discussion.
As an effective evaluation tool, leaderless group discussion has the following advantages compared with other evaluation tools: it can test the ability or quality that can not be detected by written test and single interview; Can observe the interaction between candidates; Can make a more comprehensive and reasonable evaluation of candidates according to their behavioral characteristics; It can involve a variety of ability elements and personality traits of candidates; It can make candidates expose their own characteristics relatively unintentionally, so it has high validity to predict the behavior in real teams. It can make candidates have equal opportunities to play, thus quickly showing individual differences; Can save time. And can compare the performance of candidates competing for the same position. & gt
Question 8: What is the status of group interview? Group interview refers to the interview between two parties, one is an examiner composed of many people, and the other is a large number of candidates. Through questioning and dialogue, the two sides investigated the applicant's own ability, that is, communication and adaptability, and compared the advantages and disadvantages on the spot.
Group interview skills
Because each interviewer's professional field is different, they have their own range of questions. Therefore, when the candidates suddenly saw the battle, they had to figure out the preferences of all the interviewers at the same time because they were not psychologically prepared in advance. At this time, many people will be timid and confused.
In fact, many companies employ group interviews when recruiting reserve cadres, assistant managers and managers. Therefore, all job seekers should be psychologically prepared to face the challenge of group interview; So how to prepare?
1. Be polite. It's best to shake hands with each interviewer when you enter. If you can't do this, you should at least look at them one by one, and at the same time bow or nod slightly.
2. Based on the site environment or your own characteristics, make a humorous or unusual self-introduction loudly, and then link out your characteristics or application motivation.
Because there are a group of candidates at the scene who want to have a group interview with you, the one-minute self-introduction draft prepared before may not be applicable; You should think of several different opening remarks, grasp this short 15 second and try to make yourself stand out.
3. Really understand the requirements of this job.
No matter how many interviewers are present, how many questions are asked and how many circles are circled …, the final result is to select the most suitable talent. So as long as we grasp the principle of "best fit" to play, we will not be blank.
4. Quickly distinguish the interviewer.
To put it more bluntly, it is the truth that "catch the thief first, then catch the king". To judge who is the interviewer, you can't just look at the clothes and see who asks more questions. Some interviewers will choose to keep a low profile from beginning to end, look on coldly and say nothing.
Similarly, you can also observe whether all interviewers are interested in someone and wait for the other person's hint before moving on to the next step; This man must be the examiner.
5. Pay attention to every interviewer. Your eyes must always pay attention to them. When someone asks questions, your eyes must only be on him, but when you answer questions, your eyes must constantly glance back and forth in the audience, which shows that you attach great importance to every interviewer.
6. Explore possible comrades. Don't get me wrong, this comrade is not another. That is, among many interviewers, find one or two interviewers whose style is similar to yours and make a breakthrough from him/her first.
Question 9: What is a leaderless semi-structured interview to reveal for you? Leaderless group interview (group interview) 1. Introduction to group interview.
1. What is a group face?
Group interview is a leaderless group discussion interview that everyone has a headache. Basic freshmen will encounter this interview form when they apply for a job in a slightly famous enterprise. Generally, it is a group of 5~ 10 people who discuss a topic in a limited time, draw a conclusion and make a statement.
2 which positions need a group interview?
General non-technical positions need to attend group meetings.
What is a group visit?
The group mainly examines your soft power such as organizational ability, expressive ability and logical thinking ability. It sounds simpler than those technologies, but it's not. The group faces great uncertainty, and your performance may be completely different from the design you started. If you meet a great teammate, maybe your whole team will be finished. Your idea may be different from that of the whole group; You may not get the chance to perform (everyone can speak for one or two minutes on average)?
Second, how to attract attention in group links?
1. If you are told that it is a group meeting, don't show surprise or worry, but calmly think about what the organization wants to express, such as 30 seconds 1 minute self-introduction and interest in the position.
2. Greet each interviewer individually before the interview. If there is a signboard on the interviewer's desk, you can greet him directly with the interviewer's last name.
3. Record the whole interview process in a notebook prepared in advance, including the name of the interviewer, the names of other candidates, the questions raised by the interviewer, and the key points answered by yourself and other candidates.
When the interviewer asks questions, raise your hand to answer them, but don't attack or interrupt others.
The above dry goods are reproduced from the official account circle of job search WeChat, and people in the circle will take you to offer!
Question 10:? Who are the two sides of the interview? Is one party eliminated or both parties eliminated? The so-called one-sided and two-sided interview is a way for large enterprises to select talents. Every interview is stricter than the last one, and the interviewer's level is higher than the last one. Every time someone will be eliminated. It's really not easy to be chosen until the end. Generally speaking, foreign companies like to adopt this method.