1. When you go to an education and training institution for an interview, what questions will the interviewer usually ask
1. It depends on whether you go to an English training institution or a computer training institution, but these two The questions asked by various types of institutions are similar but somewhat different.
2. What do you think of the profession of beauticians?
3. If you want to apply for a consultant position instead of a front-line teacher position, you must also have affinity and good eloquence. An excellent self-introduction is a must!
4. Be sure to grasp the course trial session well, as the interviewer will definitely ask some relevant questions.
5. Then there may be a written test.
6. If you pass the previous two levels, you may also meet with the department leaders. Just meet your direct boss as normal! Don't stand out too much! !
7. Clothes and grooming must be consistent with the teacher's status, and the speech must be confident, without catchphrases or dialects.
I wish you success in applying! !
2. How to be a qualified interviewer "Excellent Interviewer Training Tutorial"
In the eyes of job seekers, the hiring manager has the "power of life and death" whether to hire or not, and he is superior to others. . It's okay for laypeople to have such "prejudices". If you, as a recruitment manager, don't have enough understanding of the recruitment work, it will inevitably lead to difficulties. A qualified recruitment manager must have a correct and clear understanding of recruitment work. Good ways of dealing with people and behaving well serve as a window for applicants to understand the company. The ability, style, and temperament of the recruiting supervisor often leave a deep impression on the applicants, thus forming a positive or negative understanding of the company they are applying for. In fact, candidates' knowledge and understanding of the company where they apply for the position are mostly obtained from individual personnel, such as acquaintances within the company, recruiting supervisors, front-line managers and employees, etc. In China, an applicant said to me: "I still have a good impression of your company, and I am particularly impressed by you." In fact, he has never been to our company at all, and we were only at the job fair. There was a chance encounter. If the recruiting manager treats others inappropriately, behaves inappropriately, and lacks a professional image, then no matter how well-known the company is or how luxurious the recruitment booth is at the conference, it may leave a bad impression on the candidates that "it's just that, it's just a name in vain." . Calm and objective analysis and judgment ability. The selection criteria of the recruiting supervisor is actually very simple, that is, to choose those talents that the company needs, rather than the talents that the recruiting supervisor himself likes. Recruitment is not about making friends, you must find people who have the same temperament as you. On this issue, the hiring manager cannot be vague at all. Otherwise, evaluating an applicant based on the standard of making friends is equivalent to wearing a pair of invisible tinted glasses. The recruitment decision will naturally be unfair and wrong. It will bring huge losses to the company. In fact, the talents a company needs should not come from one model. They come from different departments, come from different positions, require different skills and characteristics, and require different talents. Therefore, recruiters should grasp the selection criteria based on the real needs of the position, rather than making judgments based on their own likes and dislikes. To make objective judgments, we must overcome stereotypes, primacy effects, recency effects, halo effects, homogeneous bias, and other common mistakes that ordinary people make. I often hear some colleagues say half-jokingly: "You can tell at a glance that someone hired someone." This sentence can be understood from two perspectives. We can understand that only so-and-so can recruit such high-quality talents, which is of course a compliment, but we can also understand that the people recruited by so-and-so are all the same. If it's the latter, then you need to reflect on yourself carefully. Necessary interview techniques and psychological foundations In addition to the two points mentioned above, in fact related interview techniques must also be mastered, and deficiencies in this area can be made up for through relevant training. At present, both structured interviews and unstructured interviews have certain effects. The most common interview method is the behavioral interview, which uses specially designed questions to understand the applicant's past behavior in specific situations, avoiding the evaluation of the applicant's personality and avoiding hypothetical and self-evaluative questions. Each company has its own standards for measuring talents, and the recruitment manager must use this standard to implement recruitment for the company. But unfortunately, we cannot quantify this standard. Otherwise, the recruitment work will be completely replaced by robots or completed by a computer program.
The value of a recruiting supervisor lies in the ability to use corresponding interview techniques and psychological knowledge to comprehensively evaluate the applicant's work ability, work motivation, team awareness, professional loyalty, pioneering and innovative spirit, learning ability and other qualities that companies value, and provide The company makes the decision whether to hire or not. Of course, experience also plays a very important role in the hiring process. Strong communication skills In fact, there is a fundamental difference between the recruitment supervisor selecting personnel and the teacher judging the quality of students' learning by judging test papers. Before making a selection, the hiring manager must have an in-depth and detailed understanding of the position being recruited. In order to truly understand the employment needs of front-line departments, the recruiting director should have an in-depth conversation with the front-line managers to learn more about the vacant positions from the conversation, rather than just relying on the limited job description written on paper. As a result, the human resources department and front-line departments have inconsistent selection standards, leading to unnecessary disputes caused by disagreements in employment decisions. The interview process is a communication process between both parties. The status of both the interviewer and the applicant is equal. While the company is choosing excellent applicants, the applicants are also choosing excellent companies. Be open, fair, and dare to stick to your own principles. During the recruitment process, even if you have in-depth communication with front-line departments, due to different perspectives on things, sometimes it is inevitable that you will have different opinions from front-line departments when making personnel recruitment decisions. , at this time, the recruitment supervisor and first-line manager *** need to discuss and reach an agreement. When this happens, the recruiting supervisor must dare to express and insist on his own opinions, and cannot blindly accommodate the front-line managers. Otherwise, failed recruitment will bring huge losses to the company. In one of the author's recruitment experiences, the front-line department recommended a backdoor candidate for an important customer and hinted that he was ready to hire him. However, the human resources department conducted interviews as usual and strictly insisted on not lowering the recruitment standards, and finally persuaded the front-line department to hire another qualified candidate. Candidate. The key to being able to do this is that the recruiting supervisor himself must be selfless, fair, without any behind-the-scenes operations, and be able to consider the overall situation of the company. People who often lament that "a thousand-mile horse is always there, but a bole is not always there" will not be admitted. A person who has been unrecognized for his talent for a long time must have major flaws hidden. 1. Look at his appearance: a credible external image. Anyone who appears to be too smart and capable at first glance, or who looks like a businessman at first glance, is not suitable for sales promotion. The reason is that such people will cause customers to be highly wary. Therefore, people who do not give people a strong sense of credibility will never be a good salesperson. This requires that when we recruit sales personnel, if the applicant looks like a salesperson at first glance, then we should resolutely eliminate him. People with better sales performance mostly give people the impression of being honest and reliable. . 2. Look at his selling points: Let the person in front of you introduce himself in a short period of time. Southwest Airlines is the smallest of the eight major U.S. airlines and the only one that has been profitable for nearly 30 consecutive years. Its recruitment policy is very distinctive. When it recruits flight attendants, in order to ensure that passengers are satisfied with the flight attendants, it invites more than two dozen passengers in the frequent flyer program to serve as judges and rate dozens of applicants. It believes that if these passengers do not like the applicant, then it will be useless no matter how beautiful the girl is. A flight attendant selected by passengers themselves will at least cost less in terms of training, because she is already a flight attendant that passengers like. In addition, if the applicant cannot gain the appreciation of the sales manager from the beginning, generally speaking, even if this person is recruited due to various reasons, it is easy to be lost. 3. High desire for achievement: High desire for achievement is a strong desire to make a difference. For salesmen, people who have a strong desire for high salary and are content with what they have are not suitable to be salesmen. Sales is a stressful profession. Salespeople will constantly encounter rejection and failure. Without a strong desire for achievement, they will not be able to inspire the ambition to break through customers' obstacles. There may be such a person who looks rough and speaks not so politely, but he always thinks about selling the product and never forgets the final result. Then he is a results-oriented person. Maybe he was a little rough in the entire sales process, and this is what he needs to cultivate, develop and package after entering the company. 4. Look at his professional background or experience: whether it is related to your products and industry. If it is a pharmaceutical product, you obviously want the salesperson to have graduated from a medical school or a related school and have a certain understanding of medicine.
Salespeople in most companies do not need to know very complex professional knowledge, and salespeople can be recruited from the market and then trained. However, the promotion of products of some high-tech enterprises requires specialized knowledge, such as the promotion of software, medical equipment, etc. It is best to be done by people with this professional background. 6. Set the quality requirements for the recruitment positions in advance: there should be an aptitude test for sales supervisors and managers, but this test is not done for ordinary sales staff. The test captures the traits of sales leaders and managers in terms of temperament, character and experience, allowing them to align with the company's sales strategy. Salespeople for each responsibility will be interviewed by their future direct supervisor when applying. In this way, a relatively simple procedure can be used to ensure that the salesperson's sexuality is consistent up and down. 7. What is the reason for the high sales staff turnover rate? One of the important reasons is that many sales managers have a relatively one-sided understanding of what qualities a good salesperson should possess. Salesmen are often ignored, rejected, ridiculed, sarcastic, beaten and failed. Every setback may lead to depression. "Optimism" is far more important than finding "smart people". In addition, people who change units more than three times in a year: there are two situations. The first situation is that the person has too poor ability, so he will not be able to work in any unit for a long time. Naturally, such a person cannot be recruited; In the second case, if the person has a homeless character, then he will also regard entering the current company as another stop on his long journey of life. 8. Keen insight: Keen insight is reflected in the fact that the salesperson is particularly good at listening. The key to being good at listening is that the salesperson's body language, verbal language and the content of what the customer is saying are highly consistent. For example, when a customer is telling about his hard-working entrepreneurial history, a salesperson who is good at listening will show an expression of admiration, and even open his eyes appropriately and use some interjections to match the customer's narrative, affirming the other party, thereby mobilizing the customer's enthusiasm for speaking, and creating a better future for the customer. Create conditions for in-depth conversations. Another example is when a customer is telling a joke. Regardless of whether the joke is funny or not, the salesperson's job is to laugh along. 9. Sales experience: Recruiting people with sales experience has advantages and disadvantages; people with sales experience get started quickly, but a large number of corporate business practices show that people with sales experience recruited from the talent market have poor loyalty - - This point must be restricted by strict company systems. Some companies are unwilling to spend time training novices, so they can consider recruiting people with sales experience; while some companies pay more attention to employee loyalty and only need candidates with potential. 10. Men who are afraid of women or women who are afraid of their husbands: Anyone who cannot get along equally in married life generally has a strong compromising personality, and such people will also have a strong compromising nature when selling products
3. What questions should the interviewer pay attention to (for trainer interviews)
I am sitting next door to the conference room, waiting for the recruitment interview of Guangming Machinery Co., Ltd. Finally waited until Xiao Zhang appeared. Following the guidance, Xiao Zhang walked towards the conference room - the place where this interview was held, feeling nervous. There is a large rectangular conference table in the conference room. Three interviewers are sitting on one side of the table, and a chair is placed on the other side directly opposite. Xiao Zhang followed the interviewer's instructions and walked to the chair, sat down, and looked up at the three interviewers who were sitting upright and looking at him. His heartbeat suddenly accelerated... Interview Case (continued) Fortunately, the interviewers were kind. The inquiring and kind attitude slightly diluted Xiao Zhang's nervousness, and the conversation began. ... Interviewer: You majored in business administration. Can you talk about the stages that business management has gone through? Xiao Zhang: Generally speaking, it has gone through four stages... Xiao Zhang answered concisely and fluently. Interviewer: Do you know which stage the current situation of Chinese enterprise management is in as you mentioned above? Xiao Zhang: (I have never thought about this issue seriously, and I was speechless for a moment)... Interview Case (continued) Interviewer: (Looking at Xiao Zhang’s embarrassed expression and laughing) It doesn’t matter if you can’t answer. In fact, the current situation of corporate management in our country is only equivalent to the scientific management stage you mentioned. Why do you say this? Because... so... (one, two, three, four) Ten minutes passed and the interviewer finally finished speaking. Xiao Zhang thought what the interviewer said made sense, and nodded to the interviewer with an expression of admiration to express his agreement. Interviewer: What are your plans for the future? Xiao Zhang: (Talking out three future plans)... Forty minutes passed, and Xiao Zhang walked out of the conference room anxiously.
Question: Can you find anything wrong with this interview? The objectives of this lecture: 1. Avoid possible mistakes during interviews 2. Efficiently select suitable candidates for the position Structure of this lecture: 1. Why should we talk about questions in interviews? 2. What are the common questions in interviews? 3. How to avoid these problems? 1. Why should we talk about the questions in the interview?
4. Who are the examiners for teaching qualification interviews and what are the scoring standards
Generally, the examiners for teacher qualification interviews are in groups of three. Most of these examiners are from local provinces and cities. In addition to outstanding teachers from universities, primary and secondary schools and early childhood education, there are also outstanding teachers from some teaching and research institutions who serve as teacher qualification interview examiners. In addition, these examiners will be trained and assessed by educational examination institutions at the provincial level and above. Only after passing the examination will they be issued an examiner certificate. This is the composition of our teacher qualification interview examiners.
What are the standards for teacher recruitment interviews?
Needless to say, appearance and appearance. The language should be expressed clearly and fluently. The language should not be stiff but should be approachable. Have strong logic, focus on the key points, and don't be cumbersome. The most important aspect of teaching design is that the teaching objectives are clear, the key and difficult points of teaching are highlighted, and the activity design is effective and reasonable.
In terms of teaching implementation, explanations should be accurate, no mistakes should be made, and modern educational technology should be used in teaching. Teaching evaluation means being able to use appropriate evaluation methods to provide feedback on students’ learning activities; being able to reflect on one’s own teaching process and make a more objective evaluation.
5. Why would an interviewer at a training institution ask you what types of applications you like?
He just wants you to train with him. Generally, training institutions only last for a few months. After the course, I even recommended a job. I haven’t learned much from these few months of study, and companies generally don’t want it if I don’t have engineering experience. The training institution asks you what type of application you want to do just to lead a few projects and let you choose. He takes you through various project types.
Generally speaking, no matter what application or game you do, it is programming. What you like is programming. The direction is different and everyone’s favorite language may be different. Then in this language, you make games and do other things. That is to say, I just need to learn some knowledge that needs to be used in this area. I just said what I want to do more. There is a big difference between games and applications. It is understandable to ask whether you want to be a game or a citation. He specifically asked you what citations are. Then It is very obvious, such as players and chat rooms. One of them focuses on decoding and the other focuses on networking. He asks you that if you agree to the training, it will be convenient to pick a project to take you to do.
6. What are the characteristics of Huatu’s interview training course model?
Hello, Huatu Education is at your service.
1. 14 years of public examination training experience: thousands of professional training teachers, tens of thousands of candidates selected as "public".
2. Exclusive dual-mode teaching: dual improvement of exam-taking and public service qualities, and all-round improvement of "public service" rate.
3. Advocate of full-course intensive tutoring: special full-course tutoring before, after and during class to help you improve your system!
More Hainan Provincial Civil Service Examination Interview Coaching Classes and Interviews Tutoring skills, past interview questions, etc. For details, please visit Hainan Huatu’s official website: Hainan Huatu official website (Ctrl+D collection) to learn more about application trends, master first-hand hot information, and help you become an “official” in one fell swoop!
7. When going to an education and training institution for an interview, the interviewer will usually ask questions about shoes. What is the interview process?
1. It depends on whether you go to an English training institution or a computer training institution, but this Both types of organizations ask similar questions.
2. What do you think of the teaching profession?
3. If you want to apply for a consultant position instead of a front-line teacher position, you must also have affinity and good eloquence. An excellent self-introduction is a must!
4. Be sure to grasp the course trial session well, as the interviewer will definitely ask some relevant questions.
5. Then there may be a written test.
6. If you pass the previous two levels, you may also meet with the department leaders. Just meet your direct boss as normal as possible! Don’t stand out too much! !
7. Clothes and grooming must be consistent with your status as a teacher, and your speech must be confident, without catchphrases or dialects.
I wish you success in applying! !
8. During the interview, the interviewer will ask me about my plan for the future. How should I answer such a question?
Divide my plan into five years:
The plan for the next five years is divided into three stages:
Year 1: Get familiar with the working environment and integrate with the company culture. Be familiar with the industry background, then gain a deeper understanding of the industry, and constantly discover areas where you need to learn and improve. Improve yourself, set realistic goals for yourself, and pay attention to your relationships.
Second and third years: Enrich your professional knowledge, adjust your plans in a timely manner based on your work performance, and become an expert in this field. Also cultivate your own relationships.
The fourth and fifth years: Adjust your plans, enter a new level, and align yourself with a higher point. If you are looking for a job for the purpose of job hunting, and encounter such problems, you can discuss them from the following aspects Talk:
1. Expect long-term and stable development in a company;
2. Pay more attention to the position applied for in the company and be willing to persist in development;
3. Expect to continuously improve your abilities based on the existing foundation and make greater contributions to the company and be recognized; 5. If you are a fresh graduate, this question generally just checks whether you have thought about it seriously or whether you are someone who just sees the company. Apply for someone who has the attitude that as long as the major is almost the same or you can find a job; what is being tested is your job search attitude, because the other party hopes to recruit a person with career ambitions and motivation, and does not want to recruit someone who is just messing around. . Of course, you can also say what dreams you hope to have after working for 5 years. After all, you have no work experience. It is good to talk about your dreams, such as buying a house for your parents. If it is a sales field, the other party hopes that you will be active and ambitious. If you are motivated, you can say that you want to do sales management; if it is financial accounting, then you should be more stable and practical, and don't be so impetuous and want to be this or that. You can say "do your job well." /p>