English interviews are flexible and varied, and the types listed in this article are only some of the most common, with the purpose of giving you an initial understanding of the interview and preparing you psychologically. The following is a summary of the experience accumulated by Ryland Mustache Career Counseling after 7 years of interview coaching and training.
The English interview is different from the written test, which mainly examines the applicant's ability to improvise. The first time I saw this, I was able to see a new interview environment, especially the room furnishings, style and the last interview is completely different, the heart will also be up and down, before the start of the interview on the hands and feet of the cold, not even speak well. In this case, a little knowledge of the type of interview will help ease the unnecessary tension.
The types of interviews listed are in English. This is because some foreign managers may suddenly tell you, "We're going to have a one-on-one interview today," or whatever. If you are stumped by an unfamiliar English language, you will look like a mess. So download these English words that might come in handy into your memory bank as well. One-on-one
Recruiters work one-on-one with candidates. As the most common interview method, it will be emphasized in the article, and will not be analyzed here.
More than one (group interview)
Two or more hiring managers **** with the same interview with the same candidate, but also more common. Take this interview method is mostly out of time-saving considerations, the recruiter can complete a number of interviews in a very short period of time, a few interviews examiner round down to the interviewer on-site comprehensive assessment. In this case, you need to pay attention to who is the most important one interview examiner. This is easy to see in Chinese organizations, and can usually be guessed in foreign companies by observing what is going on. Interviewers should pay some attention to the main interview examiner, but should not neglect the others and appear to be favoring one over the other.
Game play
The interviewer examines a group of people at the same time, when the number of recruiters is uncertain. The purpose of doing so is usually three: one can be compared horizontally to the interviewer, the overall situation, a general understanding of the characteristics of each person; two is to examine the team spirit of team members; three is to save time, because the recruitment work time is tight, often too late to interview one by one. Based on the first two reasons, this interview will be equipped with a programmed design, which often requires everyone to analyze the case or ask everyone to **** together to participate in a small game.
Mr. Liu, the HR manager of Ryland Mustache Career Planning Consulting, commented:
Some students feel very nervous about this kind of group game interview, and don't know how to cope with it. In fact, there is nothing particularly difficult in this kind of group interview, but we should pay attention to grasp a "degree", that is to say, we need to pay attention to how to deal with this kind of interview is how to behave appropriately in the group, not only to be positive and active, but also can't steal the limelight, and constitute pressure or threat to others. To set their own position, so that people feel that you are a member of the collective, easy to get along with, and can contribute to the company. Screening (screening): "The flowers are gradually fascinating eyes, shallow grass can not horse hooves"
The initial round of interviews is called screening, more directly that is the unsuitable person first sifted out. There are many interviewees, and each person is given a limited amount of time, usually 10-30 minutes. This interview serves as the beginning of multiple rounds of selection and may take place either at the school or at the employer. Current students generally only have two rounds of interviews, and it is likely that you will see more than one interviewer in the first round. However, the interviewers will not be very high level because the purpose of the screening process is to screen out most of the applicants, leaving only those who are qualified for the job. Before they put you on the "cleared" list and move you on to the next round of interviews, they only care about completing one basic task: making sure you're qualified.
Further rounds: "The more you look, the better you get"
Further rounds can be a second round, a third round, or even more. more.
After the first round of screening, many candidates will be notified of further rounds, which is the most critical stage of the interview. This is no longer a large number of screening, but a carefully selected process. The interviews are usually conducted by someone of a higher rank, and the interviews are much longer and the process is more complex, often with more than two examiners evaluating the candidates, and only a handful of candidates will come out on top.
Some people think they are well qualified and are highly talented students from prestigious universities, and they are optimistic that they will be successful in such low-level interviews, and therefore take them lightly. Blind confidence will inadvertently bring out a kind of aggressive momentum, once the interview examiner to create this impression, even if your hardware is excellent he will not let you pass, because the interview examiner will feel that your ability to get along with people is poor, bullying.
The final round: "When you're at the top of the heap, you can see all the mountains."
Only a few of the best will make it to the final round of interviews, which is the final round. sometimes the final round of interviews is just to meet with the company's top management, or even just to have a chat. The last round of interviews is sometimes just a meeting with the company's top management, or even just a casual chat, but it is a very crucial round! The higher the level of some bosses, the more amiable they seem to be, at which point some students will gradually relax, and individual students will show an unrestrained, small-minded mentality. Although from the mouth of the boss will say the most beautiful words, but the complacent people will make the most cold referee. Another issue that should not be taken lightly is the elimination of the final round, which is also a "short-listed" election. The standard procedure (structured)
The standard procedure is generally used in the initial rounds of screening interviews, which starts with a review of the resume, then asks for some business knowledge and opinions on a number of issues, and concludes with a few questions for the applicant to ask.
Non-standard procedures (unstructured)
Interviewers can ask whatever they want, at will. Some high-level, experienced interview examiners love to use this method. Sometimes the interview examiner after a day of interviews, very tired, want to change some of the easy topics to ease the fatigue, chatting may talk about personal hobbies, but more often than not they intend to use everyone can not prepare for the way in the casual conversation to find your potential.
Professional tests (targeted)
Interviewers examine the candidate's knowledge of the industry through professional tests, and answer questions that are mainly based on the candidate's professional knowledge, so there is a lot of pragmatism. Sometimes, they will ask some of your views on the industry peers in passing, where you must not comment on the competitors of the company you are applying for. Comment more rather let people think you mouth is not strict, out of the door the same will leak their company information to each other, very unreliable. For example, he describes to you two customers, both very important, but the customers themselves are different. If you are asked to prepare a material in half an hour, and time only allows you to prepare a time, how will you deal with? There is no standard answer to this test, and it doesn't matter which client you choose, but what matters is what you consider in your answer and what you are trying to achieve.
Case interview (case): "moot court"
Some large consulting firms, such as McKinsey, Bain, often take the approach of interviewing candidates through case studies. This is not to get you to give a precise standard answer. Often, these senior recruiters will intentionally provide information that is missing, and they want to examine your ability to think logically through your questions and requests for further information. For example, how to figure out the weight of an airplane, you might ask if it's okay to call the appropriate person and ask. When told no, you might go on to ask what the airplane is made of, how big it is, how full it is empty, how many people it takes, and a host of other questions. The interviewer will look at these questions to determine how well you thought through the problem and how well you planned the solution.
Relaxed and casual interviews (meals/drinks): see the real chapter on the Hongmen Banquet
Sometimes the company will arrange some very relaxed and casual interviews, such as *** with the meal or drink a cup of coffee and so on. Table manners (table manners) is very important in practice, dealing with customers inevitably have to go to the restaurant, the dashing speech and demeanor must be able to get the boss's appreciation. In China, students are usually not examined in this regard, but in the United States, such interviews occur frequently in famous business schools. Recruiters will be a line of dozens of people invited to the restaurant to eat, and the interviewer praised. For example, "you are highly talented students", "we are looking for talent" and so on, the personnel manager's unique eloquence, will be said to the applicant's heart, relaxed and easy to put the usual behavioral habits on display.
In fact, under this so-called ease, personal etiquette, cultivation of this in the formal interview can not be observed in all aspects of the situation will be reflected. Recruiters won't just "shoot" a person out of the office because his performance at the dinner table wasn't spot on, but they will find talent through the dinner table.
There are some people who already have some work experience, he will communicate or negotiate conditions through dinner. Senior understand that this "everything is good to discuss, we are friends" atmosphere in the negotiation of conditions is very favorable, not easy to cause an embarrassing stalemate.
Sometimes the employer will invite your spouse at the same time as they invite you to dinner. This is a way for recruiters to see if you will make a good impression when you meet clients as a family. And it's also important that your spouse fits into the culture of the organization, so that even if she/he doesn't become your best friend or your solid support, she/he is not a stumbling block to your development.