Interview questions are often closely related to the corporate culture of each company and what they focus on, and we can make the following summary:
*Loyalty: Facing job-hopping, companies tend to look at the candidate's perception of loyalty. In particular, some large state-owned enterprises pay more attention to the loyalty of their employees. In the recent recruitment of Konka Group, the interviewer asked the question "Please analyze which is more important to the company, professional skills or loyalty".
*Practical ability: While focusing on students' academic performance, many companies attach great importance to candidates' practical experience. For example, General Electric (China) Co., Ltd. (GE) said that they want to recruit is not simply a "learning machine", in the school period, internships, part-time jobs, tutoring experience is a good opportunity to accumulate social experience, which should be valued by the enterprise.
*Teamwork spirit: Famous companies that operate on a large scale often attach great importance to the teamwork spirit of their employees. For example, the head of the human resources department at Lenovo said that the company is particularly interested in candidates with a team spirit.
*Innovative spirit: for large enterprises, leaving the continuous innovation, is equal to the loss of vitality, so whether the candidate has the spirit of innovation is also the focus of the examination. For example, Lenovo Group attaches great importance to the innovative spirit and ability of candidates in the interview.
*Recognition of corporate culture: Companies often consider whether employees can recognize and adapt to the company's values and corporate culture during the recruitment process, which will determine whether employees can serve the company well. For example, SONY company in the recruitment process to the staff can adapt to the Japanese culture, especially Sony's corporate culture as a key assessment content. General Electric Co., Ltd. also looks at whether students like and agree with GE's values, which are "insistence on integrity, focus on performance, and desire for change" in recruitment.
*Interpersonal skills and good communication skills: For example, SONY puts interpersonal communication skills as a key assessment, while the human resources manager of Bibaud Management Consulting Ltd. reveals that Bibaud attaches great importance to the communication skills of students in the recruitment process, because as a future consultant, the applicant must have the ability to communicate and coordinate with clients.
*Inquisitive attitude towards new knowledge and new abilities and learning ability: a business leader said that fresh graduates often do not have the ability to directly carry out business operations, basically have to go through a systematic training, so the ability to learn and inquisitiveness should be the focus of the examination. Many enterprises adhere to this principle. General Electric's public relations director said that the company is not very concerned about the gap between the fresh graduates and the company's requirements, because they are very confident about their training system, as long as there is a strong desire to learn and learning ability must be able to stand out through systematic training, so in the interview these two tests are very critical. In addition, UTStarcom, L'Oreal and Ernst & Young ...... all said that whether they have good learning ability and strong desire to learn is very important to enterprises.
With the increasingly fierce competition in the job market, the interview has become a discipline, and new interview questions and interviews are also emerging, Shanghai General Motors in the interview, the introduction of a scenario simulation interviews of the new ideas, that is, according to the candidate may serve as a job, the preparation of a set of test items similar to the actual situation of the job, will be tested in the simulation of the test subjects arranged in a realistic working environment, requiring the The examinee will be arranged in a simulated and realistic working environment, and asked to deal with various problems that may arise, so as to test his/her psychological quality, and observe the candidate's leadership ability, desire to lead, organizational ability, initiative, verbal expression ability, self-confidence, communication ability, and interpersonal communication ability. SGM also extends the scenario simulation to the selection of technical workers, such as through the gear assembly practice, to assess the applicant's dexterity, quality consciousness, the operation of the rationality and behavioral habits. The difference between the best and the worst is clear.
Want to enter the famous enterprise work to realize their own value of life, the interview is a must pass a pass, know yourself and know your enemy in order to hundred battles, I believe that as long as on the one hand on their own sober understanding and accurate positioning, on the one hand on the situation of the enterprise has a deep understanding of the situation, will be able to stand out in the interview.
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Additionally details determine success or failure:
For medical device sales, the most important point is the details, especially for those who enter the interview session of the job seekers. In the structured interview techniques, there is a called "look and smell method", which "look and smell" should be said to the job seekers also have a guiding significance. Look, refers to the interviewer to pay attention to the applicant's physique, face, movement; smell, refers to the interviewer to pay attention to the applicant's tone of voice, speed of speech, tone of voice. These are small details, and if the job seeker noticed, will undoubtedly increase the weight for their own job search weight. If you are applying for a job when the toes keep pointing to the ground, that you have anxiety or impatience; conversation eyes left and right, do not meet the interviewer's eyes, it means that you do not have enough trust in themselves, uneasy or lying. These behavioral psychology analysis of many interviewers will be used in the assessment of the recruiter, which is also some of the usual not very noticeable small details. So if you are aware of the details, do a good job, then your advantages appear, to win their ideal position is just around the corner.
2. Finally, I wish you success in your application!