Zhang Guowei, General Manager of China Human Resources Department of Hewlett-Packard Co., Ltd.: Interview is a very important link in finding a job. Interview plays a decisive role, so many job seekers often spend a lot of time learning how to improve their interview skills, and even participate in interview skills. Zhang Guowei, General Manager of China Human Resources Department of Hewlett-Packard Co., Ltd.: Interview is a very important link in finding a job. Interview plays a decisive role in the successful admission of candidates, so many job seekers often spend a lot of time learning how to improve their interview skills, and even participate in the guidance and training of interview skills, but how many opportunities can this skill win for job seekers? We believe that the process of interview and being interviewed is actually a stripping process, that is, stripping a lot of skills, and finally seeing the real situation of the applicant, such as the real situation and current situation of the applicant's technology, education and work experience, and then examining whether the potential of the applicant is suitable for the needs of the company. If there are too many skills and packaging, the interview time will be prolonged.
If there are some so-called skills, it is that candidates should know some interview common sense, such as punctuality, formal dress, knowing the basic situation of the company in advance and so on. It will make recruiters feel that job seekers value this job opportunity. However, some interview skills specifically teach job seekers how to answer questions and how to answer them best, which is actually misleading, because there is no such thing as the best answer, and an experienced human resources manager can judge whether what is said is true or not from the answers of the candidates. Interestingly, the training of interview skills is often two-sided. On the one hand, the consulting company will train the interviewer how to disguise, on the other hand, it will also train the interviewer how to see through camouflage.
Our suggestion is that the most important thing in an interview is honesty, not skill. Frankly expressing your situation is the best way. Maybe some of your answers will expose some of your shortcomings, but your honesty will give you a lot of points.
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What questions do you usually ask in an interview? What do you want to know about the applicant through these questions?
Zhang Guowei: Different positions have different emphases. For example, for middle managers, a normal interview will ask questions from three aspects. The first is the technical level, to understand the cognitive level of candidates in a certain field; The second is in personnel management or leadership; The third aspect is to understand the personality of the applicant, especially the ability of teamwork, and finally consider his honesty.
For example, when assessing the actual experience of employees, the specific question usually asked is: Do you know this thing, or have you done it? Or skillfully use it and have the ability to innovate and reform? Usually you can know whether you have such practical experience in conversation. Of course, it is not the highest or best stage, but which stage the post needs.
On the other hand, it depends on values and business principles, that is, applicants must abide by many global business practices of HP. On the one hand, this principle lies in the education of employees, on the other hand, it depends on whether the values of candidates are consistent with those of the company. With the same candidate conditions, HP values people with the same values more.
How do you view the job-hopping frequency of job seekers when selecting talents?
Zhang Guowei: I think we should look at it from several aspects. First, look at the big environment of talent flow. 1996 by 2000, the flow of talents was relatively large, and now it is time to gradually mature; Secondly, we will see what is the main reason for the applicant to adjust his job every time, whether it is a reasonable way, whether it is personal career development, family reasons, or what changes have taken place in the original company or the relationship between superiors and subordinates, because everyone adjusts his job for these reasons, we think this is a normal state, and what is abnormal is that this person has been fired or something else. In fact, we think there are two possibilities for anything. One is the difficulty, how to overcome it, and the other is the fact, endure or choose to leave. We don't want candidates to use some solvable difficulties as an excuse. Of course, it does not rule out that some situations are unacceptable or unwilling to accept, so I choose to leave. If the applicant has problems in morality and business ethics, our company will not make any concessions, and we will objectively analyze and judge other problems according to different situations.
When recruiting a manager, do you value his industry experience?
Zhang Guowei: Maybe the industry in which a company like Hewlett-Packard works has multiple meanings, because it is a constantly changing industry, and the so-called industry concept is not very clear. Rather than paying attention to his industry experience, it is better to emphasize that he must have strong learning ability while having certain industry experience. Because the company's operating model may change, the customers you may have to face are also changing. Sometimes the experience is good, but sometimes not learning the experience will become an obstacle.
How should job seekers talk about salary? Can you give me some guidance?
Zhang Guowei: Before discussing the exact salary, you must first understand why you want to take this job and join such a company. If your answer is salary, I think it's useless to ask or not to ask, because obviously there will be no good results for both sides if you join the company with such an attitude. If you can confirm what is more important than salary, maybe you can look at salary more rationally.
First of all, HP's salary structure is very competitive, but competitiveness and whether it can meet the expectations of candidates are two concepts. Companies usually follow the company's salary structure, because there is no one-to-one relationship, and the company considers the whole. It is impossible to be high and low. But this does not mean that everyone's salary is the same, because everyone's background, ability and potential are different. Applicants should have a rational analysis of their salary, and consider consulting experienced people in the same industry before job-hopping to help them make an objective and comprehensive analysis.
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