Job hunting: Eight types of college students are most popular with employers.

"What kind of college students are most popular with employers?" Peking University Graduate Employment Guidance Center recently conducted a questionnaire survey on more than 150 large and medium-sized state-owned enterprises and institutions, private and high-tech enterprises, foreign-funded enterprises and some universities, showing that eight types of job-seeking college students are more likely to be favored by employers.

Identify with corporate culture in the shortest time.

"Corporate culture is the spiritual pillar for the survival and development of enterprises. Only when employees agree with corporate culture can they grow together with the company. " The person in charge of the human resources department of Shell said, "When recruiting, our company will focus on whether the job-hunting mentality and career orientation of college students meet the company's needs, and whether the individual's self-knowledge and development space meet the company's corporate culture and development trend."

Similarly, the relevant person of Li Ning Sporting Goods Co., Ltd. also said: "One of our criteria for recruiting employees is to require the other party to fit in with the corporate culture and team atmosphere. Such employees can quickly adapt to the enterprise environment and develop together with the enterprise. "

Experts from the Employment Guidance Center for College Graduates in Beijing suggested: "Before applying for a job, college students should focus on understanding the corporate culture of the selected enterprise and see if they agree with the corporate culture. If you want to join this enterprise, you must match your values with those advocated by the enterprise, so that after entering the enterprise, you can consciously integrate into this team, restrain your behavior with corporate culture, and do your duty for the enterprise. "

Loyal to the enterprise and have a sense of belonging to the team.

The questionnaire survey shows that the human resources personnel of state-owned enterprises, foreign-funded enterprises and private enterprises all agree that they would rather have an employee who is loyal enough to the enterprise, even if his ability is poor, than an employee with extraordinary ability but fickle.

The human resource manager of an enterprise believes that employees' loyalty to the enterprise is manifested in their interest in the prosperity and success of the company's cause. Whether the boss is present or not, they should do things conscientiously and practically. An employee with a sense of belonging, his loyalty, will eventually enable him to achieve his ideal goal, thus becoming a trustworthy person, a person that the boss is willing to hire, and a person who may become the boss's right-hand man.

Teacher Han Chunguang of Peking University Graduate Employment Guidance Center told the reporter: "When recruiting employees, besides the ability level, personal conduct is the most important assessment aspect. People without morality are not used and are not worth cultivating. The most important aspect of character is loyalty to the enterprise. Those who are both capable and loyal to the enterprise are the most ideal talents that every enterprise needs. "

Do not require a prestigious school background, as long as the overall quality is good.

A human resources person of Jitong Network Communication Co., Ltd. said, "Our company does not require prestigious schools and professional counterparts. Even if it is a relatively unpopular major, as long as students have good comprehensive quality, strong learning ability and strong adaptability, they can see the crux of the problem in time when they encounter problems, mobilize their own abilities and knowledge in time, release their potential quickly, and work out operational plans. "

The questionnaire survey analysis pointed out that "with the intensification of enterprise competition, enterprises pay more attention to the quality of talents. Because talent is the main factor to create products and provide services for enterprises to win profits. Some enterprises, especially those with low technical content, pay more attention to students' comprehensive quality than academic performance, which is the characteristic of employing people in modern enterprises. Personal comprehensive quality is more important than academic qualifications. "

Have professionalism and professional quality.

"Now some young people have poor professional quality. There was once a young man who was late for work in the morning because he watched TV too late last night. When new college students encounter problems or difficulties in their work, they don't communicate with colleagues in time, and wait until the leaders ask questions, which delays the work progress. These are all manifestations of lack of professionalism and poor professional quality. " A human resource person of Zhongguancun Electronics Co., Ltd. said, "Enterprises hope that schools will strengthen the education of students' social survival concept and values, and strengthen the cultivation of students' professional quality, emotional intelligence, adaptability and psychological quality. With professionalism, other qualities are relatively easy to cultivate. "

The human resources manager of Xinhua Life Insurance Company said: "We regard high-quality, loyal and responsible employees as our most valuable assets. Dedication is reflected in the sense of responsibility, sense of ownership, active learning for doing a good job, attention to detail, paying first and then paying back. "

Have professional technical ability.

The manager of the human resources department of a science and technology joint-stock company in Beijing said, "Professional skills are our most basic quality requirement for employees, and the IT industry pays more attention to the technical ability of candidates when recruiting people. When recruiting, graduate students can be given priority if the candidates are equally competent. However, after entering the company, education level is not the main measure, and more attention will be paid to practical operation technology. Whoever can make it, whoever has the ability, will get a high salary. "

An expert from Beijing College Graduates Employment Guidance Center told the reporter: "Professional skills are highly valued by high-tech enterprises, and the selection of professional talents can be said to be selective."

Strong communication skills and affinity.

The person in charge of the personnel department of BOE Technology Group said: "Our company believes that the ability that college students need to improve most is communication ability. What enterprises need is people who can use their good communication skills to get in touch with relevant personnel inside and outside the enterprise, and who can work together to accomplish the mission and purpose of the organization. "

"Enterprises especially need employees who are cheerful, good at communication and good at relationships. Such a person has an affinity to attract colleagues to cooperate with him and help others. Through his efforts, he can win more customers and make the company's financial resources rolling. " Teacher Han Chunguang told reporters.

Have team spirit and cooperation ability

"Jinshan especially appreciates employees with team spirit, because in the process of software development and use, if an employee has a problem in a certain link, it will affect the progress of the whole project." A human resource manager of Jinshan Software Co., Ltd. said.

The HR staff of Shanghai Automotive Industry (Group) Corporation thinks: "From the perspective of talent growth, a person belongs to a team. Only in a good social relationship atmosphere can personal growth be smoother. "

Go to work with passion

"Enterprises need people with enthusiasm for work!" A human resource person of BOE Technology Group Co., Ltd. said: "When recruiting from abroad, we pay special attention to the basic quality of talents. In addition to requiring a job seeker to have a solid professional foundation, it is also necessary to see whether he has a passion for work. We won't hire someone who has no passion for work. "

"Enthusiasm is a strong emotion, a strong feeling for people, work and faith." Ren Zhanzhong, director of Peking University Graduate Employment Guidance Center, said: "An employee who is not enthusiastic about his work can't finish his work with high quality, let alone create achievements. Only those who have real enthusiasm for their wishes can turn their wishes into a beautiful reality. "

Excerpted from China Youth Daily, February 2005.

Online Job-hunting Strategies for Fresh Graduates (Practical)

This year is the third year of graduate employment for undergraduates after the large-scale enrollment expansion in colleges and universities. The number of graduates continued to grow on the basis of last year's "flood peak", and the number of college graduates nationwide reached 3.28 million. In addition to rushing to various job fairs, students who are nearing graduation tend to apply for jobs online.

However, when you apply for a job online, you will often encounter the regret that "the stone sinks into the sea and there is no news." A veteran of China Talent Network (www.960HR.com), a well-known talent website in China, pointed out that when applying for a job online, graduating students should grasp the aspects of "resume design, resume content, resume delivery, interview skills", highlight their "selling points" and highlights, and be superior to others.

First of all, in terms of resume design style

Resume design style should be concise and the length should be as short as 1 ~ 2 pages. 1 page is more illustrative, and the key is to maximize the advantages of job hunting. When faced with hundreds of job resumes, the hiring manager can notice you in a few seconds. "When you shine at the moment, you will achieve the effect." If the employer is "interested" in you, he will learn more about the situation through the interview.

Second, in terms of resume content.

1, highlighting personal professional knowledge level.

Employers should give full play to their strengths and hope that job seekers are "professionals" with solid professional knowledge; At the same time, I hope that job seekers are "all-rounders" and are familiar with industry-related information trends.

2. Highlight personal skills, especially practical ability.

If the job seeker's knowledge is limited to theory and has no practical ability, it is also unpopular. For example, those who study marketing have never sold products; Those who study management can't come up with targeted management strategies; Computer majors can't even write some simple programs ... such "talents" are obviously not favored.

3. Highlight work experience and experience.

Experience and work experience are not available in books, and employers attach great importance to them. The practical experience of recent graduates in school and society, whether full-time or part-time, paid or unpaid, should be truthfully listed, and the more specific, the better.

4. Outstanding achievements

Achievement is the concentrated expression of job seekers' knowledge and skills. Achievements include not only tangible scientific research achievements and articles, but also some intangible achievements, such as large-scale activities organized and planned by job seekers; The experience of simultaneous translation in important international conferences can be cited.

Third, in submitting resumes,

Take the initiative to submit your resume online. In order to deepen your impression, you can fax or mail your resume at the same time. Don't passively wait for the unit to contact.

Always surf the internet and pay attention to the latest recruitment information and information feedback of employers, so as not to delay the opportunity.

Don't send your resume to different positions in a company many times, which makes people feel that you are not specific enough and capricious, thus leaving a bad impression on the hiring manager, and the success rate of applying is almost zero.

Fourth, in the interview.

The reporter saw on the China Talent Network (www.960HR.com) that the personnel manager of a scientific and technological unit in Shanghai wrote a letter to the talent network and suggested to online job seekers from the perspective of the employer:

1, dressed appropriately. Boys wear formal suits (such as suits) and girls wear suits. Don't wear strange clothes. Boys applying for export-oriented positions such as sales should pay more attention to their appearance, preferably shirts and ties.

2. Know the applicant in advance as much as possible (you can check it online, many companies have their own websites), so that you can be targeted when preparing application materials and answering questions.

3. Be polite. Take the initiative to shake hands when meeting, ask polite questions (such as "Excuse me, your company ……", etc.), leave to greet each other, and reset your chair. Recruiters often pay great attention to these details.

Excerpted from talent market news 2005-0 1- 18.

Job interview: overcoming seven misunderstandings in interview and winning the golden key

Excerpted from: 2005-0 1-25

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Not good at breaking the silence

At the beginning of the interview, some interviewers don't talk, just look at each other with their eyes, which is actually a silent question. In this way, you must be able to break the silence skillfully

Make friends with the interviewer

Interviewers with certain professional qualities are forbidden to befriend candidates.

Lack of questioning skills

Not good at asking questions. Some candidates lack questioning skills, either interrupting the interviewer when they shouldn't ask questions, or being tongue-tied when it's their turn to ask questions.

Lack of insight

There is no clear career development plan. The mantra of such people is: "I will do whatever you hire me to do." This will be eliminated immediately.

Pretend to be arrogant

Some college students carry a pair of "favored children" shelves, but their eyes are high and their eyes are low. Sometimes he doesn't even pay attention to the interviewer, and his tone of voice is so loud that he can hold his breath. Such people will only annoy the interviewer.

Ask about salary and benefits when you meet.

The job seeker who asks "how much is the salary" at the beginning is the most offensive to the interviewer.

Make a big speech, but say nothing.

Some candidates talk about their personal achievements, specialties and skills, and they are passionate and eloquent. Although they are pleasing to the ear, they will find that they have nothing to say after squeezing out the water in the language. Selling yourself is not rhetoric or passion, but that you have proved your ability.

How do college students overcome the 15 problem in job interview?

Source: China Youth Daily

According to a survey recently released by Beijing College Graduates Employment Guidance Center, the ranking of college students' employment basis is: 1, followed by written test results, resume, and relationship.

After the "storm" of the job fair in June 5438+February 2004, many job-seeking college students' interviews will focus on June 5438 +2005 10 and before the Spring Festival. Experts suggest that "interview" plays a huge role in the process of college students' job hunting and employment by employers, and should be highly valued by job-seeking college students.

"Please introduce yourself and your family."

"What are your specialties and hobbies?"

"What foreign languages do you know and how proficient are you?"

"If the company's arrangement is not consistent with your wishes, are you willing to obey the arrangement?"

Compared with the common problems in these interviews, the most headache for job-seeking college students is the problems inadvertently thrown by the human resources manager during the interview. Those difficult problems are hidden in some common questions, and if you don't answer them well, you may lose all your efforts. Experts from the Beijing Employment Guidance Center for College Graduates summed up 15 questions that job-seeking college students usually encounter in the interview, but need to be seriously considered and answered:

"Please describe your previous practical experience and academic situation in the most concise language."

Expert analysis, this is to test whether candidates can briefly introduce their main learning information and key achievements in a few sentences, rather than repeating what has been explained in the resume in the form of a running account. Although most questions about basic ability can be reflected by resume or application form, the answers can be used to examine the language expression ability, appearance, eyes, body language and so on.

"Why did you apply for this position?"

Experts said that this question is to test whether the applicant's motivation for job hunting is reasonable, and by answering it, it can be tested whether the applicant can objectively and euphemistically explain the reasons.

"What kind of company is your first choice for job hunting?"

Experts explained that this is to test whether the candidate's positioning for himself and the company he is applying for is clear and clear, rather than blindly applying.

"What qualities do you think this job should have?"

This is to test the degree of conformity between the job quality that the applicant thinks and the job quality that the recruitment needs.

"Please talk about your understanding of your major. What important achievements have you made in your major?"

This is to test the professional skills of candidates.

"What do you think is your competitive advantage in this position?"

Experts explained that this is to find the advantage difference between this candidate and other candidates through the answer.

"What have you learned from your past practice or work?"

Expert analysis, this is to examine whether candidates can answer questions from professional achievements, interpersonal relationships, organizations, products, services and other angles. When talking about past experiences, recruiters can test whether the applicant is a loyal and respectful employee.

"What do you think is the most effective way to communicate?"

Experts suggest that the answer of "face-to-face direct communication" is usually the least likely to cause misunderstanding, unless two people are at loggerheads as soon as they meet.

"How do you usually allocate your study and work time?"

This is a test of the applicant's time allocation and usage habits.

"What is your goal for the next three years? How to achieve it? " Check whether candidates can set clear goals for themselves and have practical action plans; Instead of vague concepts such as "continue to do your current job well" and "strengthen your study".

"How much do you know about our company and the position you applied for?"

Experts suggest that a serious job seeker will often get to know the applicant through various channels before the interview. If the other party has introduced the situation to the job seeker during the interview, this question can test the attention of the job seeker. If the other party has not introduced the relevant information to the applicant in advance, the applicant can take this opportunity to ask about the company. After introducing the situation, the interviewer may also examine the applicant through similar questions.

"Describe the last time you were criticized at work."

Experts pointed out that this is to test the communication ability of the candidate in a personal and professional field, to see if the candidate can stand criticism and understand his previous working environment and communication.

"How do you describe your personality?"

Test the matching degree between the candidate's personality and the culture, atmosphere, code of conduct and work characteristics of the recruiting unit.

"Please list your three strengths and three weaknesses?"

Test whether the candidate can tell his own characteristics honestly, and consider whether his characteristics affect the work and teamwork of this position.

"What kind of treatment do you expect?"

Experts suggest that candidates can retreat for progress and ask, "I am willing to accept your company's salary standard as long as there are opportunities for development." I don't know what the salary standard for this position is according to the regulations? " In this way, instead of revealing your own bottom, you may find out the bottom of the other side. We must master the skills of discussing wages. The best way is to tell each other a salary range according to the actual situation, leaving room for both sides.

Experts from the Employment Guidance Center for College Graduates in Beijing reminded the majority of job seekers, "Candidates should pay attention to listening carefully to each other's questions in the language exchange during the interview, and concentrate on listening to each other's speeches and keep their eyes open; Answer questions to the point, be concise, articulate, natural and generous, with affinity and sense of humor; Don't be blunt and boring, fall into a cold silence, and don't pretend to be humorous and deliberately make people laugh. " (Liu Sheng)

Job seekers should avoid the topic 18.

Job seekers should avoid the following 18 topics:

1. Confidential information of former employer. Not only should you not disclose it, but you will also make the interviewer feel that you are not trustworthy.

2. The "horror" details of the recent divorce. Even if everything is true, bringing up this topic will show that you are not careful enough.

3. Inherent gender or racial prejudice. You may think that the interviewer has the same interests as you, so you have written many books. In fact, this is tantamount to digging your own grave, and gender and racial discrimination are not allowed in the workplace.

4. Political topics.

5. Religious topics.

6. beloved star team or athlete. What you like best may be what the interviewer hates most, even if it is unreasonable for the official to oppose you on this basis, it is understandable.

7. Children or grandchildren even brag. Even if the interviewer has his family photos on his desk, it is not appropriate to fill your pocket with a bunch of pictures of children during the interview.

8. Provide the interviewer with an opportunity to get something or a special product. For example, "I can buy you a wholesale price" may be true, or changing the scene will show your enthusiasm for others, but it will be out of place in the interview, showing that you are bribing the interviewer.

9. When talking about the weather or traffic in the area where you just moved out, or any local people, you will criticize them to pieces. You may happen to criticize the interviewer's hometown, and the interviewer happens to be deeply homesick. )

10. How much do you hate math, science or other special subjects, although it seems that it has nothing to do with this position. Company management may happen to expect employees to be good at math. )

1 1. Not conducive to future personal hatred. For example, you mentioned that if you were born with red hair, you would definitely dye it in another color, and you might find that the president of the company happens to have flaming red hair. Of course, punctuality is a very safe topic. For example, you are punctual and have a headache for people who are always late.

12. complain that the interviewer has kept you waiting, or complain that the room where you fill out the job application form or take the typing test is too hot. What you want to show the interviewer is your positive side, and complaining is counterproductive.

13. Always mention the names of important people to improve their social status. For example, your former boss was an interior designer, and you helped her decorate a famous mansion. The ostentation and extravagance of celebrities is not worth making a fuss about. If you really make friends with some famous people, be careful not to give the impression that you are bragging about yourself.

14. There are some things missing in the disclosure. For example, because I am tired at home, I don't agree to stay and work overtime after five in the afternoon. Don't take the initiative to cry roast meat. Of course, there are exceptions to this strategy. If the employer clearly stipulates that employees must agree to stay and work overtime occasionally, and this is a prerequisite for the position, you must tell the truth. Please remember: some situations will change on the spot, so you should consider them yourself; In case the company makes some special demands on you, your situation may change.

15. The conversation occasionally falls into silence. In order to dissolve the ice, don't blurt out your thoughts at will. Think twice before you speak.

16. Nonsense without focus. After answering questions or making comments, stop here and wait for the following. It's no use talking.

17. Praise the interviewer to death. Even if you sincerely praise this person, your praise may be misunderstood in this case. Of course, you can say, "Nice to meet you face to face, thank you."

18. Negative body language. Never sit still, do your hair or manicure, or take off your shoes secretly.

During the job interview, you can add some items to the list above. If you want to write down any experience, remember to browse it again before the next appointment interview.

How do women face the embarrassing problems in job hunting?

Source of information: Sichuan Online

There is no denying that women often encounter some sensitive questions in job interviews, and always feel that the answers are inappropriate, so it is difficult to achieve satisfactory results for themselves and others. So, how to deal with these problems? The reporter interviewed Ms. Zhang Ye, the human resources manager of Xu Pharmaceutical Co., Ltd., and discussed some difficult problems in female interviews with her. Miss Zhang analyzed these problems as a human resources manager, hoping to help you.

How to treat the viewpoint of late marriage and late childbirth?

Be careful, don't think that this problem has little to do with work! Whether the answer is appropriate or not may directly affect whether your application can be passed. Don't think that recruiters are testing your understanding of national policies. What they really want to know is your attitude towards work and fertility. Why is it generally difficult for women to find jobs? This is one of the sticking points.

It is of course the hope of the employer to marry late and have children late, but if it is really achieved, I am afraid it will also make people wonder: if a person who can't even have children is driven by other interests, will he abandon everything, including his once proud job? "Everyone wants to have it both ways. When they can't get both at the same time, I will choose a job for a while, because with a good job, I will have a more solid economic foundation for raising children in the future.

I think there will always be a right time for me to have both. As for when is the best time, I'm sure the boss will help me think about it. "Such an answer may really remind your boss to keep the original position for you when you have a baby to rest, and don't let others replace it.

Do you think there is an insurmountable contradiction between family and career?

This is an old problem and an almost dilemma. Employers naturally want you to put your career first, but they also want you to have a happy family. "There is no fire in the backyard", so people have no worries, concentrate on their work and give full play to their talents. Obviously, it is not appropriate to directly answer that there are insurmountable contradictions or no contradictions between career and family.

I suggest you answer: "I think the biggest goal of women, whether at work or at home, is to make themselves valuable." Although I am a person who wants to prove my ability and show the meaning of living through work, who can say that those peasant women who have trained college students and doctoral students are worthless when they are alive? What's more, the saying that a successful man often stands behind a great woman has long been recognized by the world. "This kind of answer can properly reflect the unique characteristics of women's combination of rigidity and softness.

What will you do in the face of the boss's wild desires?

When recruiting female secretaries, I often ask such questions. I met such an answer in the interview, "thank you very much for asking this question, which shows that the top leaders in your unit are aboveboard people." To tell the truth, I used to work in a company for a while, because the boss had an imaginative idea, and I resigned in a rage, but they didn't ask this question when recruiting. On the other hand, if I can apply for your company, there is no reason not to devote myself to my career. The lady's answer is very delicate, and the beauty is that she didn't directly answer "What to do", because it was based on the boss's fantasy of "having". But through an example to show that his attitude is firm, without embarrassing the questioner. Even if the new boss really wants to ask for directions, he won't make a move in the future.

Do you like business trips?

Many young women who have just worked for a few years may immediately answer, "I am young now, but I just can't sit at home." I especially like traveling. On the one hand, I work for the company, on the other hand, I can enjoy the wonderful natural scenery. " A Miss Gao whom I interviewed replied, "As long as the company needs to travel, I won't hesitate. In the past two years, I have been busy studying and looking for a job. Although my family didn't object, my boyfriend wanted to go out with me, but he didn't make it. A business trip is likely to be part of my future job. My family told me before I came to apply. " Both answers reflect good eloquence.

But the first answer, on the surface, is correct, but it is because of these simple words that you may lose the election. It is reasonable to go to this place on business to see the scenic spots, but such a confession will inevitably make people feel that business and sightseeing are upside down; Miss Gao's answer is different. She knows very well that the examiner doesn't really want to ask you if you like traveling, and you can get it if you don't like traveling when your job needs it. The essence of the problem is to know your family or lover's attitude towards your work. Miss Gao's genius lies in her understanding of what the questioner really wants to know and expressing it in artistic language.

Of course, women's job hunting also has various sensitive issues to face, and it is impossible to be the same. Miss Zhang Ye wants to remind all candidates that they should be quick-witted and flexible when answering questions, take the pulse accurately and deal with it calmly; Don't underestimate trivial problems; Compared with good eloquence, it is more important to understand the purpose of the questioner and answer the questions with a clear aim.

"Classic Seven Questions" in Recruitment

Source of information: boutique shopping guide

Editor: Mao Junlian

Mr. * * Qing of Beijing Huaxia Xinda Software Co., Ltd. summarized the common problems in the recruitment process as follows:

What were your responsibilities in your previous job? -If the description is not clear, it can be seen that even with relevant work experience, its systematicness and comprehensiveness are questionable.

Please tell me your past work experience. -Examining the language organization and expressive ability of the candidate, as well as the organization of description.

What is the most proud and successful thing in your past work experience? What are your strengths? From the candidate's answers, we can know whether he pays attention to personal success or teamwork.

What other knowledge, skills or abilities do you think need to be improved? -the word "promotion" is very euphemistic. On the one hand, it examines whether his attitude is frank, on the other hand, it also enhances the pertinence for future employee training.

What do you think of your new job? How to carry out work? -This involves the design of employees' career and the stability of employees' work.

What's your reason for leaving your job? -this is a question that must be asked, which involves the integration of employees and organizations.

I find it difficult. I think it is well organized and has a lot of content.

I hope it helps you.