Your interviewer, no matter which company or industry, usually has the following four basic mentality:
1, "Daughter-in-law makes a woman"-it's been a long time, and I can finally interview people, so I can show them a good show.
2. "Open a shop in Wu Dalang"-people who come here had better be smart and flexible, but don't surpass me, otherwise it will be difficult to control.
3. "Master of Fate"-although he can't donate the building like a rich man, although this recruitment is a "company act", he only recruits on behalf of the company, but this does not prevent him from enjoying the pleasure of "pretending to be an angel and giving gifts to the general public" (role-playing is human nature); For those who don't like it and have a bad appetite, they "torture each other in hell."
4. "Bluffing"-Your interviewer is usually not a business expert, let alone an industry leader, but a mortal. Mutual appreciation can only be generated between real professionals and professionals; Amateur interviewers do not know what "excellent" means, let alone judge what "excellent" means. Usually, he may just "encourage mediocrity". But in the interview, he can't let people see his weakness, so he deliberately creates a sense of oppression to force the candidate to "submit" and deliberately "hold you down" to see your reaction-if you don't play this game with him on the spot, then "I'm sorry, please go home".
"Aggressiveness" is the product of the interaction of the above four mentalities.
"Aggressive" interviewers are usually "aggressive" not only in the interview, but also in their daily work. You will always learn from his "bad words"-you can never cooperate with such a person for a long time.
Only those interviewers who have a certain accomplishment, have the experience of "surviving through setbacks" and have a very good family education as children will restrain their "human weakness" (such interviewers are rare) and always make candidates feel "like a spring breeze"-even if they don't get an offer in the end, they will feel that their performance is really not good enough.
The second factor:
This position is a fake recruitment. Calling you for an interview is simply "teasing you". By the way, vent at work.
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According to the above analysis, there are two steps:
Step one:
First of all, we must judge whether it is a "false recruitment", which determines whether it is worthwhile for us to devote our energy to dealing with those difficult goods-if the other party is "teasing you" from the beginning, it is no use using any skills.
How to judge "false recruitment"? Personally summed up one point. Nine times out of ten, it is a false recruitment if:
First, look at the job advertisements.
1. Number of recruits: how many-how many "jobs" do you think? I don't even know how many people are missing from my workstation, either cataracts or no recruitment at all;
2. The proportion of "the total number of people recruited by the company" exceeds the "company size", industrial enterprises exceed 20%, commercial enterprises exceed 10%, or even exceed 50%-how can so many people run away? Even if it is possible, what kind of scum enterprise should this be? I'm afraid it collapsed long ago. How can you still recruit people there? Don't believe in "vigorous development and prosperity", mostly because HR is filling vacancies to show its "workload" and obtain industry information;
3. The company address is vague or even not written at all;
4. There is more than one screen for job description-whether it is "mixed Chinese and English", "pure Chinese" or "pure English", generally this kind of job is either unattractive, recommended internally or determined internally. The purpose of this post is not to let candidates see it, but to let HR brush have a sense of existence.
It is a small company that doesn't do foreign trade, but the company profile is in English.
6. The background of the company is too complicated, including Hongkong people, Taiwan Province people, Europeans and Americans, and Chinese mainland people.
7. After reading the company profile for a long time, I still can't understand what the company does-or there is no company profile at all.
Second, read the interview notice
1, SMS notification only
2, only make a phone call, let you take notes, do not send emails.
3. When I called, I claimed to call you for an interview first, then let you introduce yourself on the phone, and then kept asking you why you left your job-mostly because HR was training you, not really asking you to interview. You can talk to each other when you are free, or hang up if you are not.
4, telephone notification, the following questions:
Did you find a job?
Are you working or leaving?
Is the traffic far?
-These questions show that the other party is evaluating: 1. How likely are you to "take the bait"; Second, the moral burden of "false recruitment" is multiple. If you are in a state of resignation and the transportation is convenient, you just come to Doby and ask you to give it a try, and then go back and wait for the notice-anyway, the other party thinks that you are idle and have no moral burden at all, but they also give you a chance to "see steamed bread".
You look unstable?
Your resume is too simple.
Your work experience is not very good.
We may not meet your salary requirements, but you can still come and have a look.
I don't think you know much about the needs of our position.
-These questions show that the other party is experiencing the addiction of "deciding life and death": even if this position does not recruit people, then I will assume that I am the superior supervisor of this position and invisibly use my power to enjoy the pleasure of "sweeping the army".
Communicate negative emotions, such as "the company is far away, is it convenient for you to come?" Do you live far away? "
Show the superiority of the other person, such as "Are you still looking for a job?" "How much do you know about our company?"
.......
-Many times HR calls you for an interview with a "try-on" attitude, and most of them don't communicate with the employing department in advance. If you get the approval of the employing department in advance, the normal logic is to interview you directly; It is precisely because of hr's unilateral notice that you are not sure, so it is inevitable that you will feel uneasy on your conscience. I'm afraid you'll come for nothing. This is all kinds of negative hints in your words. In fact, this is a cover-up. As a candidate, after getting this negative hint, you can go down the slope to avoid wasting time.
5, email notification, the name is wrong.
6. In the email notice, the introduction of the company accounts for 90% of the space, introducing the company's products, investment and business, rather than the corporate culture and team-this is to emphasize your dominant position, and you will definitely feel the "superior" temperament of the other party during the interview.
7. The email notice particularly emphasizes "I want you to reply"-this is that the HR department is picking the responsibility, and it wants to tell the employing department "I informed that person that I came, and they also confirmed it. The last person didn't come, don't blame me for not informing. " If the humanized work of the employing department is well done and well managed, will the HR department clear the responsibility with the employing department?
Please bring your resume and certificate-the "certificate" here refers to a complete set of relevant certificates such as academic qualifications, degrees and professional and technical qualifications (it is understandable that the doorman needs to see the ID card).
9. In the telephone notice, I have been pestering you for more than one round about the "reason for leaving".
10, too enthusiastic on the phone (beyond the normal range):
Inform you of the interview in the spirit of telemarketing, while boasting about your experience matching, boasting that your enterprise is developing well, "it is in a high-speed growth period, and there are vacancies in xx, yy and zz"-this is also false, unless you really feel that you are one in a million, but you should also think about it: even a young man and a little girl can see that you are a "dragon and phoenix", and you are this "dragon and phoenix" Why? Promotion, promotion, just because you are short, there is room for promotion. If your height is already a lot higher, I don't think anyone dares to "promote" you-the height of talents is beyond everyone, so they will either soar to the sky or be unknown in the crowd)
The other party must be "n calls an hour, about dozens of' dragons and phoenixes' a day", not to mention there are so many "high-speed growth" enterprises.
1 1. Don't trust the so-called "telephone interview": what can a telephone interview do for a company that is blind at first sight?
When an HR pesters you with a phone to dig deep into your personal information and work experience, you should beware of:
The other party may be collecting industry information-this is a special HR, although the means are dark. The destination of your speech is to be the other party's work report this month.
More often, the other person may have just started to do hr. He is reading the list of questions on the table while playing Lianliankan, and "doing routine work" with you one by one, thus cultivating the feeling that he is HR-what you say goes in one ear and out the other, or gets a wave of laughter or ridicule from the other party.
In short, the above is definitely not the normal performance of "lack of people and important people". If the other party finally sends you an interview notice "In desperation, I pity you and cherish you very much", that is the superiority show of the other party, which is definitely the rhythm of fooling you to the end;
Step two:
If the judgment is "real lack of people", then there are two steps to deal with aggressive interviewers:
First, the hardware conditions should not be too dazzling (if it is too dazzling, there is really no way, I advise you not to count on it. Basically, no matter how you use your skills, nine times out of ten you will be eliminated;
Generally speaking, your hardware should not be too good, especially not much better than the interviewer. Otherwise, some "narrow-chested" and "chicken-chested" interviewers will feel ashamed, so that within three minutes after the meeting, ta will casually give you a "accusation", especially a specious objective accusation of "poor communication skills", and then decisively crush you to death without saying a word.
Why not kill you in the "resume screening" section? The first is to show "transparency and openness" and give an explanation to the same level and superiors; Secondly, when children go to the zoo, they often pester adults to see lions and tigers, and take a photo of "riding a fake tiger" as a souvenir-at least, it shows that I have even ridden a tiger and can brag.
Second, people with excellent hardware, it is best to improve their internal strength while waiting for the opportunity, hoping to meet a "enterprising" supervisor who is congenial to you, and you will be able to "tiger down the mountain";
Third, if the hardware is average, congratulations, as long as you do the following, you can basically leave a good impression on the other party:
1, maintain emotional stability
You should assume that you are not interviewing, but in a normal working environment, and your boss is "pushing":
Such a boss, he does not want to meet a subordinate who is "forced" with him, nor does he want to meet a person who is "forced to jump", let alone a "Lin Daiyu" who is "forced to cry";
You should keep calm, and you'd better show your "thick skin" with a smile, which shows that you can get along well with him and that you are honest and tolerant of exercise.
2, the hair is smooth, soft and firm.
Make sure you follow each other's wishes as a whole.
You have a good attitude, but you can't have no dry goods at all, so you should also give the other person's fat hand a few rubber bullets at the right time-let the other person know that you are also "a little learned" and "a little useful".
3. Give more examples
The other party is aggressive, and his "aggressive" problem may just be what he doesn't understand-you should pretend to be calm and respond with more examples encountered in practical work, which should reflect:
First, how hard you work;
Second, although what effect has been achieved, there are still great problems;
Third, ask the interviewer how to do this.
If the other person "pretends not to understand", he will give you a long speech to prove that the strategy has worked.
Finally, give an example to illustrate (Q stands for aggressive interviewer and A stands for candidate):
Q: You have some water in your head.
You are absolutely right. I'm also worried about this problem.
Q: Be specific.
A: I sometimes think: Why is there water in my head? At first I thought I had a crack in my head, but then I painted it with 502 and waterproof paint. I bought the best 502 and waterproof paint at that time.
Q: It doesn't seem to be very useful either.
A: That's true. Later, I began to avoid places with water. I think: there will always be a dry place for me to stand in this world, so as not to let my mind get into the water.
Q: (Eyes start to shine and body starts to lean forward) It seems that I haven't found it either.
A: Yes. With my rich experience, I finally found that my head has seven tricks. If all seven orifices are blocked, water can't enter, but people can't become people. There should be a balance in this. What do you think of this problem?
Q: Blabla, Blabla, Blabla, Blabla, Blabla, Blabla, Blabla, Blabla, blah blah blah blah blah blah blah blah blah blah blah blah blah blah blah blah blah.
A: (You must make a serious statement at this time) What you said today is of great benefit to me. Whether you hire me today or not, I will benefit for life. Thank you for your suggestions!
Q: (Laughing like a flower) Let's call it a day. I hope you can be my subordinate. If there is any news, I'll have the personnel department contact you.
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