People with strong interpersonal skills are also very busy in the workplace. Whatever you do, you must master proper limit. In the workplace, they can learn a lot from their predecessors. There are people in the world, and the interview classic questions are dismantled. Those things in the workplace.

1 According to a survey recently released by Peking University Graduate Employment Guidance Center, the ranking of college students' employment basis is as follows: first, interview results, second, written test results, third, resume for job hunting, and fourth, relationship.

Experts suggest that "interview" plays a huge role in college students' job hunting and recruitment, which 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 arrangement of the company doesn't meet your wishes, will you abide by it?

Compared with the common problems in these interviews, the most headache for job-seeking college students is the problems inadvertently caused by the human resources manager during the interview. These problems are hidden in some common problems. If you don't answer them, you may lose all your previous jobs. Experts from Peking University Graduate Employment Guidance Center summed up the 15 question: The problems that job-seeking students usually encounter in the interview seem simple and sound simple, but in fact they need to be carefully considered and answered:

"Please introduce yourself in the simplest language and describe your past experience and academic situation."

Expert analysis, this is to test whether candidates can summarize their main learning information and performance in a few sentences, rather than repeating what has been stated in the resume in the form of a running account. Although most questions about basic ability can be reflected in resumes or application forms, the answers can be used to test candidates' language ability, appearance, eyes, body language and so on.

"Why do you want to apply for your job?"

Experts said that this question is to test whether the motivation of job seekers is reasonable. The answer can be used to test whether candidates can objectively and euphemistically explain the reasons.

"What kind of organization do you prefer when looking for a job?"

Experts explained that this is a clear positioning of the applicant himself and the job-seeking unit, not a blind application.

"What qualities do you think this job has?"

This is to test the consistency between the quality of work considered by the applicant and the quality of work required for recruitment.

"Please tell me about your understanding of your career and what important achievements you have made in your career?"

This is to test the professional skills of candidates.

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

The expert explained by answering that this is the advantage difference between this candidate and other candidates.

"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 aspects. When talking about past experiences, recruiters can test whether candidates are loyal and respect employees.

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

Experts suggest that the usual "face-to-face direct communication" answer is the least likely to be misunderstood unless two people meet at the same time.

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

This is the time habit that candidates allocate and use in the exam.

"What is your goal for the next three years? How to achieve them? " Check whether candidates can set clear goals for themselves and make practical action plans; Instead of the concepts of "continuing what you are doing" and "strengthening learning".

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

Experts suggest that serious applicants often get to know the applicant through various channels before the interview. This question can test the candidate's attention if he already knows the situation during the interview. If the other party does not introduce the situation to the applicant in advance, the applicant can take this opportunity to understand the situation of the unit. After introducing the situation, the interviewer can also examine the candidates through similar questions.

"Describe the last time you criticized your work."

Experts pointed out that this is a test of the applicant's communication ability in the field of personal privacy and professionalism, and it is also a test of whether the applicant can withstand criticism and whether he knows his previous work environment and communication methods.

"How do you describe your personality?"

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

"Please list your three strengths and three weaknesses?"

Test whether candidates can honestly understand their own characteristics and consider whether their own characteristics affect the work and teamwork of the position.

"What treatment do you expect?"

Experts suggest that candidates can take a step back 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? " In this way, you can find each other's bottom, not expose your own bottom. You must master skills when talking about salary. The best way is to tell each other a salary range according to the actual situation, leaving room for both sides.

Experts from Beijing Employment Guidance Center reminded most job seekers, "In the language communication during the interview, candidates should pay attention to each other's questions, master situational interview skills, concentrate on listening to each other, don't be distracted, and answer questions succinctly, clearly, naturally and generously, with affinity and sense of humor." Not blunt, boring, cold, not to mention pretending to be humorous and deliberately making people laugh. "

If you visit a friend, he thinks that the gift you brought is for him, but it is not. How should you explain to your friends at this time? Zhou Weiwei, who just joined the work in 2006, clearly remembers that after attending a professional interview in a company in 2005, the examiner asked him questions with a cold smile.

At that time, Zhou Weiwei, who was studying in shandong institute of business and technology, had just entered the senior year, but he had obviously felt the pressure of employment around him: his roommates were busy catching up with the written test and interview, and the strange questions in the examiner's mouth became a major focus of "night talk".

Zhou Weiwei was surprised by the examiner's question. He paused before answering to the effect that he politely explained to his friends and asked them to keep the gift for him first. He recalled that his answer was not very smooth, only that the examiner was expressionless and nodded noncommittally.

In the end, Zhou Weiwei failed in the interview. He still doesn't know whether he lost the election simply because he didn't answer this question well or because his previous performance was not good enough.

Later, Zhou Weiwei participated in an interview with a real estate company in Yantai. This time, he also failed to find out the "real intention" of the manager's question. Because he applied for the marketing department, the company manager asked him, "Do you want to work for a few years and then your assets will exceed 65,438+10,000 yuan? Zhou Weiwei feels that she can't talk big. After thinking for a moment, he said, "Three or five years.

The manager was not satisfied. He said, I hope your answer is within a year. I ask this question just to see how ambitious you are, and whether you have courage and boldness.

Zhou Weiwei lamented that her modesty was misused. This company is a private enterprise. Young managers start from scratch with their own ability and perseverance after graduating from college, and naturally want to recruit equally ambitious graduates.

"It turns out that different companies have their own personalities, so you must get to know them before the interview. After encountering various interview "problems", Zhou Weiwei and her roommates summed up this experience and lesson.

Zhang Ping, majoring in automation at East China University of Science and Technology, is much luckier. In his own words, he answered the questions in the supervisor's mind during the interview.

At the last stage of the interview, the business director involved the sensitive issue of "salary": "What do you think of the salary of the company?

Zhang Ping replied unhurriedly: "I think that working in a good company, employees don't need to consider the issue of treatment, as long as they devote themselves to their jobs and pursue progress. This is also what a competent employee should do. After hearing this, the supervisor was overjoyed and immediately patted Zhang Ping on the shoulder and said, "With your words, the company left you! In this way, Zhang Ping successfully entered the "Communication Giant Company" in China.

Of course, Zhang Ping knows that his successful application is not only because of the answer to this question, but this "satisfactory answer" undoubtedly makes the tutor determined to ask him.

What the examiner asked was not "the question itself"

At the annual campus job fair, well-known foreign companies will always become the hot spots sought after by graduates of economics and management, but it is obvious to all that these foreign companies have many interview links and difficult interview topics. Among the many interviewers every year, only a few outstanding people can have the last laugh. In particular, well-known enterprises such as Procter & Gamble and Microsoft often have strange questions, which make many students flinch.

June 5438+October 2005 10, Xu Chen, majoring in business administration in Tianjin University of Commerce, passed five customs and cut six generals, becoming the only fresh graduate in the school to get an OFFER from Procter & Gamble, and was regarded as a "myth" by his classmates.

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The talkative young man carefully recalled the interview experience of Procter & Gamble, which lasted for a whole month and a half. He feels that the so-called "problem" in the whole process is to test whether he can react quickly in a short time of disguise, which is the most challenging place for him.

"There are many intelligence tests in P&G's written test, some of which are still difficult. Xu Chen said that there are math problems, reading comprehension problems, chart analysis problems and so on. For example, calculate the water flow speed, analyze the product sales trend and economic growth rate according to a set of data. The number of questions is very large, and 55 questions are completed within 60 minutes, so as to examine the candidates' fuzzy calculation ability, logical reasoning ability and quick response ability. Xu Chen usually does things neatly, and he feels that personality has become an advantage.

"After entering the interview, many questions are open-ended and involve a wide range, and there are often no standard answers. Xu Chen said that the examiner will let you talk about what activities you participated in on campus, and give examples of how you demonstrated your leadership.

"Although the question is very common, it is not easy to answer it well. The examiner will cross-examine you and ask you to give as many detailed examples as possible, so the answer should be very organized and convincing. Xu Chen later analyzed that this must be the examiner's inspection of the applicant's integrity, logical thinking and language organization ability.

Chen Xiao, who now works for Citibank, also encountered similar questions in the interview, such as "Who do you admire most?" Do you want to work in a big company or a small company? They all know the personality, quality and ability of the applicant from the side.

What impressed Chen Xiao the most was a difficult third-order equation problem, which examined the examinee's computational reasoning ability, but she couldn't answer it at that time. Although she felt that there was little hope of being admitted, after the interview, she was still unwilling to go to the examiner and humbly asked the answers and solutions to the questions. The examiner told her patiently.

To Chen Xiao's surprise, he was hired! Later, she learned the examiner's evaluation of her interview performance: "Although the question has not been answered, it is also valuable to take the initiative to find the answer afterwards. Now, she is not a graduate of a famous university, but a senior test engineer of the company.

"Right answer is on the one hand, the key is how to answer, the skills and attitude of answering, and many open questions are not right or wrong. Chen Xiao summed it up like this.

Behind the Problem-Enterprise Values

Someone on the Internet summed up eight classic questions of P&G interview, and both Chinese and English versions were widely circulated, such as "Please describe the process and result of making a decision in a short time" and "Why the manhole cover is round", which were all classic "Microsoft strange questions". While preparing for the exam carefully, many students will also question whether it is necessary to investigate such a difficult problem and whether it can effectively select outstanding talents.

"In fact, P&G's interview questions reveal P&G's core values, namely ownership, leadership, integrity, self-improvement and competitiveness. After entering P&G, Xu Chen gradually understood the interviewer's painstaking efforts. He found that almost all the qualities examined in the interview were necessary for this job.

Xu Chen has previously participated in interviews with eight large enterprises, including Pepsi-Cola, Skyworth and Vanke. He is familiar with the interview mode of enterprises. He found that although many large enterprises have few important people, they still invest so much manpower and material resources to recruit in colleges and universities every year. It can be described as "well-intentioned, only to recruit ideal employees who meet the needs of the company and have a sense of identity with the corporate culture."

When she first started working, Xu Chen was surprised to find that all the colleagues in the customer business development department were like a mold. They are cheerful and talkative, and can adapt to the new environment quickly and meet challenges enthusiastically. When they come here, they will also have a strong sense of belonging and identity. When I went to other departments, I felt it was another style. For example, the employees in the human resources department are kind, steady, generous and logical.

Xu Chen understands that P&G did recruit the people the company needed through a difficult interview.

Mr. Peng is the department head of a pharmaceutical development company in Shanghai. In 20061early October, he went to Peking University, Tsinghua University and Beijing Institute of Technology to recruit graduates. He is interested in graduates with solid professional knowledge, strong communication skills and good foreign languages.

When it comes to interviews, Mr. Peng said that in addition to professional knowledge, he would ask some open-ended questions, because even for science and engineering students, the company values students' comprehensive qualities, such as work attitude, personal conduct and even personality deviation, to see if students' values are in line with the company's values.

The "difficult problem" misunderstood by the respondent

Two years ago, Tao Huang, a journalism graduate, applied for the position of network editor of Shanda Software Company. He clearly remembers the question that stumped him. The examiner asked, "Many parents hate that online games poison teenagers. The company has launched a new game software. How do you convince your children's parents and successfully sell games to them?

Tao Huang wanted to think, hard to say. Said a lot, the examiner told him that he was good at expressing, but the whole process did not grasp the core of the problem and kept beating around the bush. Tao Huang recalled that the examiner's evaluation was really in place, and he didn't even convince himself.

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This kind of topic is classified as "difficult problem" by candidates. Students who are nearing graduation and eager for employment are also generally afraid of "difficult problems".

Is this topic a "difficult problem"? Many people have different opinions. Xu Chen said that most enterprises did not deliberately make things difficult for candidates, except that the recruitment interview in the IT industry might ask some tricky intellectual questions.

Two years later, Tao Huang became the account director of a fashion magazine in Shanghai. In May 2006, he also went to colleges and universities for recruitment. He was defeated by "difficult problems" in those years, and he often found some so-called "difficult problems" to test others during interviews.

"For example, a skill commonly used in computer operation is actually very simple, but many people can't answer it, indicating that he is not careful enough. Tao Huang once said the classic question of Microsoft, "How long is the subway in Shanghai? ",stumped a large number of applicants. In fact, this is not a difficult problem. Can reflect a person's insight, can be nuanced.

Tao Huang once asked a job seeker born in 1970s, if your department head is a post-80s generation, how would you get along with him? As a result, the candidates couldn't answer. Tao Huang himself was born in 1980. He thinks this problem is of great significance. Of course, he knows that such questions are likely to be blacklisted by candidates.

"The change from the applicant to the recruiter has made me feel the core of the interview. The examiner never wants to embarrass you deliberately, but wants to see your deep-seated advantages and disadvantages or personality characteristics by asking questions, so as to judge whether you are suitable for the needs of the company. Tao Huang said that when interviewing candidates, every question was carefully considered. Besides listening to the answers, she also pays great attention to capturing the eye movements of candidates, because it can reflect their experiences, psychology and even personality.

The examiner hopes to test the true face of the candidates.

Tao Huang recalled that when he was interviewed by Shanda Company, Shanda was ready to hire him because of his good overall performance. At that time, the examiner asked about the salary requirements, but Tao Huang did not shy away, and admitted that more than 3,000 yuan could be considered. Although this standard is too high for an undergraduate student, the examiner didn't flatly refuse it, just saying that young people don't expect a high salary, but you have to prove to me that your ability is worth the company's giving you so much salary.

In order to successfully pass the company interview, many students will deliberately answer questions according to the examiner's preferences when answering questions, especially in some behavioral interviews and stress interview. For example, quiet students try to be cheerful and outgoing. People who like to work alone just pretend to have a strong team spirit, but students who are good at execution rather than decision-making say how their leadership skills are appreciated. ...

As an interviewer, Teacher Peng has a deep understanding of this phenomenon. He believes that graduates don't need to "please the examiner" deliberately, because different companies have different corporate cultures, which permeate the interview questions. If it fails, it means that the students are not suitable for the needs of the company. Even if they are lucky enough to be hired through disguise, they may feel at a loss in their future work.

"In the interview, honesty is very important, otherwise it will be self-defeating. Xu Chen believes that sometimes, some insincere answers of candidates can be overturned by their subconscious expressions, and the company hopes that graduates will show their true colors in the interview.

"Job interview is a two-way selection process. Enterprises are choosing you, and you are also choosing enterprises. Tao Huang believes that many excellent graduates are frustrated in job hunting, sometimes not because of their own abilities, but because both sides are not suitable in many aspects.

When a car networking company in Beijing is recruiting, its CEO often complains that he can receive nearly a thousand resumes of graduates every month, but it is hard to find a satisfactory person.

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Tao Huang thinks that this kind of thing is not surprising, because during the interview, enterprises all hope to recruit people who can meet the needs of the company to the greatest extent, regardless of their professional skills or mentality, but it is not easy in fact. "So, on the surface, interview topics are getting harder and harder, and graduates are struggling to cope, but it is not surprising that the success rate is not high.

Regarding the job interview, Xu Chen suggested that everyone should have a clear positioning and rational evaluation of themselves, have a deeper understanding of the company, show their true colors with a peaceful mind, and pursue what suits them, instead of blindly following the trend or forcing themselves.

"question selection"

Question 1: How long is the subway in Shanghai?

Question 2: How many ways do you sell the paper cups for 20 yuan now?

Question 3: You misread the product with a value of15,000 yuan, and only sell 1500 yuan. How to get it back without offending customers?

Question 4: If you have unlimited time and financial resources, how will you use them?

Question 5: Tell me something about yourself that is not reflected in your resume.

Question 6: If something goes wrong, should we hold a meeting to discuss what the problem is, or should we solve the problem before holding the meeting? Why?

Question 7: What would you say if PPFU met you in the elevator and asked you to give a one-minute interview report? (Chinese and English)

Question 8: Why did you leave your previous company?

Question 9: If you were to manage this company, what would you do differently?

Question 10: What would you do if our competitor offered you a job?