Recently, "2007 Beijing Spring Talent Market" was held in Beijing China International Exhibition Center. As exhibition halls of foreign companies, Halls 6 and 7 have attracted much attention, and the booths of foreign companies such as Siemens, Canon, Schneider, Toyota and Motorola are crowded. What kind of graduates do foreign companies need? What kind of talents do you like?
The resumes received by foreign companies include not only doctors and masters, but also undergraduate and junior college students. Zhang Jian, deputy director of the Beijing Talent Center, said that most of the talent needs of foreign companies participating in the recruitment are concentrated in the IT, finance, automobile and sales industries. Due to the high requirements for professional knowledge and the emphasis on work experience and comprehensive quality, the graduates recruited by foreign companies are not all high-scoring students in colleges and universities, but most of them are above average students. At present, what foreign companies value most is comprehensive quality, such as honesty and team spirit.
Honesty is the bottom line of resume.
In front of the "Toyota" booth, many college graduates are waiting with resumes, and the person in charge of the booth is seriously communicating with an applicant. The candidate's resume shows that he has a secondary school education and is a "quality supervision engineer", but from his resume, he can see his rich work experience and excellent work performance. After the conversation, the person in charge solemnly marked his resume with a pen and put it in the drawer. I believe the applicant will talk to the person in charge again soon.
Honesty is the foundation of being a man and doing things. Although having a perfect resume and well-trained interview skills is a stepping stone to successfully enter a foreign company, a resume that is practical and honest is more valued by foreign companies.
When many foreign companies receive resumes, the first thing to be eliminated is the resume in the envelope with the original company name printed on it. The reason is very simple. It is an excellent moral quality to distinguish between public and private, and the private use of public devices is a manifestation of lack of integrity.
Now some foreign companies use the following cases as refusal cases: an applicant's envelope belongs to the first company, the stationery belongs to the second company, and the logo of the third company is printed on each page. The applicant wanted to show his rich work experience, but this is exactly what foreign companies that pay attention to public morality and integrity have abandoned.
The recruiters of "Toyota" and "Mercedes-Benz Daimler-Chrysler" told reporters to prepare a resume in both Chinese and English, including personal real information, education, work experience, awards, English and computer skills. Experience and professional background should meet the requirements of job application, and those with relevant work experience should have detailed work experience descriptions, such as how to achieve work goals and how to participate in social practice.
What many foreign companies value is not what you do, but what you do at work. In their eyes, interns who work as handymen in IBM and Microsoft have never sold mutton kebabs themselves, and candidates who know how to get goods cheaply, how to attract business and how to deal with mutton customers are more attractive. Even if the education is not high, if you can show strong practical ability when applying for a job, you will get opportunities.
Pay attention to people with responsibility and plasticity.
In the recruitment venue, all kinds of recruitment information can be seen everywhere, and each recruitment unit has a detailed introduction book for candidates to read. Some candidates carefully put back the materials they have read and consult in detail about some questions they don't understand. After further clarifying the recruitment intention of the unit, decide whether to submit a resume. After detailed understanding, some candidates showed their excellent work experience and achievements, and directly expressed their competent positions and responsibilities clearly. These are appreciated by the heads of many foreign companies, who think that this is a performance of being responsible for themselves and others.
For foreign companies, the responsibility of candidates is an important criterion for talent selection. In a foreign company, it is commendable to take the initiative to take up the post and take responsibility. In their view, asking for a position means that they are willing to take on greater responsibilities, which reflects the enterprising and energetic professionalism.
For some people with low academic qualifications and insufficient work experience, but showing a strong sense of responsibility and good quality of work, they will also be favored by foreign companies. Because foreign companies pay more attention to the long-term utility of talents, they generally have a set of comprehensive evaluation methods. They pay more attention to humanity, attitude, plasticity and the matching between people and work.
Some world-renowned enterprises have graduate internship programs for recent graduates.
Generally, fresh graduates will go through a period of induction training and then be sent to a specific department for internship for 6 to 12 months. Then "transfer" to the next department for internship. In this way, after two to three years of internship, I will be fixed in a certain position to engage in specific work according to my personal interests and practical ability. In the "cycle" period of two to three years, the person in charge of the enterprise will focus on the sense of responsibility and public morality of the newcomers. For example, whether it can save water and electricity resources for the company, and how to handle the complicated affairs undertaken. And these inspection items ultimately compete for responsibility.
The localization of talents has a far-reaching impact.
A person in charge of recruitment at Motorola told reporters that at some job fairs, many students with various English certificates, such as business English, foreign trade English and English majors, were rejected by many foreign-funded enterprises because of their poor native language expression.
In recent years, with the expansion of foreign companies' business in China, "talent localization" has become the top priority of foreign companies' development, and more and more China employees have entered the management of foreign companies. In some foreign companies, localized talents account for 90%. According to a survey conducted by McKinsey in 2006, large and medium-sized multinational companies will need about 700,000 to 800,000 talents in China in the next three years. Xing Lin, director of human resources of Motorola China Company, believes that talent localization is the foundation for Motorola China Company to achieve brilliant achievements. Zhong, president of Wal-Mart Asia, believes that Wal-Mart's greatest asset in China is a large number of excellent local employees.
Moreover, more and more foreign companies are deeply aware that China's market economy is no longer the "extensive economic" in the late 1980s and early 1990s, and cheap human capital and knowledge-free assembly lines are the means of economic development. If we want to take root in China now, we must deal with consumers and customers in China in terms of product quality, knowledge connotation and cultural respect.
Many foreigners and "returnees" are rejected by foreign companies. One of the important reasons is that they don't know much about the local market and culture. Compared with foreign languages, the local language is biased, so it can't be better integrated into the local customer base, and it can't perfectly interpret the cultural connotation of foreign companies' development in China. From this perspective, it is natural that more and more talents with outstanding mother tongue ability are entrusted with important tasks by foreign companies.
In addition to mother tongue ability, "compound" talents shine brilliantly in the demand of "talent localization". Talents with strong ability, wide knowledge and multi-skills are becoming more and more popular. For example, car salesmen know industrial knowledge and know how to maintain; Electronic technicians understand market demand and master sales skills; The trade secretary has the skill level of industry analysis, statistics and planning; Accountants know how to produce products and pay attention to the changes in the sales market.
Team spirit is connected with enterprise blood.
Now more and more enterprises regard team spirit as an important evaluation index when recruiting talents. Modern enterprises require employees not only to have solid professional knowledge, keen sense of innovation and strong work skills, but also to be good at communicating with people and know how to cooperate with people in an appropriate way.
Schlumberger is a large multinational company engaged in oil exploration, crude oil exploitation and processing equipment sales. Schlumberger China Company conducted an interesting interview with the candidates when recruiting for Peking University: 10 candidates were divided into two groups. Suppose they were going to the South Pole by boat, they were asked to put forward their own shipbuilding plans and make model boats within a limited time. The interviewer grades the candidates according to their discussions and statements on the shipbuilding scheme and the performance of each person in the process of making the model in cooperation with other members of the team, so as to determine the suitable candidates. The person in charge of the company believes that this not only examines the applicant's innovative consciousness, language expression ability and hands-on operation ability, but more importantly, understands whether the applicant has team spirit.
"Shrimp is caught in a bucket. If they are not covered with nets, they will form' shrimp ladders' one after another. Qi Xin worked together to get rid of the fate of cooking Chinese food. " This is a vivid case used by the heads of many foreign companies to interpret team spirit. It can be said that team spirit has increasingly become an important factor in corporate culture, which has two main meanings: one is the ability to communicate with others; The second is the ability to cooperate with others. Employees' personal working ability and team spirit are equally important to the enterprise. If individual work ability is the longitudinal driving force to promote enterprise development, team spirit is the horizontal driving force.
There are many ways to examine team spirit, some of which are to see whether graduates have participated in social activities during their school days and which projects have been completed in cooperation with social members; Some interviewers ask candidates to talk about how to tide over difficulties with friends and classmates around them, so as to infer the strength of their team consciousness.
Regrettably, however, the lack of team spirit is precisely the "soft rib" of some graduates. For example, in some inspection activities, some candidates have excellent technical ability, and everyone is strong when they work independently, but when they work together, they don't make achievements consistent with their own strength because they are unwilling to obey others. There are also candidates who can't accurately and comprehensively reflect the opinions of the team members when they are responsible for presenting the cooperation plan, which makes other members feel dissatisfied with him. This shows that the candidate is either not good at communicating with others and can't understand other people's opinions; Or they are not good at leading and coordinating the members of this group to eliminate differences and reach consensus.
Therefore, young students should find more suitable opportunities to exercise themselves in society, learn to cooperate with others, and integrate personal goals with team goals, so as to be invincible on the road of life.
Resume characteristics of different foreign companies
When applying for a European company, you should carefully introduce your age and experience in your resume. Handwriting tests are very popular in companies in France, Italy and Germany. If your cover letter is not handwritten, some companies will even refuse to read it.
When submitting a resume to a Japanese-funded enterprise, it is generally required to write the job seeker's ability to handle affairs, personality characteristics, hobbies, social relations and sports expertise at the beginning, in chronological order.
At the beginning of the resume of American-funded enterprises, the job-seeking objectives should be clearly stated. They prefer resumes with vivid language and meaningful words.
Interview styles of different foreign companies
Korean enterprises: Koreans attach great importance to the working attitude of employees, and Koreans work hard. Korean-funded enterprises are very disgusted with the salary requirements of candidates, so it is very inappropriate to ask for salary requirements rashly during the interview. Korean bosses believe that candidates will ask for salary when they apply, and they will be higher after employment. In addition, Korean companies like stable employees, and they should be stable and generous in interviews and conversations.
European enterprises: European enterprises attach great importance to employees' personal qualities, especially their academic background and work experience. During the interview, don't easily comment on other enterprises in front of the examiner, so as not to leave a bad impression of poor cultivation. Although European companies require employees to be strict and standardized in everything they do, they are very open on some issues. For example, employees will actively ask candidates to price themselves according to their own conditions.
American companies: American companies don't have a "shot in the head", so they are too cautious in interviews and are considered employees who have ideas and know how to persist. Job seekers can talk about the scheme they designed at work and how they master and realize it through their creativity and originality. American companies like innovative employees. It is often more touching and effective to prove your talent to the interviewer with concrete examples than to use monotonous and general words.
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