Job interview encounters a "difficult problem", and a positive and responsible work attitude is a potential promotion trend. Interpersonal communication in the workplace attaches great importance to details, and personality is revealed in details. Pay attention to some details when interviewing. Have you learned?

If you visit a friend, he thinks that the gift you brought is for him, but it is not. How do you explain to your friends at this time? "Zhou Weiwei, who just worked in 20xx, clearly remembers that after attending a professional interview in a company in 20xx, the examiner suddenly smiled and asked him questions.

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 have assets exceeding 65,438+10,000 yuan after working for several years?" 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 used in the wrong place. 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. According to his own words, he "answered the questions in the supervisor's mind" during the interview.

At the last stage of the interview, the business executives involved the "sensitive" question of "salary": "What do you think of the company's salary?"

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 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 will keep you!" In this way, Zhang Ping successfully entered the China "communication giant" company.

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.

20xx 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 who got an OFFER from Procter & Gamble, and was regarded as the "myth" of the school by his classmates.

The talkative young man carefully recalled P&G's interview experience for a whole month and a half. He feels that in the whole process, the so-called "problem" is a disguised test of whether he can respond quickly in a short time, which is also the most challenging place for him.

"P&G's written test has many intelligence tests, 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 ask questions one after another and ask you to give as many and 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 is now working in Citibank, has encountered similar questions in the interview, such as "Who do you admire most" and "Do you want to work in a big company or a small company", all of which are from the side to understand the personality, quality and ability of the applicant.

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.

"The answer is right 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 about P&G interview, and both Chinese and English versions were widely circulated. For example, "Please describe the process and result of making a decision in a short time" and "Why is the manhole cover round" were all classic "strange questions" of Microsoft. 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". He found that almost all the qualities examined in the interview are necessary in the work.

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 there are not many important people in many large enterprises, they still invest so much manpower and material resources to recruit in colleges and universities every year, which can be described as "well-intentioned", just to recruit ideal employees who meet the needs of the company and have a sense of identity with the corporate culture concept.

When she first started working, Xu Chen was surprised to find that colleagues in the "customer business development" department were all like a mold. They are cheerful and talkative, can quickly adapt to the new environment and meet challenges enthusiastically. When they come here, they will have a strong sense of belonging and identity. In other departments, I feel another style. For example, the staff of "Human Resources Department" are kind, steady and 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. He went to Peking University, Tsinghua and Beijing Institute of Technology to recruit graduates in 20xx1early October. 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 puzzled 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.

Such topics are classified as "difficult problems" by candidates, and students who are nearing graduation and eager for employment are 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 create "difficult problems" to make things difficult for candidates, except that recruitment interviews in the IT industry may ask some tricky intellectual questions.

Two years later, Tao Huang became the account director of a fashion magazine in Shanghai. In May of 20xx, 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 said that Microsoft's classic question "How long is the subway in Shanghai" stumped a large number of applicants. In fact, it is not a difficult problem, it can reflect a person's insight and whether it 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 19xx, and he thinks this issue is of great significance. Of course, he understands that such a problem is likely to be blacklisted by candidates as a "difficult problem".

"The change from the applicant to the recruiter has made me feel the core of the interview. The examiner never deliberately embarrassed you, but tried every means 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 thought out. 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.

"Honesty is very important in an interview, 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.

Tao Huang thinks this kind of thing is not surprising, because when interviewing, enterprises all hope to recruit people who can adapt to the needs of the company to a great extent, regardless of their professional skills or mentality, but in fact it is not easy. "So, on the surface, interview topics are getting harder and harder, and graduates are tired of coping, 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.

Selected works of "difficult problem"

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? (Xing) According to