First of all, what is an interview?
Interview is a two-way choice. The company publishes the vacancy information, the interviewer reads the information, judges that he is suitable, and then applies for an interview; The company arranges interview activities to judge whether the interviewer meets the job requirements. This is the interview process.
Here are a few key points:
First, is the position information released by the company true?
Second, does the interviewer really judge that he is suitable for this position?
Third, can the interview process truly reflect the nature of the interviewer?
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It's really cheating the interviewer to say that the company's position is false first. Many leather bag companies cheat people and then charge training fees, or simply ask the interviewer to provide them with ideas in the name of interviews. This kind of cheating, in my opinion, is the company's disrespect for the interviewer.
Apart from the second point, has the interviewer really judged whether he is suitable for this position?
I happened to be doing an interview recently, and my team needs more than a dozen people. Manpower hangs my email on the recruitment website. Every day, I get many inexplicable emails in my mailbox. My middle-level engineer, senior engineer and management position can actually receive several emails from the same person. Take a closer look, this year's graduates. This kind of behavior, in my opinion, is the interviewer's disrespect for the company. You are wasting my time and resources. Learn a word from human resources: "Haitou". I believe many people do this.
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The third point, which I need to elaborate on, is also the most controversial part of this question and Zhang Pan's answer.
Still have to define what this thing is.
The interview activity is that the candidate sends an interview invitation after the company conducts a preliminary screening. Generally, these interviewers need to come to the company. They fill in their intentions, the company prints their resumes, and arranges the human interviewers for the first round, the technical interviewers for the second round, and the executives for the third round. Among them, human resources are generally responsible for interview arrangements, and technical interviewers and management interviewers are nested in the human interview process.
So you can see that the interviewer needs to pay the expenses from home to the company, and some of them are on the job and need to go back and forth between two companies. The cost paid by the company is a human resource, a technical interviewer and possibly a management interviewer.
Human resources is generally responsible for the initial screening of the interviewer's stability, salary and treatment, and whether it conforms to the company culture; Technical interviewers are generally responsible for the second screening of the interviewer's technical ability, professional knowledge, communication ability and work enthusiasm; Manage the interviewer's communication ability, work attitude, ability and salary matching, weigh the development prospect of the organization, and finally determine the interviewer.
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In my experience, no matter what level this person is, the average technical interviewer will give face to look at it, and few people are directly eliminated by manpower; Of course, some companies have a lot of manpower, and there are not a few people who directly eliminate interviewers.
So, why do you need manpower to interview first? The purpose of manpower interview is to help technical interviewers screen and eliminate those obviously unqualified interviewers. Interviewing junior technicians requires senior technicians to make definite judgments, and the salary of senior technicians is more than three times that of junior technicians.
Generally speaking, after screening 100 resumes, it is good to have 30 attractive ones, while 30 invited ones can come to 20; Of these 20 people, only five or six can finally pass the interview, and of these five or six people, only three or four can come.
In other words, there are usually five technical interviewers, 1 can come in.
For intermediate positions, we arrange two technical interviewers; For senior positions, there must be at least three technical interviewers. 3000/M can attract a recruiter, but the salary of a senior technician is 15000-25000/M, which far exceeds the cost of the interviewer coming all the way.
In order to reduce this cost, there must be some means to effectively screen out a large number of interviewers. This includes manpower, background investigation, written test questions and so on. These are all necessary means to reduce costs. The company would rather lack a possible "talent" than waste the time of an identified senior talent. Especially for junior and intermediate interviewers, written examination of thinking ability is very effective. Basically, the answer to this test represents whether this person's thinking has been trained or not. Human resources like to use IQ tests because they are not exposed to business and technology. In fact, IQ test is a kind of thinking ability test. The better you train your mind, the higher your IQ score will be. But the brain teaser is a bit 2b. I don't think this kind of question is meaningful.
The interview questions I give the interviewer are generally very basic algorithms, which require a certain degree of thinking ability, and the depth of the questions is enough to open the interviewer's grades. Generally speaking, junior engineers who have been trained for 1-2 years get full marks; But untrained thinking, even if you work for 8 years, is only 70 points.
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Then, let's talk about the problems that many job seekers generally reflect.
1, Dear:
I even heard that some companies directly threw the resumes of "job seekers" into the trash can, and they also explained brazenly: "Don't recruit unlucky people." Can I swear? Who do you think you are? Do you dare to go to a company that shows such disrespect to job seekers?
I don't know how he defines this "respect" Since it is a two-way choice, can I complain that the interviewer doesn't respect our company when he browses to the position in our company but doesn't submit his resume? Obviously this is absurd. I also have the absolute right to throw it in the trash without reading your resume. This is my freedom. You ask your goddess, every man's love letter must be read once to be respected? Do you have to blow a kiss to flirt?
2. Experience the problem:
The first is hero experience. It is an empiricism to ask for 3-5 years of work experience and more than 5 years of work experience at any time. People think that people who work long hours are definitely better than those who work short hours. According to this logic, it is definitely more suitable for you to call your grandfather here to recruit. For the same person, the more experience, the more powerful, but this is a longitudinal comparison. If compared horizontally, 30-year-old Kai-fu Lee is better than 40-year-old people in many enterprises, and 20-year-old Chen Tianqiao is better than 30-year-old people in many enterprises. If viewed horizontally, experience and age can be said to be completely worthless reference lines.
This is illogical. If you only apply for an ordinary position and don't have uniqueness, then the most popular standard applies to you, not Kai-Fu Lee's standard. In the industry, I am an intermediate engineer for 3-5 years, so I will recruit an intermediate engineer according to the standard of 3-5 years. Whether in the industry or my personal experience, this standard is basically reliable and can screen out the talents I need. As for you, I have two years of work experience, but it can already be equivalent to others' five years. Sorry, I can't afford to lose this case, and I can't meet one in 100 people. I don't need to increase my workload or hate myself for such a case. What I have seen recently is not that a person with two years is equivalent to five years' working ability, but that a person with five years is only equivalent to two years' working ability.
There are very few smart people, and many are actually very smart; Really smart and serious, where is it that I am so easy to meet.
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3. Education:
The second is the hero with education. It is dogmatism to hold a bachelor's degree or above at every turn, thinking that staying in school for a long time will definitely be better than staying in school. I'll tell you, in fact, many graduate students are afraid of not finding a job before the postgraduate entrance examination. Don't talk to me about academic ideals, I haven't seen many. According to this logic, if someone is willing to spend money and find a bunch of doctors to do something together, they will be invincible? Academic performance means nothing. The only explanation is that this person likes to stay at school, and nothing else can be explained. Indeed, it is the era of knowledge economy, but does school education really mean mastering knowledge and skills? Then why do you discriminate against graduates? And write a sentence in the job advertisement that does not recruit fresh graduates? Isn't this a contradiction? I'll tell you that Tang Jun is better than many people even if he doesn't have a degree. I'm telling you, in fact, I got good grades in college, but I didn't do well in the final exam, did I? The only proof of education is that this person didn't pick up girls at school, didn't fight, didn't read extracurricular books, and carefully read textbooks for more than ten years, that's all. That education is unreliable. What is more reliable? Ability, of course! What are you recruiting? Is it a mule or a horse that comes out for a walk? Why not show him? Whether he is from the western Pacific or the eastern Pacific. Is it really that difficult to see ability?
The following paragraph is so wonderful that I quoted it all.
Do you know what our interviewer has been tortured in the past two months? We claimed that we only needed undergraduate courses, and then a wave of comrades who were promoted to undergraduate courses rushed over.
And many of these comrades have mouths, so I know I don't need to listen any more. In fact, maybe our interview time is one hour, but it only takes 10 minutes to get rid of you. What is the ability to see? It is because the ability to see is very simple that I eliminated people quickly. But because I am responsible for the other party, I patiently listened to his nonsense for an hour, hoping to overturn my judgment.
Unfortunately, these people are constantly strengthening my judgment: a person has no patience to learn and has not experienced enough thinking training. Although it seems that there is no problem with professional knowledge and skills, it is actually very, very tiring to use.
In my team, the highest evaluation is now the master.
Maybe someone refuses to accept, saying, why can I see my thinking ability in 10 minutes? It's simple. For example, in the interview of a buddy of mine, please test the form design and tell your test ideas.
Do you want to talk about it later, we can test xxx, XXX, XXX and other four aspects for system characteristics, or do you want to start exhaustive with your mouth open?
The former has clear thinking, while the latter has scattered thinking. With this thing, I dare say that a doctor is better than a junior college student. There is no need for debate.
I didn't mean to discriminate against college students. My two good friends are both college students. However, one of them has a high IQ, but it is used in the wrong place; The other one has a high EQ, and now I'm trying to shape his thinking.
I don't care whether Tang Jun is better than many people with no education. Education can help me screen out a group of people, which is enough.
In fact, it's not so much the education that helped me screen out a group of people as the college entrance examination. Many people are excellent in high school and don't teach anything in college. So the master's degree is not important, 985,265,438+065,438+0 is more important than that.
Therefore, the younger people, the less work experience, the more manpower they need to screen, and the more they can't just look at technology and ability.
Source: Jane books
Sincerely recommended by your personal consultant Synet.
Bian Xiao:
The whole article gave Bian Xiao a great feeling! The demolition of this senior predecessor (you can also think of it as an article of spit) made me start thinking from another angle. The university environment is too much like a greenhouse. We know a lot, but at the same time we can say that we know very little. Now there are some things that only people with social experience know, and it may be unpleasant to say. But they are all worth thinking about. Many insights and perspectives are not what we can see at present, but what seniors with long-term work experience can give us.
In fact, discussing such an important matter as job hunting with peers is not the most effective solution. Talking with people with social experience can make you wake up in a short time.
If you feel the same way, share it with your friends ~
Sharing is a good habit.