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This situation is actually very common, especially for those who are hiring urgently. My article is mainly from the perspective of job seekers, to share with you how to prepare for an interview in a short time! After reading it, you are guaranteed to be ready for 80% of the interviewer’s questions. The most exaggerated situation I encountered was that a certain BAT notified the interview at noon and went to the interview at night. I used this method to successfully pass the interview! It is recommended that everyone like and collect first, and then take it out before the interview~ Don’t say much, start selling dry goods! In fact, whether it is business, high-level or HR, the most important considerations during the interview are the following three points: the first is the candidate’s ability to work, the second is the candidate’s willingness or motivation, and the third It is the candidate’s communication skills. According to this purpose, the three classic questions in interviews are: (1) introduce yourself (2) why you choose a certain industry or a certain function (3) why you choose this company. Therefore, we mainly need to prepare before the interview The relevant content is related to three aspects: 1. The company’s industry and information 2. Job analysis 3. My own experiences and stories I will come one by one! 1. As long as you master these three frameworks, the interviewer must praise you as an industry expert! I believe that when most people understand the company’s industry, they search for recent news in the industry. But this information is very scattered, it is difficult to reflect your ability. What the interviewer needs is knowledge, not just information. It is your own point of view behind the information, which should be stated clearly, coherently and concisely. This requires some frameworks to ensure that your content is organized, so here are a few very useful frameworks for everyone. 1. Macro analysis-PEST analysis If we want to understand an industry, we can first start from the macro perspective of the overall environment, and we can start with PEST analysis, namely, political, economic, social, and technological. For example, in the pharmaceutical industry, in terms of politics, it can be said that the state now regards medical care and medicine as the pillar industries and has given many policies to stimulate, which is a relatively good thing; but on the other hand, the state may also make some adjustments at the regulatory level. Restrictions make it less easy for new companies to enter this industry, and then you can give an example or two related policies. The second economy can analyze whether the economy of the entire country is going well, such as whether interest rates and monetary policies are loose, which can stimulate the operation of the economy, and whether it is good for the development of your industry. From the third social angle, we can see some data about the gap between the rich and the poor and the population. Now we can all say that China has a relatively strong aging trend. This will have a relatively favorable situation for industries such as medical and pharmaceuticals and pension real estate. The last one is technology. Technology is very important. For example, there are many technologies that are based on technology. You can find any important breakthroughs in technology in your industry recently. An analysis report from iResearch, so we first need to look at a larger environment and know in our minds. If the interviewer asks some broader questions, such as what challenges or opportunities do you think there are in our industry, you can use this framework. (I was asked about it once!). 2. The company’s “play” in the industry-value chain analysis just talked about the macroscopic, we will now analyze in a little more detail, that is, the industry in which the company you are coming out of, how does everyone play , You can use the value chain to analyze. There are many different methods for value chain analysis. Basically, the value chain of every industry is different. But to put it simply, all of our industries can be analyzed using a basic value chain, such as the process of raw materials, production, warehousing and logistics, marketing and sales, and customer service in traditional industries. Basically all industries related to physical objects can use this analytical framework. For example, the raw materials of beverages may have some formulas and water. Some companies do not produce it but outsource it, while some companies are just a factory and only produce excluding the following things. Like some larger companies, for example, wah haha ​​may be All aspects will be involved. 3. What position is the company in? 3C analysis Three C is a concept often used in marketing. It mainly analyzes the characteristics of the company, competitors, and users of the company. After the analysis, the place where the three meet is the core value that customers need, and it is also quite basic value. There are some that are needed by customers but there is no competition, which is the unique value that the company provides to customers. When we collect information, the first step is to collect some ready-made industry analysis reports. If there is no ready-made report, we will find scattered information, which will be more efficient. Let me provide you with several information sources for various reports: 1. Huibo (new users have 30 days of free use time) 2. Snowball (its users will contribute their own analysis on a certain stock or a certain company) 3. iResearch (various reports are frequently published and updated frequently) 4. Internet data center (reports from many other organizations can be searched here). If you see this, please click like and collect it! You can easily find it when you use it in the future~ 2. Thoroughly research JD and come up with a winning strategy at the critical moment! Many people don’t pay enough attention to this step. Perhaps many people will look at JD, but they will not study it. The difference between watching and research is that watching JD is at most to refine the keywords of JD, but studying JD in addition to refine the keywords of JD In addition, I will also do the following two things simultaneously: 1. Write it down (note that it is written down!) What abilities or qualities of the candidate do the interviewer want to see behind these keywords? What questions might he ask? Generally, interviewers will continue to ask a lot of detailed questions. Many people fall into the detailed questions behind instead of the first question. For example (I’m using the social recruitment example, but the idea of ​​school recruitment is the same). This is an operation position that a large factory wants to recruit. Let’s look at his first requirement: high-quality material content operation, exploration Summarize the characteristics of high-quality materials, pre-judge the hot and explosive materials, and complete the whole process of construction, distribution, and recycling. In this job description, there are two key points: summarizing the characteristics of high-quality materials, and predicting explosive materials. The ability to assess behind it is actually the candidate’s ability to control high-quality materials and sensitivity to hot spots, and most people do it here. But you can think again about what questions the interviewer might ask. For example, regarding the sensitivity to hotspots, questions that are likely to be asked include: What sources of information do you care about? How do you judge whether a thing can explode? (After you answer, you may continue to ask, why do you judge this way) Do you have any successful case dissemination experience? (It is also possible to continue to ask, what was the challenge you encountered at the time? What was your biggest inspiration, etc.)…..Thinking about this level can be targeted in your resume and interview process. Ready to answer. You can even guide the interviewer to the questions you have prepared. I once successfully guided the interviewer to the answers I prepared in advance (this trick should be used with caution for students without any interview experience. This is indeed very skillful. , You can talk about this issue separately next time) 2. Research this post or the past related works of this company. Many candidates may go to the Internet to search for the company’s introduction, recent news, etc. before the interview. This is what others will do. If you want to add points, you have to do one step more than others, and the one step you do more may become your killer. For example, in “We Who Are New to the Workplace”, everyone was very impressed with Liang Jianluo as a candidate, and even Dong Mingzhu showed a smile after interviewing him. The main reason why he is popular is not because of his past experience. , But he was really prepared. They interviewed the marketing post, and when they introduced themselves, they mentioned Dong Mingzhu’s live delivery of goods, indicating that he had studied the interviewers’ past interviewers and the company’s past marketing related works. In the last link, Dong Mingzhu pointed out that these students did not think about what value the candidates can bring to the company during the interview. Liang Jianluo immediately came up with his killer skills-based on his past experience with the company and Dong Mingzhu. The research on marketing activities has brought up two creative points. If you have seen this variety show, you must be like me. When you see him take out this item, you know that he will pass this round of interview. Not to mention the creativity he provided, his behavior has fully demonstrated that he has studied this position more deeply than other students and has a more sincere attitude towards this job. I also had a similar experience myself. The company at the time was a company with a number of billions of users. If I compare the number of users of my original company, I have no advantage at all. But I believe that my ability is OK, so when preparing for the interview, I not only prepared regular interview questions, but also conducted user surveys of this APP in advance. Sure enough, it came in handy during the interview. The interviewer happened to ask What will I do if I run it for me. I will talk about the places that users appreciate this APP in my user survey and the unmet needs. I think my answer was beyond the interviewer’s expectation. He did not expect that I would even do user surveys. I had not successfully applied for the job yet, and I had already put myself in this role. Therefore, before formally preparing your interview answers, it is very necessary to study JD and the past works and behaviors of the company/department. Seeing this, the code word is not easy, everyone thinks it is useful to give a thumbs up and support it~ Thank you. 3. Use logic+magic to prepare your own experience and story. In preparing for the experience, many students will worry about their own experience. It is more ordinary, or it is difficult to describe your own experience. The method I teach you today can be directly applied, and it can definitely help the interviewer to be attracted by your story! In preparation for experience, everyone will use the STAR rule to ensure the logical flow of their stories, but logical flow may not necessarily impress the interviewer! Although the interviewer looks serious, he is also a flesh-and-blood person. He is curious, pursues happiness, hopes to be loved, and also has a fragile and negative side. Therefore, to truly impress the interviewer, we need to add emotional factors on the basis of logic to make your story fuller and more able to move him. I use STAR to describe a campus experience. It looks like this: It looks like a very common accident, right, but in fact, this very common story can also be told very well. See how I use the next three steps to make this The story is more exciting. We add the first element of magic—sell miserable. At the very beginning, we make the protagonist a little miserable. After adding this description, do you feel that if this thing can be done, this student is really not easy. Everyone likes to watch counter-attack stories. A common feature of counter-attack stories is that the protagonist of the story is very miserable at the beginning and endured all kinds of hardships. The more miserable the image at the beginning, the better, in order to form a huge contrast with the end. Such a story can also make people remember.
Of course, the interviewer also hopes to learn more about how you can break through the difficulties in such a miserable situation.

zhiwo

By zhiwo

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helpmekim
7 months ago

On a certain appointment, I encountered a call in the morning and asked me to arrive in 2 hours… I still didn’t reply directly on Saturday. The so-called boss kept asking me “Why didn’t you reply when I saw the news?” Impolite”… The following is a normal person’s interview invitation method. Note that it is a “normal person”. 1. You can call to confirm if the interviewer has time. If you have time, you can send an invitation. 2. It is best to let the interviewer choose the time In paragraph, hr sets a specific time—When you encounter the kind of people who ask people to go to the interview without asking, I can only say: Your life has been gnawed by dogs, so the concept of time is so broken!

heloword
7 months ago

No generalization, specific analysis of specific issues! There are two types of HR notification interviews: 1. Weekends and holidays notifications, if, Saturday notifications, candidates are required to interview on Sundays. Nima, this company is determined not to go to the interview. HR is also good enough, not afraid of scolding? Why don’t you go? The reason is that HR leaders are forced to recruit on weekends. Everyone understands it. It’s hard to recruit! Why is it difficult to recruit? Boldly think about it, a company that has low welfare benefits, poor working environment, or poor cultural reputation, etc., will not be able to recruit people. Candidates from companies with good benefits are queued and there is no shortage of people at all. 2. Normal working day notification, usually from Monday to Friday, during this period of time to notify candidates for an interview, there is no problem. 996 is the norm, and candidates don’t have to be hypocritical. It’s not easy to find jobs and HR these days. People in the workplace are impatient to survive, long live understanding! If you don’t go to the interview, someone will always go. Right!

helpyme
7 months ago

Sometimes hr is like a matchmaker. They matched the two sides to meet, and worried that there was something wrong with one side. In my previous company, I asked the boss, what do you think about your time schedule for these candidates? He will make a calculation and arrange it on Wednesday. So I arranged for people to start matching candidates. On Tuesday night, he told me that there was no time on Wednesday! We have to explain to others for a long time, turn around, wait until the boss time is OK, and then ask the candidate, the candidate said, at the time you mentioned, I can’t! It’s not the end if you don’t drive hr crazy! Therefore, it is normal for candidates to complain, and we also want to arrange time reasonably, but it is usually broken! If you want to meet hr, if the hr arrangement is unreasonable, I can only say that you are facing unprofessional hr. But if you want to meet the head of the department or even a higher-level person, this kind of change often exists. As hr, there is no way! We are also helpless!

sina156
7 months ago

Seeing this topic, I almost didn’t cry! I am not the interviewer, I am the hr! I must take advantage of this opportunity to spit out those unintentional leaders! One day, on Friday afternoon, when I was out on duty, my replacement leader (the original leader went for surgery) suddenly called me. Leader: “I posted the recruitment on the Internet before, and I discussed with other leaders, let those people come for the interview tomorrow.” (ps, the next day is Saturday) I: “The next day is Saturday, and the time is more urgent , Someone may have arranged a time in advance and can’t come.” Leader: “Don’t worry, you should call for an appointment first.” Me: “For an interview on Saturday, the interviewer feels that our company’s working hours are irregular, and the impression may not be correct. Great.” Leader: “They wouldn’t think so if they can come to our company.” Me:? Leader: “The interview team also called A. Do you remember to come early.” Me:? I bought a hot spring ticket to go out to play, you will pay me 1200? In the face of leaders, I can only say yes. Then I turned around and called A. A immediately exploded when he heard it, and personally called our higher-level leaders, explaining how unreliable it was to engage in recruitment the next day. Then he argued for reasons and didn’t hold a job fair on Saturday. The second time, after a week, we arranged for a group of people to come for an interview on Wednesday morning. The interview speed was faster than expected, and then the replacement leader came out again. Leader: “We have another batch of interviewers scheduled for tomorrow. You can call them to come in the afternoon.” Me: “But it has been arranged, and the time is changed temporarily. It is possible for them to come in the afternoon. There are not many people coming.” Leader: “It is their loss if they don’t come.” Me:? Our company is not a Fortune 500 company, right? Then I made a symbolic call and replied to the leader: “The interviewer said that there is an arrangement in the afternoon, and there is no way to change the time.” The leader: “This kind of people are not sincere. Please write down their names.” Me: You are afraid of something. Something wrong. The substitute leader doesn’t understand anything about human resources, and he has to pretend to understand, and he doesn’t listen to our suggestions at all. He feels that he is a state-owned enterprise and everyone is asking for it. However, such leaders are everywhere in state-owned enterprises. Not only did they not listen to our suggestions, but they didn’t even listen to the lawyer’s words. As a result, something went wrong. Let us think of a way and absolutely. Therefore, sometimes, there is really no way for the small hr. I know some requirements are stupid, but I have to do it OTZ

yahoo898
7 months ago

Some positions are urgently recruited, or the person in charge of the employment department for the interview happens to be in the company tomorrow, so they will be asked to come for the interview tomorrow. If you think you don’t have time tomorrow, you can negotiate with HR. Under normal circumstances, your choice will be respected. Anyway, it is impossible for HR to just ask you. Calmness is an attitude. You are calm in everything you encounter, and you claim to be a calm person. Do I have any misunderstandings about calm people?

leexin
7 months ago

It’s normal (because some companies are hiring more urgently or can arrange a time tomorrow) and there is no need to worry too much. You only need to consider the following questions. 1. Has the other party’s interviewer (employing department) seen your resume (after seeing at least a certain point on your resume that the other party can see on behalf of the other party, he has the initiative to take the initiative during the interview) 2. This company’s job JD or company Is the industry/background what you want to go to (because everyone has their own career plan and the type of platform they want to develop) 3. Is your own interview schedule available? If not, you can try another time with HR. 4. If the position is an important position (or management level), because this position is usually interviewed with the leader or boss, then their time must be very tight (and you can’t wait for your time), and you can only squeeze the time out by yourself Interview (unless you are not interested in this company)

greatword
7 months ago

I generally refuse to go to the interview when encountering this kind of unprofessional hr. Unprofessional means poor work ability, and poor work ability means that the company does not strictly control the hr responsible for recruitment. Either there is no money to hire a professional hr, or it does not pay attention to employee recruitment at all. Needless to say, those who don’t have money are definitely pits and don’t pay much attention to staff recruitment. Then the people recruited before are definitely not strict. I hope that my colleagues will be professionally selected and capable people. So I generally refuse to go to the interview when encountering this kind of hr. So what is a profession in terms of invitation to interview? First of all, contact the candidate, send out the invitation, and then provide a few times for the candidate to choose. For example, if you call at 10 am on Monday, then provide 2 pm on Friday, 11 am next Monday, and 3 pm next Wednesday. Let the candidate choose one. Of course, the three time periods are based on the time of the interviewer of the employing department. If the candidates feel that these few times are not appropriate, then discuss further, such as asking the candidates what time is okay, and then communicate with the interviewer of the hiring department, and finally agree on an interview time. The interview is originally a two-way choice. The employer can reject the candidate for unprofessional reasons, and the candidate can also reject the employer. In addition, as far as the interview is concerned, this is a communication process based on mutual respect for both parties, and there is no strong side and weak side. If you show arrogance during the interview, whether it is the employer or the candidate, it is annoying.

loveyou
7 months ago

This is normal, I think it cannot be regarded as an unprofessional judgment for HR. Generally, HR will conduct a simple telephone interview before inviting the interviewer. If the candidate generally feels good about it, and if there is a need for further understanding, the interview will usually be held on the next day (not a rest day). After all, HR recruitment is time-sensitive, and the employing department will also put forward requirements on the time required for HR recruitment. Especially for some HRs who are engaged in full-time recruitment positions, most of her daily work content is screening resumes, telephone interviews, and on-site interviews. Even if she does not interview you, she will interview others. So there is such an arrangement. It couldn’t be more normal. The subject said that he is a calm person, which is not wrong for job seekers, but for the company, a job vacancy for a day will leave a lot of work, and it will even cause a certain impact on the company’s operations. In addition, the company’s recruitment costs are being spent every day. Why is it that people can be recruited one day earlier and one day late? The hiring department will also put a lot of pressure on HR, especially some vacant positions are temporary part-time employees in other positions, which is even more complaining, so HR pressure is also great. Of course, as a job seeker myself, if it is the phone call the day before and the interview the next day, I can still accept it. After all, one day plus one night is enough for me to have a general understanding of the target company and position. . I can’t accept the situation of asking for an interview two hours after the phone call, or calling in the morning and interviewing in the afternoon. It really feels very hasty, because everyone must have arranged other things that day, unless that company I especially want to fight for that position in the company. Maybe I would agree to it, otherwise I would generally reject it.

strongman
7 months ago

Let me talk about my friend’s experience as an HR. I think it’s quite normal to inform tomorrow for an interview. More than 2 years ago, she graduated from the School of Management and joined the Hisense Group. By accident, she entered the company’s human resources center and became a recruiting staff member. She was also responsible for campus recruitment. Two years later, she left Hisense and joined a real estate company, still recruiting. Naturally, I have a lot of feelings after working for more than two years. Every year during the recruitment season, students are very busy in finding jobs, and they are also very busy in HR recruitment. For example, I still haven’t got off work at 8 o’clock in the evening on Saturday, and there will be an interview tomorrow from 9 in the morning to 7 in the evening. Sometimes one day after the interview, it is found that the applicants have not met the needs of the employing department, but the employing department is in a hurry. It must be to continue working overtime to inform candidates, and interview tomorrow. Today, let’s talk about how to communicate with HR makes you more polite and calm. This will also help your interview. From the perspective of HR, how can students who answer the phone behave to make HR happy? Here is a simple example: HR: Hello, are you classmate XX? Classmate: Yes, who are you? HR: This is the human resources department of XX company. Classmate: Hello. (You should start preparing paper and pens at this time) HR: We would like to invite you to come to us for an interview tomorrow afternoon. The time is 2 o’clock in the afternoon. Is that convenient for you? Classmate: Convenient, you can tell me the specific location, I will remember it. HR: The location is the XX floor of the XX center near the XX overpass. If you take a bus, get off at the XX stop. Classmate: Okay, let me repeat it. It’s on the XX floor of the XX center at 2 o’clock in the afternoon, right? HR: Yes. Classmate: What materials do I need to prepare? HR: No, you can come to the interview in person. Because this is a group interview, please participate on time, okay? HR: OK, see you tomorrow. Classmate: Thank you, goodbye. Above, simple, OK. If you are not ready when you say the location in HR, you can say: “Please wait, I’ll find a pen.” If you can’t come at that time, you can say: “I’m sorry, I have something at that time and can’t participate in the interview. Will I adjust to another time?” It’s that simple to answer the phone.

stockin
7 months ago

It is normal to notify tomorrow for an interview today, because recruitment is also time-sensitive. If you make an appointment with you three or five days in advance, and the time interval is so long, are you sure that you will be there on the day of the interview? ? Moreover, if you have hired suitable candidates during the period, but you ran over that day, it would not be embarrassing for both parties to make quick decisions and implement them early.

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