What are the techniques and skills of answering an interview?

Below, I'm going to share some very simple but very useful interview tips based on the interview timeline -- preparation, answers, and post-interview DOS and don 'ts.

Note: The following skills are applicable to the basic or middle level positions of enterprises. There are other ways to apply for director-level positions.

First, what are these four aspects in the eyes of HR?

Professional:

Professionalism is the value you can create for your business. To put it bluntly, enterprises recruit you to make you work to generate value. If HR can't see your professionalism, there is no way to talk about cost performance, and stability and values are nonsense. See professional generally from the resume matching degree, when the interview and then dig to determine, this will be detailed in the following.

Values:

The question of values is something that some people think is hollow and doesn't matter at all. In fact, it is not true. In terms of long-term development, the more the candidate's values match with the enterprise, the lower the management cost of the enterprise, the more motivated he will be to work, the more he can play his own value, and the more stable he will be. A mature enterprise, before recruiting people will be more or less, insinuating to ask about values. How to answer the question of values will be discussed below.

Stability:

People in the workplace know that the enterprise every month or even every day there will be a steady stream of loss, loss for different reasons, but more or less will bring a certain loss to the enterprise, especially the new staff less than a year. Therefore, enterprises must consider the stability of candidates when recruiting. As long as qualified candidates are stable, the better.

Price:

From a business perspective, cost performance = (expertise/salary) * growth potential

Professional and potential about the same two people, whose salary is low, who is relatively high cost performance. When the enterprise locked several professional standards of the candidates, will be selective than high people.

After making clear the above four points, we can have a targeted interview.

First, before the interview

Let's start with the professionalism that HR considers first.

Tip 1: Before the interview, have a clear understanding of your professional skills and the matching points in JD

What is JD? What is a match point?

JD: Job Description refers to a Job Description, which contains all of the company's hiring priorities for the position. Must pay attention to!

A normal hiring manager will be looking for a "job requirements" match, a "job responsibilities" match or both. Generally speaking, the higher the match, the more successful the interview.

First, what are "job requirements"? What are "job responsibilities"?

Many people think these two things are the same, there is no difference. It's not

The "job requirements" are the requirements and competencies you need to have before you start the job.

"Job responsibilities" are what you are required to do after you join the company.

Generally speaking, in small and medium-sized entrepreneurial enterprises, there is more flexibility, as long as you meet the "job responsibilities" in general, even if the "job requirements" do not match (such as education, major, years of work, etc.), it is very likely to be successful. If you work in a large enterprise, such as a state-owned enterprise with 5,000 employees, it will be rigid. Even if you meet the "job responsibilities" but lack the "job requirements", you will be most likely to be passed.

So before the interview, we should first take out our resume and compare it with the recruitment JD to see which points are matched and which are not matched. The points that are not matched are most likely to be asked the most professional questions in the interview. The points that are not matched are less likely to be asked, but not deeply asked.

We have to do, is before the interview will match the point, familiar with the thorough, you ask. Did not match the point, roughly understand, do have the bottom of the heart, even if not done before, but also generally know what is the matter, to avoid asking three do not know.

I interviewed a double micro blog operator (weibo and wechat) before, and his resume showed that he had run weibo and had 30 million followers. However, he could not give a general idea of how to run weibo during the interview. Although other aspects were OK, the final result was still not hired.

The reason is that it is clearly written on the resume that I have run weibo and achieved good results, but I cannot answer it in the interview, as if I have not done it at all. If I had prepared in advance and had a thought in my head, the result might be very different.

Skill two, control the enterprise "taste"

What is the "smell" of business?

Simply speaking, it is the atmosphere, culture and values of the enterprise.

The "taste" can be seen in some details. For example, the content of the official website, JD language style, the age and mental outlook of employees, the conversation of interviewers, and even the decoration style and words on the wall.

General formal companies will present their own corporate culture and values in the official website, we should go to see the interview in advance, to determine the taste of the target, twice the result with half the effort!

If the company is young and playful, lighten up and smile a lot.

If the company as a whole is serious and feels formal, act serious and pay more attention to etiquette.

If the company as a whole is more youthful, passionate, passionate, then show a little blood Wolf, emphasize their hard-working, dare to think and fight and super executive power.

Your taste is consistent with the taste of the company, the other party will feel that there are so some "one of us" feeling, quickly increase the goodwill!

But... (Emphasis)