I often have a certain procedure for the above marketing interview, which is by no means hasty.

Therefore, you must be prepared to be "invincible".

In order to get relevant information before the interview,

there are several methods that are often used: 1. Make full use of interpersonal relationships and communicate with brothers and sisters who have entered the company in recent years to predict the direction of interview topics; 2. Inquire about the information of the enterprise, deeply understand the corporate culture characteristics of the enterprise, contact the current situation, and predict the examination questions by yourself; 3. Use network resources, log on to the enterprise website, and inquire about relevant information and interview topics. Judging from the current situation, the most common and effective way is still to look forward to the graduates' consulting relevant information.

Interview questions are often closely related to the corporate culture and key concerns of companies. We can make the following summary:

* Loyalty: Faced with job-hopping, companies often value the views of candidates on loyalty. In particular, some large state-owned enterprises pay more attention to employee loyalty. In the recent recruitment of Konka Group, the interviewer put forward the question "Please analyze which is more important to the enterprise, professional skills or loyalty".

* Practical ability: While paying attention to students' academic performance, quite a few enterprises attach great importance to the practical experience of candidates. For example, General Electric (China) Co., Ltd. (GE) said that what they want to recruit is by no means a simple "learning machine". Internship, part-time job and tutor experience during school are all good opportunities to accumulate social experience, which should be valued by enterprises.

* team spirit: famous enterprises with large scale often attach great importance to the team spirit of their employees. For example, the relevant person in charge of the human resources department of Lenovo Group said that the company especially welcomes candidates with teamwork spirit.

* innovative spirit: for a large enterprise, if you leave the continuous innovation, you will lose your vitality. Therefore, it is also important to examine whether the applicant has innovative spirit. For example, Lenovo Group attaches great importance to the innovative spirit and ability of candidates in the interview.

* Degree of recognition of corporate culture: enterprises often consider whether employees can recognize and adapt to the values and corporate culture of the enterprise during the recruitment process, which will determine whether employees can serve the enterprise well. For example, SONY takes whether employees can adapt to Japanese culture, especially Sony's corporate culture, as the key assessment content in the recruitment process. General electric co., ltd. also depends on whether students like and agree with GE's values in recruitment, that is, "insisting on honesty, paying attention to performance and eager for change"

* Interpersonal communication skills and good communication skills: For example, SONY takes interpersonal communication skills as the key assessment content, while the manager of human resources department of Bi Bo Management Consulting Co., Ltd. revealed that Bi Bo attaches great importance to students' communication skills in the recruitment process, because as a future consultant, candidates must have the ability to communicate and coordinate with customers.

* Knowledge-seeking attitude and learning ability to new knowledge and new ability: A person in charge of an enterprise said that recent graduates often do not have the ability to directly conduct business operations, and basically have to undergo systematic training, so learning ability and thirst for knowledge should be the focus of examination. Many enterprises adhere to this principle. General Electric's public relations director said that the company doesn't care much about the gap between the fresh graduates and the company's requirements, because they are very confident in their own training system. As long as they have a strong thirst for knowledge and learning ability, they will definitely stand out through systematic training, so these two assessments are very important in the interview. In addition, UT Starcom, L 'Oreal, Ernst & Young ... all said that enterprises attach great importance to whether they have good learning ability and strong thirst for knowledge.

With the increasingly fierce competition in the workplace, interview has become a science, and new interview topics and interview methods are emerging one after another. During the interview, Shanghai GM launched a new idea of scenario-based interview, that is, according to the position that the candidate may hold, a set of test items similar to the actual situation of the position were compiled, and the subjects were arranged in a simulated and realistic working environment, requiring them to deal with various possible problems. In order to test their psychological quality, observe the candidate's leadership ability, leadership desire, organizational ability, initiative, oral expression ability, self-confidence, communication ability and interpersonal skills. Shanghai GM also extends scenario simulation to the selection of skilled workers, such as evaluating the agility, quality awareness, operation orderliness and behavior habits of candidates through gear assembly exercises. Which is better and which is worse, is distinct.

If you want to work in a famous enterprise to realize your own life value, the interview is a must, and you can win every battle by knowing yourself and knowing yourself. I believe that as long as you have a clear understanding of yourself and an accurate positioning, you will definitely stand out in the interview.

-

Another detail determines success or failure:

For job seekers, the most important thing is the details, especially for those who enter the interview process. Among the structured interview techniques, there is a method called "looking, smelling and asking questions", in which "looking, smelling and asking questions" should also be said to be of guiding significance to job seekers. Looking forward means that the interviewer should pay attention to the candidate's physique, face and movements; Smell means that the interviewer should pay attention to the tone, speed and intonation of the candidate. These are small details, and if job seekers notice them, they will undoubtedly add weight to their job search. If you are constantly tiptoeing when applying for a job, it means that you are anxious or impatient; When talking, your eyes look around and don't look at the interviewer, which means that you don't trust yourself enough, are uneasy or are lying. These behavioral psychology analyses are applied by many interviewers to the assessment of recruiters, which are also small details that are not usually noticed. So if you pay attention to all the details and do it well, then your advantages will stand out and you will win your ideal position just around the corner.