Interviewer: How much do you know about computers?

Applicant: I know a little. I have worn an electronic watch, played Nintendo, and there is a TV in my room ... In addition, I have seen my classmates turn on their computers twice with DOS.

Interviewer: Next!

Interviewer: How much do you know about computers?

Interviewee: Well, it depends on what kind of computer it is. The general super palm silicon single chip microcomputer clock output computer (electronic watch) is relatively simple, and I often used his decoding and coding workflow (alarm clock function) in primary school. As for the multi-function virtual reality simulator (Nintendo), it is much more complicated, but I have completely tested many static data storage units (only playing cards).

When I grew up, I became interested in multi-channel UHF wireless multimedia receiving equipment (TV), and I tracked the information of specific channels every night (referring to 8 o'clock TV series). As for the traditional computer, one of my working partners (classmates) often exchanges signals between the main storage silicon monomer and the magnetized data accessor under my supervision (referring to booting with DOS). ...

Interviewer: Good. I will start work tomorrow. Your car is on the second floor underground, and there is a parking space. This is the key. ...

===============

Teach you three minutes to finish the interview.

■ Subconscious influence principle of instrument accomplishment impression

In any social situation, a person's appearance often has a subconscious influence on the other person's psychology. According to the truth, applicants for independent immigrants should be well-educated professionals with good personal qualities and looks higher than ordinary people. When the applicant appears in front of the interviewer, his appearance has left a first impression on the immigration officer, and the basic quality level of the applicant has been set in the immigration officer's subconscious. Of course, the applicant's excellent performance can save his bad first impression, but if the applicant can't make a good impression on the immigration officer at the first moment of the interview, then the subsequent interview may be carried out in a relatively smooth situation.

■ The principle of surpassing English proficiency.

For many independent immigrant applicants, their oral skills are often better than their listening skills. Immigration applicants should be fully prepared before the interview and express their personal situation and professional scope in English. In the interview, some key questions raised by immigration officials can be answered as much as possible. Answers to important questions, if extended by detailed statements, will not attract the resentment of immigration officials, but may be considered by immigration officials as having good language skills. For example, questions about professional functions and work experience should be given full play. Using his strong oral expression ability to avoid his weak listening ability can give full play to his English ability.

■ The principle of changing passivity into initiative in an interview.

In an interview, the interviewer should be active and the interviewee should be passive. However, if the interviewee can give full play to his wisdom and adopt some clever interview strategies, it is possible to skillfully transform his passive identity into his active identity without letting the interviewer notice it and causing his disgust. For the interview of independent immigrants in Canada, applicants can try to introduce the topic into their familiar fields and give full play to this topic, so as to turn passive into active and win the interview.

■ Fully express the principle of personal adaptability.

One of the interview purposes of independent immigrants in Canada is to evaluate the applicant's personal adaptability, so the applicant should seize this opportunity to fully express himself. This can be achieved by answering some questions about the quality and ability of the applicant, especially some questions about the development plan of immigrants in Canada. In addition, the immigration officer may also give the applicant the opportunity to ask questions, and the questions raised by the applicant can also reflect his personal adaptability and quality.

■ The principle of combining personal full expression with modesty and prudence.

Although we constantly emphasize that candidates should fully demonstrate their personal abilities and strive to change their passivity in the interview, this does not mean that candidates can be arrogant and self-righteous in the interview. The immigration officer has the highest power to refuse the applicant's application. If the applicant goes to the interview with the idea that he should get an immigrant visa as a matter of course, and ignores the power of the immigration officer during the interview, then his result is likely to be refusal.

==============

Interview, what did you try?

Theoretically speaking, an interview can evaluate any quality of a candidate. However, due to the advantages and disadvantages of personnel selection methods, comprehensive utilization of advantages and disadvantages will get twice the result with half the effort, otherwise it is likely to get twice the result with half the effort. Therefore, in the practice of personnel selection, we don't use interviews to evaluate all the qualities of a person, but selectively use interviews to evaluate what it can evaluate best.

The main contents of interview evaluation are as follows:

1, appearance and behavior This refers to the applicant's body shape, appearance, skin color, clothing and behavior, mental state, etc. National civil servants, teachers, public relations personnel, business managers and other positions. There are high requirements for appearance and manners. Research shows that people with dignified appearance, neat clothes and civilized manners generally work regularly, pay attention to self-discipline and have a strong sense of responsibility.

2, professional knowledge to understand the depth and breadth of candidates' professional knowledge, whether their professional knowledge update meets the requirements of the position to be hired, as a supplement to the written test of professional knowledge. The interview is more flexible and in-depth in examining professional knowledge. The questions asked are also closer to the demand for professional knowledge in vacant positions.

3. Work experience generally refers to consulting the candidate's resume or work registration form and asking some related questions. Ask candidates about their background and past work to supplement and confirm their practical experience. Through the understanding of work experience and practical experience, we can also examine the examinee's sense of responsibility, initiative, thinking ability, oral expression ability and rational situation when something happens.

4. Oral expression ability Whether the candidate can express his thoughts, opinions, opinions or suggestions smoothly in the interview. The specific contents of the survey include: logic, accuracy, appeal, sound quality, timbre, volume, tone and so on.

5. In the interview of comprehensive analysis ability, can candidates grasp the essence of the questions raised by the examiner through analysis, so as to be thorough in reasoning, comprehensive in analysis and clear in organization?

6. The ability of reaction and coping mainly depends on whether the examinee accurately understands the questions obtained by the examiner and the rapidity and accuracy of the answers. Whether the response to sudden problems is witty and agile, and whether the answers are appropriate. Whether the accident is handled properly, properly, etc.

7. Interpersonal skills In the interview, by asking the applicant which club activities he often participates in, what kind of people he likes to deal with, and what role he plays in various social occasions, he can understand the candidate's interpersonal tendency and skills in getting along with others.

8. Self-control ability and emotional stability self-control ability are particularly important for national civil servants and many other types of staff (such as managers of enterprises). On the one hand, I can be restrained, tolerant and rational when I encounter criticism from my superiors, work pressure or personal interests, so that my work will not be affected by emotional fluctuations; On the other hand, work should be patient and persevering.

9. Work attitude: First, understand the candidates' attitude towards their past study and work; The second is to understand his attitude towards the position he is applying for. In the past, people who didn't study or work seriously, didn't care about what they did, and did well or badly could hardly be diligent and responsible in their new jobs.

10, self-motivated, enterprising, enterprising people generally set a career goal and work hard for it. It is manifested in efforts to do the existing work well, not satisfied with the status quo, and there are often innovations in the work. People who are not self-motivated are generally content with the status quo, doing nothing, not seeking success, but seeking nothing, and are not enthusiastic about anything.

1 1. Job-hunting motivation Understand why the applicant wants to work in this unit, what kind of job he is most interested in, what he pursues in his work, and judge whether the position or working conditions provided by this unit can meet his job requirements and expectations.

12, hobbies What sports do candidates like to play in their spare time, what books they like to read, what TV programs they like to watch, and what hobbies they have. Let them know about a person's hobbies, which is often beneficial to the job arrangement after employment.

13. During the interview, the examiner will also introduce the situation and requirements of the unit and the position to be hired to the candidates, discuss the issues that the candidates care about, such as salary and benefits, and answer other questions that the candidates may ask.

========================

Seven Key Abilities of Interview for Famous Enterprises

Finding an ideal job is the greatest wish of college graduates, and entering those well-known large enterprises is the dream of the majority of graduates. How to deal with the interviews of these enterprises has become the most concerned topic for graduates.

The interviews of these famous enterprises often have certain procedures, which are by no means hasty. Therefore, we must be prepared to be invincible. In order to obtain relevant information before the interview, several methods are often used: 1. Make full use of interpersonal relationships, communicate with brothers and sisters who have entered the company in recent years, and 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 corporate website, and inquire about relevant information and interview topics. Judging from the current situation, the most common and effective way is to expect graduates to consult relevant information.

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

* Loyalty: Faced with job-hopping, enterprises tend to attach importance to students' views on loyalty. In particular, some large state-owned enterprises pay more attention to employee loyalty. In a recent recruitment of Konka Group, the interviewer asked the question "Please analyze which is more important to the enterprise, professional skills or loyalty".

* Practical ability: While paying attention to students' academic performance, a considerable number of 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 not a simple "learning machine". Internship, part-time job and tutor experience during school are all good opportunities to accumulate social experience and should be valued by enterprises.

* Team spirit: Large-scale well-known enterprises often attach great importance to the team spirit of 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 large enterprises, without continuous innovation, they lose their vitality. Therefore, it is also important to examine whether candidates have 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: In the recruitment process, enterprises often consider whether employees can recognize and adapt to corporate values and corporate culture, which will determine whether employees can serve the enterprise well. Sony, for example, takes whether employees can adapt to Japanese culture, especially Sony's corporate culture, as the key assessment content in the recruitment process. In the recruitment of general electric company, it is also necessary to see whether students like and agree with GE's values, that is, "adhere to integrity, pay attention to performance, and are eager to change."

* Interpersonal communication skills and good communication skills: For example, Sony takes interpersonal communication skills as the key assessment content, and the human resources manager 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.

* Attitude and learning ability towards 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 all have to undergo systematic training, so learning ability and thirst for knowledge should be the focus of investigation. Many enterprises adhere to this principle. General Electric's public relations director said that the company didn't care much about the gap between the fresh graduates and the company's requirements, because they were very confident in their training system. As long as you have a strong thirst for knowledge and learning ability, you will stand out through systematic training, so these two assessments are very important in the interview. In addition, UT Starcom, L 'Oreal, Ernst & Young ... all say 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 emerge one after another. In the interview, Shanghai GM introduced a new idea of situational interview, that is, according to the possible position of the candidate, a set of test items similar to the actual situation of the position was compiled, and the subjects were arranged in a simulated real working environment, asking them to deal with various possible problems, so as to test their psychological quality and observe the leadership ability of the candidate. Shanghai GM also extends scenario simulation to the selection of skilled workers, such as evaluating the agility, quality awareness, operation order and behavior habits of candidates through gear assembly exercises. Which is better or worse, obviously.

If you want to work in a famous enterprise, in order to realize your life value, interview is a hurdle you must pass, so that you can know yourself and know yourself. I believe that as long as you have a clear understanding and accurate positioning of yourself and a deep understanding of the situation of the enterprise, you will definitely stand out in the interview.

-

In addition, the details determine success or failure:

For job seekers, the most important thing is the details, especially those who enter the interview. Among the structured interview techniques, there is a method called "look, smell and ask", among which "look, smell and ask" should also be said to be instructive to job seekers. Looking forward means that the interviewer should pay attention to the applicant's physique, face shape 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 keep tiptoeing when applying for a job, it means you are anxious or impatient; When you talk, 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 psychological analyses are applied by many interviewers to the assessment of recruiters, and they are also small details that are not usually noticed. So if you pay attention to all the details and do well, then your advantages will be highlighted and you will win the ideal position just around the corner.

Finally, I wish you a successful application!