How should candidates prepare before the interview? This is a problem many people have, especially for fresh graduates. Because they have no experience and don't know what the interviewer will say, everyone is confused. In fact, the interviewer's questions are similar, mainly in so many categories.

一類是開(kāi)放式問(wèn)題，這類問(wèn)題是面試中很常見(jiàn)的問(wèn)題，比如：可以談?wù)勀鷮?duì)新聞的看法嗎？互聯(lián)網(wǎng)經(jīng)濟(jì)的認(rèn)識(shí)？業(yè)余時(shí)間里，您有什么興趣和愛(ài)好？這種問(wèn)題往往沒(méi)有固定答案，目的是讓候選人談?wù)剛€(gè)人見(jiàn)解，面試官的目的是考察求職者的表達(dá)能力、價(jià)值觀和邏輯思維能力。

One is open-ended questions, which are very common in interviews. For example, can you talk about your views on the news? Understanding of Internet economy? What interests and hobbies do you have in your spare time? This kind of question often has no fixed answer. The purpose is to let the candidate talk about his personal opinions. The purpose of the interviewer is to examine the applicant's expression ability, values and logical thinking ability.

二是假設(shè)性問(wèn)題，通常情況下，這類問(wèn)題偏向引導(dǎo)，答案沒(méi)有對(duì)與錯(cuò)，主要是看候選人暢談對(duì)事情的看法及個(gè)人意見(jiàn)。常見(jiàn)的問(wèn)題是：得到機(jī)會(huì)晉升為公司中層管理者，你傾向于放權(quán)式管理還是教練式管理？你有兩位下屬獲得加薪機(jī)會(huì)，你傾向選擇區(qū)別對(duì)待還是通對(duì)待處理加薪？

The second is hypothetical questions. Usually, such questions tend to be guided, and there is no right or wrong answer. It mainly depends on the candidate's views on things and personal opinions. The common question is: do you prefer decentralized management or coaching management when you get the opportunity to be promoted to the middle management of the company? You have two subordinates who get a raise. Do you prefer to treat them differently or deal with the raise through treatment?

三是壓力式問(wèn)題，主要是為測(cè)試候選人的心理素質(zhì)、對(duì)壓力的承受能力、在壓力面前的應(yīng)變能力與人際關(guān)系能力等。比如說(shuō)：經(jīng)過(guò)這次溝通交流，我們這邊覺(jué)得您的期望薪資與能力不成正比，您怎么看待？您缺乏行業(yè)經(jīng)驗(yàn)，如何能勝任工作？你與上級(jí)意見(jiàn)不一致的時(shí)候，怎么辦？

The third is the stress problem, which is mainly to test the candidate's psychological quality, ability to bear pressure, adaptability and interpersonal relationship ability in the face of pressure. For example: after this communication, we feel that your expected salary is not proportional to your ability. What do you think? How can you be competent if you lack industry experience? What should you do when you disagree with your superiors?

此外，為了更好的了解候選人過(guò)去的行為事件，預(yù)測(cè)未來(lái)工作表現(xiàn)趨勢(shì)。比如說(shuō)：請(qǐng)談一下您近期遇到的一個(gè)項(xiàng)目難題，怎樣解決的？或者說(shuō)談?wù)劰ぷ髦杏龅降闹卮蟠煺刍蛘邎F(tuán)隊(duì)分歧，是如何處理的？通常這些問(wèn)題都是考驗(yàn)求職者應(yīng)變溝通能力、抗壓能力、心理承受能力和危機(jī)事件處理能力。這些是軟實(shí)力的體現(xiàn)，也是現(xiàn)在很多企業(yè)都普遍看重的。

In addition, in order to better understand the past behavior events of candidates and predict the future performance trend. For example: please talk about a project problem you have encountered recently and how to solve it? Or talk about how to deal with major setbacks or team differences in work? Usually, these problems test job seekers' adaptability, communication ability, pressure resistance, psychological tolerance and crisis handling ability. These are the embodiment of soft power, which is widely valued by many enterprises.

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