First of all, let's say that HR let the candidate interview first to do "self-introduction" is actually listening to what.

Many candidates aren't ready to sell themselves. You may think I've got the perfect resume and a nice, clean outfit, but as long as you can't prove that you're the right person for the job, all your hard work is a waste of money.

"Self-introduction" is an introductory question in HR recruiting, and is usually asked at the beginning of the interview, "Please introduce yourself in three minutes."

You can only market yourself successfully in an interview if you analyze yourself thoroughly and really know yourself. Highlight your best aspects, the parts of you that fit best with the position you are interviewing for, or your most accomplished projects. If your interview is bland and uninspiring, it will diminish the interviewer's interest in you.

Please keep in mind the following questions and record your answers. Mentioning them in your introduction will help the interviewer to recognize you in the shortest possible time.

What are my most outstanding skills;

In which aspect of my knowledge mastery is the most comprehensive;

What is the greatest strength of my character;

What is my best thing;

What are my achievements and contributions.

In addition to this HR wants to hear from the candidate whether they can objectively assess themselves, whether there is a discrepancy between their description and their CV, and in addition are assessing your language organization and presentation skills, whether they are confident, fluent, and methodical in presenting their work experience. It's not like they're looking at papers, they're more interested in doing a one-on-one verbal exchange with the candidate.

There are a few things to be aware of that are very taboo in self-introductions

1, the expression is ambiguous, and does not reflect specific achievements

If you can summarize the ability to integrate your work experience into a good speech. But your answer mentions too many things that have nothing to do with the company or the job, and that's a point deduction.

What you say is not what HR wants to hear, and what he wants to hear you did not mention, the scene will be very awkward. Some impatient interviewers will even directly interrupt your self-introduction to cut into the content of his interest, such behavior in your eyes will also feel that the HR how so unfriendly.

2. Lack of enthusiasm

If you are not interested in the interview process, you can't be enthusiastic, and HR will think that your interest in the position is very low.

3, too nervous

Many candidates in the coding time can put the keyboard out of sparks, but the face of a beautiful HR began to nervous stuttering. Not only do you not have a good interview, but HR may end the interview early and rashly.

4. Playing smart

Some candidates think they are very smart, and will prioritize asking HR questions like "What do you really want to know", "What do you want me to talk about?

Some candidates think they're smart and prioritize asking HR questions like "What do you really want to know?

Regardless of what questions HR asks, the final information will not escape these aspects. Why not organize yourself first and then give a good answer.

5, lack of eye contact

HR will think you are not confident enough, and answering the question of eye flicker is likely to question the authenticity of the content. If HR looks beautiful, then not more than a couple of eyes?

To summarize, in the shortest possible time to say your greatest strengths, and logical, do not always use the amount, ah, and then these words, it is best to prepare in advance, it is best to memorize.

Two, how to refine the essence of the resume?

1, S.T.A.R law

Situation (situation), task (task), action (action), results (result)

Here for you to introduce a lot of HR, including the interviewer in the interview to use the evaluation The principle. That is, in what circumstances, arranged what kind of task to take what kind of action, and how the final result, which is the same way we often use when writing a resume.

As an example, Zhejiang You Employment has a student's resume is very typical in accordance with this principle to write, let's take a look.

( 1) Background:

In order to solve the rural X treasure in the various lines of business in the unification of the rules of the collection, to facilitate the various lines of business on the rules of reference and modification, and to provide the operation of the configurable simple page, to assist in the development of the completion of the business rules of the customized configuration, the liberation of the development of the work force, to speed up the purpose of business iteration and so on. Here we have developed a set of rules for the underlying service framework.

(2) Content:

Rule management system: mainly responsible for the rules of the rules of the configuration of the basic functions such as adding, deleting, changing, and checking the leakage of RPC service interfaces;

Rule engine system: is mainly responsible for the rules of the computation, the allocation of thread pools, engine templates, and other content;

Rule Governance Center: is mainly responsible for the rules of the visualization interface to write the rules. responsible for the rules of the visualization interface to write, the rules of the conditional translation configuration and other content.

( 3) Operation:

The cluster QPS is 1080, RT is 30ms, 9 docking operations, 416 execution rules created. There are many complex design points designed in each system separately, deployed independently and referenced in association.

This is a very typical S. T. A. R writeup. The interviewer can see at a glance what the project is, why it is being done, what the candidate is doing in it, and how it is running at the end.

Such a project experience can be said to be very clear. But this is the content of the resume, you can not be dictated word for word, so we need to do something in this article, so that when you are dictated everything is so natural, but in fact, it is carefully designed.

We need to add to the description of our work some of the difficulties we encountered and the technical challenges we encountered.

For example, you could say:

"When I was working on a module, I encountered a problem that I hadn't experienced before, and I felt powerless. Everyone was working overtime on their own work content and didn't have time to assist me in solving the problem. The project is also very fast, so you have to work hard on it (or similarly, you need to communicate across departments to push the project forward, and no one is cooperating on this kind of problem)."

Stop!

For example:

"At that time, I searched a lot of information from the Internet myself, and have been trying. Sometimes you can't figure out how to do it yourself, so you'll drag your coworkers to lunch or dinner, and use your free time to talk about the problems you've encountered, and see if they have any good ideas about how to solve them. In the end, through the ideas provided by my colleagues and some of the methods on the Internet, I tried a few times on my own, and solved the problem."

OK, so we've told the interviewer about the problem and how we solved it, and it's so natural and smooth that it's perfect. But did you think it was over? Not really!

There's one last step that's important, and one that most people don't pay attention to! That's the review.

You can continue to solve the problem by saying:

"After the end of the project, I went to check the difficulties I encountered at that time, in what state will trigger the problem again, and I went to understand the principle, I think it can be solved in another way or even multiple ways, the final effect is the same, and some ways will be more efficient.

Such a project introduction allows HR to feel that you encountered an incredibly difficult problem, but a series of their own actions to solve this problem. Solved is not enough, they also cited an unexpected gain. That's a plus!

Compared to the interviewer asked a sentence you answer a sentence, squeeze the toothpaste type of interview and describe a very simple interview which effect will be better we can see. At the same time you also reflect your ability to self-learning, stress tolerance, responsibility.

2, structured description

The interview is a very laborious work, the interviewer from morning to night really tired, when you do the introduction of the time you can use a very clear structure to introduce the content of your work, the interviewer listened to a very comfortable, concise and clear.

You can let HR catch your strengths in a short time, and make a record of asking targeted questions, compared to other interviews this day this interview is the most impressive!

If you are in the interview and the logic is very confusing, the interviewer has to do from your description of the reading comprehension, listen carefully but also to refine the key.

For example: you said you are very smart, I won the ACM competition, insisted on a year of the first to the company every morning, but also organized a technical learning committee.

HR will think...that's a bit of a mess, and he'll need to take notes and reorganize.

If you can organize the information ahead of time, it will be more structured and clearer than the previous description.

For example, I'm a smart person, and I've won awards at ACM. In addition, I'm very hardworking, and I've been the first one to arrive at the company every day for a year. In addition, there is a certain organizational ability, the company's technical training are organized by me.

The content of the HR record is likely to be: there are three advantages, smart, hardworking, strong organizational skills, each with an example to prove.

3, dig valuable content

In addition to the work experience of the most important content, resume we also have to own first dig valuable content, such as education. If you are 985/211, do not be stingy from your mouth to say your school, if still computer science, this is definitely your plus point.

In addition to academic qualifications in addition to the company, some companies are already familiar in the Internet industry, but some companies are not known, very low-profile but in the industry to make very good results.

This time you need to introduce the company's core products in the industry is how a position, especially similar more well-known products are who. This allows HR to immediately know that there can be benchmarked against the company's products, it will be very easy to understand.

Some people will be too much elaboration of this part of the personal profile. Nowadays, many people's resumes are written in a very personalized and unique way, but in fact, these contents are not the focus of the resume. In addition to the awards that you have won in certain competitions and the awards that the company evaluates internally, you can focus on other personalities, hobbies, and what you would like to do in your spare time, and simply mention them.

You don't need to spend a lot of time describing these things, and HR isn't going to decide to offer you a job just because you like to swim or run, right?

The above is to teach you how to introduce the project and self-introduction of the essence of the resume, and in an appropriate way to describe to the interviewer, you can look at their own resume is not something can be modified or added, so that they have a better content to say.

Three, how to go about explaining the flaws in the resume?

1, frequent job-hopping

Now in the Internet industry, the frequency of 1 year 1 jump has been relatively stable, but if you have been in 1 year multiple job-hopping, HR will certainly question you, can say why 1 year with multiple job-hopping behavior, HR will doubt your stability.

If you don't say a reason, how can I dare to hire you, how can I prove that you can be stable after joining our company?

First of all, we once again strongly urge every candidate to be responsible for their own decision to jump ship, and to think comprehensively and clearly. We do not recommend falsifying resumes and combining time in the company.

It is possible that the stability of your resume looks good, but in fact there is something to hide. Every period of leaving a job reveals a lot of problems, and your fear to face them head on will leave you with no job to jump into in the end.

If you say that the first one is because you don't get along with the team, the second company is because the company is too far away, and the third company is gone because there is not enough money, HR will think that the team doesn't get along with each other, does it mean that you can't fit into the company's culture, and there is no way to get along with your colleagues properly?

The company was too far away, so wouldn't you have checked the route yourself before deciding to take the offer? Did you have to work for so long before you realized that the company was too far away? The money wasn't in place and you took the offer without it? This easy to make the decision to jump ship is not too irresponsible for themselves, but also for the company is not responsible. So Zhejiang You employment of small U teacher suggested that this kind of problem is best in the interview before the preparation of how to answer, and the direction of the answer should be more positive. Remember not to spit in the interview all kinds of your last company, and the last boss.

Even if you've had heated exchanges at your previous company, sometimes it's important to learn how to express yourself politely, but don't just dump on your previous boss.

In general, I would recommend that candidates answer this question:

"The previous boss, he was really good at technology, but he wasn't very willing to share. Usually we organize technical sharing sessions, and he only came over occasionally to listen never served as a lecturer."

Of course, this is not a standard answer, but remember that the answer to this type of question ideas do not dump, do not spit, to objectively describe the facts, and less use some very harsh negative words. Avoid the HR interview after you hit the negative energy label.

2, the window period

For some candidates chose to bare resignation, resignation, whether it is to choose to go on a trip to relax themselves or to deal with household chores are no problem. But you also need to understand that HR sees these things from his perspective and needs to ask for clarification.

Or some candidates will choose to resign for the purpose of changing careers, and spend 3 months or more at home on closed-door training and nibbling on books with training.

HR is not harsh to death, you have to be 100% seamless in every experience, so why is this gap period not connected? What did you do? I'm not sure if you're going to be able to do that, but I think you're going to be able to do it.

3, personal entrepreneurship

There is also a situation where you quit your job and start a business with a friend. There is a small detail, that is, assuming that your previous background is very good, excellent Internet / IT company's senior programmers, attracted by the good friends of the business model, your title suddenly changed to become a "technical leader" or "CTO", you must be normal. "

You have to take this with a grain of salt.

It is not that your technical ability really reached this level, but you are considered the first programmer of the company was founded, this title does not give you, to whom? So here to explain to you, not when you title became the CTO, the next company must also look at the CTO position or technical manager position.

After returning to the market you are still the original you. Don't let HR think that you've started a business and your heart floats, if you show a lack of humility, they are so small that the temple can still accommodate you this bodhisattva, really great that you continue to start a business, why do you still need to look for a job?

In fact, HR is more interested in your entrepreneurial experience to ask why you wanted to start a business at that time, whether there is a good idea to resign to start a business, how stable you are, how long you can do here, you will love us this job? So after knowing what HR is thinking, do you know how to answer HR?

Four, what are the questions that HR usually likes to ask that have nothing to do with technology? What's behind these questions? How do you respond?

First of all, there are a few HRs in this industry who understand technology, so naturally HR's focus must be on something other than technology. The most prioritized question in the interview is called the "behavioral question", which is to ask the candidate to participate in some specific activities to understand some of the characteristics of this person to do things, his ability level and quality of the situation.

This has been taught in a previous question to use S.T.A.R., the way to organize their past experience and in the interview structured description to the interviewer. In addition to this type of question, the Zhejiang U employment of small U teacher to teach you to identify the HR other questions in the set.

1, virtual scenarios

HR in the background to ask these questions is likely to be the company or department is now encountering, HR will be examined from this type of question candidates in the future operation of the actual how to do. It's likely to look at how you've dealt with it before - whether this type of approach is appropriate to apply in the company in the future - and will utilize the S. T. A. R principles mentioned earlier to examine whether your answers meet their expectations.

Let's say the company you're interviewing with is in the early stages of a startup, and projects change frequently due to uncertainty of direction, HR might ask something like, "Do you like to have a set direction to go in, or can you improvise based on the actual situation?"

This way he can understand your heart more favor which kind of work mode, according to your 'answer he can know you in the face of project changes when your mind is to accept or resist.

The answer to this type of question suggests that you start from your heart and try not to say anything against your will, because it is very likely that you will want to interview by deceiving yourself, and then wait until the real work when you find that the situation and their expectations are completely different, and the work of the negative emotions that end up leaving the job in a short period of time.

2. Stress test questions

Stress test questions are usually used to correspond to some of the higher stress tolerance positions. Stress tests are used by interviewers to probe you and test how you would answer in a state of being pressurized, nervous and uncomfortable.

At this point, human self-preservation is often evident, so the real side of you is usually revealed. It will also be combined with motivational questions, a combination that HR particularly likes because it works very well indeed.

When would you ask stressful questions. Follow up questions about a class of events in your past (Behavioral Interviewing Approach BEI).

For example, after asking you about your most fulfilling project with a great answer (which has been taught before), HR will ask, can you talk about one of the most failed projects or experiences? This type of question is usually asked in a "most memorable/most successful/most failed ....

These questions are usually asked in a "most memorable/most successful/most failed ....

This approach can make a candidate very uncomfortable and feel like they're being tortured, but it's often a good way to test whether you're lying. Because generally a lie requires 3-5 sentences to round out, if you make up a story, the more you say, the more holes you have.

There is another situation where a stress interview is used. Your resume is so good that the average interviewer can't hold you, and feels like asking questions that are too hard to beat, and there may be a stress test to see how you reflect.

In fact, they want to control the pace of the interview so that you don't get carried away.

Some of the candidates gave us feedback after the interviews that the interviewer didn't seem to get along very well, and the whole interview was a blank face with a frown on his face. I don't know what he was thinking, but I don't think he did a very good job.

The more extreme is, because the interviewer asked the technical questions and the candidate directly in the scene dislike, the results can be imagined.

How can we tell when we encounter this kind of situation? In fact, in my opinion, there is no need to figure out what is a stress test and what is not. You have to face the whole interview with a normal mind, and answer the questions in an organized way.

But if you want to say that there is any advice for these kinds of questions, there is, in fact, when you feel that a certain question is very difficult for you to fight or is not very reasonable, you can immediately ask back.

For example, when the interviewer says:

"Our department has a recent project to catch up with, and you'll be working a lot of overtime if you come in."

At this point, if it's true that you can't accept overtime, then just tell the truth. I can't rule out that this is a stress test, so you can immediately ask back:

"Will you work overtime often? How frequent is the intensity of the company's regular overtime?"

When you ask this, you can also find out exactly how the company works overtime? Is it to catch up with the project or mandatory? So the interviewer will start to explain how he defines the intensity of overtime when he receives this question from you, and you can judge whether it is acceptable according to your own situation after you listen to it clearly, and you can skillfully solve this problem.

In the end, you can say this, and the interviewer will be able to make the appropriate judgment after hearing it.

"This overtime aspect of their own some ideas, rush project overtime belongs to the normal, they are also very supportive of the hope to see the project on-line earlier, but if the daily work can be completed on time, so that you still need to work overtime, this is not quite right."

There are also classes of questions:

"You have a good relationship with your boss and coworkers before, and the company's benefits are good, so why do you want to go? Is it that you think the money is too little"

This is a combination of HR asking through motivation and pressure. What do they want to confirm? First, your real reason for leaving, and at the same time using the salary and benefits package this to test whether it is one of the most important reasons for you, or it is also not a salary issue, or another reason.

I would suggest that we leave the motivation first of all to be very clear, whether it is because you quarrel with the boss in a fit of pique to go, or because the company does not allow office romance to fulfill the other half, you have to find a HR think reasonable reasons.

Zhejiang You Employment summarized a few points that you can choose to answer:

Answer truthfully. Interviews are required to be very sincere, if you deceive the interviewer, when the pre-employment background check to find out the problem, then I'm sorry, you may be dishonest and the employing company to give up hiring.

The company's product program adjusted the direction of the follow-up of this direction and their own planning discrepancies (can not say that there are discrepancies in technology.). If you say that the follow-up will use some other technology, because of this you think there is a discrepancy, then the subtext is that you do not want to learn new technology?)

These are the same as the ones you're planning.

I have a lot of ideas that I have not been able to realize, the space provided by the team is too small, there is no room for development (want to change the environment to promote, to fly higher).

According to their own situation to answer (moved to a new home, the company is too far away from the new home can not accept, or hesitation personal family reasons to leave, similar to the wife to give birth, want to take time off to accompany the birth. But the company does not approve the leave, no choice but to resign).

The stress test also has a role to play in testing whether what the candidate says is true. It's up to the candidate to decide whether or not they are being truthful.

3. Strain questions

"Why is the manhole cover round?" This kind of question is no standard answer, he is more concerned about why you will answer this way, tell me what your reason is. So how do you tell when these kinds of are strain questions?

This type of question you will find in the process of thinking there are and more than one possibility: because the sewer is round, so the manhole cover is round; because the round can be rolled, easy to carry; because the round look good ... and so on.

So this type of question to clarify the logic of their answer, say your answer and use your logic to support. This way, HR will know what angle you are looking at the issue from.

In summary, these types of questions are more commonly asked by HR: behavioral interviews, virtual scenarios, stress tests, and contingency questions.

4, a few other more common questions (attached to the answer to the idea)

Q: X years of planning is what / their own career planning is what / six months after you think you can make how to achieve?

HR focus: the company's development goals and your personal long-term goals are consistent?

Some candidates seek the space and platform for rapid development, but the company is a very stable state, so how to give you such space? Or if you've been promoted to a better title and salary since joining, have your work goals and original intentions become completely different?

A: This kind of question answer if you just repeat the content of your work, is not able to impress HR, such an answer is too general, many people so answer will become uninspired.

First of all, this question will have a time span, need to understand this reasonable time span in your development will be how. For example, as a developer, the general ability to reach, and involved in some of the better core projects, if smooth, generally 1-2 years can have a promotion process, you can say:

"First of all, or to do their jobs, in addition to their own strengths will be in the direction of big data, but also their own interest in the contents of the company in the development of big data afterward. The business support will play a very important role. I want to take on more functions in my future work by combining theory with practice, and I want to be responsible for managing a team."

You have ambition, want to become a leader, optimistic about the development of the company at the same time their own development and the company can maintain parallel, and for the company's business to make a contribution, these are your goals. This sends a very positive and purposeful signal to HR.

Q: What's your biggest failure/shame/biggest flaw?

HR examination focus: these types of questions are required to transform negative energy into positive answers, if you go along with the answer only said bad information, it is very likely that HR to continue to follow up on if you encountered the same situation you are not the same way to deal with it - that is, to leave the job. That way you're led into the pit.

A: You need to briefly introduce a case, tell the interviewer what kind of situation you encountered, and your own thoughts and state at that time. Then you need to say what kind of way you have made how to change, so that HR knows that your mindset and behavior have been transformed from negative energy to positive energy.