"Five Hundred Strong" Recruitment Standard Exposure

Since Tang Jun's "education gate" incident, he has focused on employee's professional ethics and integrity. The top five hundred in the world Enterprises seem to have tightened their nerves in the selection of new recruits. In the recruitment of campus in 2011, "integrity and honesty" has almost become the slogan for all enterprises. Some enterprises even speak frankly to students, and will also conduct background checks on applicants. Take the Dow Chemical, Procter & Gamble and Amway as the representative of the top level of human resources of famous enterprises, and take their selection criteria as an example. Graduate application Famous enterprises give a series of Practical suggestions 。

　 Chen Yanli, director of human resources at Dow Chemical Greater China, on Dow Chemical talents:

Dow chemistry needs "innovation + communication" master.

Key words: integrity + Innovation + communication skills

For Dow, the first value of the company's three values is integrity and integrity. So when selecting talents, honesty is the first consideration, and background checks will be conducted in both campus recruitment and social recruitment.

After the acquisition of Rohm Haas by Dow Chemical Company, business transformation is being carried out to develop into a customer centered, technology driven growth company. Therefore, when selecting talents, the requirements for innovation ability are very high. In addition, we will emphasize the communication ability of applicants. Dow chemistry is a relatively flat enterprise structure. It requires employees to have strong independence to complete some of their tasks and projects. He may not have a direct team reporting relationship, but he has to use his superior communication skills and interpersonal skills to influence others to help him complete such a project. These companies, including these R & D personnel, have not only done the experiment in the rear, but also communicate and discuss with the business department to understand what the business department, the customer needs and help the customer to lead, so this has a great change from the thinking mode.

　 Suggestions for graduating students: there is no fixed test questions to show the true self.

"How to write a resume to attract our attention? The answer is real! Let's highlight the highlights of some past experiences. It is also important for applicants to understand the market, learn and team work." For the popular interview treasure and secret book, Chen Yanli said Dow would not interview all the college students with a set of established models or worry about the leaks. And the culture of every recruitment company is different. This person may be ready for Dow chemistry, but it may not be applicable to other companies, so if you can show a more authentic one, you will be able to handle it everywhere.

　 Interview reminder: use scenario simulation to investigate resilience

"One side" usually gives some scenarios simulation, especially the business development department and human resources department. It often gives applicants a real case to examine the applicant's way of thinking and contingency capability for emergencies. For example, the examiners of human resources may ask students: how do you arrange a campus recruitment? Or I have a relatively high turnover rate in the Zhangjiagang factory. What kind of solution do you use as a human resource department? Because the research and development posts are more professional, they will pay more attention to the screening and background investigation of the resumes, but the scenario simulation is also less. Most of them are based on students' past projects in schools, and their own understanding of innovation, including their own unique contributions.

"One side" is more digging problems. After entering the "two sides", there will be more scenarios simulation. And the examiner will dig out the background behind him, or his way of dealing with the incident. So as to examine their team spirit, leadership and communication skills.

　 Competition index

In the 2011 Campus Recruitment, Dow Chemical provided 79 jobs, up 60% over the same period last year. By the middle of October, more than 3500 resumes have been received. It is estimated that 5000-6000 resumes will be received by the end of October when the application deadline is online.

　 Zhang Yuzhu, vice president of human resources at Amway Greater China and Southeast Asia, talks about Amway talent view:

Amway: looking for "matching" Talents

　 Key words: real personality is consistent with corporate culture.

On the basis of testing the basic ability (logical reasoning ability, English proficiency, etc.), the most important thing for Amway is the personality of the recruiter, matching the personality with the corporate culture and matching with the job, so as to realize the "win-win" between the company and its employees. {page_break}

About professional

This year's campus recruitment has no clear restrictions on students' majors. But under the same conditions, students in food science, computer application, logistics management, journalism, advertising, Chinese, economic management and other related majors will be given priority.

　 Suggestions for fresh graduates: sincere and concise resume with high hit rate.

For the "500 yuan astronomical resume" posted on the Internet, Zhang Yuzhu believes that regardless of whether the resume is gorgeous or not, it is important that the content of the resume is: "generally speaking, HR prefers to be concise and has a clear resume to show the reasons for our company."

　 Interview reminder: do homework and show "matching degree".

The Amway Corp will examine potential employees' identification of their corporate culture and values, so as to comprehensively assess the matching degree between candidates and their posts, and the enthusiasm and adaptability of their jobs. Therefore, before the interview, candidates can accurately interpret Amway culture through the company website and Internet search, so as to identify their values. When you interview, you can show your match with your company.

　 Competition index

In the 2011 Campus Recruitment, Amway Corp recruited 20 management trainees for national colleges and universities, and was equal to 2010 recruitment. New personality tests have been added to the test items, and competition is still fierce.

　　 Yang Yudan, deputy director general of Procter & Gamble human resources department, talks about P & G's talent view.

P & G: innovation and environmental protection, sensitive to external changes, priority.

　 Key words: honesty, integrity, innovation, environmental protection talents

In this year's campus recruitment, P & G has doubled its position than last year. P & G's personnel standards consist of four parts: first, leadership. It does not mean that student cadres must set a goal and strive for it in a complex society. Two is the ability to innovate. Through fresh blood to lead the innovation of product service, engineering and production process, and at the same time, it pays attention to energy conservation and environmental protection. Three, it is the ability to keep pace with the times. It needs continuous learning enthusiasm, interest in external changes, and more excitement. The four is teamwork spirit, honesty and integrity, courage to take risks and strong ability to identify problems and solve problems.

　 Suggestions for graduating students: know yourself and know others.

Be sure to do your homework before the interview. It is possible to know in detail whether the company has been listed, what products it produces, what sectors it is interested in, and why the value of the company is consistent with its own values, and the employment potential of the company. We can learn about the company's culture through Internet search, or contact with P & G employees. There are many job opportunities now. As candidates, they must have a good grasp of themselves. Know what you want, five or ten years later, this enterprise can help you achieve your goals, and so on.

Interview reminder: three "ask yourself"

P & G's interviewer usually looks at three aspects: why choose Procter & Gamble? Why does Procter & Gamble choose you? If you choose P & G, what is the future career planning? You need to find evidence to prove this. The examples that can confirm the interviewee's diversity and multifaceted abilities are the most effective to the interviewer. But remember that it must be true! It is easy to see whether the interviewer is making up stories.

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IBM laying the blue road

The value concept of IBM is 12 words: "achieving customers, innovating and trustworthiness". Half of the candidates were selected from university graduates, while half of them were from mature employees with working experience, requiring applicants to have the ability of logical analysis and adaptability to the environment. The two is morality, and this is a prerequisite for employment. Three is the actual technical ability and psychological characteristics of the post, including communication skills, computer operation ability, English level and development potential.

　 Microsoft: looking for smart people

Microsoft has its own way of testing people's "intelligence" level. For example, the examiner will ask you, "how many gas stations are there in the United States"? These questions, of course, do not test your memory and common sense. In fact, there is no standard answer. The key is to examine your ability to analyze problems and how to find a breakthrough point. Microsoft not only recruits computer talents, but also attracts people with adventurous spirit.

World Bank: the basic condition is to skip the 3 slot.

To apply for the world bank, at least skip 3 slot. Because the world bank believes that it is very important for bank personnel who often need to check and verify capital.

　 UPS: first requirement is clean and honest.

Honesty is the first requirement of UPS for the quality of employees. In order to ensure that employees have a high level of integrity, UPS has taken three measures: to select candidates through "visual inspection" and "cardiac testing" and the probation period; finally, to adopt a set of behavioral science testing mechanisms to score employees.

　 Intel: "3 points"

Customer first, self-discipline, quality, innovation, happy work, and pay attention to the results - this is Intel's corporate culture and spirit of enterprise. The first condition for Intel to hire people is to identify with the spirit culture. When recruiting fresh graduates in Colleges and universities, Intel is willing to recruit students who are 3 but innovative. It is best to complete creative projects at school.