Interview Your Future Boss To Make Your Final Decision.

Whether you enter another industry or find the right opportunity in the same industry, what ultimately motivates you to make decisions is a career plan based on the previous one. It is a summary after several rounds of interviews.

At the same time, he should consider more specific career development steps and set out from his age.

A good reference is the development track of this post, and at the same time, if there is any possibility of horizontal development at the end of the position, then he will think of his "preferred keywords" - interest again - so he will think of those areas that are developing horizontally, whether they are interested in their own interests.

At last, he would think of these.

and

The relationship between the first year and the first year of the job is what degree it will achieve. What are the main things that happen? What will be the second or third years' self in this position? Will there be promotion or going abroad?

Is there any difference between the opportunity and the original intention?

This is still a process of data collection and analysis.

But the final information collection comes from your future boss, which is the key to your interview.

You have to learn to interview your boss and ask effective questions to help you make final decisions, including whether you have the qualities you like, trust, and whether you are easy to deal with.

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Human resource management is a process of selecting, educating, using and retaining people. For a short time, it is not an important part of employee relationship.

After analysis and comparison, a large number of companies find that employee turnover is more concentrated in three periods, that is, the second weeks, three months' probation period and the old employees who have worked in the company for 2 years. This is the 232 principle of employee turnover.

The first "2" is two weeks.

Why did the employee quit his job in the two week of the company? One hundred percent of the reasons were that he had cheated him when he recruited, and had worked for 2 weeks in the company. He had known some of the basic situations, and found that he was totally different from the one introduced during the job interview, so he would not wait any longer and offered to resign.

The author was responsible for interviews with employees who were working on employee relations. A former employee who resigned for two weeks offered to resign. After leaving the interview, he found that the main reason for his resignation was due to the difference between the corresponding salary and benefits offered by the recruiter and the recruiter when he applied for employment. At the beginning of the application, the recruiter introduced his welfare benefits such as travel allowance and quarterly bonus after entering the office. However, after the real entry, he found that the poor allowance was not enough, and the quarterly bonus was not available to everyone.

The second "3" is the three month probation period.

Why do employees quit their jobs during the probation period? There are many reasons, such as what positions the recruiter has promised him, what training he will take, what benefits he will enjoy, what opportunities he will have, and so on. However, 3 months have passed.

Or when the recruiter describes the company's corporate culture and how it works, but after three months, he has a deep understanding of the company's corporate culture and finds that you are too exaggerated.

At this point, employees will think again, and they will not wait or adapt after the trial period.