The interview process in international companies

Radiating to the interview: The interview process in international companies tim viec ban hang Candidates seeking work, really you are interested in the interview process in an international company? You want to know the employer (NTD) often expect something in the candidate, the candidate's fault NTD listed in "critical" that they lost the opportunity to be selected? Please reference the following article quoted from an interview with Ms. Vo Minh Trang - Human Resource Management, Head of Human Resources of the company British American Tobacco Vietnam. Interview process including the steps? If you know the interview process in a company, you have to take a step forward in preparation for the interview with NTD was successful. If you are confused about the goal of the interview, you will be prepared with the knowledge and strategies needed to demonstrate to consumers the most suitable candidate. BAT 2 companies own interview process for the two groups of candidates: candidates at the staff level (junior) and management-level candidates (senior).

Staffing candidates will undergo two rounds of competition: multiple choice test ability (Ability tests) and interviews with HR representatives and managers directly (line manager). Candidates will test the ability of about an hour and a half, by the skill test logical reasoning (numerical reasoning and verbal reasoning skills). Recruitment process for management-level candidates - manager will include more steps: interview with HR, interview with the manager directly (line manager), assess the candidate's capacity (Accessment Center, usually about half a day), and multiple choice test a candidate's ability (Ability tests). Of course, in the second interview process, the main steps have the flexibility to change each other, not necessarily one step before the other, meaning that you can do ability tests before the interview with HR. Consumer criteria for candidate selection decisions? You guessed NTD based on the criteria to decide to hire or not hire a candidate? His work experience? Of course, experience plays a very important role, but not the correct answer. Level of education and skills of the candidates? Both are very important, but also not. The decisive factor is the candidate's true ability and the ability to match employer needs. tuyen dung it She said, "Many candidates profile looks very suitable for the vacancy. But when we started the interview, a number of candidates to reveal their true ability does not meet the job requirements. If candidates do not demonstrate their capabilities in accordance with the position, I will end the interview early. " My advice to you: In order "hundred percent wins", you need to remember: all information on work experience, education, skills and achievements described in your resume of course, plays a very important role important. But if you can not prove the experience, skills and education in accordance with the position, you will not achieve your dream job. You really understand the job requirements and yourself? The biggest difficulty faced by consumers is that many candidates interviewed but did not understand the job requirements, and they keep the "impartial" applicant applying. Only when entering the interview room, NTD discovered candidates did not read the job description (Job description) and the candidate's ability to really far away from many compared to the job requirements. That makes consumers spend a lot of time to filter out candidates really suitable for the vacancy. So to save time for both candidates and the NTD, you should read the job description carefully to understand the requirements of the job. My advice for you: One position (job title) can not fully express the nature of the work, and with a vacancy with the same title, the company will have the required work completed different. For example, Trade Marketing Executive position (trade marketing staff) in BAT have very different requirements for this position in other companies due to this particular field of activity of the company. http://www.careerlink.vn/viec-lam/ke-toan-tai-chinh-kiem-toan/1 In addition, some candidates said they submitted the application form for a position because "I love this job." Of course you are applying for a position that is because you love it. But you need to make a proper distinction this: Do what you will do when you actually have the ability to do this work. For example, you would love to do PR (Public Relations or Communications and Public Health). But you do not even have the ability to communicate well in English is their native language, or you are an introvert and not confident in building relationships with the people around. In that case, you drill applicants applying for this position. My advice for you: Read the job description carefully instead of just reading through the speaker position (job title) of the works. If you do not understand the job requirements, the initiative calls for consumers to be sure you do not apply applying the "wrong" thing to do for both you and the consumer takes time The job you may be interested in viec lam cong nghe thong tin