Interview by supervisory personnel.

<P> Keywords: interview candidates by the director of human resources management personnel Raiders career with the growing number of Chinese companies on the market can lead the team needed more and more sense in the first line of work and results achieved to supervisory personnel. .For the department managers and supervisory personnel of various industry professionals demand has been ranked the top three positions demand. .</ P> <P> internally and externally, is the executive-level talent in the interview come out on top of the necessary conditions for their so-called inner refers generally must be very rich sector management experience and work experience in comparable positions, as individuals .whether there should be a special experience in the industry is not as important as the department of management experience. .Only about 60% of the company was clear that the director must be similar to the related industry management experience. .Therefore, we can get a clear conclusion: your past work experience in the peer certainly useful, but to cross the same apply for similar positions open to eat. .To cross or cross-business unit is not difficult, the difficulty is no major accomplishments in your past, do not take the company to survive, or create new experiences. .So concerned about your worth in a row on how better to think about whether you have a solid experience. .Before the interview must first weigh whether the successful management of their cases, their management in the department where the core competence? .</ P> <P> the so-called is that you in the interview outside of their packaging, the packaging here is that your performance in the interview. .And interview performance will affect the results of your interview, even if you have five vehicles that it can learn the rich, but if you can not show it in the interview that much, nothing. .If you want to interview director of posts, then you have before you should do some homework on the company's development must have a clear understanding of what the company's business before, now what is the future there may be to develop what the company .What is the mission statement, organizational structure, important sectors of their relationship and interaction between how, for these problems, which you must have a clear mind map. .Because the supervisors are the backbone of the company, we must identify the company's culture and the company's direction, the team can play the greatest force. .</ P> <P> addition to accurately measure before the interview to be found in their core competencies, a comprehensive understanding of the company outside of these two rules, there are two points in the interview must be always careful. .</ P> <P> first. .Keep self-confidence. .Especially for executive-level positions to candidates who, the company move you to your future is to manage a team, if not confident that their own how to lead others? .Remember: If you come for interview, to prove that you have confidence in the post, but myself have the courage to face the recruitment of staff. .But do not confuse the confidence and arrogance, self-confidence through performance out of your demeanor, such as voice to be sure, powerful not to have stuck to eye contact with recruiters should have the courage, do not dodge, face collapse does not matter to her face with a smile, .and so on. .Self-confidence is shown modest, prudent and free from anxiety, and performance is often arrogant ego, boast, for the problem do not know Taitailielie, do not know when to understand. .</ P> <P> second. .Response to a question must be clear, logical and coherent argument should be clear. .For example, when asked about the work done in the past what objectives, to clearly say what done, how long to complete, the completion of the outcome, and these results can be measured by the data, while these objectives .The completion of the company's mission, objectives and strategies have any effect, and so on. .This answer can make believe you do have a recruiter in the future when the leadership team to determine objectives, assigning tasks, the ability to communicate between. .</ P>.