About the interview, you need to know about the company.

During the interview, the company will assess whether your various aspects meet their requirements...

But have you considered whether all aspects of the company meet your needs?

The following summarizes some common problems of reality:

First of all, I would like to ask questions about career planning and career planning. In fact, this is what the interviewer asked about the company. Have you set up some career plans for employees? Is there a formal training like a sample? If you have not applied for training, will you be able to reimburse the company for the expenses incurred? The reimbursement rate... what are the promotion channels for this position? What kind of incentives or assessments do I need to transfer to another position?

Secondly, I have always thought that standardization is one of the core competitiveness of a company. If it is not, how can we ensure the rights and interests of employees? If it is not standardized, the company will always start from its own interests, rather than from the interests of its employees. if it is not standardized, the company is a company without vision. Staying in it will only waste time... specific aspects of standardization: whether the five insurances and one gold are complete, and what is the base payment ratio, (This involves whether the company is a socially responsible and honest enterprise, of course, responsible for its employees.) How can we calculate the amount of holiday bonuses and year-end bonuses? How is performance calculated? ...

Finally, the salary problem arises, such as the salary composition, salary structure, salary grade, and the algorithm of each component. What is the very important salary adjustment probability? How much salary will be paid during the trial period? How much will the upper and lower limit be paid after the Probation (for example, 500-1000 )... this part is of great concern to employees. Why should the company simply put it bluntly?

Additional, some other content, whether the company has value-added, such as my general treatment into the company, but after going out of the company, the treatment immediately rose .... cultural Atmosphere, whether the company attaches importance to employees, whether it attaches importance to the cultivation and play of employee personality...

Additional: The company's core competitiveness, the company's general development focus, the company's stage, expansion? Maintenance? Reform ?... Understanding this should make personal judgment a little longer... of course, we don't know how to treat employees from the perspective of human resources...

The above is only my personal opinion... hope that more specific content will be added to the passing comrades. Thank you.

AfrikaansAlbanianArabicArmenianAzerw.janiBasqueBelarusianBulgarianCatalanChinese (simplified)Chinese (traditional)CroatianCzechDanishDetect LanguageDutchEnglishEstonianFilipinoFinnishFrenchGalicianGeorgianGermanGreekHaitian CreoleHebrewHindiHungarianIcelandicIndonesianIrishItalianJapanKoreanLatinLatvianLithuanianMacedonianMalayMalteseNorwegianPersianPolishPortugueseRomanianRussianSerbianSlovakSlovenianSpanishSwahiliSwedishThaiTurkishUkrainianUrduVietnameseWelshYiddish

Bytes
AfrikaansAlbanianArabicArmenianAzerw.janiBasqueBelarusianBulgarianCatalanChinese (simplified)Chinese (traditional)CroatianCzechDanishDutchEnglishEstonianFilipinoFinnishFrenchGalicianGeorgianGermanGreekHaitian CreoleHebrewHindiHungarianIcelandicIndonesianIrishItalianJapanKoreanLatinLatvianLithuanianMacedonianMalayMalteseNorwegianPersianPolishPortugueseRomanianRussianSerbianSlovakSlovenianSpanishSwahiliSwedishThaiTurkishUkrainianUrduVietnameseWelshYiddishEnglish (auto-detected)» Chinese (simplified)