上节复盘
为什么你这么努力还是进不了外企（一）主要对第一轮面试的自我介绍部分做了分析，自我介绍要围绕用人部门的职位需求，谈论工作经验要时常加入自己特长，而不是长篇大论的夸自己，以及打败竞争对手的附加能力。上节中主要介绍了团队精神、沟通协调能力的英文表达方法，本节中会介绍更具竞争力的行为性问题。比如应聘者的领导能力、解决问题的能力、决策能力。
回答行为性问题主要有三大核心步骤：
1、描述当时所面临的问题或挑战
2、详细描述解决问题的具体步骤或方法
3、最终的结果
描述当时所面临的问题或目标
1、I need to set the revenue objectives for the next season.
2、Last month， we receive lots of complains about sevice attitude.
3、As a worker in sevice industry, our employees should have in-depth training on it, but we have none.
4、My supervisor gave me an unreasonable deadline to complete a project.
5、I headed up a project which involved material and personnal allocation.
6、In my five years work experience, I have worked with people from differrent background and culture. The only thing trouble me was with people who were not dishonest about work issues.
详细描述解决问题的具体步骤或方法
以上描述了几种经常面临的问题或目标，接下来，应聘者应从自己的工作经验中寻找一个与所应聘职位密切相关的实例，并对处理结果加以描述，这个实例最好是已经解决的。
I scheduled all tasks. Ruled the deadline of each task and I scheduled reminders to be sent out before deadline.
I immediatey set down the superior tasks. We were able to make a workable plan that guarenteed the staff and materials were available
I worked very hard to meet these targets and constantly monitor my sales performance.
最终的结果
在这个以结果为导向的职场竞争中，有结果的执行才有意义。即使还没有出现最后的结果，也要在面试中表现出自己积极采取行动，弥补不足之处的态度。
This worked well and procrastination doesn't happen again.
The arrangement was time-consuming, but it reflects well until now.
The report was completed with great effort by each staff, and I didn't miss the deadline of product launch.
常见行为性面试问题
下面为大家整理了一些高频行为性问题，面试前可以先提前准备好，有备无患~
1、The example of a goal you have reached and how you achieved it?
2、Discribe a decision you made and what is the result of the decision?
3、Have you ever decide to handle a project that was unpopular and your team workers weren't thrilled about? How did you solve the trouble?
4、When you were not satisfied with your work performance, How did you do?
5、What did you control mistakes in your work?
6、What kinds of people you have difficulties working with?
如何处理负面问题
在面试过程中，HR经常会问一些负面问题，来考察面试者的应变能力、心理素质能力等。这些负面问题包括评价自己的缺点，工作中的失误，对前雇主的评价等等。这些负面问题回答好了，就是加分项，回答不好则会直接被pass。
回答负面问题要遵循以下原则：
1、直面问题，不要拐弯抹角：HR们都是老油条了，避重就轻的把戏在他们面前就只能让你呵呵呵
2、诚实回答，结构清晰：表述准确，千万不要夸夸其谈，让人很反感。
3、态度积极：任何公司都喜欢自带正能量光环的员工。
然而，面试官也不愿意听赤裸裸的实话，他们想知道的是你的缺点会不会给团队进步造成影响，你为了改变这些缺点做了哪些努力。所以我们要把谈论的重点从缺点转变为改变缺点的行动。
I was not good at XXX when I just graduated from university and started my job, mostly because XXX. What I decide to do was XXX, which really boosted my confidence. Now I don't feel at disadvantage when I do XXX.
回答模板：
1、I used to have difficulties in/ I was not good at..., mostly because....
2、Ever since， I've paid more attention to... in a timely manner
3、In hindsight, I should have....
4、I shall not mind working overnight for a couple of days or even weeks in times of tight deadline, if this situation becomes routine work, I think I need to banlance work and personal life.
除此之外，HR们为了了解应聘者的价值观还会询问一些应聘者的性格爱好、业余生活之类的。上述这些就是第一轮面试的主要内容，如果将这些内容掌握好基本就不会有太大问题了，下一轮的面试通常由部门主管来主持，专业性会很强，各位小伙伴有木有想了解的方向？欢迎给我留言，我会选留言人数最多的方向来写~
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