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西门子面试法则 来源： 2011-3-2 11:03:22 ?笔试题1. Whats your motivation for applying for SISC? (1500 letters) 2. How do you think a friend or professor who knows you well would describe you? (1500 letters) 3. How would you describe the ideal job for you following graduation? (1500 letters) 4. what are your long range and short range career goals and objectives?When and why did you establish them and how are you preparing yourself to achieve them? (1500 letters) 5. Tell me a challenge you had in your work/study life. How did you overcome those difficulties and achieve the goal. (1500 letters) 6. Interacting with others can be challenge at times. Have you ever had any difficulty getting along with someone at school? Tell me about a specific situation in which this happened. How did you handle it? (1500 letters) 7. Tell me about a situation in which you had to adjust quickly to a change in organizational, departmental, or team priorities. How did the change affect you? (1500 letters) 8. Describe a situation in which you saw a problem and took action to correct it rather than wait for someone else to do? (1500 letters)参考答案：德国企业最近是职场就业的热门，有着156年历史的西门子，更是吸引了许多准白领的目光。西门子需要的是什么样的人才？对新人有怎样的考核方式？带着这些疑问，西门子（中国）有限公司人事部经理马清、西门子（中国）有限公司上海分公司人事部顾问吴芸揭开底牌。 　　法则1：关注直接信息 　　西门子公司的职位一旦出现空缺，会通过网络渠道，采用e-cruiting这种方便快捷的形式发布，人事负责人和具体招聘岗位部门经理，从信息发布到面试人员筛选再到最后办理手续的整个招聘过程中一直协作。 　　法则2：面试注意四眼 　　西门子独特的面试原则是多眼制.面试时不但有人事主管、线上经理，同时还会有第三个面试官。他可能是一位有经验的线上经理，或者是有经验的人事顾问。因为只是由一个人做决定，可能会受到个人喜好因素影响，有很大的主观性，所以西门子采用的是至少四眼制。 　　人事部衡量的是competence，so鄄cialskill.部门看重的是相关业务知识和技能。招聘重要职位，人事和部门负责人各执一词，难以达到共识时，就会由第三个第四个有经验的人从更客观的角度来作出评判。 　　通常的岗位都是采用面试就可以确定录用人选。但对于像general，sales特定的岗位，职位要求比较高的可能会通过评估中心，做集体评估，有问卷问答，casestudy，情景面试各种方式及综合表现对他的个人能力和素质做出判断。当然这种评估是比较特殊的，是有一定要求的，比如说招聘团队的leader，或者大客户的经理才可能会用到。 　　法则3：不要脚踩两只船 　　在招聘过程中人事主管发现，有很多求职者会同时应聘西门子的许多职位，这样做显得很盲目，有的应聘者甚至没有看清楚招聘所需要的条件。这说明一些应聘者在选择职位时没有针对性，致使整个招聘流程变得比较长，也降低了他求职的成功率。因为人事主管看到这样的简历绝不会在第一时间内注意到他，而是去选择其他人。 　　西门子的笔试用得不多，只有当公司一次招一大批人时，可能会有个简单的英文笔试。针对具体部门也会考核应聘者的计算机、英语能力。假设要考核公关