How should candidates prepare before the interview? This is a problem many people have, especially for fresh graduates. Because they have no experience and don't know what the interviewer will say, everyone is confused. In fact, the interviewer's questions are similar, mainly in so many categories.

一类是开放式问题，这类问题是面试中很常见的问题，比如：可以谈谈您对新闻的看法吗？互联网经济的认识？业余时间里，您有什么兴趣和爱好？这种问题往往没有固定答案，目的是让候选人谈谈个人见解，面试官的目的是考察求职者的表达能力、价值观和逻辑思维能力。

One is open-ended questions, which are very common in interviews. For example, can you talk about your views on the news? Understanding of Internet economy? What interests and hobbies do you have in your spare time? This kind of question often has no fixed answer. The purpose is to let the candidate talk about his personal opinions. The purpose of the interviewer is to examine the applicant's expression ability, values and logical thinking ability.

二是假设性问题，通常情况下，这类问题偏向引导，答案没有对与错，主要是看候选人畅谈对事情的看法及个人意见。常见的问题是：得到机会晋升为公司中层管理者，你倾向于放权式管理还是教练式管理？你有两位下属获得加薪机会，你倾向选择区别对待还是通对待处理加薪？

The second is hypothetical questions. Usually, such questions tend to be guided, and there is no right or wrong answer. It mainly depends on the candidate's views on things and personal opinions. The common question is: do you prefer decentralized management or coaching management when you get the opportunity to be promoted to the middle management of the company? You have two subordinates who get a raise. Do you prefer to treat them differently or deal with the raise through treatment?

三是压力式问题，主要是为测试候选人的心理素质、对压力的承受能力、在压力面前的应变能力与人际关系能力等。比如说：经过这次沟通交流，我们这边觉得您的期望薪资与能力不成正比，您怎么看待？您缺乏行业经验，如何能胜任工作？你与上级意见不一致的时候，怎么办？

The third is the stress problem, which is mainly to test the candidate's psychological quality, ability to bear pressure, adaptability and interpersonal relationship ability in the face of pressure. For example: after this communication, we feel that your expected salary is not proportional to your ability. What do you think? How can you be competent if you lack industry experience? What should you do when you disagree with your superiors?

此外，为了更好的了解候选人过去的行为事件，预测未来工作表现趋势。比如说：请谈一下您近期遇到的一个项目难题，怎样解决的？或者说谈谈工作中遇到的重大挫折或者团队分歧，是如何处理的？通常这些问题都是考验求职者应变沟通能力、抗压能力、心理承受能力和危机事件处理能力。这些是软实力的体现，也是现在很多企业都普遍看重的。

In addition, in order to better understand the past behavior events of candidates and predict the future performance trend. For example: please talk about a project problem you have encountered recently and how to solve it? Or talk about how to deal with major setbacks or team differences in work? Usually, these problems test job seekers' adaptability, communication ability, pressure resistance, psychological tolerance and crisis handling ability. These are the embodiment of soft power, which is widely valued by many enterprises.

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