8:00 Panasonic Recruitment Session
In the spacious and quiet meeting room of Tianji Network, heads were moving around. The recruitment session for Panasonic held by the "21st Century Talent Newspaper" was taking place here. As soon as you entered the hall, you could see a prominent banner: "Panasonic Recruitment Session."
After a brief introduction of the time schedule, the recruitment session officially began.
After an hour of individual interviews by the chief examiner, everyone gathered in the large conference room. The formal on-site simulation activity started.
First Round: Introduction
When the journalist stepped into the meeting room, the event had already begun. There were about 20 applicants sitting in the meeting room, each introducing themselves briefly. After the introductions, the chief examiner asked a question: "After the introductions, who can remember the names of three people?" At this moment, only two people raised their hands and then recited the names of three people. "Who can remember two?" At this point, three more people raised their hands. "Who can remember five?" No one raised their hand anymore. This round ended.
However, the journalist was deeply attracted by the chief examiner. This did not seem like the usual interview method; it was filled with various challenges. The key was whether the applicants possessed such qualities. Perhaps self-recommendation is a method used in many situations, but how many people would remember what the previous person said? They were just thinking about how to introduce themselves better and attract attention. However, the chief examiner wanted exactly these reactions.
Second Round: Organizing a Team
While the journalist was still marveling, the next phase began. This round aimed to test everyone's ability to divide tasks and cooperate.
At this moment, everyone was divided into two groups. Within the specified time, each group had to come up with a name for their team, select a captain, compose a team song, and determine their team slogan. These seemingly simple tasks were designed to identify each group's cooperation ability. This kind of game seemed to bring everyone back to their childhood. The first group had two girls, while the second group consisted entirely of boys.
The first group, following their division of labor, began their actions. They first selected the leader of their team and then discussed the team's name, completely forgetting that the people in this team were competing for positions with them. Instead, they blended together. After all decisions were made, they began discussing their team song and slogan. To make their team song and slogan more appealing, the group captain let one person start brainstorming ideas while the slogan was discussed collectively. After everything was decided, they even practiced their team song at the top of their lungs. The journalist watching from the side was also infected by this atmosphere. Such a united scene was quite touching, especially during a recruitment session, where the usual interview and examination procedures were thrown out the window. Here, they seemed like colleagues doing what their team should do.
However, the male group seemed somewhat surprising. They were discussing topics in pairs or small clusters. Maybe they were discussing the same topic, but instead of discussing collectively, they were scattered. The journalist's only feeling was: they were interviewing, but forgot what the chief examiner was testing - teamwork and collaboration. It wasn't until the chief examiner reminded them.
While the first group was selflessly rehearsing their team song, the chief examiner took out a piece of paper with a corner missing and asked, "Did any of you notice that this piece of paper is missing a corner?"
"I noticed it," a few people replied.
"I know, because you tore off a corner during my interview," one man said.
"And none of you noticed there was a paper ball beside the leg of the chair you sat on during the interview. Until the interview ended, no one picked it up."
Laughter erupted.
"Alright, continue," said the chief examiner.
The entire venue was filled with the singing of the first group. The second group also began to sing loudly. The atmosphere in the venue was joyful and pleasant, and no one would have thought this was a recruitment session. People outside might think it was a cultural symposium.
Third Round: Building a Team
Under the leadership of the chief examiner, the work proceeded in a tense yet fun manner.
The subsequent on-site simulation involved building the structure of their own marketing department. According to market needs, they had to define the required positions, the functions of those positions, and the qualities suitable for those positions.
Looking at their titles, the journalist recalled doing this exercise when working in a company. Even after working for so long, few people knew the function of their position and the qualities it required. However, for a company, every position should play the role of a screw, otherwise it's a waste of resources. Therefore, these tasks need to be done well by the HR manager during recruitment, which is also a test for them.
This simulation required a lot of paper. At this time, the staff distributed the paper on two tables, but it was stopped by the chief examiner, who said, "All the work today has to be done by me. If anyone needs anything, they have to tell me, and others cannot take over."
The paper was taken back.
The chief examiner wrote a few words on the board: Resources are limited, resources are infinite.