Almost all workplace proposals mention the importance of "matching" each other, as people with positive labor experience know. But how to be sure that "matching" is a big problem? According to past interviews, both the job seeker and the employer are essentially on the right side of the interview, saying what the other person wants to hear.
There are bound to be blind spots in this process, and each group will have its own unique cultural atmosphere, traditions, habits, assumptions and unwritten rules, which add up to "we do it here". But the real decision-making whether to "co-ordinate" is precisely these "do it all", such a complex and mysterious tradition, enterprise HR is difficult to use language to describe, so usually with a few commendatory words.
In line with its own obligation, we need to try to find "matching". If you're not changing your job for a change, the pursuit of "matching" requires that job seekers familiarize themselves with the boss as much as possible before the interview, with the exception of candidates'standard homework.
Try to get the correlation signal from the mouth of the former employee or current employee of the boss, and the more detailed the question, the more useful the answer is. Be sure what you really need? Independence, creativity, power, money, adventure, career are all the prices that people are looking for, but some of them can be abandoned and others can't be bargained. Only those who know what they want can be themselves.
Headhunter's point of view, affirm their own needs, and then according to the needs of point design problems, to explore their own ideas and corporate culture is in harmony. The same principle, the smaller the better.