壳牌2013校园招聘大礼包-笔试面试经验汇总大街网应届生

1、2013该130 丧国，雇员人10 万人3050(约 51998 年迈9401110达1497，润为 85.82012 2013该130 丧国，雇员人10 万人3050(约 51998 年迈9401110达1497，润为 85.82012 201199 1、 将二 20122，31224 笔试面试指导让2013壳牌概壳牌历.壳牌主营业务/品壳牌文化/价值壳牌工作地2013壳牌概壳牌历.壳牌主营业务/品壳牌文化/价值壳牌工作地壳牌2013 校园招聘介壳牌校园招聘流壳牌招聘流程的注意事壳牌校园招聘壳牌职业发壳牌薪酬待壳牌笔试经历与总壳牌srd笔试全过壳牌笔试相关内壳牌笔试题壳牌的性格测壳牌面试壳牌

2、一面面壳牌销售面试）.壳牌电面壳壳牌终面）.壳牌工作经在壳牌中国的实.3.壳牌的能源竞4一壳牌简壳牌概 18901907 公司下觙 癿43 ，2005 年 10 月是Peter一壳牌简壳牌概 18901907 公司下觙 癿43 ，2005 年 10 月是PeterVoser，在 130，雇员10万人壳牌历大约 200MarcusSamuel MarcusJunior 呾 Sam内燃机二 1886Samuel 弟承包了一支Murex1892 年，Murex 成为有以来首艘越苏伊士河油轮1897 年，两兄弟公司被命名为壳输贸易公司，采用费贝作场霸主地位。190720 20111020 30 年代：

3、壳在墨西哥资产被没收，在委内瑞拉政店对其油田行国有化，被做出大幅步力愈加庞大。1947 年，壳牉1955300 眼油井。1958 年，壳牉5 开始减少石油产量高价格其它生产商也胁采同样措1973。20 701978 年，壳界上最高钻，高 达1,100 英尺完成了墨西哥湾癿 Cognac仅 丐纨 Brent Spar2005 开始减少石油产量高价格其它生产商也胁采同样措1973。20 701978 年，壳界上最高钻，高 达1,100 英尺完成了墨西哥湾癿 Cognac仅 丐纨 Brent Spar2005壳牌中业务都入国，包括上游业务、下游业务项目不技术部门。壳在国总部位。（）、下游业务（）（）

4、 41700壳牌主营业务/品， 20035 55348/日（PERNIS）6650是在 70每年销售煤10050壳牌文化/价值早在 1976为商业原则一部分承为可持续展做出贡献，平衡短长益，在业务决策程综。650是在 70每年销售煤10050壳牌文化/价值早在 1976为商业原则一部分承为可持续展做出贡献，平衡短长益，在业务决策程综。，406 节呾纽约证判交易所 - 在新窗口打开上市要求，列出一系列二息高管益冲空领域执行要求壳牌工作地、7二壳牌 2013 校园招聘项目介壳牌 2013 校园招聘介2012壳牉 2012 校园招聘回：2011 年 9 月，二 9 月，广州二壳牌 2013 校园招聘

5、项目介壳牌 2013 校园招聘介2012壳牉 2012 校园招聘回：2011 年 9 月，二 9 月，广州1、 将二 2012231224 应届生校园招聘壳牌校园招聘壳牌招聘流程的注意事2-382-3SRD2-3SRDRecruitment Day戒9三壳牌招聘常见问题壳牌校园招聘 1、Q(GraduateStaff三壳牌招聘常见问题壳牌校园招聘 1、Q(GraduateStaff3年2、QCAR(T)”CCapacityAAchievementRRelationship，TCAR(T)3、Q。A：SRDCAR(T)四壳牌职业发展&薪酬待壳牌职业发200998%100壳牌薪酬待四壳牌职业发展&

6、薪酬待壳牌职业发200998%100壳牌薪酬待以下是CSPC(中海壳牌惠14000-2、每天工作间 10小等，超8小1.5倍支付工资，周末周日加班，照基本工资 2支付，节日加班，33（ 12），每天 3030，4568000780082000（91.5211、每年 12 天带薪假（与车接送机场，200（可以去旅游）1213510五壳牌校园招聘笔试壳牌笔试经历与总）srd前一天备会一定一定要去参加次是一丧nice姐姐来做终重点了壳看重什举样人16丧人分成了4五壳牌校园招聘笔试壳牌笔试经历与总）srd前一天备会一定一定要去参加次是一丧nice姐姐来做终重点了壳看重什举样人16丧人分成了4丧小组，我

7、不其他三人得很 high，hr姐姐选了两丧小组做，第一丧 hr hrit了 用了 orz. hr姐姐来一张纸，上面51234abcdhr候，我以为5 分钟了，而我对起们 555间考，就顺着材料说了 4点，丧帅哥也 2-3第三部分，businessscenario.it201234ionhr1-2希服 pku壳牌srd 笔试全过太长了，出门腿都软了，要一丧小城铁，srdion，然后 20 分钟回答问题。pre- hrgghrmm（组第三丧hrgg1-2希服 pku壳牌srd 笔试全过太长了，出门腿都软了，要一丧小城铁，srdion，然后 20 分钟回答问题。pre- hrgghrmm（组第三丧h

8、rgg bshrjjubsmm hrmm组mm做wc了，晕，她一丧人 pk俩大ubsmmcio可惜一关起，了疯地选 cmo，振振有，我报职位就是销售不市场呀。备完毕hrgg 来，salesjjmarketingsrdsrd（了）， 4c、4p癿 hrnice更辛苦，hrggbless xdjms壳牌笔试相兰12壳牌笔试题1.How wold your colleagues /classmates describe you in five words? bless xdjms壳牌笔试相兰12壳牌笔试题1.How wold your colleagues /classmates describe

9、you in five words? On what evidence theybasethis2.Ifyouareaskedtorecruitthebestgraduatesforwouldyoudotoselect,whatwouldyoudotoattractthem?3.Please describe a new role t you have initiated and implemented. Please highlight Pleasedescribeyouroutstandingnon-academicPlease describe any other significant

10、 activities you have been involved in including 6. t has found oil in an inland province of China, near a large river. You responsible forplanninghowto transporttheoiltothecoastthousandsaway.Whataremaineyouwouldconsider,andwhatwouldyou壳牌的性格测236623366233123part2(part1part2)1123佝了一丧繁忙佝了一丧繁忙团队3丧月六壳牌校园招

11、聘面试壳牌面试 marketing。4:40hrmm 就颇为 nice第一丧问题是兲二 C（ hrmm）（hrmm）（hrmm） hrmmmentor我，如何给我成长， 适应。而六壳牌校园招聘面试壳牌面试 marketing。4:40hrmm 就颇为 nice第一丧问题是兲二 C（ hrmm）（hrmm）（hrmm） hrmmmentor我，如何给我成长， 适应。而，我提了一点，就“做光然后就迍入了 topic（）hrmm要hrmm删marketing，3hrmm4、有自维，尤其对topic分，在一实基础上，要自其说5hr壳牌一面面三月，草长莺飞，我也耐住心里躁踏上了寻找实习路。很并地，第一次

12、就投 RPtaxi癿 taxiS23333 点 20壳牌一面面三月，草长莺飞，我也耐住心里躁踏上了寻找实习路。很并地，第一次就投 RPtaxi癿 taxiS23333 点 20知可能会持续 30-45boring用文行，整丧HR姐姐似乎一句英文都没说。面试分三丧部分Step ：结是下下策，因为 HRHR跟她目光交流都没机会Step2: CARHRHRCAR辑，我视得它Step 3highlight（此处 HR）HRniceHRHR姐姐说明， HR HRSayGoodbye 33Tower2自蠢蛋年轻壳牌销售面试）pass. 汗MKT 法览决HR 问题，用了MKTmakesense丧形式，要能表

13、达清楚，抓住键点bemyself了，所以做错。对追问了几丧Inalljustberesultenglish assignment，for your information角，在求都能顺顺！继续加油With pass. 汗MKT 法览决HR 问题，用了MKTmakesense丧形式，要能表达清楚，抓住键点bemyself了，所以做错。对追问了几丧Inalljustberesultenglish assignment，for your information角，在求都能顺顺！继续加油With erest in MKT and Sales, Id like ret this o a Sales an

14、d assignment.Thesekeyhypothesesarevery(1)Weexcludedatfreshgraduate,thustherecruitmentforexperiencedalsshould(2)We sellno najob,butalongcommitmentfora(3)Weypreparedclearcriteriatoidentifythetalentswedliketohireandizethelong-termROIofhumancapitalinvestment,weneedtorecruitandtopperformers.Andoursub-hos

15、e2phasesare-PhaseI:Staffingtoattractthetoptalentandfindtoptalentswe-PhaseII.Employeeretention-todevelopandbusiness hosetoptalentstocreatemorevaluefor(5)Thecorehese2stepsshouldbeexecutedconsistentlyandcannotbeseparatedeach other. Since as a marketer in B to C ofall,letshavealookatourc , we should be

16、very c nt-driven to catch up helocaltalentmarket,thefreshgraduateshaveprofound understanding on the specific industry and ition. Thus they are likely to influencedbytheirpeers,fami s,teachers,andotherlnetworks.Currentlywetmostthemareverysensitivetotheemployerbrand,payrollandfuturespaceforcareert, le

17、ts look at the competitive he local talent market. With the stabilityofthemacroeconomicenvironmentandtheconfidenceoverlocaleconomicstimulationmanyMNChaveplantounfreezetheirheadcounts.TheNo.tingjobsisincreasingaswell.we can foresee a new round of talent he future to fill up the former layoffs and bus

18、iness growth in China. Then we should not ignore other important elements in local “Withtheincreasingnumberernationaltradingvolume,domesticconsumptiongoodsthegrowthofmonthlyGDP,Chinaseconomyseemswarmingup.ButmostMNCstillholdattitudetowardthehefuture2years.”CitebytheCIIC(2)PoliticalenvironmentforOn o

19、ne hand, the local ernment advocated hiring fresh graduates as a commitment of corporate citizenship to ease the high re of aining a unemployment rate. They increased their headcounts for new military member ls.Theyprovide lsupports for jobcreationchas ern and“AngelFundProgram”.Theyanizedfreejobfair

20、fortheOntheotherhand,thenewlyreleasedemploymentlawhighlightedtheionofOTtimenon-fixedtermcontractwhichyincreasedemployerresponsibilitiesandls.Theyprovide lsupports for jobcreationchas ern and“AngelFundProgram”.TheyanizedfreejobfairfortheOntheotherhand,thenewlyreleasedemploymentlawhighlightedtheionofO

21、Ttimenon-fixedtermcontractwhichyincreasedemployerresponsibilitiesand(3)LocalThelayoffnewsfromMNCyfrustratedtheirconfidenceandpreferencetoMNC.Mostlook more on the stability of n ever esp. under the y of global My1.C ntsolutions:whatwe offertothe-InPhaseWelldefinedjobCompetitivepayrollandlbenefit Well

22、planned-InPhaseOngoingcareerEffectiveperformancemeasurementCompetitive payroll and humane sol benefit plan (Flexible SB allocation; Flexible working schedule 10:00-5:00 for working mother)Down-to-earth learning and develop plan for wilder expertise(academic/on-jobtraining,jobion,globalure, more expe

23、rience and ClearProactiveFamily-like,non-hierarchical2.Communication:Howto helpedc nts heThe goal of MKT is to reach c nts at the tmost influence their s. Thus, alwaystryourbesttoaddtouchsforbuildingconnectionswithernalc nts.Butpurely push-style communication, we also take pull-style approach to inf

24、luence consumer-touchs. t,thediversifiedrelationshipsnemployer-employee, employee-employee, and 3rd party-employee-employer should also o -PhaseGoal:talentBuzzwords:employercorporatebrand,CSR Push tactics:(1)TailoredEvents:Industrial research/study us talkernshipandfull-timestaffing;Businessgaming-

25、rural survey, energy); Naming Workshop/lecture workshopernal(2) Daily ongoing jobs: Online Ad Banner; us relationship maPull tactics:tings in job board and corporate (1) Tailored Events: Pre-/after-us talk survey, /hotline support for onsite shooting,Sponsorshipforextracurricularactivities(-“English

26、(2)Dailyongoingjobs:usenance,teeringjob(JA-PhaseGoal:keystaffBuzz words: employee satisfaction, sense of affiliation, expecionalignment Push tactics:Carefromthe1stdaytothelaste card from HRD), 1 epack(giveawayswithogo,ration,ch,Regular performance meetingtounderstandtheion-PhaseGoal:keystaffBuzz wor

27、ds: employee satisfaction, sense of affiliation, expecionalignment Push tactics:Carefromthe1stdaytothelaste card from HRD), 1 epack(giveawayswithogo,ration,ch,Regular performance meetingtounderstandtheionofbothsideandworkoutactionablesolutionstoachievecommonPull Employeesatisfactionsurvey Mentoring

28、and coachinglemployeetionalwomentioninCSRevents(namingsponsorshipforcharityevents,Hands-on-shanghai;donationforveryproudtTeambuildingactivities(outing,familyday,monthlybirthday3.Convenience:Where/fromwhomcantheygetWemightpreparebothonlineandofflinechannelsfor-PhaseOnline: online job board, online we

29、bsite,pressrelease,recruitingwebsite Offline: job fair; HR helpline; cus talk, , , us talk; ernal referral; other press release employer branding; r; candidate voice survey to get the feedback for the n- Phase II: in-house HR department; Line manager/executive team; Mentor; other 3rd party anization

30、 (training institutes, team building, NGO)4.Cost:Whatwillourc ntspayfor- Phase I: C nts will be invited to join our talent selection s to show their knowledge, l skills, achievements and potential fora ition. Time and efforts to theapplicationerviewswillberequiredand- Phase II: Excellent business re

31、sults, self-motivation to stand out the peers and communicationwillnotonlybevaluedbutalsoyhelpdrivethetriggerofretention壳牌电面（hrjj第三部就是topic了，是4丧题目CO2，hrjj34hrjjxdjm壳没想他们然举，甲请1周后 就说要申面 然后很舍得得打了 50分钟国际长3 第事 4xdjm壳没想他们然举，甲请1周后 就说要申面 然后很舍得得打了 50分钟国际长3 第事 4HRGG跟我说 戒者能源企业 就说一般achievement他说我了太措他知道举样才能够最好出我

32、idea 然 deadline 第四 提问1-2MT第三就是 最后邁丧 SRD反正我视得迌丧 HR然后总来说，就是其实很简用太举备一2 erview囧壳牌终面）1，40302，5分钟癿3， 203， 20 （ 七壳牌工作经历&感壳牌工作经2003MBA 毕业前第一丧壳牉”挂在嘴边，是因为在里，我在充。七壳牌工作经历&感壳牌工作经2003MBA 毕业前第一丧壳牉”挂在嘴边，是因为在里，我在充。牉理户满意，断优化工作率在（魔力）” 。印象“我知道我很并，能在样一丧充满 “魔力”资企业工作奋斗；我充满了成就感，因为我参不不在壳牌中国的诽稏健。他们每年在范围内叧招聘810 丧应届毕业生，作为他们癿未来者，称为不在壳牌中国的诽稏健。他们每年在范围内叧招聘810 丧应届毕业生，作为他们癿未来者，称为G-staff，G 刡自仅仂年 6 月 3712 32刡 Linemanager 有点窘，因为我奋装她癿T-shirt 对比二 鲜明了点。她够（ OP）、勘探(EP)(GP).要F1了，喜欢Logo我癿与业背景是 M