The Shell Oil company is well known for its human resource assessment methodology, which has proven successful in the identification and selection of candidates for its global operations. Its approach and assessment criteria have been adopted by some government agencies for selecting scholars and public officials. While it is not a financial institution, the experience documented below is the first-hand real life experience of one of the authors that has applicability and relevance on interviewing with global financial institutions.

　　Case study-The Shell Oil Company Interview Experience

　　壳牌石油公司以其人事评估方法着称，该方法成功地为其在全世界的机构选拔了大量优秀人才。它的方法和评估标准已经被全世界很多政府机构采用，以选择奖学金得主和政府官员。尽管它不属于金融机构，但以下案例是本书作者之一的亲身经历，相信对参加金融机构应聘的人士，也是有所裨益的。

　　案例分析——壳牌石油公司面试经历

　　The second largest global oil giant and a Fortune 500 company, Shell is known for its stringent selection criteria when it comes to executive hiring. The interview process of this world-class company is very thorough and demands a lot out of a candidate. The whole experience is exhausting (it lasts approximately 6 hours including lunch) and one has to be very well prepared mentally to perform well.

　　The setting is as such: The candidate, along with 5-6 other short-listed candidates, is invited to a local hotel/resort/country club for a day. The panel that will be interviewing you consists of senior managers from different divisions of the company.

　　One point to note for perspective: Through this thorough interview process, the company seeks to employ candidates who can eventually progress to a General Management position in one of the company‘s numerous divisions. The various stages of the long process include:

　　作为全球第二大石油公司和财富500强企业，壳牌公司在挑选人才方面极为严格。这个世界级大公司的面试过程非常全面、非常挑剔。整个过程是很耗费精力的(包括午饭大约需要6个小时)，你必须作好心理准备，争取良好表现。

　　整个“布景”是：你和其他几个经过筛选的候选人一同受邀去当地的饭店／风景区／乡村俱乐部过一天。即将面试你们的面试评审团成员包括公司各部门高级经理。

　　要注意一个前提：公司需要招募的是一个最后能晋升到部门经理的人选。冗长的面试过程具体如下：

　　1. Panel Interview. Candidates are first put through an interview regarding one's personal and education background, career objectives, achievements, extra curricular activities, etc. The panel usually consists of senior management from different divisions of the company. Some of the questions asked featured in the “Frequently Asked Questions?section above.

　　2. Panel Discussion Cadidates discuss with the rest of the short listed candidates. The Human Resource personnel will normally chair this session. Topics are typically general in nature and the key here is to assess how each candidate engages in the discussion process, how nimble is their thought process and their grasp of current issues outside of the normal textbook environment. (Keeping silent and not engaging in the process would be an absolute disaster)

　　3. Lunch with the Interviewers. Though a free lunch, it comes with a purpose. This session is used to gauge the social and dinning etiquette of a candidate. How he behaves, conducts conversions over lunch, and the obvious table manners. Try not to slurp loudly and stuff yourself too full, as the afternoon sessions are even more demanding and a full stomach will only dull your thought process.

　　4. Presentation to Interviewers and rest of Candidates. One is asked to give a short 5 minutes speech/presentation on a topic of one‘s choice, and to take some questions following that. (there will definitely be some from the interviewers). The purpose of this is to test your presentation skills and presence.

　　1. 面试小组面试：首轮面试将包括对应聘者的个人资料、教育背景、职业目标、已有成就、社会活动经历等的了解。面试人员是来自公司各部门的高级经理，面试问题多为前面章节的“面试常见问题”。