如何在面試中體現(xiàn)軟實(shí)力
如今的面試越來越強(qiáng)調(diào)“軟技能”。相對(duì)于其他的技能，要在短時(shí)間內(nèi)體現(xiàn)“軟技能”是不容易的。本文雖然是針對(duì)雇主而寫的，闡述了面試官如何在面試中洞察面試者的軟技能，但同時(shí)，本文對(duì)于面試者同樣很有參考意義。
Some skill sets are easier to screen for than others. A writing sample will highlight communication skills; extremely tough questions will test a candidate’s ability to think on his or her feet; and asking the applicant to discuss previous roles will provide information about his or her experience.
有些技能相對(duì)于其他的技能來說還是挺容易就能測(cè)量出來的：一份寫作樣本就能體現(xiàn)你的溝通能力;極端刁鉆的問題就可以測(cè)試面試者的臨場(chǎng)反應(yīng)能力;提問面試者上一份工作的情況就能了解他/她的工作經(jīng)驗(yàn)。
But how can you test for "soft skills," such as teamwork and empathy, during the interview?
但是，如何在面試中測(cè)試“軟技能”(團(tuán)隊(duì)合作精神和換位思考等)呢?
There’s no magic formula, but essentially you need to look for two things: self-awareness (because you want a candidate who can make the connection between his or her actions and professional outcomes) and instincts (because you want someone who would intuitively take the empathetic, team-oriented and optimistic approach).
實(shí)際上并沒有什么神奇的法則，但最基本的就是你必須考慮兩件事：自我意識(shí)(因?yàn)槟阈枰氖且幻軌虬阉?她的行動(dòng)與專業(yè)技能綜合運(yùn)用在一起的面試者)以及本能反應(yīng)(因?yàn)槟阈枰氖悄軌蜃杂X地為他人著想，有團(tuán)隊(duì)凝聚力以及積極的團(tuán)隊(duì)成員)。
To that end, read on for two questions you can ask in future interviews that will help you sniff out the perfect people to add to your team.
綜上所述，在未來的面試中，你可以提出下面這兩個(gè)問題來幫助你找到合適的團(tuán)隊(duì)成員。
1. "Can you tell me about a time when you worked as part of a group?" “你能告訴我關(guān)于你工作的內(nèi)容嗎?”
To start with, red-flag a candidate who tells a story about how the group was useless until he or she rode in on a white horse and saved the day. First, this person hasn’t done the interview prep necessary to know you shouldn’t speak poorly of others. Second, it’s not a good sign if the story that comes to mind is one where he or she personally succeeded and the team failed. The "I’m smarter than everyone else" response indicates both low self-awareness and poor propensity for teamwork.
一開始，在面試者抱怨團(tuán)隊(duì)如何不濟(jì)，吹噓自己是如何拯救團(tuán)隊(duì)的時(shí)候，給他/她一些提示警告。首先，這位面試者沒有好好地準(zhǔn)備這次面試，并沒有意識(shí)到面試官并不想知道他是如何說別人的壞話。其次，如果一個(gè)人表示他/她個(gè)人是多么的成功而團(tuán)隊(duì)是多么的失敗，這并不是一個(gè)良好的征兆。如果他/她的回應(yīng)是：“我比任何人都聰明。”這便意味著他/她在團(tuán)隊(duì)工作中是自我意識(shí)薄弱，有不良意識(shí)傾向的一個(gè)人。
But what if the candidate is exceptional because the team was flailing and he or she saved the day? A candidate who works well with others will tell the story differently. He or she will include the merits of the other approaches and frame it more as a story that shows initiative, leadership and creative thinking, rather than one about being the smartest person on the team. This time, the "I had the solution" answer works.
但如果這位面試者是一個(gè)例外呢，如果真的是團(tuán)隊(duì)正面臨危機(jī)，而他/她幫助團(tuán)隊(duì)脫離困境呢?如果這位面試者與其他同事相處友好，他/她就會(huì)用另一種態(tài)度來表達(dá)這件事。他/她會(huì)在表述這件事情的時(shí)候提到所有其他方法的優(yōu)點(diǎn)，并讓你聽起來更具主動(dòng)性，領(lǐng)導(dǎo)才能和創(chuàng)造性思維，而不是表達(dá)自己是團(tuán)隊(duì)中最聰明的'人。而此次，“我找到了解決的方法。”這個(gè)回答更具說服力。
Of course, the best answer is one about a time when a team successfully worked together. The candidate would discuss the other members' contributions as well as his or her own and include what it taught him or her about working well with others. You know this candidate will bring strong teamwork skills to the table (and that his or her first instinct is to discuss working with others positively).
當(dāng)然，最佳的回答就是曾經(jīng)能夠與團(tuán)隊(duì)很愉快地相處工作。面試者會(huì)提到其他團(tuán)隊(duì)成員和他/她自己對(duì)于團(tuán)隊(duì)的貢獻(xiàn)，以及他/她所學(xué)到的與他人友好相處的方法。你就會(huì)知道，這位面試者能夠把強(qiáng)烈的團(tuán)隊(duì)精神落到實(shí)處(并且他/她的第一反應(yīng)就是主動(dòng)與他人合作)。
2."Can you tell me about a time when you had to ask for help?" “你能說說你需要他人幫助的事情嗎?”
This is one of my all-time favorite interview questions. Why? Because smart candidates know that every answer should make them look like the best choice. So, seeing how an applicant approaches this question will let you know if he can describe (and view) himself as an asset, even when discussing a failure.
這是筆者最喜歡提問的面試問題之一。為什么呢?因?yàn)槁斆鞯拿嬖囌呔椭烂恳粋�(gè)回答都應(yīng)該讓他們看起來是最佳的選擇。所以，看看這位求職者是如何回答這個(gè)問題的，就能夠讓你了解到他如何讓他自己有價(jià)值，即使是在討論挫折的時(shí)候。
The red-flag answer here is, "I can’t really remember the last time I had to ask for help." This person thinks the only way to make a good impression is to be perfect. He not only lacks self-awareness, but he could be a dangerous hire, because when he makes a mistake (and who hasn't?) he may not be comfortable telling anyone.
最危險(xiǎn)的回答是：“我實(shí)在無法回憶起上次我尋求幫忙的時(shí)候。”這位面試者單純地認(rèn)為留下良好印象的唯一的方法就是表現(xiàn)完美。他不但自我意識(shí)薄弱，而且如果聘請(qǐng)他對(duì)團(tuán)隊(duì)來說可能是一個(gè)威脅，因?yàn)橐坏┧噶隋e(cuò)誤(誰不會(huì)呢?)，他可能并不能理性地告訴別人。
A second-rate answer would be one that includes a "fake" example (similar to the cop-out answers to "What’s your biggest weakness?"). An example of this would be something along the lines of: "I thought I had the best solution to a problem, and then I hit an obstacle and reached out to someone, and then I realized I did have the best answer all along." This candidate gets points for reaching out to someone else when she needed a sounding board, as well as having the ability to take a step back and reassess when things weren’t working, but she still isn’t comfortable admitting to making a true mistake.
另外一個(gè)相對(duì)也不算理性的回答，就是包含“虛假”的例子(類似于逃避“你的最大缺點(diǎn)是什么?”的回答)。比如這樣的回答：“我認(rèn)為我有解決這個(gè)問題的最佳方案，然后我清掃了障礙并向他人給予援助，然后我就發(fā)現(xiàn)其實(shí)我一直都能夠找到最佳的解決方法。”這一位面試者能夠意識(shí)到他人需要回應(yīng)的時(shí)候給予了幫助，并且能夠在事情不如意的時(shí)候退一步重新評(píng)估，但她仍然無法正面承認(rèn)自己犯了錯(cuò)誤。
The best answer is one in which the candidate identifies a mistake she made and how she learned from someone else. Why? Because it takes learning experiences in prior roles to apply the lessons learned to a future position. Moreover, an answer like this gives a candidate the chance to speak sincerely about mentorship and growth — which is great for her to share and for you to hear. An ideal answer might sound something like:
這個(gè)問題的最佳答案應(yīng)該體現(xiàn)出，這位面試者能夠意識(shí)到自己犯的錯(cuò)誤并能夠從他人身上學(xué)到經(jīng)驗(yàn)。為什么呢?因?yàn)檫@樣能夠從職位更高的成員身上獲取到未來提升職位的經(jīng)驗(yàn)。再者，類似這樣的回答可以給面試者一個(gè)機(jī)會(huì)表達(dá)自己對(duì)于導(dǎo)師和學(xué)生關(guān)系以及個(gè)人的成長的看法——對(duì)她是一個(gè)很好的分享經(jīng)驗(yàn)，對(duì)你是一個(gè)很好的故事。理想的回答應(yīng)該像這樣子：
“I remember a time at my first job when a disgruntled customer called, and no matter what I said, I couldn’t seem to make her feel any better. Even though she didn’t ask to speak to a manager, I asked my supervisor to speak to her and listened as he ably addressed her concerns. There were some key phrases he used to defuse the situation that I simply hadn’t heard before. I paid attention to what he said so that I was prepared the next time I had to handle a situation like that for myself. ”
“我記得在我的第一份工作的時(shí)候有一位不太高興的顧客給我們致電，而且無論我說什么，她似乎都沒有感覺滿意一點(diǎn)。即使她沒有要求與經(jīng)理面談，我也主動(dòng)請(qǐng)求我的上司與她溝通，聽取她的需求。上司表達(dá)了一些緩解緊張局面的說法，都是我從未聽到過的。我留心去聽他說以便下次處理同樣事情的時(shí)候能夠有所準(zhǔn)備。”
Oh, and it should go without saying that this is still an interview. So a candidate who admits to doing anything negligent, illegal or mean-spirited automatically fails this question, regardless of whether he demonstrates exceptional honesty and self-awareness when relaying the story.”
啊，別忘了這仍然是一場(chǎng)面試。所以如果一位面試者承認(rèn)了他的工作疏忽，不合規(guī)則或不由自主的表現(xiàn)出心胸狹窄，就無法在這個(gè)問題上得分了，即使他在述說的過程中多么極力地證明自己非凡的忠誠和堅(jiān)強(qiáng)的自我意識(shí)。
Screening for soft skills is just as important as testing for technical abilities. Use the questions above to make sure your new hire has the emotional aptitude to handle the job.
測(cè)試職場(chǎng)軟技能和測(cè)試真實(shí)的專業(yè)技能一樣重要。利用上述的問題能夠確保的新成員有更高的情商應(yīng)對(duì)工作難題。
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