名HR揭秘面試成功的7點(diǎn)蛛絲馬跡

by Alison Green, US News & World Report

　　艾利森•格林 《美國(guó)新聞與世界報(bào)道》

　　So you've had your job interview, and, as you wait to hear from thecompany, you keep replaying the interview in your mind and wonderinghow you did. But is there any way to know until you get an offer or rejection? No signs are 100 percent foolproof, but here are some indicators that the interview went well:

　　你已經(jīng)面試完了。當(dāng)你等待公司消息的時(shí)候，腦子里不斷回放面試的情節(jié)，心里估摸著自己的表現(xiàn)如何。但是有什么方法可以在通知出來之前就能知道結(jié)果嗎? 沒有什么跡象100%牢靠，但是下面是一些征兆能說明面試進(jìn)展順利：

  　1. The interviewer gives you a clear timeline for when a decision isexpected, rather than being vague or noncommittal. When I'm interested,I make sure the candidate leaves knowing exactly what will happen nextand when to expect to hear from me.

　　面試官告訴你明確的決定時(shí)限，而不是含糊其辭或不確定。當(dāng)我對(duì)來面試的人感興趣的時(shí)候，我會(huì)保證讓面試人員在離開的時(shí)候確切地知道下一步會(huì)發(fā)生什么，他們要期待何時(shí)收到我的消息。

  　2. The interviewer asks about your timeline. When I'm especiallyinterested in a candidate, unless I know I'll be making an offer withina few days, I start worrying about some other employer snatching thecandidate up before I do. I say things like, "Is there any particulartimeline you need to adhere to?" and "If our timeline conflicts withyours, please let me know, and I'll see if I can speed things up on ourend."

　　面試官詢問你的時(shí)間安排。當(dāng)我對(duì)某位面試者特別感興趣時(shí)，除非我知道會(huì)在幾天內(nèi)提供工作機(jī)會(huì)，否則會(huì)擔(dān)心有沒有別的雇主挖走他。我會(huì)說：“你有沒有要遵守的'時(shí)間安排呢？”以及“如果我們的時(shí)間安排和你的有沖突，請(qǐng)告訴我，我看能否加快辦事速度。”

　　3. The interviewer tries to sell the position or company to you. WhenI know I want to hire a candidate, I'll spend extra time talking aboutthe advantages of the position and organization and will try to paint adetailed picture of things about the role or culture that might appealto the candidate.

　　面試官在努力對(duì)你推銷公司或這個(gè)職位。當(dāng)我知道自己想聘某個(gè)人的時(shí)候，我會(huì)花額外時(shí)間談?wù)撨@個(gè)職位及我們公司的優(yōu)勢(shì)，并且會(huì)努力詳盡描繪出也許會(huì)吸引應(yīng)試者的工作角色或企業(yè)文化。

    4. The interviewer spends a lot of time answering your questions.Whether or not candidates are strong contenders, I always ask whatquestions they have for me. But when I'm very interested in someone,it's much more in depth. I'll often probe to make sure that I'veanswered questions to their satisfaction and encourage them to beforthcoming about any reservations they might have.

　　面試官花大量時(shí)間回答你的問題。不論應(yīng)試者是否是強(qiáng)有力的應(yīng)聘人，我總會(huì)問他們有什么問題。但是當(dāng)我對(duì)某個(gè)人非常感興趣的時(shí)候，回答會(huì)深入很多。我經(jīng)常會(huì)去核實(shí)自己對(duì)問題的回答是否讓他們感到滿意，并鼓勵(lì)他們坦露任何有所保留的想法。

　  5. The interview runs over the allotted time. If I'm not especiallyinterested in a candidate, I'm looking for opportunities to wrap theinterview up -- not drawing it out. So if this happened to you, it's avery positive sign. (But at the same time, don't read anything into ifthe interview didn't go into overtime; I've hired plenty of peoplewithout the interview running long.)

　　面試超過時(shí)限。如果我對(duì)某個(gè)應(yīng)試者不是特別感興趣，那么我會(huì)尋找機(jī)會(huì)結(jié)束面試——不會(huì)拖時(shí)間。所以如果你的面試時(shí)間超時(shí)，那么就是一個(gè)很好的征兆。(但是，如果面試沒有超時(shí)也不要過多揣測(cè)；我曾招過的許多人，都沒有進(jìn)行過長(zhǎng)的面試。)

　  6. After you're done, the interviewer introduces you to others orshows you around the office. Again, if I know I'm not going to moveforward with the candidate, I don't waste anyone's time (including thecandidate's) on these sorts of extras.

　　面試結(jié)束后，面試官把你介紹給其他人、或帶你參觀辦公室。 同樣地，如果我知道自己不會(huì)招聘某位面試者，我不會(huì)做這些額外功，浪費(fèi)任何人的時(shí)間(包括應(yīng)試者)。

　　7. You hear from your references that the employer has called them.Reference-checking is time-consuming, so I don't start it unless I'minterested in a candidate.

　　從你的推薦人那里聽說雇主曾給他們打過電話。向推薦人核實(shí)情況十分費(fèi)時(shí)，所以如果我對(duì)一位面試者不感興趣是不會(huì)去做的。

　　Again, none of these are foolproof. An interviewer might do one ortwo of these without meaning anything. And of course, the interviewercan be very interested in you and still ultimately go with a differentcandidate. But when you start to see a pattern of the things above, youat least know that you're not out of the running.

　　話又說回來了，以上這些都不是絕對(duì)的。面試官也許沒有任何意圖地做了其中一兩件事。當(dāng)然，面試官也許對(duì)你的很感興趣，可最終還是選擇了另一位應(yīng)試者。但是當(dāng)你看到類似上面的情況時(shí)，至少會(huì)知道自己還沒有被淘汰。

　　Alison Green is chief of staff for a medium-sized nonprofit where sheoversees day-to-day management of the staff as well as hiring, firing,and staff development. Her writings have been published in theWashington Post, the New York Times, Maxim, and dozens of othernewspapers. She blogs at Ask a Manager.

　　艾利森•格林是一個(gè)中等大小非贏利組織的雇員統(tǒng)領(lǐng)。她負(fù)責(zé)員工日常管理、招聘、解雇及員工發(fā)展。她發(fā)表的文章曾在《華盛頓郵報(bào)》、《紐約時(shí)報(bào)》、《箴言》以及其它許多種報(bào)紙上發(fā)表。她的博客在Ask a Manager網(wǎng)站

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