职场商务
您的位置 首页学习资料职场商务

如何在面试中笑到最后

作者: NYTALK管理者 点击:660 难度:中级
   Interviewing for a job is hard enough, but what if the person who interviews you does a terrible job?
   When that happens, all is not lost. Here’s what to do when:
   工作招聘面试已经相当困难了,然而,如果面试官还不靠谱,那要怎么办?当这种情况发生时,并不一定全是坏
   事。你可以通过以下一些方法来应对:

1. The interviewer springs a surprise group interview. Many companies prefer candidates to be screened by 
   multiple people, if only to make the process efficient (Efficient, but not necessarily effective). Then you
   get to sit on one side of the table while three or four or even twelve people sit on the other side, and
   big fun is had by all. Or not。
   面试官突然要求群面。许多公司喜欢让候选人面对很多人来进行面试,目的是让面试过程更有效率一些(有效
   率,不一定是有效果)。在这样的群面中,求职者坐在桌子的一边,而对面可能坐有三到四个面试官,有时候甚
   至可以同时面对12个人。但有意思的是,求职者可能被所有面试官都接受,也有可能被所有人都拒绝。

   
What to do: You can't change the hiring process, but you can prepare. Ask questions when you're
   contacted to schedule: How the process works, who you will speak with, and especially whether a group
   interview is involved。
   应对方法:你不能改变招聘流程,但是你可以为此做好准备。当有人联系你参加面试的时候,你可以问一下面试
   流程相关的问题,比如:面试过程是怎样的,你要与谁交流,包不包括群面。

  
 If you'll meet with the group, mentally prepare. Be ready to spread your attention to everyone in the
   room – especially the quiet people. Don't worry about pausing before answering questions. In a group
   setting it's less noticeable when you take a second to gather your thoughts. Above all, remember in a
   group setting it's easy to fall into "presentation mode." Don't. An interview is a conversation and a group
   interview is still one conversation... just with more people。
  
 如果你需要进行群面,做好心理准备。要注意到所有参与面试的面试官,特别是那些不太说话的人。不要害怕回
   答问题前的短暂停顿。在群面的环境下,你用一点时间来思考的话,并不会显得那么明显。首先要记住,在群面
   的情况下,求职者很容易陷入一种“发表模式”。不要这样做。面试是一种交流,群面也是一种交流……只不过
   是和更多的人交流而已

2. The interviewer talks about possibilities。Many interviewers sell the position, the company, or even
   themselves. They talk about potential projects, potential expansion, potential opportunities if you're
   hired... but they make those possibilities sound definite and absolute, possibly causing you to accept the
   job based on unrealistic expectations。
   面试官空谈可能性。很多面试官会推销职位、公司甚至他们自己。他们会谈到你被雇佣后可能会遇到的项目,潜
   在的发展和机会……但是他们把这些可能性说得很明确很绝对,这可能会让你在不切实际的期望中选择接受这份
   工作。

   
What to do: Listen closely to any discussions regarding the future. Ask for details. You don't need to
   interrogate the interviewer, though. Be subtle. Don't say, "Is that project actually approved and
   funded?" Ask a leading question like, "That sounds great; I bet the approval process was intense."
   应对办法:仔细听任何关于未来的表述、询问细节。当然,你不要弄得像是在审问面试官一样,而要狡猾一点。
   不要说,“那个项目已经批下来并成立项目组了吗?”而是问一个导向型的问题,例如,“那听起来不错,我猜
   想审批手续应该也很紧张吧。”

   Most importantly, use what you know about a job -- current duties, reporting chain, salary, benefits, etc -- to decide whether or not to accept the job. Then possibilities that turn out to be realities are a bonus。
   最重要的是,利用你对工作的了解——现在职务,报告链,薪水,福利等——来决定是否接受这份工作。随后那
   些可能性如果兑现,那就是额外的收获了。

3. The interviewer sticks too closely to a script. Providing a concise answer to an interview question is
   great, especially when a question is specific. But an interviewer who does not ask additional questions can
   fail to get the full story of your skills and achievements。
   面试官坚信标准答案。面试官对于提出的问题,尤其是一些具体的问题有自己认为的标准答案。但是如果面试官
   不问求职者其他相关问题的话,是没有办法对求职者的技能和成就有全面了解的。

   What to do: Be alert for the "I'm just checking off the boxes" interviewer. If your first few answers
   fail to spark additional conversation, start expanding. Sell yourself a little more. Share details about why
   you took certain actions, how you had to adjust, how things turned out... assume each of your answers
   should be more like a brief story than courtroom testimony。
   应对办法:对“我只是来看你的回答是不是标准答案”的面试官要保持警惕。如果你最开始几个问题不能引起额
   外的对话,你就要扩展你的回答,更多的来推销自己。分享你所做过的事情中的一些细节,你如何去调整,事情
   如何发展……将你的答案以短故事形式呈现,而不是像法庭证词一样。

   If the interviewer doesn't ask, find ways to tell. Come prepared with a few talking points that highlight
   your skills and experience and find ways to weave them in。
   如果面试官没有问问题,找到方法来告诉他。准备好一些谈话要点,来突出你的技能和经验,并找到方法来把这
   些话组织进来。