英语面试的几大误区要小心
许多失败的求职者一直心存疑问，为什么自己面试表现良好却没有通过?其实很可能是你的表现没有对面试官的胃口。下面就为你阐述面试时经常遇到的五大误区，琢磨清楚，对症下药，你面试成功的几率也就大大增加了哦!
The interviewer is prepared。
The person youre meeting with is probably overworked and stressed about having to hire someone, so make it easy for him or her。
面试官有备而来。
前来面试你的人很可能是在加班加点地工作，而且对于面试别人这种事感到紧张难耐，因此，别对他们要求太高。
Most interviewers have been trained to conduct thorough job interviews。
While human resources professionals do get extensive training in job interviewing techniques, the average line manager is winging it。
多数面试官都曾接受过专门训练，懂得如何进行工作面试。
尽管人事部门的职员确实接受过大量的训练，熟知各种工作面试技巧，但是一般的业务部门经理都不过是临场发挥而已。
When asked where you see yourself in five years, you should show tremendous ambition。
The five-year question is a common one, and its uncommonly tricky. Interviewers want you to be a go-getter, but they also worry that youll get restless if you dont move up fast enough.www.fornow.cn/questionSo you want to say something that covers all bases, like, Id be happy to stay in this job as long as Im still learning things and making a valuable contribution。
当被问及未来5年的职业发展目标时，要充分显示出你的雄心壮志。
“5年计划”是个非常常见的问题，但背后的文章不同寻常。一方面，面试官希望你是个积极进取的人;但另一方面，他们同时也担心，如果升职不够快的话，你很可能会另谋他就。因此，你需要表下态，解除其顾虑，比如“只要我在这儿能不断充实自己，同时能为公司贡献自己的'一份力量，我很愿意继续担任这份工作。”
Theres a right answer to every question an interviewer asks。
Sometimes how you approach your answer is far more important than the answer itself," Couper says. If youre presented with a hypothetical problem and asked how you would resolve it, try to think of a comparable situation from the past and tell what you did about it。
面试官问的每个问题都有正确答案。
有时回答问题的角度，比答案本身更重要。如果对方提了个假设性的问题，并问你会如何处理，你不妨从过去的经历中找个与之相近的情况，然后告诉他/她你当时是怎么应对的。
The most qualified person gets the job。
In at least one crucial respect, a job interview is like a date: Chemistry counts. A candidate who is less qualified, but has the right personality for the organization and hits it off with the interviewer, will almost always get hired over a candidate who merely looks good on paper。
最终获得工作机会的，是资历最符合要求的候选人。
至少从一个重要方面来看，工作面试很像男女约会：双方是否投缘才是关键。某个候选人也许看起来不太够格，但恰恰具备了用人机构所需要的性格品质，而且与面试官一见如故最后被雇佣的几乎总是这类人，而非简历上看起来非常合适的候选人。
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