名HR揭秘面试成功的7点蛛丝马迹

时间：2020-10-30 16:05:17 面试技巧我要投稿

名HR揭秘面试成功的7点蛛丝马迹

by Alison Green, US News & World Report

　　艾利森•格林《美国新闻与世界报道》

　　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:

　　你已经面试完了。当你等待公司消息的时候，脑子里不断回放面试的情节，心里估摸着自己的表现如何。但是有什么方法可以在通知出来之前就能知道结果吗? 没有什么迹象100%牢靠，但是下面是一些征兆能说明面试进展顺利：

  　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.

　　面试官告诉你明确的决定时限，而不是含糊其辞或不确定。当我对来面试的人感兴趣的时候，我会保证让面试人员在离开的时候确切地知道下一步会发生什么，他们要期待何时收到我的消息。

  　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."

　　面试官询问你的时间安排。当我对某位面试者特别感兴趣时，除非我知道会在几天内提供工作机会，否则会担心有没有别的雇主挖走他。我会说：“你有没有要遵守的'时间安排呢？”以及“如果我们的时间安排和你的有冲突，请告诉我，我看能否加快办事速度。”

　　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.

　　面试官在努力对你推销公司或这个职位。当我知道自己想聘某个人的时候，我会花额外时间谈论这个职位及我们公司的优势，并且会努力详尽描绘出也许会吸引应试者的工作角色或企业文化。

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.

　　面试官花大量时间回答你的问题。不论应试者是否是强有力的应聘人，我总会问他们有什么问题。但是当我对某个人非常感兴趣的时候，回答会深入很多。我经常会去核实自己对问题的回答是否让他们感到满意，并鼓励他们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.)

　　面试超过时限。如果我对某个应试者不是特别感兴趣，那么我会寻找机会结束面试——不会拖时间。所以如果你的面试时间超时，那么就是一个很好的征兆。(但是，如果面试没有超时也不要过多揣测；我曾招过的许多人，都没有进行过长的面试。)

　  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.

　　面试结束后，面试官把你介绍给其他人、或带你参观办公室。同样地，如果我知道自己不会招聘某位面试者，我不会做这些额外功，浪费任何人的时间(包括应试者)。

　　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.

　　从你的推荐人那里听说雇主曾给他们打过电话。向推荐人核实情况十分费时，所以如果我对一位面试者不感兴趣是不会去做的。

　　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.

　　话又说回来了，以上这些都不是绝对的。面试官也许没有任何意图地做了其中一两件事。当然，面试官也许对你的很感兴趣，可最终还是选择了另一位应试者。但是当你看到类似上面的情况时，至少会知道自己还没有被淘汰。

　　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•格林是一个中等大小非赢利组织的雇员统领。她负责员工日常管理、招聘、解雇及员工发展。她发表的文章曾在《华盛顿邮报》、《纽约时报》、《箴言》以及其它许多种报纸上发表。她的博客在Ask a Manager网站

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