Some things can’t quite be measured by a sterling resumé and perfect answers to standard job interview questions.
求職者的有些方面無(wú)法通過(guò)一份優(yōu)秀的簡(jiǎn)歷來(lái)衡量，而完美地回答標(biāo)準(zhǔn)面試問(wèn)題也不能。

More and more companies today are realizing the need to test prospective employees to see if they’re a cultural fit. If you’re a more laid-back, casual company, someone used to a Wall Street environment might be a poor fit, even if they can perform the job admirably. Likewise, if your business moves at entrepreneurial speed, you want someone open to change and able to think on their toes.
如今，越來(lái)越多公司意識(shí)到很有必要去測(cè)試未來(lái)員工與公司的文化契合度。如果你的公司是一所比較悠閑，隨意的公司，那么一些曾經(jīng)習(xí)慣在華爾街工作的人可能就不合適了，即使他們的工作表現(xiàn)非常出色。同樣的，如果你的公司生意以企業(yè)的發(fā)展速度前進(jìn)，你希望有人具備靈活度并且保持警覺(jué)性。

How important is a positive company culture (and finding the right employees who jibe with that culture)? According to the Society for Human Resource Management, the cost of turnover due to a poor cultural fit can be 50 to 60 percent of that person’s annual salary.
一種正面的公司文化（以及找到最合適公司文化的員工）到底有多么重要呢？根據(jù)美國(guó)人力資源管理協(xié)會(huì)的研究，由惡劣文化契合度造成的人員流失成本，有可能達(dá)到那個(gè)人的年薪的百分之五十到六十。

Making sure that someone doesn’t violate your company’s “No Jerks” rule doesn’t just make your employees happy, it keeps the bottom line in order.
確保某個(gè)人不會(huì)違反公司的“怪咖免談”規(guī)則不僅讓你員工感到舒坦，但能夠保持底線(xiàn)井然有序。

Here are three ways you can test for cultural fit at your next interview.
下面的三個(gè)方法可以幫助你在下一次的面試當(dāng)中測(cè)試公司的文化契合度。

Employment Period
招聘階段

You wouldn’t buy a car without a test drive. I don’t believe you should hire an employee without putting them through a trial run, even something as simple as a day or two.
你不會(huì)在沒(méi)有駕照的前提下買(mǎi)一輛車(chē)。我不認(rèn)為你會(huì)讓一名員工直接跳過(guò)測(cè)試階段就錄用，即使有些事情就像一兩天那么簡(jiǎn)單。

Companies such as Joor and Sequoia Capital are among the many workplaces all over the country that test for cultural fit by hiring them for a short period. They pay the employee a fair stipend and cover the travel costs, if they’re coming from out of the area.
諸如Joor和Sequoia Capital的公司就是國(guó)內(nèi)眾多通過(guò)短期雇用員工來(lái)測(cè)試文化契合度的公司。他們會(huì)支付給員工一筆可觀(guān)的津貼并且報(bào)銷(xiāo)差旅費(fèi)用，如果他們來(lái)自其他區(qū)域的話(huà)。

Only do this when you’re at the finalist stage, though. This can be a highly effective way to see how your employees feel about the prospective hire. It also is their chance to prove to you that they can back up what they’ve boasted in the cover letter.
不過(guò)，你只能在最后的階段進(jìn)行這一步。這會(huì)是一個(gè)非常有效的方式來(lái)看你的員工對(duì)于未來(lái)招聘的感覺(jué)。同時(shí)也是他們的機(jī)會(huì)來(lái)證明他們能夠以實(shí)際行動(dòng)證明他們?cè)谇舐毿胖幸詾楹赖哪芰Α?/div>

It’s risky and non-traditional, but I think it’s such a smart way to hire. I wish more companies took this route. They’d learn at day one (not 3 months later) that the employee is a poor cultural fit, saving tens of thousands of dollars down the line.
這是一個(gè)挺冒險(xiǎn)又反傳統(tǒng)的方法，不過(guò)我認(rèn)為這個(gè)招聘方法非常明智。我希望越來(lái)越多的公司會(huì)采用這種方法。他們會(huì)在第一天（而不是三個(gè)月后）了解到這個(gè)員工與公司的文化不相容，那么接下來(lái)就能省下成千上萬(wàn)的預(yù)算了。

Have Interviewees Take a Personality Test
讓員工參與個(gè)性測(cè)試

Another tactic many companies use to learn more about prospective hires is to have them take a personality test. The Myers-Briggs Type Indicator is a popular one.
許多公司會(huì)采取的另一個(gè)更了解未來(lái)員工的方法，就是讓他們參與個(gè)性測(cè)試?！哆~爾斯?布里格個(gè)性類(lèi)型測(cè)量表》就是很常用的一個(gè)測(cè)試。

If you go this route, make sure to test your employees as well, so you have a control group. If you have a team full of extroverts, hiring an introvert might make that person feel all alone. Maybe you have a good balance on that, but need more of a critical thinker.
如果你來(lái)到了這一步，請(qǐng)確保也要測(cè)試你的員工，這樣你就能有一個(gè)控制組。如果你的團(tuán)隊(duì)都是外向性格人士，那么招聘一名內(nèi)向人員則會(huì)讓他感到獨(dú)立在外。也許你能夠在這方面取得較好的平衡，但是你更需要批判性思維者。

While it’s not an official indicator of personality, the test can give you more information into the mind of a potential hire. You’re not alone: 89 of the Fortune 100 companies use some element of Myers-Briggs in the hiring process.
雖然這不是官方的個(gè)性測(cè)試，但是這個(gè)測(cè)試能夠?yàn)槟闾峁└嘈畔⑷チ私膺@個(gè)潛在雇員的心理。采取這個(gè)測(cè)試的并不只是你們一家公司：財(cái)富100強(qiáng)公司中有89家都在招聘階段中運(yùn)用的《邁爾斯?布里格測(cè)試》當(dāng)中的某個(gè)方法。

Ask Open-Ended Questions
提問(wèn)開(kāi)放式的問(wèn)題

Asking seemingly random questions is a staple of the hiring process at Google. While they used to ask embarrassingly wacky brain teasers as a way to thin the herd, the company has started asking more practical questions that give insight into the personality of the prospect.
谷歌公司的面試過(guò)程總會(huì)提出一些看似隨便的問(wèn)題。雖然他們習(xí)慣了提出讓人尷尬又費(fèi)腦的問(wèn)題來(lái)篩選人才，但是這家公司也開(kāi)始了提問(wèn)更實(shí)際的問(wèn)題，以此了解這名未來(lái)雇員的個(gè)性。

Here’s a look at some of the cultural questions that potential hires have been asked by Googlers:
下面我們來(lái)看一些谷歌面試官會(huì)提問(wèn)求職者的關(guān)于文化契合度的問(wèn)題：

“Which do you think has more advertising potential in Boston, a flower shop or a funeral home?”
“您認(rèn)為在波士頓這個(gè)城市，哪一個(gè)行業(yè)廣告潛力更大？花店還是殯儀館？”

“How many ways can you think of to find a needle in a haystack?”
“你能想出多少種方法在干草堆里找到一根針？”

“Do you prefer earning or learning?”
“你喜歡賺錢(qián)多一點(diǎn)還是學(xué)習(xí)多一點(diǎn)？”

These questions are designed to get interviewees out of their comfort zone. Almost every interviewee has practiced responses and is ready to respond to the same questions they’ve heard over and over. You don’t want to know what they’ve rehearsed. You want to know how they work.
這些問(wèn)題都是為了讓求職者跳出他們的舒適圈。幾乎每一個(gè)求職者都練習(xí)過(guò)他們的回答，準(zhǔn)備好回答那些老生常談的問(wèn)題。你不想知道他們排練了什么內(nèi)容，你想知道的是他們的工作方式。

With these questions, you can gain valuable insight into how their mind works and find out if they would be a great fit with your team.
帶著這些問(wèn)題，你可以對(duì)他們的心理狀態(tài)擁有了有價(jià)值的見(jiàn)解，并且看看他們是否適合在你的團(tuán)隊(duì)里工作。

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