Recruiters say that the answers to these questions tell them the most about what kind of employee you’ll be (and they have nothing to do with your skills).
面試官認(rèn)為最能體現(xiàn)面試者潛能（與技能無(wú)關(guān)）的答案是以下這些。
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Everyone wants to look like the best version of themselves at a job interview. And while many of us would think of ourselves as honest, most of us have probably been a little dishonest when we’re interviewing for a job. ?For instance, no matter how true it is, no one would say, “I’m disorganized and forgetful” when a hiring manager asks about your weaknesses.
每個(gè)人都想在求職面試中展現(xiàn)自己最好的一面。雖然我們中的很多人會(huì)認(rèn)為自己是誠(chéng)實(shí)的，但當(dāng)我們面試一份工作的時(shí)候，我們大多數(shù)人可能都有點(diǎn)不誠(chéng)實(shí)。例如，不管它有多真實(shí)，當(dāng)招聘經(jīng)理問(wèn)起你的缺點(diǎn)時(shí)，沒(méi)有人會(huì)說(shuō)，“我沒(méi)有條理、健忘”。
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But certain questions are hard to BS our way through, and reveal a lot about who we are as a person and how we would be as workers. Here are the questions that hiring managers and recruiters consider to be the most revealing about job candidates they interview.
但是，有些問(wèn)題很難通過(guò)我們的方式來(lái)解決，并且揭示了我們以及我們作為職員的性格。以下是招聘經(jīng)理和招聘人員認(rèn)為最能透露應(yīng)聘者面試情況的問(wèn)題。

WHAT WERE YOU DOING ON YOUR VERY BEST DAY AT WORK?
工作狀態(tài)最好時(shí)你在做什么？
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Lori Goler, Facebook’s head of people, asks this question to most candidates who interview with the social media giant–whether they’re applying to be a sales intern or a UX researcher. As she explained in a previous Fast Company article, it’s a question that really reveals a candidate’s strengths and talents, which Goler can then compare against the company’s needs. When she asks candidates these questions, she also hints, “It was probably a day where you lost track of time because you were so engrossed in your work.” She wrote, “We want you to do that not just on your best day, but every day.”
Facebook的負(fù)責(zé)人Lori Goler向大多數(shù)參加面試的候選人提出這個(gè)問(wèn)題:他們是在希望成為銷售實(shí)習(xí)生還是UX研究員。正如她在之前的Fast Company文章中所解釋的那樣，這是一個(gè)真正揭示求職者的優(yōu)勢(shì)和才能的問(wèn)題，Goler可以以此根據(jù)公司需求來(lái)選擇候選人。當(dāng)她問(wèn)求職者這些問(wèn)題時(shí)，她也暗示說(shuō):“可能有一天你太投入工作導(dǎo)致忘記了時(shí)間，我們希望你不止精力充沛時(shí)可以做到這一點(diǎn)，而是每天都可以?！?/div>
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TELL ME ABOUT YOUR MOST SIGNIFICANT TECHNICAL ACCOMPLISHMENT, THE PROJECT YOU’RE MOST PROUD OF
工作上最大的成就是什么？最滿意的項(xiàng)目成果是什么？
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When Max Brown was a recruiter at Tesla, this was a question he regularly posed to prospective technical hires. Surprisingly, a lot of them trip up. As he wrote in a recent Fast Company article, “Most people’s first instinct is to pick the project or achievement that sounds the most substantial on paper–but that’s not always the one that illustrates their actual technical ability.”
Max Brown是特斯拉(Tesla)的招聘人員時(shí)，他經(jīng)常向候選技術(shù)人員提出這個(gè)問(wèn)題。令人驚訝的是，他們中有很多人都掉入陷阱了。正如他在最近的Fast Company的一篇文章中所寫，“大多數(shù)人的第一反應(yīng)是選擇理論上聽(tīng)起來(lái)最重要的項(xiàng)目或成就，但這并不能準(zhǔn)確反應(yīng)他們實(shí)際的技術(shù)能力?！?/div>
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That’s because candidates are often only responsible for one aspect of a project–and are unable to elaborate on specifics when Brown and his team pressed for them. It also gave the impression that they were “exaggerating their capabilities,” and also doesn’t leave much room for a productive technical discussion. Eventually, Brown told candidates before their interviews that this question is their one chance to showcase their expertise on something, even if it seems small.
這是因?yàn)楹蜻x人通常只負(fù)責(zé)一個(gè)項(xiàng)目的一個(gè)方面，當(dāng)Brown和他的團(tuán)隊(duì)要求他們時(shí)，他們不能詳細(xì)說(shuō)明細(xì)節(jié)。這也給人一種 “夸大了自己的能力”的印象，也沒(méi)有留下多少空間進(jìn)行有效的技術(shù)討論。最終，布朗在面試前告訴應(yīng)聘者，即使這個(gè)問(wèn)題看起來(lái)不重要，但這是他們展示自己專業(yè)知識(shí)的機(jī)會(huì)。
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Although this is tech-specific, Brown says the principle can apply to all interviews. Answers to this question, Brown wrote, can signal whether a prospective employee has grit, rigor and ownership. He urged interviewees, “You might think you’re boring interviewers with your story about something relatively small that you worked on, but if that’s the thing that lets you really dig into your knowledge base, go with it.”
盡管這里的例子是技術(shù)方面的，但Brown表示這個(gè)原則可以適用于所有的面試。他寫道，對(duì)這個(gè)問(wèn)題的回答可以表明未來(lái)的員工是否有勇氣、是否嚴(yán)謹(jǐn)、有沒(méi)有主人翁精神。他向候選人建議說(shuō):“你可能認(rèn)為介紹那些細(xì)枝末節(jié)都很乏味，但如果這可以讓你真正展示自己的基礎(chǔ)知識(shí)，那就大膽去做吧?！?/div>
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WHY SHOULDN’T I HIRE YOU?
我們?yōu)槭裁床贿x擇你？
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Curveball questions aren’t always effective, but the right ones can provide telling insights. As Lydia Dishman previously reported for Fast Company, Jay Gould, an investor and founder of ad-tech firm Yashi (now part of Nexstar Media Group), used to look every interviewee in the eye and ask them, “Why shouldn’t I hire you?”
曲線球的問(wèn)題并不總是有效的，但是正確的問(wèn)題可以提供深刻的見(jiàn)解。正如Lydia Dishman之前在 Fast Company中提到的，投資者和廣告技術(shù)公司Yashi(現(xiàn)在是Nexstar Media Group的一部分)的創(chuàng)始人Jay Gould過(guò)去常?？粗恳晃幻嬖嚾耍瑔?wèn)他們:“為什么我不應(yīng)該聘用你?”
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The goal isn’t to trip them up, but to assess their self-awareness, integrity, and honesty. Thinking too long on the question, for example, might indicate that they’re hiding something. And based on years of experience, Gould told Fast Company that he could tell if they were being honest or not by the way they answered the questions.
我們的目標(biāo)不是去為難他們，而是評(píng)估他們的自我意識(shí)、正直和誠(chéng)實(shí)度。例如，對(duì)這個(gè)問(wèn)題想得太久可能表明他們?cè)陔[瞞什么。根據(jù)多年的經(jīng)驗(yàn)，Gould告訴我們，他可以通過(guò)大家回答問(wèn)題的方式來(lái)判斷他們是否誠(chéng)實(shí)。
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What Gould looked for were the candidates who demonstrated an ability for pattern recognition, and those that were successful tended to draw examples from their “experience, intuition, and common sense.” He also paid close attention to their body language. If someone crossed their arms, for example, that “unconsciously communicates arrogance and defensiveness.”
Gould所尋找的是那些表現(xiàn)出模式識(shí)別能力的候選人，那些成功的人傾向于從他們的“經(jīng)驗(yàn)、直覺(jué)和常識(shí)”中舉出例子。他還密切關(guān)注他們的肢體語(yǔ)言。例如，如果有人交叉雙臂，這表示“無(wú)意識(shí)地交流傲慢和防御?！?/div>
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HOW DID YOU PREPARE FOR THIS INTERVIEW?
你是如何準(zhǔn)備面試的？
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Josh Millet, CEO and founder of pre-employment test software company Criteria Corp, likes to ask this “meta” question to get a sense of the applicant’s attention to detail. He previously wrote for Fast Company, “Asking about interview prep forces them to stay on their toes. I can almost always tell whether you’ve Googled our company last-minute or have really done your homework.”
就業(yè)前測(cè)試軟件公司Criteria Corp的首席執(zhí)行官兼創(chuàng)始人Josh Millet喜歡問(wèn)這個(gè)問(wèn)題，以了解申請(qǐng)人對(duì)細(xì)節(jié)的關(guān)注程度。他之前在文章中寫道：“詢問(wèn)面試準(zhǔn)備迫使他們保持警覺(jué)。我能辨別出你是最后一分鐘用谷歌搜索了我們的公司還是真的做作業(yè)了（提前了解公司和行業(yè)等）。
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“Doing your homework” is more than just looking at Glassdoor reviews and the company’s social media pages, Millet asserted. Rather, he’s looking for a specific insight, query, or comment they can have a conversation about. He talked about a candidate who made the following observation to him: “When I was browsing your site, I thought it was so smart to include sample score reports in the testing section. That’s the first thing I’d want to see if I was an employer considering purchasing your product.”
Millet稱，“做作業(yè)”不僅僅是看Glassdoor的評(píng)論和公司的社交媒體頁(yè)面。相反，他在尋找一種特定的見(jiàn)解、查詢或評(píng)論方式，讓他們可以借此交談。他談到了一位求職者，他對(duì)他說(shuō):“當(dāng)我瀏覽你們的網(wǎng)站時(shí)，我認(rèn)為在測(cè)試部分包括樣本評(píng)分報(bào)告是非常明智的。如果我是一個(gè)考慮購(gòu)買你們產(chǎn)品的雇主，這是我想知道的第一件事。
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Millet explained, “This little anecdote tells me you took more than a cursory glance at our site.”
Millet表示：“這件小事告訴我們你不是瞄了一眼我們的網(wǎng)站就來(lái)面試了，而是做了細(xì)致的觀察?！?/div>
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WHAT QUESTIONS DO YOU HAVE FOR ME?
你對(duì)我們有什么想問(wèn)的嗎？
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There’s a reason why almost every interview ends like this–it’s because sometimes the questions you ask the interviewer really does say a lot more about you than the questions you answered.
幾乎每一次面試都是這樣結(jié)束的，這是有原因的，因?yàn)橛袝r(shí)候你問(wèn)面試官的問(wèn)題比你回答的問(wèn)題更能說(shuō)明你的問(wèn)題。
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Ayah Bdeir, founder and CEO of technology kit company Littlebits, previously told Fast Company that this cliched question is extremely important because having specific questions about the company or the role illustrates a candidate’s curiosity and willingness to go the extra mile. Not having any questions, on the other hand, can give the impression that a candidate is lazy, disinterested, or not completely serious about applying for a job with the company. Many managers and recruiters agree that not having any questions is the worst response a candidate can have.
技術(shù)裝備公司Littlebits的創(chuàng)始人兼首席執(zhí)行官Ayah Bdeir此前曾告訴Fast company，這個(gè)問(wèn)題非常重要，因?yàn)閷?duì)公司或職位的具體問(wèn)題表現(xiàn)了求職者的好奇心和愿意多走一步的意愿。另一方面，如果沒(méi)有任何問(wèn)題要問(wèn)的話，就會(huì)給人留下一種你懶惰、對(duì)公司或職位不感興趣，或者不認(rèn)真地申請(qǐng)了這份工作的印象。許多經(jīng)理和招聘人員都認(rèn)為，沒(méi)有任何問(wèn)題是求職者最糟糕的反應(yīng)。
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In a previous Fast Company article, Amazon HR recruiter Darell Jackson said that questions asked about the hiring manager’s point of view, such as, “What do you like about working here?” show that interviewees are thinking about their careers in the long term. Joe Anthony, president of financial services PR firm Gregory FCA, told Fast Company that the question, “How do your client and customer define success?” can also make a candidate stand out.
在之前的一篇文章中，亞馬遜人力資源公司的招聘人員Darell Jackson說(shuō)，“你喜歡在這里工作嗎?”等關(guān)于招聘經(jīng)理觀點(diǎn)的問(wèn)題表明面試者在考慮他們的長(zhǎng)期職業(yè)生涯。金融服務(wù)公關(guān)公司Gregory FCA的總裁Joe Anthony告訴Fast Company，類似“你的客戶是如何定義成功的?”的問(wèn)題也可以讓候選人脫穎而出。
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He said, “Too many questions focus on details of the job; i.e., daily routine, and less on the big picture.” This question illustrates a candidate’s ability to see how their role fits in to the big picture, as well as their drive to bring value and be successful at the company.
他說(shuō)：“大多數(shù)人的問(wèn)題都集中在工作細(xì)節(jié)上，比如每天的日程，對(duì)整體的關(guān)注太少?！边@個(gè)問(wèn)題說(shuō)明了一個(gè)求職者是否有能力看清楚自己在公司大局中的作用，以及他們是否有能力為公司創(chuàng)造價(jià)值、帶來(lái)成功。
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