面試期間你最該問的十大問題(上)

Congratulations! You made it through the application process and have been granted an interview. This is your chance to really stand out, to show them that you are the best person for the job. Or better yet, the only person for the job. But what's the best way to really shine at an interview? In the interest of creating a level playing field, Human Resources departments often design a hiring process which can seem a bit limiting. So how does one stand out in a procedure that's designed to look at all of us through the same lens?

恭喜你！你已經順利通過簡歷篩選階段，擁有了面試資格。這也是你真正出彩的機會，讓公司看到你纔是這份工作的不二人選。但如何才能在面試中脫穎而出？爲了創造公平競爭的環境，人力資源部門通常會設計一個招聘流程，即使看上去可能有些侷限。那麼在相同的面試程序之下，怎樣才能使自己嶄露頭角、大放異彩呢？

The solution may have more to do with your questions than your answers. That's not to say that you're not going to go in prepared to dazzle the interviewer with the perfect reply when they ask what your strengths and weaknesses are. And you'll give an honest and simultaneously self-flattering assessment when they ask why you left your previous position. But what can you do to make a unique impression? In the end, we probably all cough up the same bull when asked if we're a team player. Just remember, while everyone gets asked the same questions, the questions you, the interviewee ask, can be completely original and designed to make you shine. Questions should be open-ended so that they foster further discussion; and of course you should not ask basic information about the company that you could have (should have) researched ahead of time. Your questions should be formulated to do three things; show that you've done your homework, highlight your unique skills and ability, and help you and the perspective employer determine if you're a good fit for each other.

更多時候在於你所提的問題，並非你的回答。這並不是說你可以不必準備那些足以在面試中驚豔考官的回答,也不在於當他們問你爲何辭去上一份工作,或問及你的優勢和弱點時你能毫不誇張的自我炫耀。那麼，如何才能給面試官留下深刻的印象？最後，當問及是否具備團隊精神，每個人都會異口同聲。只要記住，雖然面試官向每個人提出的問題都是相同的，但作爲應聘者，你提出的問題必是獨一無二的，而且通過設計安排使你在面試中脫穎而出。問題應該是開放式的，以便於進行進一步討論；忌詢問公司的基本信息，因爲你在面試之前應該對此有所研究和了解。你的問題必須要圍繞以下三個方面來制定：顯示你做了充分的準備，突出你拔尖的業務技巧和能力，讓你和未來的僱主看起來彼此契合。

You Get A Chance To See My Resume? Do You Have Any Questions About It?

10.您是否看了我的簡歷？您對我的簡歷有什麼疑問嗎？

Oddly enough, the interviewer or panel of interviewers may or may not have seen all the wonderful information you've provided about yourself. Depending on how large and/or bureaucratic the organization is, the process of deciding which candidates meet the minimum qualifications and can therefore be interviewed, may be completely separate (as in done by different people) than the process of interviewing and selecting the right person for the job. So double-check and make sure that the person/people you're talking to know your story.

奇怪的是，面試官和麪試團隊也許不會看到你提供的所有閃光點。這取決於公司規模大小和其官僚程度，而且決定哪些候選人符合面試最低門檻的過程可能與組織面試和終選的過程完全分離（由不同的人操作）。所以要再次確認以確保你的面試官看過你的簡歷，瞭解你的經歷。

If they do, you can use the question to call attention to some of your greatest accomplishments. If they don't, this is your chance to enlighten them. Practice giving a short (two minutes or less) summation of your education and work history, as well as your goals and vision of the future. Highlight the parts that are relevant to the current job, or that show-off your most unique skills and abilities. If they answer that, yes, they've seen your résumé and no, they don't have any questions about it, that's fine. The important thing is that you've made sure they have a context for placing the information they will learn about you in the interview. You've also provided them with an opportunity to inquire into any burning issues which may not have been on the official list of interview questions.

如果他們對你已有所瞭解，你可以利用提問的機會讓你的成就抓住面試官的眼球。如果他們之前沒有注意，這就是你強調自身優勢的大好時機。對你的學歷和工作經歷還有你的奮鬥目標和對未來的憧憬做簡短的概括（不超過兩分鐘）。要強調與你現在正申請的工作相關的部分，或者展示出你最出衆的能力。如果他們回答，是的，我們已經看過你的簡歷，而且對此我們沒有任何疑問，那麼很好。你已經能確定他們爲在面試中瞭解你做好了鋪墊，這是非常重要的。同時有些亟待解決的問題，面試官們並不會列在正式面試問題清單中，你給了他們詢問這些問題的機會。

There Opportunities For Advancement?

9.我有晉升的機會嗎？

As a perspective employee you will definitely want to know whether the company Offers opportunities to move up. Pay attention to how you ask the question though. Said the wrong way, it sounds like you are stating that the current position, the one your applying for, is below you. You don't want the employer to think that you are only interested in this job as a way to get your foot in the door (even if that is the case).

作爲一名有遠見的僱員你肯定想知道這個公司是否會給予你晉升的機會。但要注意你提問的方式。如果提問方式不恰當，就會使你看起來是個好高騖遠的人。你一定不希望你的僱主認爲你只將這份工作作爲敲門磚（即使確實如此）。

Rather, your question should deliver the message that you want to be at this organization for a long time, that you are looking for a company that is a good fit now, and that will still be a good fit for you in the future as you grow and develop. In the end, this question digs into the culture of the organization. Is the person who is interviewing you the person who will be your supervisor? What did they do before they were in this position? Are there examples of people in the leadership who came up through the ranks? To be fair, the answer to this question may be largely determined by the size of the company. Small businesses simply may not have that many different positions to fill or layers in the hierarchy. However, as a business grows, it should look for ways to reward and develop dedicated, capable employees.

相反，你所問的應該表達出你想長期留在公司的願望，你想要尋找的不僅僅是現在與你相契合的公司，更是在你成長、發展之後依舊彼此相契合的公司。最後，提問可以深究公司的企業文化。面試你的人是不是你未來的上司？他們做到這個職位之前是做什麼的？有從基層幹起，一步步升上來做領導的先例嗎？公平地說，這些問題的答案很大程度上取決於公司規模大小。小企業可能只是沒有那麼多不同的職位和複雜的層次結構。然而，隨着企業的壯大，它應該嘉獎、培養具有奉獻精神的、有能力的職員。

Does Your Company Offer As Far As Training?

8.貴公司提供什麼樣的培訓？

How deeply invested a company is in training says a lot about them. It will give you an idea of whether they like to cultivate internal talent or would rather spend their money on Head Hunters who recruit from the outside. It will give you insight into the likelihood of learning new skills which could lead to promotions, or the opportunity to change departments once your in the door. Finally, and perhaps most importantly, it is an indicator of how serious they are about being the best in their field.

從一家公司對培訓的投入，我們可以得到關於它的很多信息。這會你知道他們是培養內部人才還是寧願花錢讓獵頭（譯者注：專門負責招攬人才的人）從外部招聘人才。同時，讓你意識到學習一項新技能可能會引發升職或者是有機會提升你在部門中的地位的可能性。最後，也許最爲重要的是，瞭解公司提供什麼樣的培訓會讓你知道，這家公司有多大的決心要成爲相關領域的佼佼者。

Asking about opportunities for professional development also tells the perspective employer that you see yourself as a "life long learner," that you are willing and anxious to hone your abilities, develop new skills and take on new things. Don't be afraid to be specific. Ask how much training will be provided initially, as well as how much is offered on an ongoing basis to long-term employees. Is training conducted internally or externally? Is there a budget (how much per employee?) for training? Will you be able to/required to attend regional or national conferences? Is training focused on technical development or also on soft skills? If you've attended trainings in your field that you've found especially useful, feel free to mention them. Every employer wants to hire someone that's willing to learn.

主動詢問專業進修機會的相關事宜也是向你的僱主表明，你始終是把自己當作一個"終身學習者"，並且非常願意和渴望鍛鍊自己，培養新技能，接受新事物。不要害怕問得太細惹人厭，儘管去問。問他們，最初能提供多少培訓？長期員工有什麼待遇？培訓是在公司內部還是外部培訓？培訓有預算嗎？每一名員工的培訓預算是多少？你能夠或被要求參加地區性或全國性的會議嗎？培訓側重於技術研發還是軟技能？如果你參加過你所在領域的培訓，並且覺得非常有用的話，可以隨時和他們提起。每個僱主都願意聘用積極好學的員工。

Would You Describe The Workplace Culture?

7.你會如何描述職場文化？

There are things you'll want to know that you can't really ask. You can't ask if everyone who works there is an uptight workaholic. Nor can you inquire whether or not management and worker bees have a hostile relationship. But you can try to elicit this information by asking about the culture.

你想知道一些事情但是還不能夠詢問總有一些事是你想知道，但是又不能問的。你不能問其他人，某個職員是不是一個老老實實的工作狂，也不能詢問上司和員工之間是否存在敵對關係。但是你可以通過了解該公司的企業文化探出這些信息。

Probably the biggest factor that will decide whether or not you like a job is the overall culture of the organization. "Culture" can be hard to get a handle on, as it is a bit intangible. However, asking the interviewer describe the culture might reveal some interesting things. Is there a cut-throat competitive atmosphere? Does the boss bring in donuts every Wednesday? Can you dress casual? Do people keep to their cubicles or mingle with each other? Do many people use the break room? What kind of a vibe do you get from the place? Ask the interviewer(s), what his/her favorite thing about working there is? When I was in school, I once attended an event in which we soon to graduate students were addressed by recruiters from various businesses. Only one employer (a sporting goods company you'll probably recognize) made an impression on me at the time and I still remember it all these years later. It wasn't the pay and benefits, or the company's fantastic campus. It was that the recruiters short, fresh, honest description of the culture made it sound like a fun place to work: "Look, we're about sports. We rise and fall with the human spirit. And we believe in Just Do It! Sometimes that works out and sometimes it gets us into trouble."

決定你是否喜歡一份工作的最大因素可能是整個企業的文化。"文化"是無形的，很難掌握。然而，讓面試官描述文化可能會揭示出一些有趣的事情。有沒有一種激烈的競爭氛圍？老闆是否每週三都會帶甜甜圈？你可以穿休閒裝嗎？職工彼此之間有沒有隔閡或交際關係？會有很多人會使用休息室嗎？你在這兒感受到的是何種氛圍？問一下面試官，在自己的工作中，他/她最喜歡的是什麼？當我還是學生的時候，我曾經參加過一個不同行業的招聘人員給即將畢業的學生解答問題的活動。當時，只有一個僱主給我留下了深刻的印象（那是一家知名的體育用品公司），即使很多年過去了我仍然記得。給我留下深刻印象的不是薪水和福利，或者是公司夢幻般的工作環境，而是招聘人員簡短的、新穎的、誠懇的描述，他的描述使那家公司聽起來是一個很棒的工作場所："看吶，我們做的是和體育運動有關的工作。我們與人類精神共興衰。我們的信念是‘想做就做'。有時候會成功，但有時候也會有麻煩。"

You Tell Me How Employee Performance Is Evaluated?

6.你能告訴我僱員的績效是如何被評估的嗎？

Knowing how to do a good job means knowing what a good job is. Ask how, how often and by whom your performance will be reviewed. Is there a specific format for evaluating performance or is it up to each supervisor? Is employee assessment based on measurable outcomes? On technical performance? On soft skills?

知道如何做好一樣工作意味着知道什麼是好工作。要去問你的如何評估、多久評估一次還有由誰來評估。是否有績效評估的固有模式或者還是由檢查員來定？僱員的評估是建立在具體成果上？還是技術績效上？或是軟技能上？

A well-defined evaluation process tells you that organization has policies and procedures in place to support employees in doing their jobs and improving their skills. If a place is loosey-goosey about conducting evaluations, it sets employees up for substandard performance. Goals should be well defined and employees should know what has to be done to measure up. The schedule and process for evaluation should be standardized throughout the organization. You will also want to know who gets to provide feedback for employee evaluations. Does the supervisor execute the performance review on their own (indicating a hierarchical workplace culture)? Or is there a "360 degree" evaluation process which considers feedback not-only from the employee's supervisor, but also from their co-workers, subordinates, and possibly even their customers. This type of process not only allows for a more complete picture of your performance, it permits employees to participate in improving the entire team. Performance evaluations may be linked to wage increases. Therefore, it's important that evaluations are conducted on a timely manner. Even when no salary increase is possible, regular performance assessments give the employee the opportunity to establish a documented record of their good work. Many organizations no longer allow supervisors to serve as references for former employees. Instead these calls are sent to the Human Resources office. Therefore, having a documented history of your excellent work in your personnel file is essential.

一個定義明確的評估程序能夠說明，機構能爲他們的員工在工作和提高技能上提供政策和手續的支持。如果一個崗位被隨意評估，這會爲僱員們績效不達標埋下隱患。目標需要被明確定義，僱員需要知道必須做什麼才能合格。評估的計劃表和過程需要在整個機構標準化。你也會想要知道由誰給僱員反饋評估。是檢查員自己執行績效檢閱的嗎？或者考慮到反饋不僅來自檢查員而且還來自他們的同事、下屬甚至有可能來自他們的顧客,是否有 "360度"全方位評估過程？這種類型的程序不只是考慮到能讓你的績效更爲完備，還能使僱員參與提升整個團隊變得可能。績效評估也可能會和漲工資聯繫起來。因此，及時評估顯得尤爲重要。甚至不漲工資時，定期的績效評估也給了僱員機會去創建一個他們好好工作的文件記錄。很多機構都不再允許檢查員僅憑前僱員的介紹信就錄用新人。而是給人力資源部門打一通電話,調取他的歷史檔案。因此，在你的個人文件中備有一份出色工作歷史文件是至關重要的。

審校：小飛俠 編輯：叫我王二白 來源：前十網