如何在面試中表現自己的軟技能？

Some skill sets are easier to screen for than others. A writing sample will highlight communication skills; extremely tough questions will test a candidate’s ability to think on his or her feet; and asking the applicant to discuss previous roles will provide information about his or her experience.
有些技能相對於其他的技能來說還是挺容易就能測量出來的：一份寫作樣本就能體現你的溝通能力；極端刁鑽的問題就可以測試面試者的臨場反應能力；提問面試者上一份工作的情況就能瞭解他/她的工作經驗。

But how can you test for "soft skills," such as teamwork and empathy, during the interview?
但是，如何在面試中測試（團隊合作精神和換位思考等）“軟技能”呢？

There’s no magic formula, but essentially you need to look for two things: self-awareness (because you want a candidate who can make the connection between his or her actions and professional outcomes) and instincts (because you want someone who would intuitively take the empathetic, team-oriented and optimistic approach).
實際上並沒有什麼神奇的法則，但最基本的就是你必須考慮兩件事：自我意識（因爲你需要的是一名能夠把他/她的行動與專業技能綜合運用在一起的面試者）以及本能反應（因爲你需要的是能夠自覺地爲他人着想，有團隊凝聚力以及積極的團隊成員）。

To that end, read on for two questions you can ask in future interviews that will help you sniff out the perfect people to add to your team.
綜上所述，在未來的面試中，你可以提出下面這兩個問題來幫助你找到合適的團隊成員。

1. "Can you tell me about a time when you worked as part of a group?"
1. “你能告訴我關於你工作的內容嗎？”

To start with, red-flag a candidate who tells a story about how the group was useless until he or she rode in on a white horse and saved the day. First, this person hasn’t done the interview prep necessary to know you shouldn’t speak poorly of others. Second, it’s not a good sign if the story that comes to mind is one where he or she personally succeeded and the team failed. The "I’m smarter than everyone else" response indicates both low self-awareness and poor propensity for teamwork.
一開始，在面試者抱怨團隊如何不濟，吹噓自己是如何拯救團隊的時候，給他/她一些提示警告。首先，這位面試者沒有好好地準備這次面試，並沒有意識到面試官並不想知道他是如何說別人的壞話。其次，如果一個人表示他/她個人是多麼的成功而團隊是多麼的失敗，這並不是一個良好的徵兆。如果他/她的迴應是：“我比任何人都聰明。”這便意味着他/她在團隊工作中是自我意識薄弱，有不良意識傾向的一個人。

But what if the candidate is exceptional because the team was flailing and he or she saved the day? A candidate who works well with others will tell the story differently. He or she will include the merits of the other approaches and frame it more as a story that shows initiative, leadership and creative thinking, rather than one about being the smartest person on the team. This time, the "I had the solution" answer works.
但如果這位面試者是一個例外呢，如果真的是團隊正面臨危機，而他/她幫助團隊脫離困境呢？如果這位面試者與其他同事相處友好，他/她就會用另一種態度來表達這件事。他/她會在表述這件事情的時候提到所有其他方法的優點，並讓你聽起來更具主動性，領導才能和創造性思維，而不是表達自己是團隊中最聰明的人。而此次，“我找到了解決的方法。”這個回答更具說服力。

Of course, the best answer is one about a time when a team successfully worked together. The candidate would discuss the other members' contributions as well as his or her own and include what it taught him or her about working well with others. You know this candidate will bring strong teamwork skills to the table (and that his or her first instinct is to discuss working with others positively).
當然，最佳的回答就是曾經能夠與團隊很愉快地相處工作。面試者會提到其他團隊成員和他/她自己對於團隊的貢獻，以及他/她所學到的與他人友好相處的方法。你就會知道，這位面試者能夠把強烈的團隊精神落到實處（並且他/她的第一反應就是主動與他人合作）。

2."Can you tell me about a time when you had to ask for help?"
2. “你能說說你需要他人幫助的事情嗎？”

This is one of my all-time favorite interview questions. Why? Because smart candidates know that every answer should make them look like the best choice. So, seeing how an applicant approaches this question will let you know if he can describe (and view) himself as an asset, even when discussing a failure.
這是筆者最喜歡提問的面試問題之一。爲什麼呢？因爲聰明的面試者就知道每一個回答都應該讓他們看起來是最佳的選擇。所以，看看這位求職者是如何回答這個問題的，就能夠讓你瞭解到他如何讓他自己有價值，即使是在討論挫折的時候。

The red-flag answer here is, "I can’t really remember the last time I had to ask for help." This person thinks the only way to make a good impression is to be perfect. He not only lacks self-awareness, but he could be a dangerous hire, because when he makes a mistake (and who hasn't?) he may not be comfortable telling anyone.
最危險的回答是：“我實在無法回憶起上次我尋求幫忙的時候。”這位面試者單純地認爲留下良好印象的唯一的方法就是表現完美。他不但自我意識薄弱，而且如果聘請他對團隊來說可能是一個威脅，因爲一旦他犯了錯誤（誰不會呢？），他可能並不能理性地告訴別人。

A second-rate answer would be one that includes a "fake" example (similar to the cop-out answers to "What’s your biggest weakness?"). An example of this would be something along the lines of: "I thought I had the best solution to a problem, and then I hit an obstacle and reached out to someone, and then I realized I did have the best answer all along." This candidate gets points for reaching out to someone else when she needed a sounding board, as well as having the ability to take a step back and reassess when things weren’t working, but she still isn’t comfortable admitting to making a true mistake.
另外一個相對也不算理性的回答，就是包含“虛假”的例子（類似於逃避“你的最大缺點是什麼？”的回答）。比如這樣的回答：“我認爲我有解決這個問題的最佳方案，然後我清掃了障礙並向他人給予援助，然後我就發現其實我一直都能夠找到最佳的解決方法。”這一位面試者能夠意識到他人需要回應的時候給予了幫助，並且能夠哎事情不如意的時候退一步重新評估，但她仍然無法正面承認自己犯了錯誤。

The best answer is one in which the candidate identifies a mistake she made and how she learned from someone else. Why? Because it takes learning experiences in prior roles to apply the lessons learned to a future position. Moreover, an answer like this gives a candidate the chance to speak sincerely about mentorship and growth — which is great for her to share and for you to hear. An ideal answer might sound something like:
這個問題的最佳答案應該體現出，這位面試者能夠意識到自己犯的錯誤並能夠從他人身上學到經驗。爲什麼呢？因爲這樣能夠從職位更高的成員身上獲取到未來提升職位的經驗。再者，類似這樣的回答可以給面試者一個機會表達自己對於導師和學生關係以及個人的成長的看法——對她是一個很好的分享經驗，對你是一個很好的故事。理想的回答應該像這樣子：

“I remember a time at my first job when a disgruntled customer called, and no matter what I said, I couldn’t seem to make her feel any better. Even though she didn’t ask to speak to a manager, I asked my supervisor to speak to her and listened as he ably addressed her concerns. There were some key phrases he used to defuse the situation that I simply hadn’t heard before. I paid attention to what he said so that I was prepared the next time I had to handle a situation like that for myself. ”
“我記得在我的第一份工作的時候有一位不太高興的顧客給我們致電，而且無論我說什麼，她似乎都沒有感覺滿意一點。即使她沒有要求與經理面談，我也主動請求我的上司與她溝通，聽取她的需求。上司表達了一些緩解緊張局面的說法，都是我從未聽到過的。我留心去聽他說以便下次處理同樣事情的時候能夠有所準備。”

Oh, and it should go without saying that this is still an interview. So a candidate who admits to doing anything negligent, illegal or mean-spirited automatically fails this question, regardless of whether he demonstrates exceptional honesty and self-awareness when relaying the story.”
啊，別忘了這仍然是一場面試。所以如果一位面試者承認了他的工作疏忽，不合規則或不由自主的表現出心胸狹窄，就無法在這個問題上得分了，即使他在述說的過程中多麼極力地證明自己非凡的忠誠和堅強的自我意識。

Screening for soft skills is just as important as testing for technical abilities. Use the questions above to make sure your new hire has the emotional aptitude to handle the job.
測試職場軟技能和測試真實的專業技能一樣重要。利用上述的問題能夠確保的新成員有更高的情商應對工作難題。