After months of searching, your job hunt could soon come to an end. You got through the online application process and aced the phone interview. Now all you have to do is charm the pants off your potential future boss.
經(jīng)過數(shù)月的尋找，你的求職階段可能很快就會(huì)結(jié)束。你經(jīng)過了網(wǎng)上申請(qǐng)程序，順利通過了電話面試?，F(xiàn)在你要做的就是把你未來的老板哄得褲子都掉了。
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1. Pretending you don’t have any flaws
1. 假裝你完美無瑕
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“One of the biggest mistakes I believe most people make through the employment process is refusing to admit that they aren’t perfect. Nobody is perfect; none of my candidates, none of our team members, not even me.
“我認(rèn)為大多數(shù)人在求職過程中犯的一個(gè)最大的錯(cuò)誤，就是不肯承認(rèn)自己的不完美。沒有人是完美的；不管是我的求職者們，還是我們的團(tuán)隊(duì)成員，甚至是我自己，都不是完美的。”
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“When I ask the question, ‘what is your biggest weakness?’ I’m not trying to catch you out by forcing you to reveal your biggest flaws. I’m trying to see if you recognize that you don’t have the answers to everything and find out whether you’re actually willing to be open and honest about it. Dishonesty is a very toxic trait to have in the workplace and by providing a generic response or even one that contradicts something you’ve previously said, red flags are instantly raised.” — Jon Hayes, marketer at Authority Hacker
“當(dāng)我問你‘你最大的弱點(diǎn)是什么?’我不是強(qiáng)迫你暴露自己最大的缺點(diǎn)，以此來抓住你的把柄。我只是想看看你是否意識(shí)到你不是萬事通，了解你是否真的愿意坦誠面對(duì)這個(gè)事實(shí)。在工作場(chǎng)合，不誠實(shí)是一種非常有害的品質(zhì)。如果你的回答是空泛的，甚至與你之前說過的話相矛盾，那么就會(huì)給面試官發(fā)出警告訊號(hào)?！薄狫on Hayes，Authority Hacker的營銷人員
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2. Bad-mouthing your old boss
2. 說前任老板的壞話
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“Talking negatively about previous companies usually does not present well for the interviewee. The interviewer usually can’t judge the objectivity of the story, so they tend to assume the candidate was dealing with a negative attitude, rather than a difficult situation.
“說以前的公司的壞話并不適合面試者?！泵嬖嚬偻ǔo法判斷你所說的內(nèi)容的客觀性，所以他們傾向于認(rèn)為面試者更傾向于應(yīng)對(duì)消極的態(tài)度，而不是一種困難的情況。
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“I have had candidates tell me, ‘It was a mistake going to work there’ or ‘I did not get along with my boss’ or ‘I did not like the company culture’ without explaining more. I recommend sticking to facts and leaving the emotion out of it. For example, say, ‘My manager changed three times over the year and so did my job requirements.’ It makes sense that you would want to leave such a company.” — Miki Feldman Simon, founder of IamBackatWork
“有些求職者對(duì)我說，‘去那里工作是個(gè)錯(cuò)誤’，‘我和老板相處不好’，或者‘我不喜歡公司的文化’，但他們沒有解釋更多。我建議你堅(jiān)持談事實(shí)，不要感情用事。例如，你可以說，‘我的經(jīng)理一年換了三次，我的工作要求也換了三次?！@樣說的話，你想離開這樣一家公司是有道理的?！薄狹iki Feldman Simon, IamBackatWork公司的創(chuàng)始人
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3. Not bothering to check out the website
3. 不屑于查看網(wǎng)站
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“I’ve done a few interviews where the candidates didn’t even look at the website. That’s not an option these days ― it’s a must. I asked for their opinion on the site and a few recommendations, and they stared blankly. I’d say a baseline skill is to come prepared, review the website and have an opinion, even if you’re not the expert!” — Mark Krenn, founder of Coastal Creative
“我曾面試過幾個(gè)求職者，他們幾乎都不看網(wǎng)站。對(duì)于如今來說，瀏覽網(wǎng)站已經(jīng)不是一個(gè)可有可無的動(dòng)作了——這是必須的。我詢問他們關(guān)于網(wǎng)站的一些意見和建議，他們卻茫然地盯著我。我想說的是，前來面試的基本技能就是有所準(zhǔn)備，瀏覽網(wǎng)站和有個(gè)人觀點(diǎn)，即使你不是專家！”——Mark Krenn，Coastal Creative的創(chuàng)始人
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4. Forgetting to say ‘thank you’
4. 忘了說“謝謝”
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“We had a candidate for an entry-level position who looked great on paper — great cover letter, decent experience. As we went through the hiring process, there were many email exchanges and a few onsite interviews before we presented an offer. The one thing that stuck out during this particular hiring process was that the candidate never showed any signs of gratitude. Email exchanges were absent of a ‘thank you.’ Even after the onsite interviews, the candidate never thanked any of us after a team interview. This weakened the candidate’s consideration for an entry-level role at our agency.” — Amy Hyde, director of operations at Outspoken Media
“我們有一個(gè)申請(qǐng)初級(jí)職位的面試者，他在書面表現(xiàn)很棒——出色的求職信，不錯(cuò)的經(jīng)驗(yàn)。在我們進(jìn)行招聘的過程中，有很多電子郵件交流，也有一些現(xiàn)場(chǎng)面試，最后我們才給出了錄用通知。在這個(gè)特殊的招聘過程中，有一件事特別引人注目，那就是應(yīng)聘者從來沒有表現(xiàn)出任何感激之情。電子郵件交流中沒有一句“謝謝”。即使是在現(xiàn)場(chǎng)面試之后，應(yīng)聘者也從來沒有在小組面試后感謝過我們。這讓我們對(duì)他的任職可能性打了折扣?！薄狝my Hyde，Outspoken Media的運(yùn)營總監(jiān)
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5. Having your own personal happy hour
5. 擁有屬于你自己的快樂時(shí)光
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“Video interviews are becoming more common, and in my experience, candidates may not take this type of interview seriously ― or remember that they and all their actions are on camera. I interviewed a candidate for a tech position who, halfway through the interview, reached to his right and grabbed a pint of beer. He brought it to his mouth and took a sip before he gave his answer to the question. He was very nonchalant about it.
“視像面試越來越普遍，根據(jù)我的經(jīng)驗(yàn)，求職者可能不會(huì)認(rèn)真對(duì)待這種類型的面試——或者記住他們和他們的所有行動(dòng)都在鏡頭前?！蔽颐嬖嚵艘晃粦?yīng)聘技術(shù)職位的求職者，面試進(jìn)行到一半時(shí)，他走到他的右邊，抓起一品脫啤酒。他把它拿到嘴邊，抿了一口就回答了問題。他對(duì)正在面試這件事表現(xiàn)得毫不在乎。
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“‘Is that a beer?’ I asked. ‘Yes, an IPA,’ he responded.
‘這是啤酒嗎？’我問。‘是的，是IPA牌的，’他回答。
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“Sure, the interview was at 4 p.m., but it wasn’t a happy hour interview! The conversation ended shortly after that.” — Alison Daley, founder of Recruiting Innovation
“當(dāng)然，面試是在下午4點(diǎn)。但那不是一個(gè)歡樂時(shí)光面試！談話在那之后不久就結(jié)束了。——Alison Daley，Recruiting Innovation的創(chuàng)始人
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6. Negotiating like a rookie
6. 像菜鳥一樣談判
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“One candidate asked the following question during the interview: ‘I know that during my phone call with your HR department I acknowledged that I am OK with the $70,000 salary. But because of my bills and upcoming wedding expenses, it will not be enough for me. Would you consider paying me $85,000 if you decide to hire me?’
“有一位求職者在面試中問了這樣一個(gè)問題：‘我知道，在與貴公司人力資源部的電話交談中，我承認(rèn)我對(duì)7萬美元的薪水感到滿意。但由于我要支付賬單以及即將到來的婚禮費(fèi)用，這個(gè)金額對(duì)我來說是不夠的。如果你決定聘用我，你會(huì)考慮付給我8.5萬美元嗎？’
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“This person was fairly young and didn’t know how to negotiate compensation. Ideally, he would have asked for more money upfront or come up with a counteroffer later that didn’t involve his personal reasons for needing a higher salary.” — Sukhjot Basi, CEO of Bank Yogi
“這個(gè)人相當(dāng)年輕，不知道如何協(xié)商賠償。理想情況下，他應(yīng)該先要求更高的薪水金額，然后再給出一個(gè)折中的數(shù)額，并且不應(yīng)該涉及他個(gè)人需要更高薪水的理由?！薄猄ukhjot Basi, Bank Yogi首席執(zhí)行官
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7. Crossing the line from confidence to arrogance
7. 跨越自信，走向傲慢
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“I interviewed a candidate once who basically wouldn’t let me get a word in edgewise and ask my questions to vet his qualifications and fit. Instead, they dug into me about the company and my personal background, told long stories about all of the great things they had done and concluded the 15-minute interview by asking when they would be starting.
“我曾經(jīng)面試過一位求職者，他基本上不讓我插一句話，而是問我一些問題來考察他的資歷和適合度。然而適得其反，他提問這些問題只是想要深入了解公司和我的個(gè)人背景，展示他的經(jīng)歷幫助他所做過的所有偉大的事情，并在15分鐘的采訪結(jié)束時(shí)詢問什么時(shí)候開始講述他的故事。
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“The arrogance was off the charts, and I ended the interview without bothering to try to get any information to judge their qualifications. Whether a candidate is confident or not, they have to fake it in an interview for it to be a success. But when it crosses over to arrogance, it’s a deal-breaker.” — Kris Hughes, senior content marketing manager for
“面試結(jié)束時(shí)，我沒有費(fèi)心去獲取任何信息來判斷他們的資歷。不管應(yīng)聘者是否自信，他們都必須在面試中假裝自信才能獲得成功。但當(dāng)它演變成傲慢時(shí)，就會(huì)成為交易的破壞者?！薄狵ris Hughes，網(wǎng)站的資深內(nèi)容營銷經(jīng)理
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點(diǎn)此閱讀：招聘經(jīng)理：犯了這13個(gè)錯(cuò)誤將毀了你的面試！（下）