Google is notorious for its prodigiously tough recruitment process and is known for throwing tricky interview questions at job candidates, often in the form of mind-boggling brainteasers. But the technology giant's unorthodox interview methods may be scaring off talented and valuable workers. Here are some of Google's toughest and most bizarre interview questions and how to answer them. We also have some suggestions on what interview questions the company should ask instead.
谷歌的招聘一直非常嚴(yán)格，并且以對求職者拋出刁鉆的面試問題而著稱，這些問題通常以令人難以置信的腦筋急轉(zhuǎn)彎的形式出現(xiàn)。但這家科技巨頭的非正統(tǒng)的面試方法可能會嚇跑有才華和有價(jià)值的員工。以下是谷歌最棘手和最古怪的面試問題，以及該如何回答這些問題的建議。我們也對公司應(yīng)該提出哪些面試問題有一些建議。
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When you're a company that everybody is tripping over themselves to work for, you have the luxury of being picky. But there is a limit on how far you can push job candidates before they snap. Google is currently being sued by several software engineers for alleged discriminatory recruitment practices. An experienced programmer, Michael Geary, recounted on Hacker News that he passed on applying for a job at Google after hearing about the tricky interview questions that the company is prone to asking.
如果你的公司非常吸引人，大家都擠破頭想進(jìn)去，那么你自然有理由挑剔候選人。但這種挑剔也是有限度的，不能在挑好職員前嚇走職員。谷歌目前正被幾名軟件工程師起訴，稱其存在歧視性招聘做法。一個(gè)有經(jīng)驗(yàn)的程序員，Michael Geary，講述了一個(gè)關(guān)于他在谷歌申請工作的消息，之前他聽說這個(gè)公司很容易提出的刁鉆的面試問題。
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One applicant for Google's director of engineering role Pierre Gauthier -- who has 37 years' experience in coding and 24 years as a research and development director -- called out the rigid criteria the company's recruiter's use and the questions he was asked during the interview process.
一位谷歌的工程總監(jiān)Pierre Gauthier(他有37年的編程經(jīng)驗(yàn)，擔(dān)任了24年的研發(fā)總監(jiān))講述了公司招聘人員使用的嚴(yán)格標(biāo)準(zhǔn)以及面試過程中被問到的問題。
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Here's some of the toughest and weirdest interview questions Google has asked in the past and how to answer them:
以下是最難的問題以及回答方式：

#1 How many golf balls can fit in a school bus?
一輛校車內(nèi)可以容納多少個(gè)高爾夫球？
It's not just about getting a solid answer; the question requires the respondent to go through their methodology used in solving the question. Consider the size of a school bus and how big the golf balls are.
這不是給出一個(gè)具體數(shù)字就能解決的問題，而是需要回答者講述解題過程和方法。可以考慮一下校車的大小和高爾夫球的大小。
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#2 Out of eight balls, seven balls weigh equal while the one ball is slightly heavier than the others how would you figure out which one is the heavier by using a balance and only two weighing?
在8個(gè)球中，7個(gè)球的重量是相等的，而其中一個(gè)球的重量比其他球稍微重一些，你怎么用一個(gè)天平和兩個(gè)秤算出哪個(gè)是重的?
Another ball related question. Again, the response to this question requires logical thinking and for you to go through how you came to a conclusion. Here’s a suggested response:
這也是一個(gè)關(guān)于球的問題，要求回答者的邏輯思維，并且講述解題思路。以下是解題建議：
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? Take 6 balls out of 8 balls
? Put 3 balls on each side of weighing machine, if they weight equal you know that the heavier ball is in the remaining two which is left out
? But if they don’t weigh equal, then the heavier ball is in one of those triplets
? Out of those 3 balls that have heavier ball, pick any 2 and put them on the scale and keep doing until you get your heavier ball
? 從8個(gè)球中取出6個(gè)球。
? 在稱重機(jī)的每一邊放3個(gè)球，如果它們重量相等，你就知道較重的球在剩下的兩個(gè)中。
? 但是如果他們的重量不相等，那么較重的球就在其中一個(gè)三胞胎中。
? 3個(gè)球中有較重的球，挑出2個(gè)球，把它們放在秤上，然后一直重復(fù)做，直到找到答案。

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#3 Explain the significance of 'dead beef'?
解釋“死牛肉”的意思？
This one is for a more technical role, but when you get thrown this question out of the blue, the natural response is to associate it with real meat, which is the wrong way to approach it.
這是為技術(shù)類崗位設(shè)計(jì)的問題，但是當(dāng)你突然聽到這個(gè)問題時(shí)，會下意識地把它和真正的肉聯(lián)系起來，這是一種錯(cuò)誤的方法。
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Dead beef here refers to 0xDEADBEEF, a hexa-decimal value for debugging which was common back in the days when mainframes were popular.
這里的死牛肉指的是0xDEADBEEF，它是一種十六進(jìn)制的用于調(diào)試的值，在大型主機(jī)流行的時(shí)候是常見的。

#4 Explain a database in three sentences to your eight-year-old nephew.
用三句話向你8歲的侄子解釋“數(shù)據(jù)庫”的含義
You can probably guess this is a question to test an applicant's ability to explain complex concepts in the simplest way possible.
這是一個(gè)測試申請者是否能夠以最簡單的方式解釋復(fù)雜概念的能力的問題。
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Here's a suggested response from Business Insider:
以下是建議:
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"A database is a machine that remembers lots of information about lots of things. People use them to help remember that information. Go play outside."
“數(shù)據(jù)庫能記住很多很多信息。人們用它們來幫助記憶這些信息。你可以去外面玩了?！?/div>
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#5 Do you have an IQ more than 130?
你的IQ值是否高于130？
This is one of those trick questions where you think the interviewer is trying to assess your intelligence whereas they're probably trying to see how you view yourself.
你可能認(rèn)為面試官試圖評估你的智力，但他們可能是在試圖了解你對自己的看法。
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Don't answer just "yes", even if you have measured your IQ and it is over 130. According to Google's personnel chief Laszlo Bock, Google is looking for "intellectual humility". He said those who have been clever all their lives often commit "the fundamental attribution error, which is: if something good happens, it's because I'm a genius. If something bad happens, it's because someone's an idiot". He's probably going to look down on you for taking an IQ test to measure your intelligence in the first place because it makes you look insecure and have a need to be validated.
即使你已經(jīng)測量了你的智商，也超過了130，也不要只回答“是”。谷歌的人事主管拉茲洛?博克表示，谷歌正在尋找“智慧的謙遜”。他說，那些一生都很聰明的人經(jīng)常犯“基本歸因錯(cuò)誤”，即:如果有好事發(fā)生，那是因?yàn)槲沂莻€(gè)天才。如果壞事發(fā)生了，那是因?yàn)槟橙耸莻€(gè)白癡。他可能會因?yàn)槟愕闹巧虦y試而輕視你，因?yàn)檫@會讓你看起來不安全，需要被驗(yàn)證。
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So what could Google ask its job candidates instead? Here are a few suggestions:
那么谷歌應(yīng)該如何拋出這個(gè)問題呢？下面是一些建議：
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'What's the hardest bug you've had to find and fix?'
你發(fā)現(xiàn)自己犯過的最大的錯(cuò)誤是什么？怎么補(bǔ)救的？
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This one is for programmers and developers.
這個(gè)問題是為程序員和開發(fā)人員準(zhǔn)備的。
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"Within 5-10 minutes, and with some strategic follow-up questions, I can usually discover the following:
? What kinds of problems does the candidate believe to be hard?
? How solid is her technical reputation? (Did 'unsolvable' problems find their way to her inbox?)
? Is he a team player? (Solo effort to solve, or team effort?)
? Debugging skills and tactics.
?“提問這個(gè)問題，再加上一些后續(xù)的提問可以讓我在5-10分鐘內(nèi)了解求職者的以下特點(diǎn)：
?候選人認(rèn)為哪些問題很難解決?
?她的技術(shù)能力到底如何(她會遇到“無法解決”的問題嗎?)?
他擅長團(tuán)隊(duì)合作者嗎(習(xí)慣獨(dú)自解決問題，還是團(tuán)隊(duì)合作?)?
?發(fā)現(xiàn)并改進(jìn)問題的技巧有哪些。

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'What didn't you get a chance to include in your resume?'
你沒有寫在簡歷中的東西有哪些？
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"Obviously a good CV is important, but if you were going to hire by what they say about themselves on paper, you wouldn’t need to waste time on an interview. As important as it is to look at what a candidate has achieved elsewhere, I have always believed that the single most important thing to consider is 'personal fit'. By that I mean, is this someone whose way of being, sense of humour, and general demeanour will dovetail easily with your company’s culture?"
很顯然，好的簡歷是很重要的，但是如果你想通過他們在紙上的介紹來招聘他們，你就不需要在面試中浪費(fèi)時(shí)間了?！蓖瑯又匾氖?，看看候選人在其他地方取得的成就，我一直認(rèn)為，最重要的是要考慮的是“個(gè)人適合度”。我的意思是，這個(gè)人的存在方式，幽默感，以及日常的舉止，會與你公司的文化相吻合嗎?
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'Who is the smartest person you know?'
你認(rèn)識的人當(dāng)中，誰是最聰明的？
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"By giving this person an identity, the interviewee subconsciously divulges what they hope to use their brains for, which in turn, highlights whether their interests are altruistic or commercial. We all know that candidates come in expecting to sell themselves, so by forcing them to sell someone else, we are given a direct comparison as to who the candidate aspires to be.? ?"Subliminally, what we are really asking the candidate is ‘what their values and aspirations are.’ Forcing them to think of a real person in their lives – not someone famous."
通過回答這個(gè)問題，被訪談?wù)呦乱庾R地透露他們希望用大腦做什么，進(jìn)而強(qiáng)調(diào)他們的興趣是利他的還是商業(yè)的。我們都知道，候選人是想推銷自己的，所以通過強(qiáng)迫他們出賣別人，我們可以看出求職者的未來目標(biāo)。“潛意識里，我們真正要問的是‘他們的價(jià)值觀和抱負(fù)是什么’。通過這個(gè)問題強(qiáng)迫他們?nèi)ミx擇一個(gè)真實(shí)存在于生活中的人，而不是一個(gè)名人?！?/div>