? You May Not Fit the Real Culture 你也許和公司文化不相融

Most companies want to keep things the way they are. They are creatures of habit; they crave stability and predictability. Sure, they attempt to interpret market forces and anticipate customer demands. Unfortunately, they rarely reshape established processes and hardened attitudes at the speed of change.
多數(shù)公司希望保持原狀。它們是“習(xí)慣動(dòng)物”；它們渴求穩(wěn)定、希望一切事情都可預(yù)測(cè)到。當(dāng)然，他們會(huì)努力理解市場(chǎng)力量、預(yù)測(cè)客戶的需求。不幸地是，他們極少會(huì)重塑已經(jīng)建立好的流程，對(duì)待變化速度的態(tài)度頑固不化。

This tendency seeps into hiring. At ground zero, they still want to fit you into a neat pigeonhole. They want you to be one of them. That's why experienced mediocrity almost always trumps talent every time.
這個(gè)傾向會(huì)滲入到招聘中。從一開始，他們就希望把你放入一個(gè)“模子”。它們希望你是和他們同一類型的。這就是為何老練的平庸幾乎每每勝過才華。

If you want to succeed, set your sights higher. Tap into those intangibles that make you special. And don't settle for just a job. Identify organizations that truly live up to their ideals, top-to-bottom. Seek out employers who stay steady and calm in uncertain times. Anything less, you are setting your sights too low.
如果你想成功，那么眼光就要看高一些。了解那些使你變得特別的無形的東西。不要單為了一份工作而去將就自己。找出那些切實(shí)執(zhí)行理念的企業(yè)。找出那些在不穩(wěn)定時(shí)期仍保持穩(wěn)重、鎮(zhèn)定的雇主。如果沒有這些特質(zhì)，你的眼光就太低了。

? Employers Don't Always Act Like Professionals 雇主的表現(xiàn)不是總是職業(yè)化

Employers can be sloppy during the recruiting process. They can bring you in and string you out. Sometimes, they won't follow up after an interview—or they will miss their self-imposed deadlines. Too often, they take for granted that you sacrificed pay, even risked your current job, to meet with them.
在招聘的時(shí)候，雇主們可能不是很認(rèn)真。他們可能給你希望，然后拖延時(shí)間。有時(shí)候，面試后他們不會(huì)跟進(jìn)——或者超過自己設(shè)定好的最后期限。太多時(shí)候他們理所當(dāng)然地會(huì)認(rèn)為你會(huì)犧牲收入，甚至冒著失去當(dāng)前工作的風(fēng)險(xiǎn)來和他們見面。

Here's a dirty little secret: There are different rules for screeners and managers. They can treat you in ways they wouldn't dare resort to with peers or customers. Why? Job hunters are the lowest sect in the corporate caste system. They are outsiders, the lowest priority, disposable and quickly forgotten. And management's defenses—lack of resources, work loads, communication gaffes—are the same excuses they would never accept from their own reports.
告訴你一個(gè)污穢的小秘密：篩選者和經(jīng)理的標(biāo)準(zhǔn)不同。對(duì)待你他們可能會(huì)采取沒膽量用來對(duì)待同事或客戶的標(biāo)準(zhǔn)。為什么? 求職者是公司制度里等級(jí)地位最低的人群。他們是外來人、最無關(guān)緊要的人、可以舍棄掉的、迅速忘記的人。管理層的說辭——資源少、工作負(fù)荷、溝通中的誤會(huì) ——都是自己根本不會(huì)接受的借口。

The truth is, you will be judged at times by lightweights. These decision-makers will be less talented, capable, accomplished, and driven than you are. They will hold you to standards that neither they nor their existing team can meet. And they will still carry themselves as if they are superior to you.
事實(shí)上有時(shí)候你會(huì)被“輕量級(jí)”人物來評(píng)價(jià)。這些有決定權(quán)的人才華、能力、成績(jī)都不如你，也沒有你那種強(qiáng)烈的緊迫感。他們對(duì)你采用標(biāo)準(zhǔn)可能是他們本人或者團(tuán)隊(duì)都無法達(dá)到的。而且他們還會(huì)擺出一副比你優(yōu)秀的架子。

It is a hard truth: You will always face those pockets of small-mindedness, no matter where you go. There is nothing you can do about it. You can only hope to get your foot in the door, prove yourself, and move past them.
確鑿的事實(shí)是：不論你去哪兒，都要面對(duì)這些心胸狹窄的人。你無法改變這種情況，只能希望走進(jìn)面試房間、證明自己、通過他們這道檻。

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