下一步常常是讓人力資源人員、招聘經(jīng)理或二者一起把申請(qǐng)人的范圍縮小到那些技能和工作經(jīng)歷與職位描述非常接近的人。如果他們不能確定，可能會(huì)發(fā)郵件或打電話了解更多情況。最后，他們往往會(huì)得出一個(gè)人選名單，通常不超過(guò)20人進(jìn)入面試程序。

The next step is often to have human-resources staff, hiring managers -- or both -- narrow down applicants to those whose skills and work histories closely match the job description. If they're unsure, they might email or phone to learn more. In the end, they'll typically have a list of candidates, usually no more than 20, to interview.

　　
經(jīng)常是人力資源人員，不過(guò)偶爾會(huì)是招聘經(jīng)理，將首先對(duì)應(yīng)聘者進(jìn)行電話面試。密蘇里州堪薩斯城保險(xiǎn)經(jīng)紀(jì)商Lockton Cos. LLC高級(jí)副總裁、人力資源人士蓋斯汀說(shuō)，一般來(lái)講，電話面試的目的是確保候選人了解職位的要求，并且符合他們的工資預(yù)期。她說(shuō)，如果不符合，就沒(méi)有進(jìn)一步面試的必要了，不過(guò)偶爾對(duì)期望工資高于職位最高工資的人選會(huì)有例外。她說(shuō)，他們的表現(xiàn)必須讓我們刮目相看才行。

Often human-resources personnel, but occasionally hiring managers, will first interview candidates over the phone. In general, the purpose of the phone interview is to make sure candidates understand the job and that it lines up with their salary expectations, says Jo-Ann Gastin, senior vice president, human resources, for Lockton Cos. LLC, an insurance brokerage firm in Kansas City, Mo. If it doesn't, 'there's no point in going any further,' she says, though on rare occasions exceptions may be made for candidates who name salaries above the maximum for a job. 'They'd have to wow us,' she says.

　　
電話面試可以被用來(lái)幫助確定候選人是否是非常合適的人選。應(yīng)聘者的溝通技能也可能受到評(píng)估。以蓋斯汀為例，她說(shuō)，我們希望看到他們是否能在電話面試中表現(xiàn)出親和力，因?yàn)槲覀兪且患铱头尽?/div>
Phone interviews may be used to help determine if the person is a strong fit. Candidates also may be evaluated on their communication skills. In Ms. Gastin's case, 'We look to see if they can establish rapport on the phone because we are a customer-service company,' she says.

　　
招聘經(jīng)理有時(shí)會(huì)在安排現(xiàn)場(chǎng)面試之前，再進(jìn)行一次電話面試，以便深入了解更多情況。一些公司要求候選人完成性格或能力測(cè)試，測(cè)試是根據(jù)雇主認(rèn)為一個(gè)特定職位所需的關(guān)鍵特點(diǎn)而制定的。

Sometimes hiring managers will reach out to candidates for a second call before scheduling an on-site meeting to dig deeper. And some firms require candidates to complete personality or competency tests benchmarked according to what an employer considers to be key traits for a particular role.

　　
一些公司會(huì)在評(píng)估了應(yīng)聘者的申請(qǐng)之后，馬上讓候選人來(lái)公司進(jìn)行面試。波士頓咨詢就是這樣一家公司，公司合伙人、美洲招聘負(fù)責(zé)人沃夫?qū)f(shuō)，它主要聘用應(yīng)屆大學(xué)畢業(yè)生或?qū)W歷更高的畢業(yè)生。該公司指定最多由三人組成的小組來(lái)評(píng)估來(lái)自30多所美國(guó)學(xué)校的求職者。沃夫?qū)f(shuō)，我們要找的是全面發(fā)展的人才，他們的興趣和生活經(jīng)歷能證明他們擁有良好的適應(yīng)力。

Some firms do bring candidates in for face-to-face meetings right after reviewing their applications. Among them is Boston Consulting Group, which mostly hires upcoming college and advanced-degree graduates, says Mel Wolfgang, partner and head of Americas recruiting. The firm assigns teams of up to three recruiters to assess applicants from more than 30 U.S. schools. 'We look for well-rounded individuals whose interests and life experiences suggest that they would adapt well,' says Mr. Wolfgang.

　　
每個(gè)職位會(huì)有至多六位應(yīng)聘者得到第一輪面試的機(jī)會(huì)，包括接受兩位公司顧問(wèn)的面試，每位顧問(wèn)的面試時(shí)間約為40分鐘。在這些候選人中，約有一半的人會(huì)進(jìn)入與四位合伙人的第二輪面試。在面試期間，候選人會(huì)被問(wèn)及他們的工作經(jīng)歷、職業(yè)目標(biāo)和其他相關(guān)話題，另外他們還可能會(huì)參加角色扮演活動(dòng)。

Up to six applicants are typically granted first-round interviews per opening, which involve meeting with two company consultants for about 40 minutes each. Of these, about half go on to second-round interviews with up to four partners. During the meetings, candidates are asked about their work history, career goals and other relevant topics, plus they are expected to participate in role-playing exercises.

　　
大部分公司，一旦面試完成，招聘經(jīng)理就會(huì)與參加最后一輪面試的同事開(kāi)碰頭會(huì)，了解他們認(rèn)為誰(shuí)應(yīng)該獲得這份工作。的里奇說(shuō)，不過(guò)最后，決定權(quán)仍在招聘經(jīng)理手中。這個(gè)決定常常取決于應(yīng)聘者的適合程度和熱情度。他說(shuō)，你要確保你選的人對(duì)這份工作充滿激情。

At most firms, once interviews are done, hiring managers will convene with colleagues who met the finalists to get their opinions on who should get an offer. 'But in the end, it's still the hiring manager's call,' says Mr. Leech of . That decision often comes down to fit and level of enthusiasm. 'You're making sure that you pick someone who is pumped up about the role,' he says.

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