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面试期间你最该问的十大问题(上)

Congratulations! You made it through the application process and have been granted an interview. This is your chance to really stand out, to show them that you are the best person for the job. Or better yet, the only person for the job. But what's the best way to really shine at an interview? In the interest of creating a level playing field, Human Resources departments often design a hiring process which can seem a bit limiting. So how does one stand out in a procedure that's designed to look at all of us through the same lens?

恭喜你!你已经顺利通过简历筛选阶段,拥有了面试资格。这也是你真正出彩的机会,让公司看到你才是这份工作的不二人选。但如何才能在面试中脱颖而出?为了创造公平竞争的环境,人力资源部门通常会设计一个招聘流程,即使看上去可能有些局限。那么在相同的面试程序之下,怎样才能使自己崭露头角、大放异彩呢?
The solution may have more to do with your questions than your answers. That's not to say that you're not going to go in prepared to dazzle the interviewer with the perfect reply when they ask what your strengths and weaknesses are. And you'll give an honest and simultaneously self-flattering assessment when they ask why you left your previous position. But what can you do to make a unique impression? In the end, we probably all cough up the same bull when asked if we're a team player. Just remember, while everyone gets asked the same questions, the questions you, the interviewee ask, can be completely original and designed to make you shine. Questions should be open-ended so that they foster further discussion; and of course you should not ask basic information about the company that you could have (should have) researched ahead of time. Your questions should be formulated to do three things; show that you've done your homework, highlight your unique skills and ability, and help you and the perspective employer determine if you're a good fit for each other.
更多时候在于你所提的问题,并非你的回答。这并不是说你可以不必准备那些足以在面试中惊艳考官的回答,也不在于当他们问你为何辞去上一份工作,或问及你的优势和弱点时你能毫不夸张的自我炫耀。那么,如何才能给面试官留下深刻的印象?最后,当问及是否具备团队精神,每个人都会异口同声。只要记住,虽然面试官向每个人提出的问题都是相同的,但作为应聘者,你提出的问题必是独一无二的,而且通过设计安排使你在面试中脱颖而出。问题应该是开放式的,以便于进行进一步讨论;忌询问公司的基本信息,因为你在面试之前应该对此有所研究和了解。你的问题必须要围绕以下三个方面来制定:显示你做了充分的准备,突出你拔尖的业务技巧和能力,让你和未来的雇主看起来彼此契合。
10.Did You Get A Chance To See My Resume? Do You Have Any Questions About It?

10.您是否看了我的简历?您对我的简历有什么疑问吗?
您是否看了我的简历?您对我的简历有什么疑问吗?

Oddly enough, the interviewer or panel of interviewers may or may not have seen all the wonderful information you've provided about yourself. Depending on how large and/or bureaucratic the organization is, the process of deciding which candidates meet the minimum qualifications and can therefore be interviewed, may be completely separate (as in done by different people) than the process of interviewing and selecting the right person for the job. So double-check and make sure that the person/people you're talking to know your story.

奇怪的是,面试官和面试团队也许不会看到你提供的所有闪光点。这取决于公司规模大小和其官僚程度,而且决定哪些候选人符合面试最低门槛的过程可能与组织面试和终选的过程完全分离(由不同的人操作)。所以要再次确认以确保你的面试官看过你的简历,了解你的经历。
If they do, you can use the question to call attention to some of your greatest accomplishments. If they don't, this is your chance to enlighten them. Practice giving a short (two minutes or less) summation of your education and work history, as well as your goals and vision of the future. Highlight the parts that are relevant to the current job, or that show-off your most unique skills and abilities. If they answer that, yes, they've seen your résumé and no, they don't have any questions about it, that's fine. The important thing is that you've made sure they have a context for placing the information they will learn about you in the interview. You've also provided them with an opportunity to inquire into any burning issues which may not have been on the official list of interview questions.
如果他们对你已有所了解,你可以利用提问的机会让你的成就抓住面试官的眼球。如果他们之前没有注意,这就是你强调自身优势的大好时机。对你的学历和工作经历还有你的奋斗目标和对未来的憧憬做简短的概括(不超过两分钟)。要强调与你现在正申请的工作相关的部分,或者展示出你最出众的能力。如果他们回答,是的,我们已经看过你的简历,而且对此我们没有任何疑问,那么很好。你已经能确定他们为在面试中了解你做好了铺垫,这是非常重要的。同时有些亟待解决的问题,面试官们并不会列在正式面试问题清单中,你给了他们询问这些问题的机会。
9.Are There Opportunities For Advancement?

9.我有晋升的机会吗?
我有晋升的机会吗?

As a perspective employee you will definitely want to know whether the company offers opportunities to move up. Pay attention to how you ask the question though. Said the wrong way, it sounds like you are stating that the current position, the one your applying for, is below you. You don't want the employer to think that you are only interested in this job as a way to get your foot in the door (even if that is the case).

作为一名有远见的雇员你肯定想知道这个公司是否会给予你晋升的机会。但要注意你提问的方式。如果提问方式不恰当,就会使你看起来是个好高骛远的人。你一定不希望你的雇主认为你只将这份工作作为敲门砖(即使确实如此)。
Rather, your question should deliver the message that you want to be at this organization for a long time, that you are looking for a company that is a good fit now, and that will still be a good fit for you in the future as you grow and develop. In the end, this question digs into the culture of the organization. Is the person who is interviewing you the person who will be your supervisor? What did they do before they were in this position? Are there examples of people in the leadership who came up through the ranks? To be fair, the answer to this question may be largely determined by the size of the company. Small businesses simply may not have that many different positions to fill or layers in the hierarchy. However, as a business grows, it should look for ways to reward and develop dedicated, capable employees.
相反,你所问的应该表达出你想长期留在公司的愿望,你想要寻找的不仅仅是现在与你相契合的公司,更是在你成长、发展之后依旧彼此相契合的公司。最后,提问可以深究公司的企业文化。面试你的人是不是你未来的上司?他们做到这个职位之前是做什么的?有从基层干起,一步步升上来做领导的先例吗?公平地说,这些问题的答案很大程度上取决于公司规模大小。小企业可能只是没有那么多不同的职位和复杂的层次结构。然而,随着企业的壮大,它应该嘉奖、培养具有奉献精神的、有能力的职员。
8.What Does Your Company Offer As Far As Training?

8.贵公司提供什么样的培训?
贵公司提供什么样的培训?

How deeply invested a company is in training says a lot about them. It will give you an idea of whether they like to cultivate internal talent or would rather spend their money on Head Hunters who recruit from the outside. It will give you insight into the likelihood of learning new skills which could lead to promotions, or the opportunity to change departments once your in the door. Finally, and perhaps most importantly, it is an indicator of how serious they are about being the best in their field.

从一家公司对培训的投入,我们可以得到关于它的很多信息。这会你知道他们是培养内部人才还是宁愿花钱让猎头(译者注:专门负责招揽人才的人)从外部招聘人才。同时,让你意识到学习一项新技能可能会引发升职或者是有机会提升你在部门中的地位的可能性。最后,也许最为重要的是,了解公司提供什么样的培训会让你知道,这家公司有多大的决心要成为相关领域的佼佼者。
Asking about opportunities for professional development also tells the perspective employer that you see yourself as a "life long learner," that you are willing and anxious to hone your abilities, develop new skills and take on new things. Don't be afraid to be specific. Ask how much training will be provided initially, as well as how much is offered on an ongoing basis to long-term employees. Is training conducted internally or externally? Is there a budget (how much per employee?) for training? Will you be able to/required to attend regional or national conferences? Is training focused on technical development or also on soft skills? If you've attended trainings in your field that you've found especially useful, feel free to mention them. Every employer wants to hire someone that's willing to learn.
主动询问专业进修机会的相关事宜也是向你的雇主表明,你始终是把自己当作一个"终身学习者",并且非常愿意和渴望锻炼自己,培养新技能,接受新事物。不要害怕问得太细惹人厌,尽管去问。问他们,最初能提供多少培训?长期员工有什么待遇?培训是在公司内部还是外部培训?培训有预算吗?每一名员工的培训预算是多少?你能够或被要求参加地区性或全国性的会议吗?培训侧重于技术研发还是软技能?如果你参加过你所在领域的培训,并且觉得非常有用的话,可以随时和他们提起。每个雇主都愿意聘用积极好学的员工。
7.How Would You Describe The Workplace Culture?

7.你会如何描述职场文化?
你会如何描述职场文化?

There are things you'll want to know that you can't really ask. You can't ask if everyone who works there is an uptight workaholic. Nor can you inquire whether or not management and worker bees have a hostile relationship. But you can try to elicit this information by asking about the culture.

你想知道一些事情但是还不能够询问总有一些事是你想知道,但是又不能问的。你不能问其他人,某个职员是不是一个老老实实的工作狂,也不能询问上司和员工之间是否存在敌对关系。但是你可以通过了解该公司的企业文化探出这些信息。
Probably the biggest factor that will decide whether or not you like a job is the overall culture of the organization. "Culture" can be hard to get a handle on, as it is a bit intangible. However, asking the interviewer describe the culture might reveal some interesting things. Is there a cut-throat competitive atmosphere? Does the boss bring in donuts every Wednesday? Can you dress casual? Do people keep to their cubicles or mingle with each other? Do many people use the break room? What kind of a vibe do you get from the place? Ask the interviewer(s), what his/her favorite thing about working there is? When I was in school, I once attended an event in which we soon to graduate students were addressed by recruiters from various businesses. Only one employer (a sporting goods company you'll probably recognize) made an impression on me at the time and I still remember it all these years later. It wasn't the pay and benefits, or the company's fantastic campus. It was that the recruiters short, fresh, honest description of the culture made it sound like a fun place to work: "Look, we're about sports. We rise and fall with the human spirit. And we believe in Just Do It! Sometimes that works out and sometimes it gets us into trouble."
决定你是否喜欢一份工作的最大因素可能是整个企业的文化。"文化"是无形的,很难掌握。然而,让面试官描述文化可能会揭示出一些有趣的事情。有没有一种激烈的竞争氛围?老板是否每周三都会带甜甜圈?你可以穿休闲装吗?职工彼此之间有没有隔阂或交际关系?会有很多人会使用休息室吗?你在这儿感受到的是何种氛围?问一下面试官,在自己的工作中,他/她最喜欢的是什么?当我还是学生的时候,我曾经参加过一个不同行业的招聘人员给即将毕业的学生解答问题的活动。当时,只有一个雇主给我留下了深刻的印象(那是一家知名的体育用品公司),即使很多年过去了我仍然记得。给我留下深刻印象的不是薪水和福利,或者是公司梦幻般的工作环境,而是招聘人员简短的、新颖的、诚恳的描述,他的描述使那家公司听起来是一个很棒的工作场所:"看呐,我们做的是和体育运动有关的工作。我们与人类精神共兴衰。我们的信念是‘想做就做'。有时候会成功,但有时候也会有麻烦。"
6.Can You Tell Me How Employee Performance Is Evaluated?

6.你能告诉我雇员的绩效是如何被评估的吗?
你能告诉我雇员的绩效是如何被评估的吗?

Knowing how to do a good job means knowing what a good job is. Ask how, how often and by whom your performance will be reviewed. Is there a specific format for evaluating performance or is it up to each supervisor? Is employee assessment based on measurable outcomes? On technical performance? On soft skills?

知道如何做好一样工作意味着知道什么是好工作。要去问你的如何评估、多久评估一次还有由谁来评估。是否有绩效评估的固有模式或者还是由检查员来定?雇员的评估是建立在具体成果上?还是技术绩效上?或是软技能上?
A well-defined evaluation process tells you that organization has policies and procedures in place to support employees in doing their jobs and improving their skills. If a place is loosey-goosey about conducting evaluations, it sets employees up for substandard performance. Goals should be well defined and employees should know what has to be done to measure up. The schedule and process for evaluation should be standardized throughout the organization. You will also want to know who gets to provide feedback for employee evaluations. Does the supervisor execute the performance review on their own (indicating a hierarchical workplace culture)? Or is there a "360 degree" evaluation process which considers feedback not-only from the employee's supervisor, but also from their co-workers, subordinates, and possibly even their customers. This type of process not only allows for a more complete picture of your performance, it permits employees to participate in improving the entire team. Performance evaluations may be linked to wage increases. Therefore, it's important that evaluations are conducted on a timely manner. Even when no salary increase is possible, regular performance assessments give the employee the opportunity to establish a documented record of their good work. Many organizations no longer allow supervisors to serve as references for former employees. Instead these calls are sent to the Human Resources office. Therefore, having a documented history of your excellent work in your personnel file is essential.
一个定义明确的评估程序能够说明,机构能为他们的员工在工作和提高技能上提供政策和手续的支持。如果一个岗位被随意评估,这会为雇员们绩效不达标埋下隐患。目标需要被明确定义,雇员需要知道必须做什么才能合格。评估的计划表和过程需要在整个机构标准化。你也会想要知道由谁给雇员反馈评估。是检查员自己执行绩效检阅的吗?或者考虑到反馈不仅来自检查员而且还来自他们的同事、下属甚至有可能来自他们的顾客,是否有 "360度"全方位评估过程?这种类型的程序不只是考虑到能让你的绩效更为完备,还能使雇员参与提升整个团队变得可能。绩效评估也可能会和涨工资联系起来。因此,及时评估显得尤为重要。甚至不涨工资时,定期的绩效评估也给了雇员机会去创建一个他们好好工作的文件记录。很多机构都不再允许检查员仅凭前雇员的介绍信就录用新人。而是给人力资源部门打一通电话,调取他的历史档案。因此,在你的个人文件中备有一份出色工作历史文件是至关重要的。
审校:小飞侠 编辑:叫我王二白 来源:前十网

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