招聘經理：犯了這13個錯誤將毀了你的面試！（下）
點此閱讀：招聘經理：犯了這13個錯誤將毀了你的面試！（上）
8. Double-dipping employers
8. 爲兩家公司打工
“We have been work.ng on a data science engineer role for a big startup. One of the guys we found was literally a genius! He passed four rounds of interviews, solved several data science problems and did a four-hour test with only two cups of coffee and a bag of Cheetos, all while streaming to four other people who were watching his every move. He was clearly brilliant, had matching experience and up-to-date skills. So the big day comes, and he’s about to do the formal, introductory interview with our client. Then ― two minutes before the call ― he tells me he’s decided to stay with his current company, and he wants to do both full-time jobs.
“我們當時一直在爲一家大型初創企業尋找數據科學工程師。我們找到的其中一個傢伙簡直就是個天才！他通過了四輪面試，解決了幾個數據科學問題，期間只喝了兩杯咖啡，吃了一袋零食，就完成了四個小時的測試。他很聰明，有相應的經驗和與時俱進的技能。所以當大日子來臨了，他要和我們的客戶進行正式的介紹性面試。然後，在打電話前兩分鐘，他告訴我他決定留在現在的公司，他想做兩份全職工作。
“He was entirely sure that four hours of sleep would be good enough, and figured this would be a good way to pay off his mortgage faster. I asked him not to mention this to the client’s team ― we would figure out after the call if there was anything we could do to make it work. But in the end, he decided to go ahead and try to negotiate his scheme on his first meeting with the client.” — Ihor Shcherbinin, director of recruitment at the DistantJob Remote Placement Agency
“他很確定四個小時的睡眠就足夠了，他認爲這是更快還清抵押貸款的好辦法。我讓他不要向客戶的團隊提及這一點——我們會在電話會議結束後考慮我們是否能做些什麼來幫助他。但最終，他決定說下去，並嘗試在與客戶的第一次會面中就對他的計劃進行談判。”——Ihor Shcherbinin，DistantJob Remote Placement Agency的招聘主管
9. Bringing a buddy (or your mother)
9. 帶上一位朋友（或你的母親）
“While it’s understandable that people need to work job interviews into their daily lives, don’t bring a partner, parent or dependent along to an interview with you. I was shocked when one candidate turned up to their scheduled meeting with their mother in tow. This was not for a junior, straight-out-of-college role ― but even if it was, it still would’ve been weird. If someone is tagging along with you for any reason, ask them to wait outside or at a nearby cafe until you are done.” — Jon Brodsky, country manager at
”雖然人們把工作面試融入生活中是可以理解的，但不要帶着你的伴侶、父母或依賴你的人一起去面試。當一位候選人帶着他們的母親出席他們預定的會議時，我感到很震驚。這不是一個年輕人，或大學畢業的角色——但即使是這樣，也會很奇怪。如果有人因爲任何原因尾隨你，讓他們在外面或附近的咖啡館等着，直到你結束面試。”——Jon Brodsky，的區域經理
10. Not asking questions
10. 不問問題
“At the end of an interview, most employers will ask the interviewee if they have questions. If they say no, this shows me they don’t care enough about the job opportunity or the company. This also tells me they didn’t put time in to do a little bit of research before they came in. Not doing research suggests the employee is potentially lazy.
在面試結束時，大多數僱主會問面試者是否有問題。如果他們說不，這表明他們對工作機會或公司不夠關心。這也告訴我他們在來之前沒有花時間做一些研究。不做研究表明員工可能懶惰。
“Most companies now have an online and social media presence with a wealth of information to glean, so it shouldn’t take long to find the information they need to formulate a few sample questions. Great questions can show the interviewer how interested this person is in the job opening. As much as an employer likes a job candidate, they also want the job candidate to like them back. You don’t want to hire someone who will lose interest and leave within the first year of employment.” — Jason Carney, HR director at WorkSmart Systems
“現在，大多數公司都擁有在線和社交媒體，可以收集到大量信息，因此他們不需要花很長時間就能找到需要的信息，然後設定一些示例問題。好的問題可以告訴面試官這個人對這個職位有多感興趣。僱主喜歡求職者的同時，他們也希望求職者也喜歡他們。你不會想要僱傭一個對工作失去興趣並且在工作的第一年就離開的人。——Jason Carney ，WorkSmart Systems的人力資源總監
11. Lying about your connections
11. 在你的關係網方面撒謊
“One time I interviewed a woman who stated she was good friends with an employee in the office and talked about her family and how much she loved them. Yet when I asked the employee about it, she said that they were just acquaintances. Down the road, when we called her references, her previous boss told us on the phone that the candidate was known for lying, among other negative qualities.” — Sharon Kaslassi, media relations supervisor at Blonde 2.0
“有一次我採訪了一位女士，她說她和辦公室裏的一名員工是好朋友，並談到了她的家人，以及她有多愛他們。然而，當我問那位員工這件事時，她說他們只是相識而已。後來，當我們打電話給她的推薦人時，她的前任老闆在電話裏告訴我們，這位求職者以撒謊以及其他負面品質而著稱。”—— Sharon Kaslassi, Blonde 2.0的媒體關係主管
12. Being rude to the receptionist
12. 對接待員無禮
“While junior team members usually didn’t have much sway in whether an offer was given, I liked getting their feedback when making hiring decisions, so I would have candidates go to lunch with younger team members. Some candidates don’t realize lunch is, while more casual, still a part of the hiring process.
“雖然資歷較淺的團隊成員不怎麼影響錄用的結果，但我喜歡在做出招聘決定時得到他們的反饋，所以我會讓候選人和資歷較淺的團隊成員一起吃午飯。一些求職者沒有意識到，午餐雖然更隨意，但仍是招聘的一部分。
“I’m always eager to hear what transpires in a more relaxed setting. Did the candidate treat everyone with dignity and respect? Were the younger team members dismissed as unimportant? When looking for team players, you seek feedback, especially from anyone who interacts with the candidate, including the receptionist.” — Alexander Lowry, professor of finance at Gordon College
“我總是渴望聽聽在一個更放鬆的環境中他們會說什麼。候選人是否尊重每一個人？年輕的隊員是否因爲無足輕重而被開除？在尋找團隊成員時，你希望得到反饋，尤其是從任何與候選人有過互動的人那裏，包括接待員。”——Alexander Lowry, Gordon學院金融學教授
13. Stalking the staff
13. 跟蹤員工
“I had someone who called the front desk a dozen times so he could talk to other people in the company. What he didn’t realize was they had caller ID and saw that when he didn’t get what he wanted, he kept calling and calling and calling. He’d even hang up if the same person answered, like he was going to trick the receptionist. Needless to say, he didn’t get hired.” — Brianna Rooney, founder and CEO of Techees
“有個人給前臺打了十幾次電話，爲了可以和公司裏的其他人聊天。他沒有意識到的是他們有來電顯示，當他沒有得到他想要的東西時，他就不停地打電話。如果是同一個人接電話，他甚至會掛斷電話，就像他要騙接待員一樣。這不用說，他沒有被錄用。”——Brianna Rooney, Techees的創始人和首席執行官
