招聘經理：犯了這13個錯誤將毀了你的面試！（上）
After months of searching, your job hunt could soon come to an end. You got through the online application process and aced the phone interview. Now all you have to do is charm the pants off your potential future boss.
經過數月的尋找，你的求職階段可能很快就會結束。你經過了網上申請程序，順利通過了電話面試。現在你要做的就是把你未來的老闆哄得褲子都掉了。
1. Pretending you don’t have any flaws
1. 假裝你完美無瑕
“One of the biggest mistakes I believe most people make through the employment process is refusing to admit that they aren’t perfect. Nobody is perfect; none of my candidates, none of our team members, not even me.
“我認爲大多數人在求職過程中犯的一個最大的錯誤，就是不肯承認自己的不完美。沒有人是完美的；不管是我的求職者們，還是我們的團隊成員，甚至是我自己，都不是完美的。”
“When I ask the question, ‘what is your biggest weakness?’ I’m not trying to catch you out by forcing you to reveal your biggest flaws. I’m trying to see if you recognize that you don’t have the answers to everything and find out whether you’re actually willing to be open and honest about it. Dishonesty is a very toxic trait to have in the workplace and by providing a generic response or even one that contradicts something you’ve previously said, red flags are instantly raised.” — Jon Hayes, marketer at Authority Hacker
“當我問你‘你最大的弱點是什麼?’我不是強迫你暴露自己最大的缺點，以此來抓住你的把柄。我只是想看看你是否意識到你不是萬事通，瞭解你是否真的願意坦誠面對這個事實。在工作場合，不誠實是一種非常有害的品質。如果你的回答是空泛的，甚至與你之前說過的話相矛盾，那麼就會給面試官發出警告訊號。”——Jon Hayes，Authority Hacker的營銷人員
2. Bad-mouthing your old boss
2. 說前任老闆的壞話
“Talking negatively about previous companies usually does not present well for the interviewee. The interviewer usually can’t judge the objectivity of the story, so they tend to assume the candidate was dealing with a negative attitude, rather than a difficult situation.
“說以前的公司的壞話並不適合面試者。”面試官通常無法判斷你所說的內容的客觀性，所以他們傾向於認爲面試者更傾向於應對消極的態度，而不是一種困難的情況。
“I have had candidates tell me, ‘It was a mistake going to work there’ or ‘I did not get along with my boss’ or ‘I did not like the company culture’ without explaining more. I recommend sticking to facts and leaving the emotion out of it. For example, say, ‘My manager changed three times over the year and so did my job requirements.’ It makes sense that you would want to leave such a company.” — Miki Feldman Simon, founder of IamBackatWork
“有些求職者對我說，‘去那裏工作是個錯誤’，‘我和老闆相處不好’，或者‘我不喜歡公司的文化’，但他們沒有解釋更多。我建議你堅持談事實，不要感情用事。例如，你可以說，‘我的經理一年換了三次，我的工作要求也換了三次。’這樣說的話，你想離開這樣一家公司是有道理的。”——Miki Feldman Simon, IamBackatWork公司的創始人
3. Not bothering to check out the website
3. 不屑於查看網站
“I’ve done a few interviews where the candidates didn’t even look at the website. That’s not an option these days ― it’s a must. I asked for their opinion on the site and a few recommendations, and they stared blankly. I’d say a baseline skill is to come prepared, review the website and have an opinion, even if you’re not the expert!” — Mark Krenn, founder of Coastal Creative
“我曾面試過幾個求職者，他們幾乎都不看網站。對於如今來說，瀏覽網站已經不是一個可有可無的動作了——這是必須的。我詢問他們關於網站的一些意見和建議，他們卻茫然地盯着我。我想說的是，前來面試的基本技能就是有所準備，瀏覽網站和有個人觀點，即使你不是專家！”——Mark Krenn，Coastal Creative的創始人
4. Forgetting to say ‘thank you’
4. 忘了說“謝謝”
“We had a candidate for an entry-level position who looked great on paper — great cover letter, decent experience. As we went through the hiring process, there were many email exchanges and a few onsite interviews before we presented an offer. The one thing that stuck out during this particular hiring process was that the candidate never showed any signs of gratitude. Email exchanges were absent of a ‘thank you.’ Even after the onsite interviews, the candidate never thanked any of us after a team interview. This weakened the candidate’s consideration for an entry-level role at our agency.” — Amy Hyde, director of operations at Outspoken Media
“我們有一個申請初級職位的面試者，他在書面表現很棒——出色的求職信，不錯的經驗。在我們進行招聘的過程中，有很多電子郵件交流，也有一些現場面試，最後我們纔給出了錄用通知。在這個特殊的招聘過程中，有一件事特別引人注目，那就是應聘者從來沒有表現出任何感激之情。電子郵件交流中沒有一句“謝謝”。即使是在現場面試之後，應聘者也從來沒有在小組面試後感謝過我們。這讓我們對他的任職可能性打了折扣。”——Amy Hyde，Outspoken Media的運營總監
5. Having your own personal happy hour
5. 擁有屬於你自己的快樂時光
“Video interviews are becoming more common, and in my experience, candidates may not take this type of interview seriously ― or remember that they and all their actions are on camera. I interviewed a candidate for a tech position who, halfway through the interview, reached to his right and grabbed a pint of beer. He brought it to his mouth and took a sip before he gave his answer to the question. He was very nonchalant about it.
“視像面試越來越普遍，根據我的經驗，求職者可能不會認真對待這種類型的面試——或者記住他們和他們的所有行動都在鏡頭前。”我面試了一位應聘技術職位的求職者，面試進行到一半時，他走到他的右邊，抓起一品脫啤酒。他把它拿到嘴邊，抿了一口就回答了問題。他對正在面試這件事表現得毫不在乎。
“‘Is that a beer?’ I asked. ‘Yes, an IPA,’ he responded.
‘這是啤酒嗎？’我問。‘是的，是IPA牌的，’他回答。
“Sure, the interview was at 4 p.m., but it wasn’t a happy hour interview! The conversation ended shortly after that.” — Alison Daley, founder of Recruiting Innovation
“當然，面試是在下午4點。但那不是一個歡樂時光面試！談話在那之後不久就結束了。——Alison Daley，Recruiting Innovation的創始人
6. Negotiating like a rookie
6. 像菜鳥一樣談判
“One candidate asked the following question during the interview: ‘I know that during my phone call with your HR department I acknowledged that I am OK with the $70,000 salary. But because of my bills and upcoming wedding expenses, it will not be enough for me. Would you consider paying me $85,000 if you decide to hire me?’
“有一位求職者在面試中問了這樣一個問題：‘我知道，在與貴公司人力資源部的電話交談中，我承認我對7萬美元的薪水感到滿意。但由於我要支付賬單以及即將到來的婚禮費用，這個金額對我來說是不夠的。如果你決定聘用我，你會考慮付給我8.5萬美元嗎？’
“This person was fairly young and didn’t know how to negotiate compensation. Ideally, he would have asked for more money upfront or come up with a counteroffer later that didn’t involve his personal reasons for needing a higher salary.” — Sukhjot Basi, CEO of Bank Yogi
“這個人相當年輕，不知道如何協商賠償。理想情況下，他應該先要求更高的薪水金額，然後再給出一個折中的數額，並且不應該涉及他個人需要更高薪水的理由。”——Sukhjot Basi, Bank Yogi首席執行官
7. Crossing the line from confidence to arrogance
7. 跨越自信，走向傲慢
“I interviewed a candidate once who basically wouldn’t let me get a word in edgewise and ask my questions to vet his qualifications and fit. Instead, they dug into me about the company and my personal background, told long stories about all of the great things they had done and concluded the 15-minute interview by asking when they would be starting.
“我曾經面試過一位求職者，他基本上不讓我插一句話，而是問我一些問題來考察他的資歷和適合度。然而適得其反，他提問這些問題只是想要深入瞭解公司和我的個人背景，展示他的經歷幫助他所做過的所有偉大的事情，並在15分鐘的採訪結束時詢問什麼時候開始講述他的故事。
“The arrogance was off the charts, and I ended the interview without bothering to try to get any information to judge their qualifications. Whether a candidate is confident or not, they have to fake it in an interview for it to be a success. But when it crosses over to arrogance, it’s a deal-breaker.” — Kris Hughes, senior content marketing manager for
“面試結束時，我沒有費心去獲取任何信息來判斷他們的資歷。不管應聘者是否自信，他們都必須在面試中假裝自信才能獲得成功。但當它演變成傲慢時，就會成爲交易的破壞者。”——Kris Hughes，網站的資深內容營銷經理
點此閱讀：招聘經理：犯了這13個錯誤將毀了你的面試！（下）
