关于面试问题的一篇英文推

最近在推上看到了一名CEO写的关于面试会问的几个问题，觉得有参考意义，所以写下来. 文末附中文。

原推点这里

I’ve interviewed 1000s of people over my career. Most leaders ask the same terrible questions every time. Ask these 13 questions and I guarantee you’ll make better hiring decisions:

#1: If you were to tell a friend about our company, how would you describe what we do? Preparedness. How much do they know about your business? Mission. Vision. Values. If they are marketing/sales hires and can’t answer this, the interview is over.

#2: What’s the most influential book you’ve ever read? I bias toward perpetual learners. Showing that they are always wanting to improve themselves is an indicator of humility.

#3: Do you have written goals? How often do you revisit these? Driven people tend to have goals. No written goals? Dig deeper into what motivates them.

#4: What is a moment you are not proud of in your career? Humility. You want people who aren’t afraid of their past, especially the things you aren’t proudest of.

#5: How do you handle an apology? As a leader, I want to encourage constructive conflict. But sometimes things get out of hand at work. How people show up in these moments matters.

#7: How did the culture of your last company empower or disempower you? Everyone talks about wanting a great culture. This is a test to see how much they actually think about it.

#8: What was your greatest contribution to your last company? Giving them a chance to show off their work. We want to see if they mention their team. Or is it just a “me” show?

#9: What are the characteristics of the best boss you’ve ever had? This is a nice way to see what kind of leader they respond well to. You should be looking for a fit with whomever they would report to in the organization.

#10: Tell me something you’re proud of that will never make it onto a resume. Resumes are boring, polished turds. They tell us little about the actual person we’re talking to. Use this to learn a little about what lights them up beyond pure work.

#11: Tell me something that’s true that almost nobody agrees with you on. Most people stumble on this question. We’re looking for those that have really creative answers. Skip the obvious (politics).

#12: If we’re sitting here a year from now celebrating the last 12 months, what did we achieve together?

The job description has clear goals in it.

They should respond by having accomplished those.

#13: How much money do you expect to be earning when you start? What about in 3 years? This shows how hungry they really are. We hire for humble, hungry, and smart. This is a strong test of their ambition.

These aren’t conventional interview questions, and that’s the point. Everyone is ready to be asked the same questions in every interview, and most of the time, you don’t even get what you need to make a good hiring decision. Use these questions instead.

我职业生涯中面试过一千多个人。

大多数领导每时每刻都在问同样的糟糕问题。

问这13个问题，我保证你会有更好的雇佣决定。

  1. 如果你要向你的朋友介绍我们公司，你会如何描述我们是做什么的？

做好准备。

他们对你的事业了解多少？使命、远景、价值观。

如果他们是应聘市场/销售而不能回答出这个问题，面试就结束了。

2. 你读过的最具影响力的书是什么？

我偏向于欣赏那些不断学习的人。表现出他们总是想要提升自己，这表明他们很谦虚。

3. 你有写下来的目标吗？多久重温一次这些目标？

驱使人们倾向于有目标。

没有写下目标？

深入挖掘他们的动机。

**4. 在你职业生涯中，你不引以为傲的时刻是什么？ **

谦逊。

你想要人们不要害怕他们的过去，尤其是哪些他们不引以为傲的事情。

5. 你如何处理道歉？

作为一个领导，我想要鼓励有建设性的冲突。但是有时在工作中会超出掌控。人们在这些时刻如何表现是很重要的。

6. 告诉我一个比你更适合你所申请的职位的人(不需要名字)。

再次谦逊。

如果他们想不到别的人，这是一个黄色标签。

7. 你的上家公司文化是如何让你充满力量或充满无力的？

每个人都说想要一个很棒的文化。这个一个关于他们真正思考了多少的测验。

8. 你对上家公司最大的贡献是什么?

给他们一个展示他们工作的机会。我们想要看他们是否会提到他们的团队。或者只是展示“我”？

9. 你曾经拥有过的最好的老板特点是什么？

这是一个好的方式来查看他们喜欢什么样的领导。

您应该寻找与他们在组织中报告的人相匹配的人选。

10. 告诉我一些你引以为傲但永远不会写进简历的事情？

简历都是些无聊的垃圾。

他们对我们正在讨论的人提供不了多少信息。

用这个去了解一些工作之外什么令他们感到兴奋。

11. 告诉我一些几乎没人同意你，但是是对的事情

大多数人在这个问题上都会犯错。

我们寻找那些有真正建设性回答的人。

跳过显而易见的(如政治)。

12. 如果一年后我们坐在这里庆祝过去的12个月，那么我们一起取得了什么成就？

工作描述有清晰的目标。

他们应该回应完成了这些。

13. 当你开始时候你想要挣多少钱？3年后呢？

这个展示他们真正有多渴望。

我们雇佣谦逊、渴望、聪明的人。

这个是对他们野心的强烈考验。

这些都不是传统面试问题，这才是重点。

每场面试所有人都会准备好碑文同样的问题，很多时候，你甚至不能你需要什么而做出一个好的雇佣决定。

用这些问题。