五大面試誤區(qū)你閃開了嗎？
The interviewer is prepared.
The person you're meeting with is probably overworked and stressed about having to hire someone, so make it easy for him or her.
面試官有備而來。
前來面試你的人很可能是在加班加點地工作，而且對于面試別人這種事感到緊張難耐，因此，別對他們要求太高。
Most interviewers have been trained to conduct thorough job interviews.
While human resources professionals do get extensive training in job interviewing techniques, the average line manager is winging it.
多數(shù)面試官都曾接受過專門訓(xùn)練，懂得如何進行工作面試。
盡管人事部門的職員確實接受過大量的訓(xùn)練，熟知各種工作面試技巧，但是一般的業(yè)務(wù)部門經(jīng)理都不過是臨場發(fā)揮而已。
When asked where you see yourself in five years, you should show tremendous ambition.
The five-year question is a common one, and it's uncommonly tricky. Interviewers want you to be a go-getter, but they also worry that you'll get restless if you don't move up fast enough. So you want to say something that covers all bases, like, 'I'd be happy to stay in this job as long as I'm still learning things and making a valuable contribution.
當(dāng)被問及未來5年的職業(yè)發(fā)展目標(biāo)時，要充分顯示出你的雄心壯志。
“5年計劃”是個非常常見的問題，但背后的文章不同尋常。一方面，面試官希望你是個積極進取的`人;但另一方面，他們同時也擔(dān)心，如果升職不夠快的話，你很可能會另謀他就。因此，你需要表下態(tài)，解除其顧慮，比如“只要我在這兒能不斷充實自己，同時能為公司貢獻自己的一份力量，我很愿意繼續(xù)擔(dān)任這份工作。”
There's a right answer to every question an interviewer asks.
Sometimes how you approach your answer is far more important than the answer itself," Couper says. If you're presented with a hypothetical problem and asked how you would resolve it, try to think of a comparable situation from the past and tell what you did about it.
面試官問的每個問題都有正確答案。
有時回答問題的角度，比答案本身更重要。如果對方提了個假設(shè)性的問題，并問你會如何處理，你不妨從過去的經(jīng)歷中找個與之相近的情況，然后告訴他/她你當(dāng)時是怎么應(yīng)對的。
The most qualified person gets the job.
In at least one crucial respect, a job interview is like a date: Chemistry counts. A candidate who is less qualified, but has the right personality for the organization and hits it off with the interviewer, will almost always get hired over a candidate who merely looks good on paper.
最終獲得工作機會的，是資歷最符合要求的候選人。
至少從一個重要方面來看，工作面試很像男女約會：雙方是否投緣才是關(guān)鍵。某個候選人也許看起來不太夠格，但恰恰具備了用人機構(gòu)所需要的性格品質(zhì)，而且與面試官一見如故——最后被雇傭的幾乎總是這類人，而非簡歷上看起來非常合適的候選人。
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