求职面试指南（中/英） 
2006-1-23 9:43:57
求职面试指南（中/英）
从Waggener Edstrom公司的人事合作伙伴那里获取建议和信息

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  和很多职业建议专家一样，Steve Fogarty，Waggener Edstrom公司的人事合作伙伴，说应聘者应该在面试之间对所申请的公司进行深入细致的调查研究。即使这家公司是一家私人企业，这也不是你不做功课的借口。
  
  有志者，事竟成。能够获取公司相关信息的那些应聘者“才是优秀应聘者当中的佼佼者”，Fogarty说道。
  
  想想Fogarty的公司，一家独立的大型公共关系中介公司。他说如果有人想得到Waggener Edstrom公司的信息，这名应聘者可以采取几个步骤。仅仅访问该公司的网站是不够的，加入象美国公共关系协会这样的商业组织几乎肯定会让那些对于该公司有兴趣的求职者有机会接触那些在该公司工作的人。
  
  同样Fogarty也建议了另外一条“非传统”的办法：“求职者也可以找一份我们的公共关系人员写的新闻稿并且联系他（她），告诉他（她）：‘我看到了你写的新闻稿，写得很不错。能允许我问你几个问题吗？我正在做关于你们公司的一些调研工作。’这也是一种获取信息的办法。”
  
  你还能做什么来在面试中取得更多的机会呢？试试Fogarty的这些建议：
  
  简洁明了
  
  Fogarty认为应聘者在面试时犯得最多的错误之一就是漫无边际的夸夸其谈。“你真的应该仔细听清问题，回答这个问题，并且简洁明了地回答这个问题，”他说。“很多人连这么?镜囊坏愣甲霾坏健Ｄ阄仕?且桓鑫侍猓??蔷涂?寂芴狻Ｋ?且残砣衔?阆胩??撬?档模??撬?遣⒚挥谢卮鹉愕奈侍狻！?BR>  
  提供事例
  
  说你能做什么是一回事，而举出你做过哪些事情的具体事例又是另外一回事。“带着你过去工作成就的具体事例来参加面试，”Fogarty建议。“你应该基于该职位的具体要求之上预测招聘者会在面试的时候问到哪些问题。想出最近你做出的那些关键和重要的工作的事例。当这一问题在面试中被问起，回答的具体些，不要概括的回答。你应该说：“是的，我以前做过这样的事情。我举一个例子吧，有一次……”回答完问题后回过头来询问招聘者：“这能够回答您的问题吗？”
  
  要诚实
  
  在某种程度上，应聘者有这样的一种想法，认为最好绕开那些困难的问题。“如果你并没有这样技能，就实话实说。不要试图通过谈论和举出一些不相关的事例来掩饰。说你不具备那项技能但是也许你的确有其他的一些相关技能，这样要好得多。而且如果他们愿意的话你也可以非常乐意地告诉他们自己的这些相关技能。
  
  保持警惕
  
  Fogarty认为，你可以把招聘者分成两类。一部分是那些非常刻板和严肃的，对于这样的招聘者，应聘者最好面试的时候也要小心翼翼，表现得严肃一些。
  
  “然后剩下的就是像我这样的招聘者了，”他说，并笑起来了。“有应聘者给我打电话的时候，我将会成为他最好的朋友。我的技巧就是让他们保持轻松的心态，因为我想让他们告诉我每一件事情。在这方面很多应聘者都作的很糟糕。他们会想：‘噢，这个人很酷。我可以告诉他任何事情。’然后他们就过关了。”而且这样可以让一个应聘者从竞争中脱颖而出。记住：始终保持你的职业风范。
  
  提一些好的问题
  
  Fogarty说没有比一个很好的问题更能给他留下深刻印象的了。好的问题不仅显示你对该公司进行了大体上的调研工作，也能体现你希望从哪些具体的工作入手。“那让我知道，喔，这个人真的做了很多的准备工作。他们不仅知道我们公司，也知道自己的角色。”
  

Job Interview Pointers

  
Like many career advice experts, Steve Fogarty, staffing partner at Waggener Edstrom, says candidates should research a company thoroughly before an interview. And if the company is a private firm, that's not an excuse to skip doing your homework.
  
Where there's a will, there's a way, and finding a way to gather information on a company "distinguishes the great candidates from the good candidates," says Fogarty.
  
Consider Fogarty's company, a large independent public relations agency. He says that if someone were trying to find out about Waggener Edstrom, the candidate could take a number of steps. In addition to simply visiting the company's Web site, joining a trade organization like the Public Relations Society of America would almost certainly give someone interested in his company exposure to people who work there.
  
Fogarty offers a less conventional method as well: "People might be able to find a press release that one of our PR people has written and contact that person and say, I saw your press release. It looks really good. Would you be open to me asking a few questions? I'm doing research on your company.' That's a way to get information."
  
What else can you do to improve your chances at the interview? Try these tips from Fogarty:
  
Be Concise
  
Interviewees rambling on is one of the most common blunders Fogarty sees. "You really have to listen to the question, and answer the question, and answer it concisely," he says. "So many people can't get this basic thing down. You ask them a question, and they go off on a tangent. They might think you want to hear what they're saying, but they didn't answer your question."
  
Provide Examples
  
It's one thing to say you can do something; it's another to give examples of things you have done. "Come with a toolbox of examples of the work you've done," advises Fogarty. "You should come and anticipate the questions a recruiter's going to ask based on the requirement of the role. Think of recent strong strategic examples of work you've done, then when the question is asked, answer with specifics, not in generalities. You should say, yes, I've done that before. Here's an example of a time I did that?' and then come back and ask the recruiter, did that answer your question?'"
  
Be Honest
  
Somehow, candidates get the impression that it's best to try to dance around difficult questions. "If you don't have a skill, just state it. Don't try to cover it up by talking and giving examples that aren't relevant. You're much better off saying you don't have that skill but perhaps you do have some related skills, and you're happy to tell them about that if they like."
  
Keep Your Guard Up
  
According to Fogarty, you can split recruiters into two schools. There are those who are very straight-laced and serious, and candidates better take the process seriously as well when dealing with them.
  
"Then you have recruiters like me," he says, chuckling. "I'm going to be that candidate's best friend when they call me. My technique is to put them at ease, because I want them to tell me everything, and a lot of candidates mess up in this area. They start to think, oh, this guy is cool. I can tell him anything.' And then they cross the line." And that can take a candidate out of contention. Remember: Always maintain your professionalism.
  
Ask Great Questions
  
Fogarty says nothing impresses him more than a really good question that not only shows you've researched the company in general, but the specific job you're hoping to land as well. "That makes me go, now, this person has really done their homework. They not only know the company, but they know the role.'"