Be honest. Raise your hand if you feel the part of the job interview where you ask the candidate, “Do you have any questions for me?” is almost always a waste of time.
Thought so.
誠實點吧。舉手坦承問面試者”你還有更多問題要問我嗎?”是浪費時間的行為。
The problem is most candidates don’t actually care about your answers; they just hope to make themselves look good by asking “smart” questions. To them, what they ask is more important than how you answer.
Great candidates ask questions they want answered because they’re evaluating you, your company–and whether they really want to work for you.
Here are five questions great candidates ask:
這問題不在於求職者不在乎你的問題；他們只是想問個”聰明”的問題，對他們而言，問題還比你的回答重要。
好的求職者問問題的同時也在評估你跟你的公司，還有他是否想要為你效力。
這裡試舉五個好問題:
What do you expect me to accomplish in the first 60 to 90 days?
你希望我未來兩到三個月能夠幫公司做什麼？
你希望我未來兩到三個月能夠幫公司做什麼？
Great candidates want to hit the ground running. They don’t want to spend weeks or months “getting to know the organization.”
They want to make a difference–right away.
好的求職者希望能旗開得勝，他們才不想花幾周或數月去熟悉你的組織。
他們希望馬上不同反響。
What are the common attributes of your top performers?
你最棒的團隊成員有什麼共通特質？
你最棒的團隊成員有什麼共通特質？
Great candidates also want to be great long-term employees. Every organization is different, and so are the key qualities of top performers in those organizations.
Maybe your top performers work longer hours. Maybe creativity is more important than methodology. Maybe constantly landing new customers in new markets is more important than building long-term customer relationships. Maybe it’s a willingness to spend the same amount of time educating an entry-level customer as helping an enthusiast who wants high-end equipment.
Great candidates want to know, because 1) they want to know if they fit, and 2) if they do fit, they want to be a top performer.
好的求職者也想要擁有長期的主雇關係，每個公司都不太一樣，且每個最佳成員的關鍵因素也有所不同。
或許他們工時很長，或許創意比方法論重要，或許在新市場開發新員工比建立長期客戶關係重要，又或許得花相同時間去教育初階消費者與幫助高端產品的重度使用者。
好的求職者會想了解這些，因為 1.他們想知道彼此是否合適 2.若合適，他們想成為績效最棒的一員。
What are a few things that really drive results for the company?
貴公司業績成長的最關鍵因素是什麼？
Employees are investments, and every employee should generate a positive return on his or her salary. (Otherwise why are they on the payroll?)
In every job some activities make a bigger difference than others. You need your HR folks to fill job openings… but what you really want is for HR to find the right candidates because that results in higher retention rates, lower training costs, and better overall productivity.
招募人才也是項投資，給他們薪水就要產出正向的報酬(不然給他們錢幹嘛?)
每項職缺中的需求專長都有很大不同，你的HR在招募時會填好，但你真正需要的是HR找到對的人，這樣才有較高的留任率，降低訓練成本，帶來更佳的生產效率。
You need your service techs to perform effective repairs… but what you really want is for those techs to identify ways to solve problems and provide other benefits–in short, to generate additional sales.
Great candidates want to know what truly makes a difference. They know helping the company succeed means they succeed as well.
你需要工程師有效率地修補錯誤，但你真正需要的是解決問題並帶來其他助益，簡而言之，創造銷售。
好的求職者想知道什麼才能帶來改變，他們深知公司成功也意味他們的成功。
What do employees do in their spare time?
同事們閒暇時間都做什麼消遣？
同事們閒暇時間都做什麼消遣？
Happy employees 1) like what they do and 2) like the people they work with.
Granted this is a tough question to answer. Unless the company is really small, all any interviewer can do is speak in generalities.
What’s important is that the candidate wants to make sure they have a reasonable chance of fitting in–because great job candidates usually have options.
快樂的員工表示 1.他們樂在工作中 2.喜歡跟這群同事工作。
且這是個很難回答的問題，除非公司規模很小，每個人都能說個大概。
重要的是求職者覺得自己有合理的理由進到這間公司，因為好的求職者通常會有不同的缺在等他。
How do you plan to deal with…?
面對即將來臨的…，你們有什麼應對的計劃？
Every business faces a major challenge: technological changes, competitors entering the market, shifting economic trends… there’s rarely a Warren Buffett moat protecting a small business.
So while a candidate may see your company as a stepping-stone, they still hope for growth and advancement… and if they do eventually leave, they want it to be on their terms and not because you were forced out of business.
每種生意都有其困難處，科技變遷，競爭者逐，情勢變化…很少會有巴菲特說的那種護城河保護小公司。
當求職者視你公司為墊腳石，也會希望有成長跟進階，且如果他們離職，會希望是自己的選擇而非公司搞不下去了。
Say I’m interviewing for a position at your bike shop. Another shop is opening less than a mile away: How do you plan to deal with the new competitor? Or you run a poultry farm (a huge industry in my area): What will you do to deal with rising feed costs?
A great candidate doesn’t just want to know what you think; they want to know what you plan to do–and how they will fit into those plans.
假如我到一間單車店面試，另一間單車店不到一里遠處開幕了，你要如何跟他競爭? 或是你擁有一間畜牧場，你要怎麼解決成本逐年上升的飼料問題?
好的求職者不想知道你怎麼想；他們要知道你的計畫，還有他們能不能合拍。
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