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口试官心声:胜利求职者必备的6大素质
作者:本站  来源:本站整理  时间:2016-4-18 13:08:06

Alex Malley FCPA is the chief executive of CPA Australia and the host of the Nine Network television series The Bottom Line. Alex is also a regular contributor to The Huffington Post .
Alex Malley FCPA是澳大利亚CPA公司主管,NIne Network电视节目The Bollom Line节目主持人。他仍是Huffington 邮报撰稿人。

What I have learned, after years of experience interviewing people at all levels and walks of life, is that interviewing a job applicant is not dissimilar to interviewing aprospective house mate. You are going to spend a lot of time under the same roof as this person. Accordingly, you need a confidence that they will fit in with the other house mates, that they are all they seem to be, and they are there to make an enduring commitment.
经由多年的面试,我接触到了来自不同行业,不同程度的人。这让我了解到面试一名求职者和了解将来的室友是一样的。你要和这个人在统一屋檐下共度很长时间。而且,你还要保障他可以和其余的室友相处良好、表里如一、可以长期贡献。

To help me with this, there are six characteristics in a conversation with a job applicant I mentally tick-off in order to identify the right person for the job. These tips can be useful for both the interviewer and interviewee.
为了找到适合的人选,面试的时候我会在头脑里勾画出及格求职者的六大特色。下面的倡议对面试官和求职者都会有所辅助。

1. Are they interesting?
1. 他们有趣吗?

My test for this is not about the depth of a person’s ability, but the breadth of their curiosity in life. Do they have genuine outside interests? Do they have friendships spanning different lines and backgrounds?
我对这项的考核并不是取决于一个人才能的高下,而是看这个人对于生涯保有多少好奇心。除了关心利益之外,他们是否真挚?他们有不来自不同行业不同背景的友人?

I have often found people are more interesting than they project themselves to be. As a chief executive or interviewer, I should not have to work hard at finding out what makes you interesting. An applicant that leaves me wanting to know more about them gets a big tick in my book.
我常常发明有些人比展示出来的更有意思。作为一个高等治理职员或口试官,我不会破费过多时光找出求职者的有趣之处。假如一个求职者能够让我想更多地懂得他,那在我眼前他已经胜利一大半。

2. A holistic perspective
2. 全局观点

One of my great frustrations as a chief executive is people that think solely about the department or section they work in, rather than at the very least showing an interest and appreciation for all departments and how the business in total comes together.
作为一名高管,让我很困惑的是,人们只关怀本人部分的好处,对全部公司以及这个行业的运行都缺少最少的兴致跟了解。

So, when it comes to a job candidate, I look for their intuitive interest in the whole of the business above and beyond the role they are applying for.
所以,在面试求职者的时候,绝对于求职者对所求职位的兴趣,我更乐意了解他们对整个行业的兴趣。

3. Passion
3. 热情

It does not matter what the passion, but it is a shut door for me if I do not recognise the applicant’s emotional connection to something or someone in their life.
如果我在求职者身上看不到他对生活中某些人或某些事情充斥热情(无论这些热情是在那些方面),我不会录用他。

Without passion, people simply exist, they don’t live: selfishly I want to live 贵阳新东方 with people, not merely exist with them.
没有热情,一个人只是存活,而不是生活。固然有些自私,我还是违心和人一起生活,而不是存活。

4. Open about their mistakes
4. 坦诚过错

The only way I have learnt anything in my career is from the mistakes I have made. In some ways, I am proud of them, but even more so, that I have learnt from them. So anyone who in a good, healthy and open conversation claims to being mistake-free, I would prefer it if they went and worked for a soul.
在职业生活中,独一我学到的货色就是,从出错中学习。必定水平来讲,我以这些错误为豪。所以,一次开心、有利、开放的谈话,就不会避谈自己的毛病。如果这些错误曾触动心灵,赞助了一个人的提高,我很乐意和人谈这些错误。

5. Opinionated
5. 有主意。

Admittedly, I am not an avid reader, but I am highly aware of the issues going on in my country and the world. What I expect from an interviewee is a natural and comfortable perspective on significant issues relevant, or not, to our business.
必需否认,我不是一个很有热忱的读者,然而我很了解海内国外产生的事件。我希望从和求职者的谈话中了解到他对重大事件的直观的见解,无论这些事和工作是否相干。

6. Leadership
6. 引导才干

I look for someone who can tell me a story about a vision they have set, and their journey to achieving it. And, most importantly, I want them to clearly articulate how they mobilised people to achieve those outcomes. These sorts of leadership qualities are something I look for in applicants - at all levels.
我盼望求职者可以告知我一个故事,在这个故事里有他们自己既定的观点,实现一件工作的过程。主要的是,我生机他们可以明白的说出自己是如何调动别人独特完成这项工作的。不论一个求职者处于什么水平,我都愿望在他们身上发现领导能力。


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