????最具挑戰(zhàn)性的求職面試大多數(shù)都來自咨詢公司，這一點并不奇怪。畢竟，咨詢公司唯一的產(chǎn)品就是智慧。所以，他們的面試官偏愛提出各種棘手的問題，比如“多少人會使用防脫發(fā)的藥物？”（BCG），或者“在飛機上提供無線互聯(lián)網(wǎng)服務(wù)有多大的盈利潛力？”（奧緯咨詢公司）。在麥肯錫，求職者還必須接受書面測試，試題中有大量的圖表和數(shù)字，一位立志成為一名咨詢師的求職者對Glassdoor表示，求職者需要“憑借對數(shù)字的敏銳感知，迅速對試題中的圖表和數(shù)字進行分析?！?/p>

????想到Facebook工作嗎？一位最近剛剛獲聘的軟件工程師建議：“準(zhǔn)備好回答‘為什么選擇Facebook？’七位面試官都問了我這個問題，看了這一點對他們確實非常重要。”

????很有道理，不過，有的面試官朝求職者扔一個曲棍球，只是想看看他們?nèi)绾畏磻?yīng)。一位去波士頓咨詢集團（Boston Consulting Group）面試過的求職者說，第二輪面試的時候，面試官“一上來就把腳翹在桌子上（而且沒穿襪子），然后一邊喝湯，一邊說話。這種開場方式太古怪了。”確實如此。

????Glassdoor最有意思的發(fā)現(xiàn)是：在這25家公司經(jīng)歷過嚴格面試的大部分職場老兵都認為這種經(jīng)歷具有積極意義。更令人吃驚的是，求職困難評級最高的公司，員工滿意度同樣得到了最高分。

????Glassdoor董事會成員兼網(wǎng)站常駐職業(yè)專家、曾在百事公司（PepsiCo）擔(dān)任國際人力資源副總裁的拉斯蒂?呂埃夫認為，這其實很有道理。他說：“一家執(zhí)行嚴格績效標(biāo)準(zhǔn)的公司才能夠真正在面試中對求職者的能力進行測試，因為這是公司文化最真實的反映。因而，他們選中的人都是能在逆境中成長的人，而對于無法承受這種壓力的求職者，嚴格的篩選過程也給了他們主動退出的機會。他補充道，任何一家公司，“需要將面試過程作為展示公司的窗口，讓求職者預(yù)先了解未來的工作環(huán)境大概是個什么樣子。否則，如果公司聘用了不適合公司文化的員工，一旦他們離職，公司就得再去尋找新人來代替。”

????譯者：劉進龍/汪皓

????It's no surprise that so many of the most challenging job interviews take place at consulting firms. After all, these companies' only product is brainpower. So their interviewers are partial to posing knotty questions like "How many people would use a drug that prevents baldness?" (BCG) or "What is the profit potential of offering wireless Internet service on airplanes?" (Oliver Wyman). At McKinsey, candidates must also take a written quiz loaded with charts and figures that has to be "analyzed swiftly with an acute sense of numbers," one aspiring consultant told Glassdoor.

????Want a job at Facebook (FB)? "Be ready to give great answers to 'Why Facebook?'" advises a recently hired software engineer. "All seven interviewers asked me this, and it's really important to them."

????Fair enough, but some interviewers throw candidates a curve ball, apparently just to see how they'll react. One applicant at Boston Consulting Group reports that, in his second interview, his interlocutor "started by putting his feet on the desk (with no socks) and eating out of a bowl of soup, talking simultaneously. Odd start." Indeed.

????Among the most intriguing of Glassdoor's findings: Most veterans of tough interviews at these 25 companies rated the experience a positive one. More striking still, the companies with the highest difficulty ratings also score highest in employee satisfaction.

????That makes sense, says Rusty Rueff, a member of Glassdoor's board of directors and the site's resident career expert. "A company that has stringent standards for performance will really put you through your paces [in interviews] because that is an honest and true reflection of their culture," says Rueff, a former vice president of international human resources at PepsiCo (PEP). "So the people they select are the ones who thrive on difficulty -- and, for people who don't, a tough screening process gives them the chance to opt out."

????At any company, he adds, "you really need job interviews to be the best possible window into what the company is about, and what it will really be like to work there. Otherwise, you end up hiring people who won't fit in, and you'll end up having to replace them when they quit."