????斯柯林斯認為，高效面試官會問一些“行為性的”問題。他們會這樣說：“告訴我一個時間，給我舉一個例子”，因為一個人對過去某種情況做出反應的方式，可能預示著他或她在未來遇到這種情況時的做法。

????所以，“別問‘你擅長談判嗎？’這樣的問題。最好這樣說：‘告訴我你經歷過的一次談判，以及談判的經過。’得到一個真實的示例。探究細節。抓住自己需要知道的信息，”斯柯林斯說。法爾科恩同意她的觀點。“對于一名求職者在我們公司內取得成功的可能性，我們需要有客觀的診斷指標。”否則，面試官“只能挑選最會推銷自己的人。”

????法爾科恩給出的有效面試問題示例如下：

????? 請為我介紹一下你在職業上取得的進展，同時介紹一下你現在每天都在做什么。

????? 是什么讓你脫穎而出？

????? 你在選擇下一任雇主時，會使用那種標準，包括你考慮的行業、公司準則和自己希望獲得的職務與職位？

????法爾科恩建議，要問那些能夠“反映一名求職者職業自省水平”的問題。“他們知道自己想要什么嗎？他們能否以清楚的、令人信服的方式，描述自己的職業經歷？”

????而在面試過程中，克萊曼建議，要真正傾聽求職者的話。“只顧著自己說，而不去傾聽求職者，不能了解到任何東西。”

????如果招聘并不是你的主要工作，別害怕請求幫助，斯柯林斯建議道。斯柯林斯正在教授與面試有關的講習班和在線課程。她說：培訓剛開始的時候，“我們發現管理者們都帶著一點點情緒，”她說道。“‘我們不需要這個。我很清楚該如何進行面試。’而到最后，他們才意識到，自己對面試知之甚少，或者說非常生疏。”（財富中文網）

????譯者：劉進龍/汪皓

????Effective interviewers ask "behavioral" questions, according to Skillings. They use phrases such as, "tell me about a time, give me an example," she says, because the way a person reacted to a past situation may be an indication of what he or she will do in the future.

????So, "instead of asking 'Are you a good negotiator?' it's better to say, 'Tell me about a negotiation and how it went.' Get a real example. Probe for details. Get to the heart of what you need to know," Skillings says.

????Falcone agrees. "We need objective diagnostic indicators of an individual's probability of succeeding within our organization." Otherwise, interviewers are "left picking from among people who may sell themselves better than others."

????Falcone's examples of effective interview questions:

????? Walk me through the progression in your career leading me up to what you do now on a day-to-day basis.

????? What makes you stand out among your peers?

????? What criteria are you using in selecting your next employer, including the industries you're considering, company criteria, and the roles and titles that you're pursuing?

????? If you were to accept a position with us today, how would you describe that to a prospective employer five years from now in terms of your career development and longer-term goals?

????Ask questions that "reveal a candidate's level of career introspection," Falcone says. "Do they know what they want? Can they articulate their career history in a clear and compelling manner?"

????During the interview, really listen to the candidate, Kleiman says. "You'll never learn anything while you're talking."

????If hiring people isn't your main job, don't be afraid to ask for help, recommends Skillings, who teaches workshops and online courses on conducting interviews. "We see a little bit of attitude from managers" at the beginning of training, she says. "`I don't need this, I know how the deal works.' By the end, they realize they didn't know things, or were rusty."