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????親愛的安妮：我不喜歡現在的工作，原因有不少，而且看起來短期內也不會有好轉，所以過去幾個月我一直在尋覓新的工作。所有我聽說（和讀到）的職場建議都提到良好的“匹配”至關重要。但沒人告訴我，如何確定是否“匹配”。最近我參加了幾次面試，在我看來，雙方都展現了自己最好的一面，說出對方想聽到的話，這很正常，但我覺得還是不清楚為這些公司工作的真實感受將會如何。他們都說自己的公司重視員工，褒獎個人努力，提供晉職的機會，凡此種種，但我怎么知道這不過是一套說詞，還是說他們真的會言出必行？您有什么建議嗎？——西雅圖心有疑 ????親愛的“心有疑”：你說得對，了解公司文化并不是件容易的事。任何組織的文化都包含那些無法言喻的傳統、習慣、假設和不成文的規矩，加起來就是“我們這里都這么干”。這樣的混合物既復雜又微妙，難以用幾個簡單的詞就總結出來（如果你認為這可能實現）。所以即使出發點很好，很多面試官也常常會退回到那些你所聽到的陳詞濫調中去。 ????但與此同時，本著對自己和公司負責的態度，你是應該努力探究愉悅的談話背后隱藏的真相。特別是由于你現在有工作，“你并不只是為了換工作而換工作，”吉姆?辛索恩說。“你想找一個讓你如魚得水的工作，而那意味著需要盡可能地尋覓最佳‘匹配’。” ????辛索恩是老資格的人力資源高管，目前在全國職業咨詢網絡五點鐘俱樂部（Five O'Clock Club）擔任培訓師。他花費數十年的功夫從面試雙方的角度研究了“匹配”的問題。在他看來，要想獲得準確的答案，在面試之前，必須狠下一番功夫，盡可能多地去了解潛在的東家。 ????除了每個求職者都會去做的標準作業，比如研究公司的網站和年報、研讀行業新聞中的相關消息，還可以利用網絡資源，例如職場網站Vault.com和Glassdoor.com。“可以從公司雇員和前雇員在網上張貼的評論中得到極為寶貴的真知灼見，”辛索恩指出。“也可以在商務社交網站LinkedIn上搜索現任員工，問問在該公司工作的感受。” ????問題越明確，答案就越有可能對你有所幫助。辛索恩說：“如果你確切地知道你想要什么，你更有可能找到適合自己的工作。”好好想一想你在下一個工作中想要什么，確定什么是你最看重的，什么只是可選項而已，可以犧牲掉的，還有什么是完全無所謂的。五點鐘俱樂部開發了幫助人們進行評估的工具，該組織的創始人和總裁凱特?溫德爾頓甚至出版了一本書《職業道路你做主》（Targeting a Great Career）來解釋這些工具。但只要做一點自省，就可以自己做到這一點。 ????辛索恩說：“人們在工作中追尋的價值包括獨立、創造、權力、金錢、冒險、事業，還有人想要忙里偷閑，過過個人生活。”一旦列出自己最看重的價值的清單，你在向現任員工提問時就可以有的放矢了。“在某種程度上，每個人都會去適應公司的主流文化，比如休閑裝還是更正式的著裝要求，但總有一些東西是不容討價還價的。”辛索恩指出，“而唯一知道你要什么的人就是你自己。” ????比方說，你認定工作之外還有個人生活的時間是你最珍視的價值。參加面試之前，你可以設計一些問題，試探一下你的想法是否和公司文化合拍。辛索恩建議：“比如你可以問問面試官，他/她的典型工作日程是怎樣的，特別是如果他/她可能是你未來老板的話。” |
????Dear Annie:I'm unhappy in my current position for a number of reasons, none of which seems likely to change anytime soon, so I've been looking around for a new job for the past couple of months. All the career advice I've heard (and read) mentions that a good "fit" is essential. But nobody ever tells you how to determine whether the "fit" is there or not. I've had a couple of interviews lately where it seemed to me that both the interviewer and I were putting our best feet forward and saying what the other side wanted to hear, which is natural enough, but I haven't felt I've gotten a clear idea of what it would really be like to work for these companies. They all say they value their people, reward individual initiative, offer opportunities for advancement, blah, blah, blah, but how can I tell if it's all just part of the script or if they really walk the talk? Any suggestions? — Seattle Skeptic ????Dear Skeptic:You're right, this is tricky. The culture of any organization -- that ineffable mix of traditions, habits, assumptions, and unwritten rules that add up to "how we do things around here" -- is so complex, and so subtle, that it's hard (if not impossible) to sum up in a few simple phrases. So, even with the best of intentions, many job interviewers tend to fall back on the clichés you've been hearing. ????At the same time, though, you owe it to both yourself and the company to peer past the happy talk. Especially since you're already working, "you don't want to end up in just any new job," says Jim Hinthorn. "You want one where you're going to thrive -- and that means finding the best 'fit' possible." ????As a veteran human resources executive who is now a coach for the national career-counseling network Five O'Clock Club, Hinthorne has spent decades pondering the "fit" question from both sides of the interviewer's desk. In his view, getting it right requires you to do a fair amount of sleuthing to learn as much as you can about a prospective employer before you meet with anyone there. ????Beyond the standard homework every job seeker should be doing -- like studying the company's website and annual report, and reading up on it in the trade press -- take advantage of resources like Vault.com and Glassdoor.com. "You can get invaluable insights from the comments employees and ex-employees post on these sites," Hinthorn notes. "You might also seek out current employees on LinkedIn and ask them what it's like to work there." ????The more specific your questions, the more useful the answers are likely to be. "You're far more likely to find the right fit if you know exactly what you're looking for," Hinthorn says. So think hard about what you want in your next job, pinpointing what's really important to you, what's optional or negotiable, and what doesn't matter at all. The Five O'Clock Club has developed assessment tools to help with this, spelled out in a book called Targeting a Great Career by Kate Wendleton, the organization's founder and president. But with a little introspection, you can do the same thing on your own. ????"Some of the values people want in a job are, for instance, independence, creativity, power, money, adventure, working for a cause, or having time for a personal life," Hinthorn says. Once you've come up with a short list of what matters most to you, you can focus on those areas when you pose questions to people who are already there. ????"To some extent everyone adapts to the prevailing culture in a company -- casual versus more formal dress codes, for example -- but certain things are non-negotiable," Hinthorn points out. "And you are the only one who knows what those things are." ????Let's say you decide that one of your non-negotiable items is time for a life outside of work. Before going to an interview, come up with questions that will give you a glimpse of whether that will jibe with the company's culture. "Ask, for instance, what the interviewer's typical day is like, especially if he or she is your prospective boss," Hinthorn suggests. |
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