如何借面試看穿一家公司的文化
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????2. 就公司所有層級(jí)最優(yōu)秀的明星員工而言，大多數(shù)人共同具備的三到四種品質(zhì)是什么？哈羅德說道，公司文化很大一部分在于“公司最重視、最鼓勵(lì)的員工品質(zhì)”。“這些品質(zhì)會(huì)告訴你，這家公司最需要的技能和行為。”例如，如果面試官形容明星員工擅長(zhǎng)與團(tuán)隊(duì)合作，提出新的創(chuàng)意，而你卻更擅長(zhǎng)獨(dú)自完成任務(wù)，這或許意味著你并不適合對(duì)方。 ????3. 是否曾有具備這些品質(zhì)的人在此遭遇過失敗？如果有，為什么？哈羅德的一位客戶給他講了一位明星管理者的故事，他擁有成功所需要的所有品質(zhì)——他“行動(dòng)迅速，以結(jié)果為導(dǎo)向，非常善于解決問題”——但他卻逐漸走向低谷，因?yàn)樗胺浅０谅刂朴麖?qiáng)，以至于沒有人喜歡與他共事，”哈羅德說道。“這是一個(gè)重要的暗示，可以告訴你哪一種性格適合公司的文化。” ????4. 如果你們能對(duì)公司文化做一點(diǎn)改變，會(huì)是什么？哈羅德說道：“通常情況下，招聘經(jīng)理會(huì)將這個(gè)問題個(gè)人化，并且提到自己的情況。如果他或她說：‘我希望能有更多決策自主權(quán)’或者‘我希望預(yù)算不會(huì)這么緊張’你可以從中得出大量信息，幫你了解在那家公司工作的情形。 ????哈羅德建議求職者向面試過程中遇到的每一位管理者提出這些問題，看看得到的答案是否一致——“不能只聽信一兩位口若懸河的人發(fā)表的觀點(diǎn)，他們說得天花亂墜，但可能并不代表公司管理層的普遍認(rèn)知。” ????5. 我能跟即將在一起共事的人見個(gè)面嗎？你最有可能在兩輪或三輪面試的過程中，被介紹給幾位很有前途的同事，但如果沒有，可以詢問一下，能否與他們共用午餐或一起喝咖啡。哈羅德說道，求職者有時(shí)候不敢提出這樣的請(qǐng)求，但大多數(shù)雇主其實(shí)歡迎求職者這么做，因?yàn)椤斑@表明你在做盡職調(diào)查，你對(duì)下一份工作是非常挑剔的。不要忘了，公司在對(duì)你進(jìn)行面試的時(shí)候，你也在面試這家公司。” ????他補(bǔ)充道，雇主可能回避這種請(qǐng)求的唯一一種情況，是你所面試的職位目前尚未空缺，而且目前從事這份工作的人并不知道他將要離職。哈羅德說道：“當(dāng)然，公司會(huì)擔(dān)心保密問題。但在我們所做的調(diào)查中，這種情況僅占25%。” ????還有一種明智的做法是，在Valut.com和Glassdoor.com等求職網(wǎng)站上，通過相關(guān)的評(píng)論收集與公司文化有關(guān)的信息。哈羅德說道：“雇主的品牌和員工對(duì)公司的實(shí)際感覺可能存在較大區(qū)別，或者可能是一致的。如果兩者之間存在巨大差異，尤其是對(duì)于文化的某個(gè)方面，網(wǎng)站上有大量負(fù)面評(píng)論，你可以在面試的時(shí)候向面試官求證。” ????5個(gè)問題看起來不少，確實(shí)如此。但哈羅德說道：“面試官喜歡求職者提出一些誠實(shí)的問題。因?yàn)檫@表明你有一些自己的想法。”祝你好運(yùn)。 ????反饋：公司文化的哪些方面對(duì)你最為重要？你是否曾經(jīng)從事過某份工作，結(jié)果卻證明你與公司在文化上并不匹配？歡迎評(píng)論。（財(cái)富中文網(wǎng)） ????譯者：劉進(jìn)龍/汪皓 |
????2. When you think about the stars here, the most distinctive talents at all levels of the company, are there three or four traits that most of them share? A big chunk of culture is “what a company values and rewards most in its employees,” Hanold notes. “Those traits will tell you the skills and behaviors the organization wants more of.” If an interviewer describes stars as great at collaborating with a team to come up with new ideas, for instance, and you’re better at working on projects alone, the fit may not be a good one. ????3. Has anyone with those characteristics ever failed here anyway? If so, why? One of Hanold’s clients told him about a star manager who had all the traits needed for success—he was “fast-moving, results-oriented, and a great problem-solver—but had flamed out anyway, because he was “so arrogant and controlling that no one liked working for him,” Hanold says. “That was an important indication of what kind of personality works in that culture.” ????4. If you could change one thing about the culture here, what would it be? “Often, a hiring manager will personalize this and refer to his or her own situation,” Hanold notes. “If he or she says, ‘I wish I had more autonomy to make decisions’ or ‘I wish I didn’t have to operate on such a tight budget,’ that implies a great deal about what it’s like to work there.” ????Hanold recommends posing all of these questions to each manager you meet during the interviewing process to see whether the answers you get are consistent—“versus the views of one or two eloquent people who sound good, but who may not be describing a common perspective.” ????5. Could I meet some of the people I’d be working with? You’ll most likely be introduced to a few prospective peers during two or three rounds of interviews, but if not, ask if you can get together with some of them for lunch or a cup of coffee. Candidates sometimes hesitate to make this request, Hanold says, but most employers welcome it, because “it shows that you’re doing due diligence, and you’re being selective about your next job. Never forget, you’re interviewing the company every bit as much as they are interviewing you.” ????The only situation in which an employer might balk at this idea, he adds, is if you’re interviewing for a job that’s currently held by someone who doesn’t yet know that he’ll be leaving. “Then, of course, there are concerns about keeping you confidential,” Hanold says. “But that’s only the case in about 25% of the searches we do.” ????It’s also smart to check out career sites like Vault.com and Glassdoor.com to see what you can glean about the culture from the comments there. “The employer brand and how that same company is actually perceived from within might be quite different, or it might be the same,” says Hanold. “But if you see a big gap between the two, and especially if there is a pattern of a lot of negative comments about one particular aspect of the culture, you can certainly ask interviewers about it.” ????If this seems like a lot of questions, it is. But, says Hanold, “interviewers like candidates who ask a lot of honest questions. It’s a sign that you’ve put some thought into it.” Good luck. ????Talkback:What aspects of a company’s culture are most important to you? Have you ever taken a job that turned out to be a bad cultural fit? Leave a comment below. |
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