????哪首歌最能體現(xiàn)你的職業(yè)道德？加拿大有多少頭牛？一只企鵝戴著墨西哥帽走進(jìn)了那扇門。他說了什么？他為什么會(huì)出現(xiàn)在這里？

????這些問題是求職網(wǎng)站Glassdoor收集的2013年25個(gè)最古怪面試問題的一部分。據(jù)稱，這些確實(shí)都是公司面試官們?cè)诿嬖嚂r(shí)用過的話題。

????你可能認(rèn)為這些問題可以讓面試官更好地了解求職者。你也可能認(rèn)為這些問題太過離奇古怪。但你自己的面試問題又能好到哪去呢？

????紐約職業(yè)培訓(xùn)公司Skillful Communications總裁兼首席培訓(xùn)師帕米拉?斯柯林斯認(rèn)為，管理者通常認(rèn)為面試求職者“是非常簡單的事情”。這些管理者們相信，他們已經(jīng)達(dá)到了一定的職業(yè)水平，如有神助般地獲得了足以出色完成面試的天賦。這類管理者通常會(huì)即興發(fā)揮，不會(huì)提前考慮，哪些問題才能真正挖掘出最具潛力的員工。通常情況下，他們也就能想出帶帽子的企鵝這類問題。

????斯柯林斯說：“最終，他們招來的員工會(huì)讓公司浪費(fèi)大量的”培訓(xùn)時(shí)間和工資開支?！爸荒鼙M量彌補(bǔ)在面試過程中所犯的錯(cuò)誤。公司要么直接把那個(gè)人解雇，要么把他調(diào)任到其他崗位，總之一切都得重新開始。”

????糟糕的面試“首先會(huì)傷害到管理者，”斯柯林斯說?！捌赣缅e(cuò)誤的人選最終會(huì)讓管理者自食其果?！睘榱吮Ｗo(hù)自己，許多管理者在面試時(shí)會(huì)提出“跟我講講你自己”這種模糊的問題。而專家認(rèn)為，這種單調(diào)的問題得到的答案沒有絲毫用處。

????《嚴(yán)格招聘，輕松管理》（Hire Tough, Manage Easy）一書的作者麥爾?克萊曼認(rèn)為，開始面試之前，“面試官應(yīng)該列一個(gè)詳細(xì)的清單”，其中應(yīng)該針對(duì)每一個(gè)特殊位置的每一位求職者，列出自己需要了解的信息。克萊曼是德克薩斯州舒格蘭市人力資源咨詢公司Humetrics的總裁。這是最基本的東西，克萊曼說：“你能做這份工作嗎？你在這個(gè)崗位上能否達(dá)到我們需要的優(yōu)秀水平？你愿意做這份工作嗎？你和我合得來嗎？如果你被聘用，你能接受我們的文化嗎？我們又是否能接受你的個(gè)性呢？”

????克萊曼表示，這些并不是面試問題，而是模版。面試官可以通過這些模版設(shè)計(jì)問題，從中了解到“這個(gè)人是否適合這份工作，這份工作又是否適合這個(gè)人？”沒有經(jīng)驗(yàn)的面試官不會(huì)專注于引出他們需要的答案，而是會(huì)問一些生搬硬套的問題，“結(jié)果只能流于表面，無法了解那個(gè)人在面試花招背后的真實(shí)情況，”保羅?法爾科恩說。法爾科恩著有《招聘之前必須問的96個(gè)絕妙面試問題》（96 Great Interview Questions to Ask Before You Hire）一書?！八麄兊奶釂柤记蓻]有任何邏輯性，”而且，他們對(duì)所有職位的所有求職者都會(huì)問相同類型的、最基本的問題。

????法爾科恩給出的生搬硬套的問題示例：

????? 你最喜歡的老板是誰？他或她會(huì)如何評(píng)價(jià)你？

????? 你最喜歡的是哪個(gè)職位？為什么？

????? 你為什么想到這里工作？

????? 你有什么問題想問我？

????What songs best describe your work ethic? How many cows are in Canada? A penguin walks through that door right now wearing a sombrero. What does he say and why is he here?

????Those queries come from the Top 25 Oddball Interview Questions for 2013, as compiled by the job hunters' website Glassdoor. Allegedly, they're all actual conversational gambits used by corporate interviewers.

????You may think such questions could produce useful insights. Or you might see them as off the wall. But are your interview questions any better?

????Managers tend to think of interviewing job candidates as "something that's easy," says Pamela Skillings, president and chief trainer at Skillful Communications in New York. Believing they've reached a career level where they have been magically imbued with the gift of giving a good job interview, such managers wing it and fail to prepare questions that will reveal the best potential employees. All too often, they get a penguin in a sombrero.

????"They end up hiring someone who costs the company a lot" in wasted training time and salary expenses, Skillings says. "You try to fix the mistake you made in the interview process. Then you have to fire the person or move them into a different role, and you have to start over."

????A bad interview "hurts the manager first," Skillings says. "A bad hire is going to come back to bite you."

????Some managers try to protect themselves with vague questions of the "tell-me-about-yourself" variety. But experts say such prosaic questions produce answers of little use.

????Before you sit down with job candidates, "you need a great shopping list" that lays out what you need to know about each applicant for a particular position, says Mel Kleiman, author of Hire Tough, Manage Easy and president of HR consulting firm Humetrics, which is based in Sugar Land, Texas. It's basic stuff, Kleiman says: "Can you do the job? Can you do the job at the degree of excellence needed? Will you do it? Can you and I live together? If you are hired, can you put up with our culture and [can] we put up with your personality?"

????Those aren't the interview questions, Kleiman says. They're templates you can use to design questions whose answers will tell you, "Is this person right for the job and is this job right for the person?"

????Rather than focusing on eliciting the answers they need, inexperienced interviewers often ask rote questions that "bounce along the surface without getting to know the real person behind the interview hype," says Paul Falcone, author of 96 Great Interview Questions to Ask Before You Hire. "There's not much rhyme or reason to their questioning techniques" and they ask the same basic types of questions to all candidates for all positions.

????Falcone's examples of rote questions:

????? Who was your favorite boss, and what would he or she say about you?

????? Which position was your favorite and why?

????? Why do you think you'd want to work here?

????? What questions can I answer for you?