????斯柯林斯認(rèn)為，高效面試官會(huì)問(wèn)一些“行為性的”問(wèn)題。他們會(huì)這樣說(shuō)：“告訴我一個(gè)時(shí)間，給我舉一個(gè)例子”，因?yàn)橐粋€(gè)人對(duì)過(guò)去某種情況做出反應(yīng)的方式，可能預(yù)示著他或她在未來(lái)遇到這種情況時(shí)的做法。

????所以，“別問(wèn)‘你擅長(zhǎng)談判嗎？’這樣的問(wèn)題。最好這樣說(shuō)：‘告訴我你經(jīng)歷過(guò)的一次談判，以及談判的經(jīng)過(guò)?！玫揭粋€(gè)真實(shí)的示例。探究細(xì)節(jié)。抓住自己需要知道的信息，”斯柯林斯說(shuō)。法爾科恩同意她的觀點(diǎn)。“對(duì)于一名求職者在我們公司內(nèi)取得成功的可能性，我們需要有客觀的診斷指標(biāo)。”否則，面試官“只能挑選最會(huì)推銷(xiāo)自己的人?！?/p>

????法爾科恩給出的有效面試問(wèn)題示例如下：

????? 請(qǐng)為我介紹一下你在職業(yè)上取得的進(jìn)展，同時(shí)介紹一下你現(xiàn)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(shí)，會(huì)使用那種標(biāo)準(zhǔn)，包括你考慮的行業(yè)、公司準(zhǔn)則和自己希望獲得的職務(wù)與職位？

????法爾科恩建議，要問(wèn)那些能夠“反映一名求職者職業(yè)自省水平”的問(wèn)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(yè)經(jīng)歷？”

????而在面試過(guò)程中，克萊曼建議，要真正傾聽(tīng)求職者的話(huà)。“只顧著自己說(shuō)，而不去傾聽(tīng)求職者，不能了解到任何東西?！?/p>

????如果招聘并不是你的主要工作，別害怕請(qǐng)求幫助，斯柯林斯建議道。斯柯林斯正在教授與面試有關(guān)的講習(xí)班和在線(xiàn)課程。她說(shuō)：培訓(xùn)剛開(kāi)始的時(shí)候，“我們發(fā)現(xiàn)管理者們都帶著一點(diǎn)點(diǎn)情緒，”她說(shuō)道?！啊覀儾恍枰@個(gè)。我很清楚該如何進(jìn)行面試?！阶詈?，他們才意識(shí)到，自己對(duì)面試知之甚少，或者說(shuō)非常生疏?！保ㄘ?cái)富中文網(wǎng)）

????譯者：劉進(jìn)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."