面试前需考虑的25个问题

铂金气质 · 发表于 2010-4-9 20:23:43

我曾经在The Simple Dollar上提到自己过去曾组织了大量面试工作。虽然我招聘的通常是技术类职位，但实际问到的问题（因此是有实际价值的）都是无关技术的。一个好的面试问题能使应聘者的本性显露出来——诚实，可信，反应敏锐等等。
长期以来，我收集了一些自己在面试中总会用到的问题，这里整理出25个最有价值的，附带一两个把每个问题回答好的技巧或怎么会把它弄糟的案例。希望这个总结能为面试官和应聘者提供一些有洞见的参考，若你能轻而易举回答所有问题，面试就不必担心了。最后，我将给出一份核对清单作为“家庭作业”给每个即将面临重要面试的应聘者。
首先，愚蠢地回答愚蠢的问题。
工作面试中有许多问题非常愚蠢，而且都有显而易见的答案。“你最大的弱点是什么？”这个问题从来不可能得到一个诚实的答案，而且多数时候只会招致一些例如“我是工作狂！”的虚伪回答。面试官问这些问题是因为这些都是“应该”被问的，但他们通常不会从中得到任何有效信息。“你认为自己成功吗？”，答案总是肯定的；“你具有团队精神吗？”答案也总是肯定的；“你打算在这儿工作多久？”答案总是长期；“工作和薪水何者更重要？”，答案总是工作比薪水更重要。
识别一个无聊的问题很简单——你是不是能很容易地给出一个放之四海皆准之而又无关痛痒的答案？如果是的，别为这问题费神，把精力放在解决具有实际意义的问题上。
• 1. 介绍你自己
这个问题基本是为了让应聘者放松，同时也给我自己判断他们谈吐的机会。这是一个在一切面试中都需要准备的问题，所以你需要有一个固定的答案。走进面试室前在头脑中对这个问题要有个清晰的答案。“最佳”答案要能使你充分展现自己与众不同之处，以使自己在众多应聘者中脱颖而出。列出自己的四五项最大特点，用三十秒陈述出来。
• 2. 谈谈你对我们的了解
这个问题直接考察了面试者是否做了准备功课。一个能讲出公司大量信息的面试者也许是出乎意料的，但连基本情况都不了解的人多数会被淘汰——那不是我们要的人。换言之，面试前，了解你将应聘的那个机构。
• 3. 什么使你区别于其他应聘者
面试官通常基于简历已经得到了这个问题的答案，但这是你真正自我推销的时候。多数面试官都会坐在一旁看你把自己推销得如何。偶尔惊喜是好的，但也可能显得狡猾——如果某些内容应该在简历上出现，却为什么未出现？你该知道自己简历的精华何在，然后将它们列出。
• 4. 描述你应聘的职位
这也是一道“作业”题，但通过应聘者当场给出的见解也能掌握一些信息。最佳准备是阅读职位描述并用自己的语言对自己复述出来，以便在面试时流利应答。
• 5. 为何对此职位感兴趣
这个问题实际上有些像一个小把戏，因为这是对第二个问题（你对公司的了解）以及第四个问题（描述你应聘的职位）的回问。这样问是因为它有助于判断：人们是轻率作答（像是“因为我就是合适人选”），还是考虑之后诚恳作答。对这个问题可以事先准备好一个程述式的答案——大致上，只要给出一些这个公司和职位吸引你的理由以及它们为何吸引你。
• 6. 这个职位的哪一方面使你感到最不适
多数人认为这个问题会涉及淘汰，但通常它并非如此。这其实是个诚实问题。没有人会对某项工作的每个方面都满意——这不是我们的天性。工作地点？工作时间？同事？公司规模太大？太小？诚实在此很重要——我希望听到一个感到不适的诚恳理由（尤其是真正从对公司的观察中得来），而不是一句没有任何不适的陈词滥调。好的回答可以是“我从未在如此大规模的公司工作过”，或“在协作文化上我听说了一些奇怪的方面”、或“在起步阶段工作使我感到紧张”等。
• 7. 上一份工作中你最大的成功是什么？
• 8. 上一份工作中你最大的失败是什么？
这两个问题通常可以组成一组，但重要的是后者。最好的应聘者应该承认自己有过过失（他们诚实而敢于承认错误）并从中吸取了教训，这是一项无比重要的美德。
• 9. 说说你先前最好的上司
• 10. 说说你先前最糟的上司
这两个问题能直接试探出面试者适合于何种管理风格以及会如何管理他人。假设我就职于一个管理松散而需要自我驱动的机构，这种情况下，我希望听到的回答是“最佳”老板是万事不插手的，或者“最糟”老板是事事盯紧的。相反，若我在等级森严的机构，我希望听到的恰恰相反——“最佳”老板提供有强度的引导和交流，或“最糟”老板是让应聘者无所适从的。最佳办法是尽可能诚实应答——面试官会对协作文化有很好的认识，坦率地说，如果你侥幸进入了一家公司而并不匹配那里的文化，适应和取得成功将会很艰难。这些问题也可以以“你倾向于何种管理模式”的方式提问。
其他技巧：突出论及所有老板的优点，绝不要把面试变成一场针对任何人的批判会。最糟的老板会有一些小毛病而且都是处于对你的期望而不是有人格缺陷。面试中抱怨别人只会使你自己显得恶劣，所以别上当了。
• 11. 说说你曾遇到的最困难的项目
面试官通常不真正关注项目具体是什么，其实质是看看你是否经历过真正的困难并如何克服它。对大多数人而言，这并不是最大的成功或失败，而是将失败方面转化为成功的方面。
• 12. 对这个领域的未来趋势有何看法
这个问题对一些领域有用——技术类或领导岗位——对其他一些则没用。这个问题有用没用在你应聘的特定工作类型中是显而易见的。如果有用，答案的准备很简单——只要花上半小时阅读相关领域的一些博客文章你就能汲取所需信息。
• 13. 去年中是否在与这项工作有关要求方面学到了新的东西/提升了自己
这是一个很容易让人无所适从的问题，多少人就是想不出答案。最佳应对方式其实就是总是花一些时间以任何方式提升自己的技能。写写开源代码、实践一下当主持人、上上课等，如果你每年都投入经历提升自己，不但会有一份漂亮的简历，当然这个问题也就不算什么了。
• 14. 说说你梦想中的职业
绝不要说这项工作，绝不要说另一项具体的工作。这两种回答都实在糟糕——前者树起了警旗而后者说明你无心恋战。回答应该紧贴一些具体的特质——讲讲你梦想中工作的一些方面。可以的话其中一些应该契合你要应聘的单位，但不要完全契合是最好的。
• 15. 之前工作中遇到过严重冲突吗？它是如何解决的？
这个问题需要诚实，同时需意识到任何事物的矛盾都包含两方面。它同样可能会让那些不厚道的人开始抱怨前任雇主，以至于给面试官留下坏印象。最好的回答方式通常包括描述事实，但同时注意事件的两方面，而且你从中学会了从他人的角度考虑问题。
• 16. 从上份工作中学到了什么
虽然列出一些技术上的技能，尤其如果你的工作是很技术性的，那很好，但涉及一些非技术性内容很重要。“在多数时候单独工作后，我学到了怎样在一个团队中工作”，像这样的回答就很好。任何工作中都可以学到些什么，面试官期待你能从上一份工作中学到些什么以助于你胜任新的工作。
• 17. 上份工作为何离职
多数时候，这是在考察一个稳定的性格。强有力且具体的回答，无论具体理由如何都是好的。“我想继续前进” 不算一个强有力的理由。裁员是个好理由，同样寻找一些特殊的新挑战也是好理由（但想要接受的挑战得要有特点）。在此，应该淡化对前任工作的具体描述，因为这样会很容易陷入对之前职位的抱怨之中。
• 18. 对上个工作岗位提一个可行的建议
虽然答案会很大程度上牵涉到上任工作的特殊性质，但其实那些特殊性质并不重要。最重要的是你确实给出了建议并使它富有成果，最好再加上一些成功的故事。这样做显得你也会对新职位有同样贡献，来提升整个机构。在这个问题上没有答案并不是大缺陷，不会是一个决定“生死”的问题。
• 19. 有被辞退过吗？说说这一经历
显而易见，能说“没有”最好，但答案是“有”其实也不会被一片否决。事实上，“有”也能转化为积极因素——这是表明你虽有过过错但从中学到了有价值的教训的良好途径。在这个问题上要诚实，无论如何别埋怨让你走人的人。即使对于发生的事感到气愤，也要带有敬意地提到他们。
• 20. 解雇过别人吗？说说这一经历
这个问题基本是考察你对人是否有宽容之心。回答时务必谨慎——这绝不是一个简单的选择题或经历叙述，而关系到你的去留。也别埋怨被你解雇的人——尽可能用理由冷静地回答。
• 21. 同时还在应征其他工作吗？
这是一个相关诚实的问题，我期待听到“是的”，但太想迎合我胃口的人回答说“没有”。最佳回答方式是“是的，就像你们还在面试其他人那样。我们都在寻求最佳选择。”如果你的答案是“没有”，那么这么说——“没有，其实我对现在的工作是满意的，但是你们提供的这个职位有些非常吸引我的地方驱使我来这儿应聘。 ”然后列举出那些吸引你的地方。
• 22. 你认为这个职位的报酬应当如何
很多人可能会感到惊奇，这通常并非在协商工资。多数时候，面试你的人都不负责你能得到的工资。这个问题通常是一个现实的考量——如果招清洁工，他们想要80K美元工资，那你大概会立即把应聘书投进垃圾箱；同样，一个高技能的程序员只把自己卖到30k美元也是在敲警钟。好的回答通常要靠谱或稍稍高于实际而不是低得过分或高得疯狂。我在面试前都会了解好要价，然后在回答中多加30%。
• 23. 自认为五年后自己在职业中发展如何
这是个有点“垃圾”的问题，但就某些方面说它可以筛选出那些具有主观能动性的人。回答类似于“我将在我应聘的岗位中取得成功”的人既不够积极也不够诚实。我宁可得到包括提升或成为企业家——强大的机构之繁荣有赖于做事主动的人。对面试者来说唯一的问题是一些公司——通常是小公司——并不需要做事主动的人而且特别害怕那些梦想成为企业家的人。因此如果对企业文化不熟悉，谈及升职通常是最安全的。但我个人欣赏在面试中谈到企业家的人——那意味他们对成功怀有热情的那类人。
• 24. 你的长远目标是什么——比如，从事这项事业十五年后？
这是一个迟来的好问题，因为它能帮你判断面试者是否是长远计划者。因为有长远计划的人通常有一个良好而成熟的思维状态，而且会始终绷紧弦努力工作，胜于没有长远计划的人。
• 25. 对这项工作还有何疑问？
是，你确实该对这项工作有疑问，没有问题意味着你并未真正对这个职位产生兴趣。因此，面试者必须把在面试前准备的一些问题作为一项任务来对待。大多数面试官都乐于回答一切问题——只要确保你的问题是理智的就行。
准备功课!
以下功课在任何面试前都需要准备，以帮助你应对上述绝大多数问题。
• 准备十分简洁的自我描述：以便在任何面试中都可以用。最好的技巧是提到自己与众不同甚至独一无二的地方，同时兼顾不突出或（最坏的话）中庸之处——保留自己的缺陷，除非它和一个重要的优点有关联。连续的三十秒陈述即可。
• 研究公司：通过访问他们的网页了解他们究竟做些什么。最好阅读公司近些年的年度报告和它在维基上的描述（如果它足够大），或者用Google搜索公司名字和地点（如果是小公司）。如果它处于起步阶段，找尽可能多的资料，如果相关资料实在太少，就别再多花精力了。
• 研究职位：认真阅读招聘启事，对任何不懂之处都要查阅。如果还不甚熟悉，你还必须让自己深入阅读招聘启事以让自己清楚这一领域的重要信息何在——从博客和新闻网页开始是不错的选择。你还应该在生活范围附近调查一下类似工作，以对这类工作的常规起步工资心中有数。
• 了解自己适合这一职位的原因：收集你能找到的公司信息和招聘启事，将它们与自己的技能作对照。这样做五份，它们在面试中会有奇效。同时，找出至少一项自己对公司或职位不满之处然后思考为什么这使你不满。
• 不断努力提升工作技能：参与能使你提高相关领域关键技能的活动。任职人际关系领域吗？加入一个主持人协会；任职行政助理吗？加入为某个机构服务的志愿工作，以不同方式锻炼你的能力（同样适用于从事贸易者）；任职程序员吗？那就为一项开源项目作点贡献。
• 在头脑中储备一些对应聘职位的问题：当你进入面试室。这能给人一个强烈的印象，说明你确实对那个职位感兴趣，这将大有益处。各类问题都可以，但最好涉及工作中的协作文化和特定技术。
• 千万不要抱怨之前的工作：如果先前的工作中确实有让你懊恼之处，花些时间试着想想它的积极方面。要知道面试时先前工作至少在某种程度上会被提及，因此准备好不带消极情绪谈论它，寻找积极因素，同时尽可能冷静陈述离职理由。
• 诚实：首当其冲。如果你在面试时编造了什么还出了错，面试官会把你的应聘书投进垃圾箱。你只要做的是，集中于自己本身具有的优点上，如果把它们都在面试中陈述出来，这已经就是那个机构喜欢你的那些因素。别浪费时间捏造东西来说。

铂金气质 · 发表于 2010-4-9 20:24:03

25 Questions to Think About Before Your Next Job Interview

I’ve mentioned a few times on The Simple Dollar that I have conducted a substantial number of job interviews in the past. Although the jobs I usually hire for are technical in nature, most of the truly telling (and thus truly valuable) questions were non-technical questions. A great interview question reveals the nature of the person you’re hiring – honesty, reliability, ability to communicate intelligently and quickly, and so on.
Over time, I’ve collected a pretty good pile of questions that I use in almost every interview. Here are twenty five of the most reliable ones, along with a tip or two for each one that illustrates what makes a good answer – and what makes a bad one. Hopefully, the discussion here will provide some insightful questions for interviewers, as well as some things for potential job applicants to think about. If you can easily answer all of these questions, you shouldn’t have much to worry about in the interview. At the end, I give a checklist of “homework” a potential interviewer should do before a big interview.
First, stupid answers to stupid questions.
A lot of questions that are asked at job interviews are really stupid and have obvious answers to them. “What’s your greatest weakness?” That’s not a question that’s ever going to get a truly honest answer, and mostly it’s just going to draw something bogus like “I’m a workaholic!” Interviewers ask these questions because they’re “supposed” to, but they usually don’t give any useful information. “Do you consider yourself successful?” The answer is always yes. “Are you a team player?” The answer is always yes. “How long do you plan on working here?” The answer is always long-term. “What’s more important, the work or the money?” The work is always more important.
It’s easy to identify a nonsense question – is it easy for you to give a very generic and canned answer that reveals nothing about you? If it is, then don’t sweat the question and worry about ones that actually matter.
1. Tell me about yourself.
This basically just serves to make the person comfortable and gives me a chance to figure out how they talk. This is a question that every interviewee should be prepared to answer, so you should be able to deliver a steady answer here. Have something clear in mind for this one before you even go in the door. The “best” answer highlights aspects of yourself that make you stand out from Joe Average in a positive fashion. Make a list of four or five of the biggest ones, then work that into a thirty second bit.
2. Tell me what you know about us.
This question simply tries to determine if the person being interviewed has done their homework. An exceptional candidate will be able to deliver a lot of information about the company, but mostly this eliminates people who didn’t even bother to do minimal checking – these are people we don’t want. In other words, before you go to an interview, know what the organization is.
3. What sets you apart from other people that might apply for this job?
The answer is usually already known to the interviewer based on the resume, but this is a chance for you to really sell yourself. Most interviewers will usually sit back and see how well you can sell. On occasion, surprises can be good here, but this can be tricky – if it’s something that should have been on your resume, why was it not on your resume? You’re better off knowing what the cream of the crop of your resume is and just listing it out.
4. Describe to me the position you’re applying for.
This is a “homework” question, too, but it also gives some clues as to the perspective the person brings to the table. The best preparation you can do is to read the job description and repeat it to yourself in your own words so that you can do this smoothly at the interview.
5. Why are you interested this position?
This is actually something of a trick question, because it’s just a way of re-asking the second question (what you know about the company) and the fourth (what you know about the position). It’s asked because it tells whether people give flippant answers to questions (things like “because I’m a people person”) or whether they think about things and give a genuine question. This is a good question to formulate an answer for in advance – basically, just come up with a few things that seem intriguing to you about the company and the position and reasons why they interest you.
6. What aspect of this position makes you the most uncomfortable?
Most people think this is some sort of filter, but it’s rarely used that way. This is actually an honesty question. No one on earth will like every aspect of every potential job – it’s just not in us. Location? Working hours? People? The company’s too big? The company’s too small? Honesty really works here – I’d prefer to hear a genuine reason for discomfort (particularly one that comes from real observation of the company) than a platitude that isn’t really a discomfort at all. A good way to answer is something like “I’ve never worked in a company this large before” or “I’ve heard some strange things about the corporate culture” or “The idea of working for a startup at such an early stage makes me nervous.”
7. What was the biggest success you had at your last job?
8. What was the biggest failure you had at your last job?
It’s usually good to pair these questions, but the important one is the biggest failure. The best applicant is usually someone who will admit that they made a disaster out of something (they’re fairly honest and willing to admit errors) and that they learned from it, an incredibly important trait.
9. Tell me about the best supervisor you’ve ever had.
10. Tell me about the worst supervisor you’ve ever had.
These two questions simply seek to figure out what kind of management style will work best for this person and also how that person is likely to manage people. Let’s say I work in an organization with a very loose-knit management structure that requires a lot of self-starting. If that’s the case, I want to either hear that the “best” boss was very hands-off or that the “worst” boss was a micromanager. On the other hand, if I came from a strict hierarchical organization, I might want to see the exact opposite – a “best” boss that provided strong guidance and a good relationship or a “worst” boss that basically left the applicant to blow in the wind. Your best approach is to answer this as honestly as possible – the interviewer will have a good idea of the corporate culture and, frankly, if you try to slip into a company where you don’t match the culture, you’ll have a very hard time fitting in and succeeding. These questions might be worded as “what kind of management style works for you.”
Another tip: highlight positives in all of the bosses you discuss. Never turn the interview into a bash-fest of anyone. Your worst boss should have a very small number of specific flaws and they should mostly relate to diverging expectations from you, not in bad character traits. Bashing someone during an interview just reflects poorly on you, so don’t jump for the bait.
11. Tell me about the most difficult project you ever faced.
The interviewer could usually care less what the exact project is. The question is mostly looking to see if you have faced serious difficulty and how you overcame it. For most people, this isn’t their biggest success or biggest failure, but something that they turned from a likely failure into some sort of success.
12. What do you see as the important future trends in this area?
This works well for some positions – technical ones and leadership ones – and not well for others. It should be pretty obvious from the type of job you’re applying for whether this question might be asked. If it is, it’s easy to prepare for – just spend a half an hour reading some blogs on the specific areas you’re applying for and you’ll have some food.
13. Have you done anything in the last year to learn new things/improve yourself in relation to the requirements of this job?
This is a great “deer in the headlights look” question, as most people simply don’t have an answer. The best way to handle this question is simply to always spend some time working on your skills in whatever way you can. Write open source code. Participate in Toastmasters. Take a class. If you put effort into improving yourself every year, you’ll not only have a strong resume, but this question will be a non-issue.
14. Tell me about your dream job.
Never say this job. Never say another specific job. Both answers are very bad – the first one sends the warning flags flying and the second one says that the person’s not really interested in sticking around. Instead, stick to specific traits – name aspects of what would be your dream job. Some of them should match what the company has available, but it’s actually best if they don’t all perfectly match.
15. Have you ever had a serious conflict in a previous employment? How was it resolved?
This question mostly looks for honesty and for the realization that most conflicts have two sides to a story. It also opens the door for people with poor character to start bashing their previous employer, something which leaves a bad taste in most interviewers’ mouths. The best way to answer usually involves telling the story, but showing within it that there are two sides to that story and that you’ve learned from the experience to try to see the other person’s perspective.
16. What did you learn from your last position?
Although it’s fine to list a technical skill or two here, particularly if your job is very technical, it’s very important to mention some non-technical things. “I learned how to work in a team environment after mostly working in solo environments” is a good one, for example. There should be no job where you learned nothing, and the interviewer is expecting that you learned at least a few things at your previous employment that will help at your current one.
17. Why did you leave your last position?
Mostly, this is looking for conviction of character. A strong, concrete answer of any reasonable sort is good here. “I wanted to move on” is not a strong answer. Downsizing is a good answer, as is a desire to seek specific new challenges (but be specific on what challenges you want to face). Minimize your actual discussion of your previous position here, as you’ll be very close to a big opportunity to start bashing your previous position.
18. Tell me about a suggestion that you made that was implemented at a previous job.
Since these answers usually are heavily involved with the specifics of the previous position, the specifics aren’t really important. What’s most important is that you actually have been involved in making a suggestion and helping it come to fruition, ideally with some success story behind it. Having done so indicates that you’re willing to do the same at this position, which can do nothing but improve an organization. Not having an answer of some sort here is generally a sizeable negative, but not a “do or die” negative.
19. Have you ever been asked to leave a position? Tell me about the experience.
Obviously, it’s great if you can answer “no,” but it’s usually not a deal breaker if the answer is “yes.” In fact, a “yes” answer can be turned into a positive – it’s a great way to show that you’ve made mistakes and learned valuable lessons from them. Be honest here, no matter what, but don’t spend time bashing the people that let you go. Only discuss them with respect, even if you’re angry about what happened.
20. Have you ever had to fire anyone? Tell me about the experience.
This is a question that is mostly looking to see if you have empathy for others. Take it dead seriously when answering – it should not have been an easy choice or an easy experience, but one that you handled and survived. Do not bash the person you fired, either – be as clinical as possible with the reasons.
21. Are you applying for other jobs?
This is an honesty question. I’m looking for “yes,” but people who are trying too hard to feed me a line of nonsense answer “no.” The best way to answer is to say “Yes, in much the same way that you’re interviewing other people. We’re both trying to find the best fit for what we need and what we want.” If your answer is truly no, then say so – “No, I’m actually happy with my current position, but there were a few compelling aspects of this job that made me want to follow up on it” and list those aspects.
22. What do you feel this position should pay?
Surprising to many, this is often not salary negotiation. In most cases, the person you’re interviewing with has little control over the final salary you’ll get. It’s usually used as a reality check – if you’re hiring a janitor and they expect $80K, you can probably toss the resume right then and there. At the same time, a highly-skilled programmer selling themselves at $30K is also setting off some warning bells. A good answer is usually on target or a bit on the high side, but not really low or insanely high. I’d get an idea of the asking rate for the position before I ever go to the interview, then request about 30% more.
23. Where do you see yourself in your career in five years?
This is something of a “junk” question, but it is useful in some regards as it filters for people with initiative. A person who answers something along the lines of “I’m going to be successful in this position that I’m interviewing for!” is either not incredibly motivated to improve themselves or isn’t being totally honest. I’d rather have an answer that involves either promotion or some level of enterpreneurship – strong organizations thrive on self-starters. The only problem for potential interviewees is that some companies – weak ones, usually – don’t want self-starters and are particularly afraid of people who dream of becoming entrepreneurs. Talking about promotion is thus usually the safest bet if you’re not familiar with the culture, but I personally love it when people interviewing talk about entrepreneurship – that means they’re the type that will be intense about succeeding.
24. What are your long-term goals – say, fifteen years down the road?
This is a great late question because it tells you whether the person is a long-term thinker or not. People that plan for the long term are usually in a good, mature mental state and will often wind up being stronger workers than people without long-term plans.
25. Do you have any questions about this job?
Yes, you do have questions about this job. Not having questions is a sign that you aren’t really that interested in the position. Thus, your job as an interviewee is to have a few questions already in mind when you walk in the door. Most interviewers are happy to answer most anything you ask them – just make sure your questions are intelligent ones, though.
Do Your Homework!
Here are the things you should do in advance of any interview that will help you handle almost all of the questions above.
Work on a very brief description of yourself that you can bust out at any interview. The big trick is to mention things that are unusual or even unique to you, but stick to the things that are either positive or (at worst) neutral – keep the negatives to yourself unless they’re tied to a big positive. A thirty second spiel will do.
Research the company by visiting their web site and finding out exactly what they do. Good things to read include the company’s most recent annual report and their Wikipedia entry (if they’re big) or just by Googling the company’s name and location (if they’re small). If it’s a startup, just try to absorb as much as you can from whatever sources you can get, but if it’s truly a tiny startup, don’t sweat it if you can’t find much information.
Research the position by reading the job posting very carefully and looking up any pieces that you don’t know. You might also want to refresh yourself on what’s cutting edge in the areas covered by the job posting by reading up a bit if you’re not already familiar – blogs and news sites are a good place to start. You should also get a good grip on the regular starting salary for this type of job by searching around for similar jobs near your location.
Know how you match the position by taking the pieces of the company information you found and the job posting and matching them to your skills. Do about five of these, as these are going to be silver bullets during the interview. Also, identify at least one thing that makes you uncomfortable about the company and position and think about why it makes you uncomfortable.
Always work to improve your skills by participating in activities that sharpen the key skills you need for the field you’re in. Are you in public relations? Join a Toastmasters group. Are you an administrative assistant? Do volunteer work for an organization that could use your skills but does things in a different way (the same goes for many tradespeople). Are you a programmer? Contribute to an open source project.
Have a few questions about the position in mind when you walk in the door. This creates a strong impression during the interview that you are actually interested in that specific position, which is a big positive for you. Questions of all kinds are good here, but the best ones usually address corporate culture and technical specifics of the job.
Do not bash your previous job. If there are specific things about your last job that really, really irritate you, spend some time trying to think of positives about it. Know when you go in that your previous job will likely be discussed at least to a degree, and be prepared to discuss it without being negative. Look for positives, and also be able to state the reasons for leaving as clinically as possible.
Be honest, above all else. If you make up things at your interview and you slip at all, the interviewer will toss your application in the trash. Instead, just try to focus on the positives of what you already have. If you’ve made it to the interview, there’s something the organization likes about you. Don’t waste time inventing stuff to say.

bluebell · 发表于 2010-4-11 09:34:14

很实用的一些建议
有一些我以前面试的时候都没考虑过
求职的同学们可以好好学习一下

judelaw · 发表于 2010-4-11 10:24:44

学习了，收藏了，最近正好在面试，看看会不会有用到的情况

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