Hiring People: Questions to Ask
招聘问题
Know What to Ask to Find the Right Person
明白你想问什么，才能雇用合适的员工
In your organization, are the right people in the right jobs? Or have you experienced a string of disappointments (such as poor attendance, attitude problems and personality conflicts) because you failed to find that right fit? If so, you'll recognize the missed opportunities and declining business productivity that these cause, as well as the lasting damage to customers, reputation and profitability.
在你的组织里，是否人们都在从事着适合他们的工作呢？或者你是否因没有找到适当的人做适当的工作而经历了一连串的挫折（比如出勤率差，态度问题和个性冲突）？如果是这样的话，你将会认识到因为这个原因，而使你错过了机会和造成企业生产力下降，以及对顾客，企业信誉和盈利的损害。
But it doesn't have to be that way. If you take the time to plan your hiring process carefully, you will see a huge payoff in the end. The people you hire are your most valuable resources, and choosing who to hire doesn't need to be a gamble if you approach it strategically.
但事情本不应该是那样。如果你花时间仔细规划一下你的招聘过程，你将会得到一个很大的收获。你雇用的员工是你最宝贵的资源，选择谁来招聘不应该像赌博一样，而是要找到一个合适的策略方法。
A key part of the hiring process is developing good questions to ask in the interview. Know what you want to ask candidates beforehand. If you don't, you run the risk of the interview turning into an informal conversation, and you'll end up hiring someone because you like him or her, not because he or she is the best person for the job.
招聘过程中的一个关键部分就是在面试中组织一些有效的问题。在面试之前首先要明白你将要问什么。如果不明白将要问什么问题，你将面临着把面试转换成一个非正式的谈话的风险，导致最终你所雇用之人不是因为他是那份工作的最佳人选而雇用他，而单纯是因为个人的喜好。
To take the gamble out of the hiring process, employers are turning in droves to behavioral, or competency-based, interviews. A competency-based selection process focuses on the key competencies needed for each job.
要想使招聘过程不像赌博一样，招聘人员必须进行一个基于行为或能力的面试。一个基于能力的甄选过程集中在为每个工作选择有胜任此工作能力的人员。
The thinking behind this type of interview is that past behavior is the best predictor of future behavior. In a behavioral interview, you ask candidates questions designed to uncover how well they have previously demonstrated the competencies you're looking for. By getting candidates to talk about what they did in a specific situation, you get a glimpse of how they will likely react in a similar situation in your company. What's more, with careful questioning you can start to understand the values and motivations of the person you're interviewing, and from this decide whether they have the positive attitude that you want in your organization.
基于这种类型的面试，存在着这样一个假设：过去的行为是最好的预测未来行为的方法。在面试行为中，你所提问应聘者的问题旨在让他们如何证实之前的能力，而这点正是你所要寻找的。通过让应聘者谈论在某一具体情况下的行为，你可以大概了解在你的公司相似情况下他的行为反应。更多的是，在面试中通过仔细的问答，你可以了解所雇用人的价值和动机，正因如此，才可以判定他是否具有你所期望的在你的组织里发挥积极的态度。
This article helps you structure questions to do this, and gives some good examples.
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There is no "correct" set of competencies, and each business needs to analyze their operations, culture and strategy to determine the qualities they value the most. One company might focus on communication and stress management, while another may emphasize creativity and service orientation. |
本文帮助你构架一些面试过程中的问题，并给出一些好的例子。
关于能力没有一个正确的定义，每个业务都需要分析他们的运营，文化和战略，以确定他们的价值所在。一个公司可能注重于交流和压力管理上，而另一种可能强调创造力和服务趋向。
发现二者相结合的关键是雇用合适的员工做适合他们自己的工作。要做到如此，一种方法是了解在现有工作岗位上员工的素质，另一种就是经理和团队人员的素质，由他们鉴别谁能更好的胜任工作。
Question Structure
问题架构
An interview is an opportunity to find concrete evidence that candidates can do what they say, and that what they do results in a positive outcome. Anyone can say they drive a forklift, but how often they have driven one into a wall is much more important. You need to understand the following associations before and during an interview:
面试是论证受聘人所说的他们可以做什么，他们做了些什么来得到一个好的结果的过程。任何人都可以说他们驾驶叉车，但更为重要的是知道他们驾驶发生差错的频率。在面试前和面试过程中你需要了解以下关系：
Experience ≠ Accomplishment
Education ≠ Competency
A Given Responsibility or Activity ≠ Positive Result
(≠ means "not equal to")
经验≠成就
教育≠能力
某一责任和活动≠好的结果
（≠的意思是“不等于”）
You must dig deeper than face value and confirm that what candidates say they did was actually advantageous to the company. When candidates describe what they did, don't assume it was done well.
你必须深入受聘人所说的价值，证实他们所说的对公司有利的行为。当受聘人描述他们所做的，不要认为他们做的很好。
A question that gets asked during almost every traditional interview goes something like this: "What do you think are your strengths as an employee?"
几乎所有的传统面试中都会有这么一个问题：“你觉得作为一个员工你的优点是什么？”
The applicant responds with an equally predictable answer like, "I'm very loyal and I put 100% effort into my work."
受聘者会回答一个类似可以预见的答复：“我非常忠诚，我将把100%的努力投入到工作中去。”
You can take that information at face value and form a high opinion of the applicant, or you can ask for proof of the person's loyalty and commitment by asking a question like this: "Tell me about a time when you demonstrated loyalty. Why do you think this specific example shows loyalty?"
你可以把那些信息作为你对受聘者的初步价值评论，进而形成一个对受聘者更深一层的观点，或是你可以通过问一些类似如此的问题来论证他的忠诚：“告诉我一个证实你忠诚的例子，为什么你认为这个例子可以证明你的忠诚呢？”
Use the following three key elements when creating behavioral questions:
使用下面三个关键要素来创建行为问题：
- Ask about a specific situation or for a specific example. Typical lead-ins include:
- Tell me about a time when…
- Give me an example of…
- Please describe a situation where you…
- Tell me about a time when…
1. 询问一个具体的情形或一个具体的例子。典型的包括：
●当发生……时候，你的反应或态度是什么？你将如何处置或采取什么行为？
●举一个……例子；
●在……情况下，你将如何处置或采取什么行为？
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Tip:
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提示：
记住下面SOAR类型：
●情形：告诉我一个时间当。。。
●目的：你试图做什么？
●行动：发生了什么？
●结果：得到了什么样的结果？
- Use open-ended questions. Don't ask questions that can be answered with one-word responses like Yes or No.
The lead-ins above are all open. The respondent must describe a situation in his or her own words in order to respond. It's easy to inadvertently close off questions, as the following examples show:- Was there ever a time when… Can be answered with a Yes or No.
- Can you give me an example of… Can be answered with a Yes or No.
- When did you have to … Can give a date or time.
- Was there ever a time when… Can be answered with a Yes or No.
2． 使用开放式的问题。不要提问那种只有一个字就可以回答的问题，比如是或不是。
上面所列举的所有问题都是开放式的。回答人必须用他/她自己的语言来描述一种情形以做回答。可以很容易的在无意中结束问题，比如以下的例子所示：
●是否有任何时候。。。可以回答是或否
●能给我举个例子。。。可以回答是或否
●你是什么时候有。。。可以回答日期或时间
- Use probes. Follow up on your questions to get more information about the situation being described, and to uncover the values of the person being interviewed. These requests also help candidates stay on track and help you listen effectively.
Some effective probes include:- Why – Why did you do that in that way? Why do you think that's important?
- How – How did the client react?
- When – When did this happen?
- Where – Where was your boss during all of this?
- Who – Who else was involved?
- What – What was the outcome? What did you gain from the experience?
- Tell me more…
- Give me an example…
- Lead me through the process…
- Why – Why did you do that in that way? Why do you think that's important?
3． 使用探询。跟进你的问题以获取更多应试人所描述情形的信息，进一步揭示应试人的价值观。这些要求还有助于帮助应试人注意力集中，也有助于你有效的聆听。
一些有效的探询问题包括：
●为什么-为什么你会那么做？你为什么认为那是非常重要的？
●怎样-客户有怎样的反应？
●何时-这是何时发生的？
●何地-在这期间你的上司在哪里？
●谁-有哪些人参与？
●什么-结果是什么？你从这次经历中获得了什么？
●还有哪些。。。
●请举个例子。。。
●整个过程是怎样的。。。
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Tip: |
提示：
如果你不能从应试者那里获得有用的信息，可以试着提问一些“不利”的问题：“告诉我一个失效、失控或异常的情形？发生了什么问题？你采取了什么行动去纠正这种情形？。。”
Great Interview Questions
To get the best information from your candidates, you want them to be comfortable with you. To do this, it is best to start off with questions that they are expecting and for which they will likely have fairly well-prepared answers. This puts candidates at ease and gives you an opportunity to develop rapport with them.
好的面试问题
为了能更多的从应试人那里获取信息，你希望他们配合你。要做到这点，最好的方法就是以提问一个他们预测的，并且认为已经做好充分准备的问题开始。这样就会使应试者心态平和，也给你一个深入了解他们的机会。
Get-To-Know-You Questions
- What are the first three things you do when you get up in the morning?
- What have you accomplished in the past that makes you particularly qualified for this position?
- What areas do you need to further develop in order to meet your career goals?
了解应试人的问题
●每天早上起床后最先做的是哪三件事情？
●你认为你做过的最有成就感的事是什么？
●为了达成你的职业规划你觉得在什么领域你还要进一步去发展？
By building trust and confidence at the beginning of the interview through questions like these, you will be in a much better position to discover the candidate's attitudes, beliefs and past patterns of performance. Candidates who are confident with their responses at the beginning of the interview will likely remain confident in giving you honest and candid answers even as the questions become more probative and demanding.
可以通过提问这些问题在面试开始时建立信任和信心，你就可以更好的去挖掘应试人的态度，信仰和过去的行为模式。在面试开始时对他们的答复就有信心的应试者，也会很有信心的向你表明他们的意愿，即使是问题变得越来越有证明性和有更多的要求。
Remember to use probes here if what the candidate tells you sparks further discussion. These aren't behavioral questions; however, you can make them so by using them to lead into specific examples of past behavior. For example:
如果应试人告诉你的信息可以更深一步的去讨论，在这里务必使用探询性问题。这些不是行为性的问题，你可以让他们对过去的行为举具体的例子。比如：
Q: How would your last supervisor describe you?
你的上一位上司是如何评价你的？
A: He would definitely say I am very creative and I take initiative.
他评价我非常有创意，工作主动。
Probe: Great, tell me more about your creativity. Describe a situation where you used your creativity to solve a problem.
探询：很好，告诉我更多关于你的创意。描述一个需要用你的创意来解决问题的情形。
After you've warmed-up candidates, you can then move to questions that tell you how well they have demonstrated the competencies that you have determined are critical to your workplace and culture.
当你对应试者简单询问以后，就可以转移问题，让他们告诉你是如何证明他们的能力的，这对于判断应试者是否适合你的工作场所和文化是至关重要的。
Competency Questions
能力问题
You need to ask questions that show both a positive and a negative application of each of the competencies you have identified as being important for a particular position. The positive questions determine how well candidates will perform in your workplace. The negative questions can help you discover how well candidates learn from their mistakes, as well as how willing they are to admit mistakes and take responsibility for them.
判定是否适合某一特殊职位，提问可以显示应试者处理积极和消极事情能力的问题是非常重要的。积极的问题可以判定应试者在你的工作场所会如何表现。消极的问题可以帮助你发现应试者从错误中吸取到了什么，同时他们是如何承认他们的错误及是否为自身错误负责。
You can use this formula to develop a behavioral interview for any position. Here are some great interview questions for the most common competencies evaluated in modern workplaces.
你可以使用这个公式来组织任何职位的行为面试。这里是一些在现代工作场所中最常用的能力评价的非常好的面试问题。
Click here to download an extended set of interview questions.
点击这里下载更多的面试问题。
Communication
- How do you ensure that someone understands what you are saying? Tell me about a time when you had to use these skills in the workplace.
- Describe a situation where you missed important details that were communicated to you. What was the outcome? How did you resolve the situation?
- Describe the last written communication you had with your boss.
交流
●你怎样确定别人是否明白你所说的？请举例在工作场所需要用到这些技巧的时机。
●描述一个你忽略了重要细节的情形，产生了什么样的结果？在这种情况下你是如何处理的？
●描述上次和你上司的书面交流
Interpersonal Skills
- Tell me about your relationship with a co-worker with whom you work well.
- Describe the most difficult working relationship you've had with an individual. What specific actions did you take to improve the relationship? What was the outcome?
- Describe a time that politics at work affected your job. How did you handle it?
人际交流技巧
●描述与你工作非常好的同事的关系
●描述你所遇到的最为困难的工作关系。为改善这种关系，你采取了什么特别的措施？其结果如何？
●描述公司政治决策影响到你工作的一段时期， 你是如何处理的？
Motivation
- Give me an example of a significant professional goal you met. How did you achieve it? What were the obstacles? How did you overcome them?
- All jobs have their frustrations and problems. Describe examples of specific job conditions, tasks or assignments that have been dissatisfying to you.
- How have you motivated yourself to complete an assignment or task that you did not want to do?
动机
●举一个你所经历的主要（重要）职业目标的例子，你是如何实现这个目标的？有哪些障碍？你是如何克服这些障碍的？
●一切工作都存在着挫折和问题。描述一个不能使你满意的具体的工作条件，工作任务或工作分配。
●促使你不愿意完成的工作分配或任务的原因是什么呢？
Initiative
- Give me an example of when you were given a project and did more than was required in order to exceed someone's expectation.
- Tell me about a suggestion you made to improve the way job processes/operations worked. What was the result?
- Describe a situation in which you recognized a potential problem as an opportunity. What did you do? What was the result? What do you wish you had done differently?
主动性
举一个例子：当你得到了一个任务，为了超出某人的期望而做了更多，远超过了要求你所应做的。
举一个例子：你所提出的改善工作流程或操作的建议。结果如何？
描述一个你认识到的机会存在着潜在难题的情形，你会怎么做？结果如何？你希望自己做什么不同的选择？
Stress Management
- Describe a time when you were faced with problems or stresses that tested your coping skills.
- Describe a project or goal that caused you frustration.
- Describe a situation in which you were under pressure and you feel you handled it well.
压力管理
●描述一段时期，考验着你应对能力的问题和压力。
●描述给你带来挫折的一个项目或目标。
●描述在压力下你觉得处理的很好的一个情况。
Problem Solving/Analytical Skills
- Describe a difficult problem that you tried to solve. How did you identify the problem? How did you go about trying to solve it?
- Describe a major project that you worked on where things did not go exactly as planned.
- Describe an instance when you had to think on your feet to extricate yourself from a difficult situation.
- What steps do you follow to study a problem in order to understand the situation fully?
解决/分析问题的技巧
●描述一个你试图解决的棘手的问题。你是如何认识的？你打算如何处理呢？
●描述一个工作中没有按具体计划进行的大项目。
●描述一个你试图或想过从困境中解脱出来的例子。
●为了充分了解情况，跟进问题，你作了哪些行动？
Decision Making
- Tell me about a difficult decision you had to make. What information led you to make the decision that you made? What other possible solutions were there? What was the final outcome?
- Recall for me a time when you had to choose between several alternatives. How did you evaluate each alternative?
- Tell me about a time when you had to make a decision without all the information you needed. How did you handle it? Why? Were you happy with the outcome?
做决定
●告诉我一个你不得不做出的困难的决定。是什么导致你做出那个决定？是否还有其他的解决办法？最终的结果如何？
●回忆一个时期，必须在多种选择当中选择一个。你是如何评价每个选择的？
●回忆一个时期，在没有任何你所需要的信息的情况下你必须做出决定。你是如何处理的？你对结果是否满意？
Teamwork
- Think of a time when you worked effectively in a team situation. Describe how you felt about the contributions of the others on the team.
- Give me an example of one of the most significant contributions you made as a member of a high performing team. What, in your opinion, made it a high performing team?
- Tell me about one of the toughest teams/groups you've had to work with. What made it difficult? What did you do?
团队合作
●回想一段时期你在团队有效的工作的情形。描述你是如何感受其他人对团队的贡献的？
●作为高效率的团队的一名成员，举一个你所做出的最为重要的贡献的例子。以你的观点，怎样协作才是高效率的团队？
●告诉我一个你所工作过的最糟糕的团队/小组。是什么原因造成的？你是如何做的？
Time Management/Organization
- Tell me about a project that you planned. How did you organize and schedule the tasks? How did you develop your action plan?
- Describe a time when you missed a deadline. What was the result and what did you learn from the experience?
- Tell me about a time when you rushed to complete a project and sacrificed quality for efficiency.
时间管理/组织
●告诉我一个你的项目计划。你是如何组织和安排任务的？你是如何执行你的行动计划的？
●描述你错过了最后期限的例子。结果是什么？你又从中吸取了什么？
●举一个你仓促完成的项目，而忽略了高质量的事件。
Key Points:
要点：
Great interviewing takes preparation and practice. To do this, begin by analyzing the competencies of the position you are recruiting for so you fully understand what you want to know before you prepare your interview questions. This is critical in helping you to form a clear picture before the interview of the qualities you're looking for, so you can make a fair evaluation of the candidate.
成功的面试需要准备和实践。要做到这点，首先要分析你的招聘能力，才能在准备面试问题之前充分明白你所要的是什么。这对于在面试时你所要寻找的素质之前，帮助你形成一个清晰的轮廓是至关重要的，也可以使你对应试人做出公正的评价。
Then, by using a behavioral approach to interviewing, ask questions that will give you the best predictive information about how well candidates will perform on the job. When asking your questions, if the candidate's answer is not complete, probe until you get the details you need.
然后，采用行为式的面试，提出问题，这会给你提供应试人在工作中将会如何表现的最好的预测信息。如果你提问的问题，应试人回答不是很完整，你可以采用探询的方法，直到获取你所想得到的细节。
This recipe for interviewing success will allow you to create great interview questions of your own for any competency you require. It's a great formula and one that will bring you much success at interviewing.
这是一个成功面试秘诀，它将会使你创造更多适合你进行成功面试的问题，证实任何你所要求的能力。这是一个很好的方法，将会给你带来更多成功的面试。