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3个高逼格问题助你评估目标职位

时间:2016-08-09 18:14 作者: 来源: 人气:

英文版本,请见下方。

许多求职者把求职面试看做一项测试。如果他们能够正确地回答问题,他们会得到这份工作。这就像在学校中:我们通过努力学习,给出正确的答案,得到最高分,那我们就赢了。这个逻辑是:通过给出正确的答案,以一种专业有效的方式来向面试官证明,这个面试者能够胜任职位。

 

然而,这种假设其实是错误的,也最终会是一个失败的策略。

 

你对工作的需求是什么?什么样的工作环境和企业文化最适合你?你喜欢什么类型的上司以及怎样被管理?简而言之:求职者只有提前有效地对职位进行评估,才能知道你将处于怎样的职场环境——这样你才能了解那个职位是不是真的适合你。

 

问题一:这个职位的历史是怎样的?

非常关键的一点是,你要了解你是不是接替了某个人的工作?他们在这个职位上做得很好,得到了提升,还是他们做得不好而被解雇了?这个职位的要求超过了他们能够承受的范围使得他们辞职,还是工作量的增多使得这个职位的人员需求量增加?公司到底为什么需要招聘这个职位的人员?这是一个富有挑战性的职位,许多人尝试但都失败了?

 

这是问题的关键。清楚公司进行招聘的原因,有助于了解你是否会喜欢这个工作及这家公司。如果你要接替某人的职位,那他们会对你进行入职培训和工作交接吗?如果不会,为什么不呢?如果会,那这个人会参与到对你的面试考察中么?和曾经在这个职位上工作的人交谈会帮助你了解这个工作的具体内容。如果你要接替某个在这个工作上做得不够好的人,那他们为什么没有胜任这项工作呢?具体发生了什么事?

 

通过问尖锐的问题,并且明确具体职能,你也可以帮助决策者更好地定位他们要找什么样的人、做怎样的工作。求职者通常可以帮助用人经理找到对职位的定义。

 

问题二:什么是你需要解决的关键问题?

工作是为了做事,为了解决问题。公司创造新的岗位、招聘新的员工,也是为了解决问题。所以,认清什么是需要解决的关键问题,对于面试者来说十分关键。一旦你了解了需要解决的问题,你是否有信心解决它们?能否向决策者证明你具备解决这个问题的独特能力,将决定你能否被录用。

 

问题三:(针对招聘主管)决策者的管理风格是怎样的?

这是一个非常有启发性的问题。用人经理在回应这个问题上会有几个不同的方式。

 

他或她可能会一笑而过,并说:“我的管理风格是:照我说的做。”如果你得到这样的答案,那你显然不会想为这样的人工作。一方面,这意味着他们从没有想过这个问题,但更重要的是,这意味着他们并不尊重为他们工作的人。

 

也可能,他们已经想到这个问题,并能够在他们的管理方式以及他们对下属的期望上给你一个清晰明确的答案。或许他们还没想过这个问题,但他们愿意花一些时间来和你谈论。无论哪种方式,你都能了解到他们所说的管理方式对你是否适用。

 

结论

你在你所做的事情上是专家。你能够解决问题并拥有丰富经验。如果这样的话,你就要问问自己所在的公司是什么样的。这是一家可以让你得到发展和提升的公司,还是榨干员工到极限的公司?他们是否尊重,关心和培养自己的员工;或者只是把人看作是可以使用的机器?你是否会被公司当做一个人来对待,还是被恐吓和操纵,像一个没有想法和能力的孩子,一味地为公司付出?你是否会因为辛勤工作而得到承认和奖励?简而言之:想到每天的工作,你是期待,还是害怕?

 

市场上有很多优秀的公司等你去加入;他们能够看到并尊重员工的才能,人性化地对待员工。有一些公司甚至把员工当作家人看待。当然也有一些当作反面案例的公司,他们榨干员工的价值,对于员工的发展而前途不管不问,员工也苦不堪言。你更喜欢在哪种环境呢?

 

你值得在一个好的公司里工作,所以对公司深入了解,来确定这个工作是否值得你的付出十分重要。

 

来源:Linkedin


Flip The Interview-3 Powerful Questions To Evaluate Employers

Many job seekers look at the interview as a test. If they answer the questions correctly, they’ll get the job. So it’s like school: we study and try to anticipate the questions and the right answers. If we get the highest score, we win. It’s all about how to give the right answers to present ourselves in a professional, effective way that tells the interviewer: this is the candidate that can do this job.

 

This assumption puts job seekers in an impossible position, and is ultimately an ineffective strategy.

 

What about your needs? What kind of environment or culture works best for you? How do you like to be managed, and what kind of supervisor do you respond best to? In short: how can job seekers effectively evaluate positions ahead of time, so you know what you’re getting into – and if it’s truly the job for you?

 

What is the history of the position?

It is critical to know: are you replacing someone? Were they successful in the position and got promoted, or were they unsuccessful and got fired? Or did the demands of the position drive them over the edge and running for the door? Has demand for this service increased, so that additional personnel are needed? What is driving the decision to hire for this position? Is it a brand new position? Or is this a high turnover position that many have tried and failed to stick it out?

 

This is a critical line of questioning. Knowing why the company is hiring can provide great insight into whether you will like the job or working for this company. If you are replacing someone, will they be there to train you? If not: why not? If so, will this person be a part of the interview process? It would be helpful to talk to someone who has successfully done the job you are expected to do, in order to find out what they did. If you are replacing someone who didn’t work out, why didn’t they work out? What happened or failed to happen?

 

This line of questioning can also be helpful when it comes to identifying holes in the job description. Often, job seekers help hiring managers define the position. By asking tough questions and clarifying the job description, you assist the decision maker(s) in achieving clarity about what and whom they want.

 

What is the key problem you are trying to solve?

Anyone reading my posts knows this is a constant theme of mine. Job creation is all about solving problems. Employers bring in new people and create new positions to solve problems. So it is imperative that job seekers clearly identify the key problem that needs be solved. Once you understand the problem to be solved, how confident are you that you can solve it? Your ability to convince decision makers that you are uniquely qualified to solve their problem will determine whether you get hired or not.

 

(To the hiring manager) How would you describe your management style?

This can be a very illuminating question. A hiring manager will respond to this question in a few different ways.

 

He or she may laugh it off and say: “my management style is: do what I say”. If this is the answer, it is a clear indication you don’t want to work for this person. For one thing, it means they haven’t thought about it, but more importantly the flippant response means they don’t respect the people that report to them.

 

Hopefully they have already put some thought into this question, and are able to give you a clear, concise answer on how they manage and what their expectations are from their direct reports. Or perhaps they haven’t thought about it, but they take a moment to talk about it with you. Either way, you have the opportunity to decide if what they say will work for you.

 

Conclusion

You are an expert in what you do. You solve problems, and you bring years of experience. Is this a company or a boss where you can grow and prosper, or a company that grinds people up and then spits them out? Do they respect, care for and nurture their employees; or are personnel just seen as expendable parts of a big machine? Will you be treated like a human being, or harassed, threatened, manipulated, and treated like a child with no brain or ability to make a meaningful contribution? Will you be acknowledged and rewarded for your hard work? In short: will you look forward to going to work every day, or dread it?

 

There are some great companies to work for out there; companies that see their personnel as human beings and treat them that way. There are companies that are like families and treat their people as such. As we all know, there are also companies that are not well run. They burn through people and throw them away when they are done, and their employees are miserable. Which environment would you prefer?

 

You deserve a great job with a great organization, but it is up to you to find those companies and do the due diligence to discover if they deserve you or not.

 

Source:Linkedin

(责任编辑:职场达人)