面試經(jīng)驗：職場面試大忌你可否觸犯過

第頁共頁面試經(jīng)歷：職場面試大忌你可否觸犯過面試經(jīng)歷：職場面試大忌你可否觸犯過Withsomuchpetitionforeveryjoblistingouttheretherearemorethan6.1jobseekersforeveryjobopening,accordingtothelatestjob-openingandturnoverdatafromtheU.S.DepartmentofLaborwowingarecruiterduringajobinterviewisevenmorecrucial.Accordingtoanewsurveyofnearly500human-resourcesprofessionalsreleasedbytheSocietyforHumanResourceManagement,thereareplentyofwaystoderailajobinterviewandsomeofthemmaysurpriseyou，面試經(jīng)歷：職場面試大忌你可否觸犯過。如今的就業(yè)市場競爭非常劇烈─根據(jù)美國勞工部(U.S.DepartmentofLabor)最新的公司招聘及人才流動數(shù)據(jù)，每一個招聘職位對應(yīng)超過6.1名應(yīng)聘者;因此，在面試時給招聘方留下深入印象顯得尤為重要。美國人力資協(xié)會(U.S.DepartmentofLabor)最近對近500名人力資經(jīng)理做了一項新調(diào)查，發(fā)現(xiàn)應(yīng)聘者在面試過程中有很多地方容易把事情搞砸，其中一些可能會讓你大吃一驚。采集者退散Thebasicdon’ts:arrivinglatetoaninterviewortrashingapreviousemployer.Butsomehiringmanagerssayevenexperiencedprofessionalshavemadeotherslip-ups。有幾個根本的錯誤不要犯：一是參加面試時遲到，二是貶低以前的雇主。不過，一些招聘經(jīng)理說，有時候甚至連久經(jīng)沙場的應(yīng)聘者也會陰溝里翻船。Often,jobcandidatesspeakinatoo-familiarwaywithhiringmanagersamajorproblem,accordingto20%ofsurveyrespondents.MaryWilloughby,directorofhumanresourcesattheCenterforDisabilityRightsinRochester,N.Y.,onceinterviewedsomeonewhowassofortable,hementedonastyshehadnearhereye。應(yīng)聘者往往會以一種過于親昵的語氣與招聘經(jīng)理交談──根據(jù)20%受訪者的反響，這是一個普遍問題。紐約州羅切斯特市殘疾人____中心(CenterforDisabilityRights)的人力資主管瑪麗•維羅比(MaryWilloughby)說，有一次她面試的應(yīng)聘者自我感覺過于良好，居然評論起她眼角的一個麥粒腫。’Mymindwasmadeupatthatpoint,’shesays.Thecandidatewasnothired?！爱?dāng)時我就做出了決定，”瑪麗說。那名應(yīng)聘者沒有得到職位。For67%ofhiringmanagerswhorespondedtothesurvey,dressingprovocativelyisamajordealbreakerevenmoresignificantthanhavingatypoinyourapplicationmaterials(58%foundthistobeaninterviewkiller).ChantalVerbeek,headofenterprisetalentatINGU.S.FinancialServices,saysshe’llforgiveatypoiftheapplicant’sskillsareextraordinary,butrevealingorsloppyapparelequalsaninstantrejection.’You’dthinkthat’dbeobvious,’shesays。67%的受訪者認為，著裝不當(dāng)是個大忌──比求職簡歷中出現(xiàn)錯字都要嚴(yán)重(58%的承受調(diào)查者認為這是一個重大失誤)。荷蘭國際集團美國金融效勞業(yè)務(wù)部(INGU.S.FinancialServices)人力資部的負責(zé)人查恩塔爾•沃比克(ChantalVerbeek)說，假如應(yīng)聘者技能出眾，她可以原諒簡歷中出現(xiàn)一個錯字，但穿著暴露或穿著懶散等同于立即被回絕?！斑@一點很明顯?！彼f道。OtherSurveyResults其他調(diào)查結(jié)果FromtheSocietyforHumanResourceManagementsurveyofnearly500HRmanagers:美國人力資協(xié)會對近500名人力資經(jīng)理所做的調(diào)查還發(fā)現(xiàn)：*30%ofhiringmanagerswilldecidewhethertohireyouwithin15minutes40%ofhiringmanagerssayacellphoneringinginthemiddleofaninterviewisa’dealbreaker’70%preferjobcandidatestohaveunpaidinternshipexperiencedirectlyrelatedtotheirpanies’workversuspaidemploymentinanunrelatedfield39%say’chemistry’withajobapplicantaccountsforhalfoftheirhiringdecision30%的招聘經(jīng)理將在15分鐘內(nèi)決定是否雇傭應(yīng)聘者。40%的招聘經(jīng)理說，假如在面試中應(yīng)聘者的手機突然響起，那就“沒得可談”。70%的.招聘經(jīng)理更喜歡應(yīng)聘者在其公司涉及的領(lǐng)域有過不領(lǐng)工資的實習(xí)經(jīng)歷，而不是在非涉及的領(lǐng)域有過全職的工作經(jīng)歷，資料共享平臺《面試經(jīng)歷：職場面試大忌你可否觸犯過》(s://..)。30%的招聘經(jīng)理說，能否與應(yīng)聘者產(chǎn)生“化學(xué)反響”在其招聘決策中占有一半的作用。JobseekershavealsobeenblastingHRmanagerswithquestionsaboutbenefits,vacationtimeandscheduleflexibilitymuchtoosoonintheinterviewprocess,accordingtothesurvey.(Thirtypercentofhiringmanagerssayit’sokayforapplicantstoinquireaboutsalaryinpost-interviewfollow-upconversations。)Some39%ofhiringmanagerssurveyedsaidapplicantsshouldn’tbringupsalaryatallunlesstheinterviewerbringsitupfirst。該調(diào)查顯示，在面試過程中，一些應(yīng)聘者過早地向人力資經(jīng)理提出諸如福利獎金、休假時間和工作靈敏性等問題。(30%的招聘經(jīng)理表示，招聘者在面試完畢后的雙方交流中問起薪水問題是可以的。)約39%的受訪招聘經(jīng)理說，應(yīng)聘者根本不應(yīng)該詢問待遇程度，除非是面試官主動提起。I’vehadcandidatesaskiftheycanworkpart-timefromhomerightoffthebat,’Ms.Willoughbysays.’Let’sfigureoutifyou’retherightpersonforthisjobbeforewediscusshowlittleyouwanttobeintheoffice.’“有些應(yīng)聘者一開場就問他們能不能在家上班。”維羅比說，“正確的順序是，等我們決定你適不合適這份工作，再來討論你愿意在辦公室里呆多久?！盪singclicheacuteslike’Thisismydreamjob’arealsomajorturnoffsforhiringmanagers.Insteadoftellinganintervieweryouthinkoutsidethebox,actuallydoit.Ms.WilloughbyrecallsajobcandidateforanITprogrammerpositionwhogentlypointedoutthattheCenterforDisabilityRights’Websitehadseveralprogrammingerrors.’Hehandleditinawaythatdidn’tmakeusfeelridiculedordemeaned,’shesays.’Itshowedthathewasreallyseriousaboutthejob.’考試大說“這份工作是我夢寐以求的”這類老掉牙的言論也是讓招聘經(jīng)理立馬對你不感興趣的一個主要原因。與其告訴面試官你很有想法，不如在面試中真正展現(xiàn)出來。維羅比回憶起一個應(yīng)聘IT程序員崗位的人，他委婉地指出殘疾人____中心的網(wǎng)站有幾個網(wǎng)頁編程錯誤?！八谋磉_方式?jīng)]有讓我們感覺遭到嘲笑或貶低，”維羅比說，“而是讓我們覺得，他對這份工作很上心。”ShawnDesgrosellier,presidentofVitalityGroupExecutiveSearch,coachesjobcandidatestogointoaninterviewwithsomethinganythingintheirhands.Thestepmaintainsfocus.(Hesuggestedapen,anotepadoryourrsum。)’It’sjustawkwardgoingintoaninterviewwithnothing,’hesays。一家獵頭公司VitalityGroupExecutiveSearch的總裁肖恩•戴斯格羅斯勒(ShawnDesgrosellier)建議應(yīng)聘者參加面試時手上一定要拿點東西──隨意什么都行，這樣能讓你保持專注。(他建議拿一支筆、一本筆記本或一份自己的簡歷)“兩手空空走進面試地點會讓人有些手足無措，”他說道。There’salsosomegoodnewsforpeoplewithnumerouspublicprofilesonline:Althoughsocialmediasitessuchasandarerifewithcluesaboutjobcandidates’privatelives,75%ofHRmanagerssurveyeddon’tbothertocheckthem。對那些在網(wǎng)上有很多公開檔案和記錄的人來說，如今有一個好消息。雖然和這樣的社交網(wǎng)站上充滿著很多關(guān)于應(yīng)聘者私人生活的信息，但75%的人力資經(jīng)理根本不想費事去查它。Andthef