When To Trust Your Instincts当信任自己的直觉 By Rebecca R. Hastings, SPHR , January 2008 丽贝卡河的黑斯廷斯， SPHR ， 2008年1月 [ From SHRM%26#39;s HR Careers Articles ] [从人力资源管理学会的人力资源招聘文章 ] Two-thirds of job seekers report that the interviewer influences their decision to accept a position, according to a 2007 study by HR consultants Development Dimensions International (DDI) and Monster.三分之二的求职者报告，采访影响其决定接受的立场，根据2007年的研究人力资源发展方面的顾问国际（接口）和怪物。 Experts say HR job seekers should trust their instincts when they get a bad vibe during an interview, but only after taking the time to explore what%26#39;s behind it.人力资源专家说，求职者应该相信自己的直觉当他们得到一个坏盛传在接受采访，但只有在百忙中抽空探讨的背后。 In the DDI/Monster report, job seekers identify a number of interviewer behaviors that adversely affect their willingness to work at the company in question.在接口/怪物报告，求职者找出一些采访行为产生不利影响他们愿意工作在该公司的问题。 For instance, 70 percent of interviewees rank %26quot;acting like has no time to talk to me%26quot; as a common—and annoying—behavior of hiring managers and staffing directors.例如，百分之七十的受访者职级“像没有时间来对我说话”作为一个共同的和恼人的行为的招聘经理和工作人员董事。 More than half (51 percent) also dislike an interview that turns into a cross-examination.一半以上（百分之五十一）也喜欢接受采访时变成了盘问。 %26quot;An interview can quickly escalate from being a %26#39;meeting of the minds%26#39; to a %26#39;clash of personalities%26#39; if both parties are not prepared and respectful of one another,%26quot; said Scott Erker, senior vice president of selection solutions at DDI, in a press release. “采访可以迅速升级成为世界上主要的头脑%26#39;的%26#39;冲突的人士，如果双方不准备和尊重对方说： ”斯科特Erker ，高级副总裁兼解决方案的选择上接口，在新闻稿。 %26quot;Hiring tends to be an emotional buy when it should be a strategic buy,%26quot; says Tom Gimbel, CEO of LaSalle Network, a Chicago-area staffing and executive search firm. “招聘往往是一个感情时，购买它应该是一个战略性买进，说： ”汤姆金贝尔公司的首席执行官拉萨尔网络，这是一个芝加哥地区的工作人员和猎头公司。 %26quot;People buy based on whether they can relate to, trust and depend on someone emotionally.%26quot; “人们购买的基础上，他们是否可以涉及到，信任和依靠别人感情。 ” And that%26#39;s what interviewers are looking for in an interview.而这正是面试正在寻找在接受采访。 %26quot;HR professionals understand that a high percentage of the reason why people with very good qualifications do not get an offer is %26#39;chemistry%26#39; or %26#39;fit,%26#39; %26quot; says Jack Heyden, co-author of Winning the Job Race: Pathways Through Transition (Gray Hair Management, March 2005) and partner, senior coach and mentor at Gray Hair Management. “ HR专业人士认识到，高比例的原因有非常好的条件没有得到要约是%26#39;化学%26#39;或%26#39;适合%26#39; ， ”海登说，杰克的作者之一， 赢得了职业赛事：通过转型之路 （灰色吹风管理， 2005年3月）和合作伙伴，高级教练和导师在头发灰白管理。 As such, he says, HR candidates should trust their instincts if they pick up a bad vibe during an interview.因此，他说，人力资源的候选人应该相信他们的本能，如果他们拿起一个坏盛传在接受采访。 %26quot;When you get a bad vibe you should go with your gut,%26quot; agrees Cate Jones, consultant with consulting firm BlessingWhite Inc. %26quot;If someone says %26#39;I only have five minutes%26#39; or they are looking at their BlackBerry, that gives you some insights into the values and culture of the organization,%26quot; she says. “当你得到一个坏盛传你应该去你的肠， ”同意美食琼斯，顾问咨询公司BlessingWhite公司“如果有人说%26#39;我只有五分钟%26#39;或他们正在寻找他们的黑莓，让您的一些见解到价值观和文化组织， “她说。 %26quot;This may be a sign that it%26#39;s not a good fit.%26quot; “这可能是一个迹象，它不是很适合。 ” What To Watch For 是什么，以观察 An interviewer who changes the subject prematurely may be sending a signal, Heyden says: %26quot;Either they don%26#39;t need any more information or you aren%26#39;t addressing the question they are asking,%26quot; he says.谁的采访主题的变化可能会过早地发出了一个信号，海登说： “要么他们不需要任何更多的信息，或者你不解决这个问题，他们要求， ”他说。 Another telltale sign, Heyden says, is the interviewer who asks a series of yes/no questions but fails to pay attention to the responses.另一个警示标志，海登说，采访是谁问了一系列的是/否的问题，但未能注意的答复。 %26quot;If questions tend to be only factual and you don%26#39;t have a chance to respond to open-ended questions, I would say there%26#39;s something missing there,%26quot; he says. “如果问题往往是唯一的事实和你没有机会回应不限成员名额的问题，我要说有什么东西失踪的还有， ”他说。 Mutually beneficial conversation should occur early in the interview process, according to Heyden.互惠互利的谈话应尽早在采访过程中，根据海登。 %26quot;If you don%26#39;t feel there%26#39;s a little bit of relationship building in the first five minutes it may not happen,%26quot; he says. “如果你不觉得有一点点关系的建设，首先五分钟它可能不会发生， ”他说。 Why It Happens 为什么发生 %26quot;Too many people pride themselves on saying they can spot a winner in the first eight to 10 minutes,%26quot; Heyden says. “有太多的人感到自豪自己的话说，他们可以当场冠军的前8到10分钟， ”海登说。 %26quot;If that person has already made their decision, they%26#39;ll be spending the rest of the time affirming the decision they have made.%26quot; “如果该人已经取得了他们的决定，他们将开支，其余的时间肯定他们的决定作出了。 ” The reason for the behavior may vary depending on who is conducting the interview.的原因行为可能取决于是谁进行采访。 For example, line managers giving off a bad vibe may convey an unwelcoming attitude because they feel their time is being taken up, Gimbel says.例如，各级管理人员提供了一个坏盛传可能会传达一个不欢迎的态度，因为他们觉得自己的时间正在采取行动，金贝尔说。 But they might play down the importance of the HR function because it is not a revenue source, he says, and may convey a negative impression for that reason.但是，他们可能发挥了重要的人力资源功能，因为这不是一个收入来源，他说，可能会传达一个负面印象的原因。 %26quot;When you are feeling uncomfortable, pay attention,%26quot; says Gail Aldrich, SPHR, an executive coach in Genoa, Nev., and former chief membership officer for the Society for Human Resource Management, who says she once ignored her instincts, took a job and was %26quot;miserable for three years%26quot; as a result of that decision. “当你感觉不舒服，要注意， ”奥尔德里奇说，盖尔， SPHR ，执行教练在热那亚，内华达州，前干事长为成员协会的人力资源管理，谁说，她曾经忽视她的本能，在就业是“悲惨的三年”由于这一决定。 Aldrich encourages HR applicants to question why they are uncomfortable in the interview.奥尔德里奇鼓励申请人的人力资源问题，为什么他们不舒服的采访。 In some cases it may be the result of what she calls a values clash, such as when a person seeking individual achievement interviews for a position in a highly collaborative environment or a mission-driven person is being considered for a role in a profit-driven organization.在某些情况下，可能是由于她所谓的价值观念的冲突，如当一个人寻求个人成就面试的立场在一个高度协作的环境或任务驱动的人正在考虑中发挥作用的利润驱动组织。 How To Respond 如何应对 When the interviewer is the prospective supervisor, Aldrich suggests candidates address the interviewer%26#39;s behavior gently by saying something like %26quot;you seem a little distracted; should I come back at another time?%26quot;当面试是未来的主管，奥尔德里奇候选人建议处理采访的行为轻轻地说，像“你似乎有点心烦意乱;我应该回来在其他时间？ ” or %26quot;should we continue with this interview, or have you already made up your mind?%26quot;或“我们应该继续这样的采访，或让你已经取得了您的想法？ ” She says the behavior may have nothing to do with the candidate; it could be that the person is dealing with a big emergency.她说，问题可能没有任何关系的候选人;可以说，此人正在处理一个大紧急状态。 %26quot;I don%26#39;t see any reason why you can%26#39;t ask thoughtful, clarifying questions%26quot; without being openly antagonistic, Jones agrees. “我看不出有任何理由你不能要求深思熟虑，澄清问题” ，而公开对立，琼斯表示同意。 For example, if an interviewer fidgets or appears unengaged, she says, a candidate might ask %26quot;Is there something I am doing that is making you uncomfortable?%26quot; But Jones says that one bad interview or bad interviewer shouldn%26#39;t be viewed as a sign that the job is a lost cause.例如，如果一个访问者fidgets或出现unengaged ，她说，候选人可能会问“有没有东西，我这样做，是让你不舒服？ ” ，但琼斯说，一个坏的采访或坏采访不应被看作是一个迹象该工作是一项失败的事业。 Instead, she suggests applicants seek other avenues and other people who can help them learn more about the organization.相反，她建议申请人寻求其他途径和其他人谁可以帮助他们更多地了解该组织。 %26quot;It could be a particular person%26#39;s style,%26quot; she says. “这可能是某一个人的风格， ”她说。 When a job offer follows such an interview, candidates may simply decide to say %26quot;thanks but no thanks.%26quot;当一个工作机会如下这样一个采访中，候选人可能只是决定说： “感谢感谢，但没有。 ” But if opportunities are limited, Aldrich suggests, request another meeting to discuss concerns before accepting the job.但是，如果机会是有限的，奥尔德里奇建议，要求另一次会议，讨论前接受关注的工作。 She says this provides an opportunity to discuss what happened in the interview process and ask for clarification of expectations.她说，这提供了一个机会，讨论发生的事情在采访过程中，并要求澄清的期望。 Be True to You 是真实的你 %26quot;When you feel you are not clicking or you are getting a bad vibe, you have to still believe that the company needs this role filled,%26quot; Gimbel says. “当你觉得你没有点击或您收到一个坏盛传，你必须仍然认为，该公司需要填补这个角色， ”金贝尔说。 You also have to believe you are the right fit for the position, he adds.您还可以相信你是合适的位置，他补充说。 %26quot;When you are there, your job is to make a great impression and to get that offer.%26quot; “当你在那里，你的任务是成为一名伟大的印象，并获得这一提议。 ” Introverts may find the interview particularly taxing when the interviewer doesn%26#39;t seem to be open to establishing a rapport.内向型可能会发现采访时，特别是征税的采访似乎并不开放建立一个融洽。 But Gimbel says such people must step out of their comfort zone and ingratiate themselves to the people who matter.但是金贝尔说，这种人必须走出舒适区，并讨好自己的人谁的问题。 That is, he says, a key part of HR%26#39;s responsibilities, after all: to coach people on how to improve, how to step out of their comfort zone, how to facilitate change and face challenges.这是他说，一个关键组成部分的人力资源的责任，毕竟：教练人就如何改进，如何走出舒适区，如何促进变化和面临的挑战。 An HR job seeker who experiences a bad vibe when meeting with a line manager must make special efforts to turn into a salesperson, Gimbel says.一个人力资源求职者谁坏的经验时，上盛传的线经理必须作出特别努力，变成一个推销员，金贝尔说。 The interviewee cannot let the interviewer dictate the terms of the interview.受访者不能让面试强行规定条件的采访。 He says it%26#39;s important to %26quot;turn on the charm%26quot; and not let the other person%26#39;s behavior get to them.他说，重要的是要“打开的魅力” ，而不是让其他人的行为得到他们。 After all, how an HR professional relates to a line manager in an interview provides a clue as to how they%26#39;ll relate to them on the job.毕竟，如何在人力资源专业涉及线经理在接受采访时提供了一个线索，他们将如何与他们的工作。 Ask the Right Questions 提出正确的问题 Jones encourages applicants to ask questions that will help determine if a particular position aligns with their personal values, such as:琼斯鼓励申请人提出质询，这将有助于确定某个特定的立场完全符合他们的个人价值，如： How frequently will I meet with my manager?如何，我会经常与我的经理吗？ Who depends on my decisions and production?谁取决于我的决定和生产？ What resources will I control?什么样的资源，我会控制？ How are goals set for this position?是如何确定的目标这一立场？ What are the consequences to the rest of the organization if I fail to meet my goals?是什么后果，其余的组织如果我不能满足我的目标？ How much freedom will I have to do the job %26quot;my way%26quot;?多少自由将我必须做的工作“我的方式” ？ %26quot;It%26#39;s really important to know yourself -- what%26#39;s important to you and the conditions under which you do your best work,%26quot; Jones says. “这真是重要的是知道自己-有什么重要的是你和在何种条件下你做你最好的工作， ”琼斯说。 Of course, it%26#39;s entirely possible that the bad vibe has nothing whatsoever to do with the candidate.当然，这完全有可能的坏盛传已毫不相干的候选人。 Sometimes a bad interview experience is merely a sign that there are a lot of people doing interviews that really shouldn%26#39;t be doing interviews, Aldrich says.有时候，一个坏的采访经验，仅仅是一个迹象，表明有很多人做面试，真正不应该这样做访谈，奥尔德里奇说。 Rebecca R. Hastings, SPHR, is online writer/editor for SHRM. 丽贝卡河黑斯廷斯， SPHR ，在线作家/编辑的人力资源管理学会。
