如何在面試中表現自己的軟技能

　　Some skill sets are easier to screen for than others. A writing sample will highlight communication skills; extremely tough questions will test a candidate’s ability to think on his or her feet; and asking the applicant to discuss previous roles will provide information about his or her experience.

　　有些技能相對于其他的技能來(lái)說(shuō)還是挺容易就能測量出來(lái)的：一份寫(xiě)作樣本就能體現你的溝通能力；極端刁鉆的問(wèn)題就可以測試面試者的臨場(chǎng)反應能力；提問(wèn)面試者上一份工作的情況就能了解他/她的工作經(jīng)驗。

　　But how can you test for "soft skills," such as teamwork and empathy, during the interview?

　　但是，如何在面試中測試（團隊合作精神和換位思考等）“軟技能”呢？

　　There’s no magic formula, but essentially you need to look for two things: self-awareness (because you want a candidate who can make the connection between his or her actions and professional outcomes) and instincts (because you want someone who would intuitively take the empathetic, team-oriented and optimistic approach).

　　實(shí)際上并沒(méi)有什么神奇的法則，但最基本的就是你必須考慮兩件事：自我意識（因為你需要的是一名能夠把他/她的行動(dòng)與專(zhuān)業(yè)技能綜合運用在一起的面試者）以及本能反應（因為你需要的是能夠自覺(jué)地為他人著(zhù)想，有團隊凝聚力以及積極的團隊成員）。

　　To that end, read on for two questions you can ask in future interviews that will help you sniff out the perfect people to add to your team.

　　綜上所述，在未來(lái)的面試中，你可以提出下面這兩個(gè)問(wèn)題來(lái)幫助你找到合適的團隊成員。

　　1. "Can you tell me about a time when you worked as part of a group?"

　　1. “你能告訴我關(guān)于你工作的內容嗎？”

　　To start with, red-flag a candidate who tells a story about how the group was useless until he or she rode in on a white horse and saved the day. First, this person hasn’t done the interview prep necessary to know you shouldn’t speak poorly of others. Second, it’s not a good sign if the story that comes to mind is one where he or she personally succeeded and the team failed. The "I’m smarter than everyone else" response indicates both low self-awareness and poor propensity for teamwork.

　　一開(kāi)始，在面試者抱怨團隊如何不濟，吹噓自己是如何拯救團隊的時(shí)候，給他/她一些提示警告。首先，這位面試者沒(méi)有好好地準備這次面試，并沒(méi)有意識到面試官并不想知道他是如何說(shuō)別人的壞話(huà)。其次，如果一個(gè)人表示他/她個(gè)人是多么的成功而團隊是多么的失敗，這并不是一個(gè)良好的征兆。如果他/她的回應是：“我比任何人都聰明�！边@便意味著(zhù)他/她在團隊工作中是自我意識薄弱，有不良意識傾向的一個(gè)人。

　　But what if the candidate is exceptional because the team was flailing and he or she saved the day? A candidate who works well with others will tell the story differently. He or she will include the merits of the other approaches and frame it more as a story that shows initiative, leadership and creative thinking, rather than one about being the smartest person on the team. This time, the "I had the solution" answer works.

　　但如果這位面試者是一個(gè)例外呢，如果真的是團隊正面臨危機，而他/她幫助團隊脫離困境呢？如果這位面試者與其他同事相處友好，他/她就會(huì )用另一種態(tài)度來(lái)表達這件事。他/她會(huì )在表述這件事情的時(shí)候提到所有其他方法的優(yōu)點(diǎn)，并讓你聽(tīng)起來(lái)更具主動(dòng)性，領(lǐng)導才能和創(chuàng )造性思維，而不是表達自己是團隊中最聰明的人。而此次，“我找到了解決的方法�！边@個(gè)回答更具說(shuō)服力。

　　Of course, the best answer is one about a time when a team successfully worked together. The candidate would discuss the other members' contributions as well as his or her own and include what it taught him or her about working well with others. You know this candidate will bring strong teamwork skills to the table (and that his or her first instinct is to discuss working with others positively).

　　當然，最佳的回答就是曾經(jīng)能夠與團隊很愉快地相處工作。面試者會(huì )提到其他團隊成員和他/她自己對于團隊的貢獻，以及他/她所學(xué)到的與他人友好相處的方法。你就會(huì )知道，這位面試者能夠把強烈的團隊精神落到實(shí)處（并且他/她的第一反應就是主動(dòng)與他人合作）。

　　2."Can you tell me about a time when you had to ask for help?"

　　2. “你能說(shuō)說(shuō)你需要他人幫助的`事情嗎？”

　　This is one of my all-time favorite interview questions. Why? Because smart candidates know that every answer should make them look like the best choice. So, seeing how an applicant approaches this question will let you know if he can describe (and view) himself as an asset, even when discussing a failure.

　　這是筆者最喜歡提問(wèn)的面試問(wèn)題之一。為什么呢？因為聰明的面試者就知道每一個(gè)回答都應該讓他們看起來(lái)是最佳的選擇。所以，看看這位求職者是如何回答這個(gè)問(wèn)題的，就能夠讓你了解到他如何讓他自己有價(jià)值，即使是在討論挫折的時(shí)候。

　　The red-flag answer here is, "I can’t really remember the last time I had to ask for help." This person thinks the only way to make a good impression is to be perfect. He not only lacks self-awareness, but he could be a dangerous hire, because when he makes a mistake (and who hasn't?) he may not be comfortable telling anyone.

　　最危險的回答是：“我實(shí)在無(wú)法回憶起上次我尋求幫忙的時(shí)候�！边@位面試者單純地認為留下良好印象的唯一的方法就是表現完美。他不但自我意識薄弱，而且如果聘請他對團隊來(lái)說(shuō)可能是一個(gè)威脅，因為一旦他犯了錯誤（誰(shuí)不會(huì )呢？），他可能并不能理性地告訴別人。

　　A second-rate answer would be one that includes a "fake" example (similar to the cop-out answers to "What’s your biggest weakness?"). An example of this would be something along the lines of: "I thought I had the best solution to a problem, and then I hit an obstacle and reached out to someone, and then I realized I did have the best answer all along." This candidate gets points for reaching out to someone else when she needed a sounding board, as well as having the ability to take a step back and reassess when things weren’t working, but she still isn’t comfortable admitting to making a true mistake.

　　另外一個(gè)相對也不算理性的回答，就是包含“虛假”的例子（類(lèi)似于逃避“你的最大缺點(diǎn)是什么？”的回答）。比如這樣的回答：“我認為我有解決這個(gè)問(wèn)題的最佳方案，然后我清掃了障礙并向他人給予援助，然后我就發(fā)現其實(shí)我一直都能夠找到最佳的解決方法�！边@一位面試者能夠意識到他人需要回應的時(shí)候給予了幫助，并且能夠哎事情不如意的時(shí)候退一步重新評估，但她仍然無(wú)法正面承認自己犯了錯誤。

　　The best answer is one in which the candidate identifies a mistake she made and how she learned from someone else. Why? Because it takes learning experiences in prior roles to apply the lessons learned to a future position. Moreover, an answer like this gives a candidate the chance to speak sincerely about mentorship and growth — which is great for her to share and for you to hear. An ideal answer might sound something like:

　　這個(gè)問(wèn)題的最佳答案應該體現出，這位面試者能夠意識到自己犯的錯誤并能夠從他人身上學(xué)到經(jīng)驗。為什么呢？因為這樣能夠從職位更高的成員身上獲取到未來(lái)提升職位的經(jīng)驗。再者，類(lèi)似這樣的回答可以給面試者一個(gè)機會(huì )表達自己對于導師和學(xué)生關(guān)系以及個(gè)人的成長(cháng)的看法——對她是一個(gè)很好的分享經(jīng)驗，對你是一個(gè)很好的故事。理想的回答應該像這樣子：

　　“I remember a time at my first job when a disgruntled customer called, and no matter what I said, I couldn’t seem to make her feel any better. Even though she didn’t ask to speak to a manager, I asked my supervisor to speak to her and listened as he ably addressed her concerns. There were some key phrases he used to defuse the situation that I simply hadn’t heard before. I paid attention to what he said so that I was prepared the next time I had to handle a situation like that for myself. ”

　　“我記得在我的第一份工作的時(shí)候有一位不太高興的顧客給我們致電，而且無(wú)論我說(shuō)什么，她似乎都沒(méi)有感覺(jué)滿(mǎn)意一點(diǎn)。即使她沒(méi)有要求與經(jīng)理面談，我也主動(dòng)請求我的上司與她溝通，聽(tīng)取她的需求。上司表達了一些緩解緊張局面的說(shuō)法，都是我從未聽(tīng)到過(guò)的。我留心去聽(tīng)他說(shuō)以便下次處理同樣事情的時(shí)候能夠有所準備�！�

　　Oh, and it should go without saying that this is still an interview. So a candidate who admits to doing anything negligent, illegal or mean-spirited automatically fails this question, regardless of whether he demonstrates exceptional honesty and self-awareness when relaying the story.”

　　啊，別忘了這仍然是一場(chǎng)面試。所以如果一位面試者承認了他的工作疏忽，不合規則或不由自主的表現出心胸狹窄，就無(wú)法在這個(gè)問(wèn)題上得分了，即使他在述說(shuō)的過(guò)程中多么極力地證明自己非凡的忠誠和堅強的自我意識。

　　Screening for soft skills is just as important as testing for technical abilities. Use the questions above to make sure your new hire has the emotional aptitude to handle the job.

　　測試職場(chǎng)軟技能和測試真實(shí)的專(zhuān)業(yè)技能一樣重要。利用上述的問(wèn)題能夠確保的新成員有更高的情商應對工作難題。

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