面試的真相資料

　　面試是通過書面、面談或線上交流（視頻、電話）的形式來考察一個人的工作能力與綜合素質(zhì)，通過面試可以初步判斷應(yīng)聘者是否可以融入自己的團隊。是一種經(jīng)過組織者精心策劃的招聘活動。下面是小編整理的關(guān)于面試的真相的資料內(nèi)容，一起來看看吧。

　　But it seemed to go so well! We talked about everything . . . campus life . . . the weather . . . the football season. I just dont understand why I got a rejection letter . . .

　　Beware the interview that gets too chummy. It may be that the interviewer has already rejected you and out of politeness passes the remaining time talking about everything but you.

　　First impressions count. Often for far more than is logical.

　　The truth about interviewing is that most initial interviews last only about five minutes. Oh, sure, the actual interview always takes longer than that. Twenty minutes. Thirty minutes. Sometimes even an hour. But the interview is usually over in five minutes or less. If you have not convinced the interviewer by the five-minute point that you are the right person for the job (or at least a contender who should be taken to the next level), it can be next to impossible to recover. Recoveries do happen. But they are very rare.

　　In that first five minutes of the interview, I will have noted many critical aspects. Your appearance. Your grooming. Your handshake. Your personal presence. Your eye contact. Your articulation. And, most important, your personality. Notice that I did not mention anything about your coursework, your GPA, or your work experience. That is what got you to the interview in the first place. But it is the soft factors that will take you to the next level.

　　Having taken the right courses, having good grades (critical!), and having related work experience are all important selection criteria. But they do not matter one iota if you are not a strong interpersonal fit for our company.

　　The truth is that most interviewers rate individuals highly who are able to present themselves well in a face-to-face interview. They are seeking to recommend those who will be a good reflection upon themselves and their selectivity. So most interviewers naturally gravitate to specific critical success factors that have worked for them consistently.

　　但事情似乎進展得很順利！我們談了一切。校園生活。天氣。足球賽季。我只是不明白為什么我會收到一封拒絕信。

　　當心那些過于親密的面試�？赡苊嬖嚬僖呀�(jīng)拒絕了你，出于禮貌，剩下的時間里除了你之外什么都談。

　　第一印象很重要。通常情況下，這遠遠超出了邏輯。

　　關(guān)于面試的真相是，大多數(shù)最初的面試只持續(xù)五分鐘左右。哦，當然，真正的面試總是比那要花更長的時間。二十分鐘。三十分鐘。有時甚至一個小時。但面試通常在五分鐘或更短的時間內(nèi)結(jié)束。如果你沒有在五分鐘內(nèi)說服面試官你是這份工作的合適人選（或者至少是一個應(yīng)該提升到下一個層次的競爭者），那么你幾乎不可能恢復(fù)。復(fù)蘇確實會發(fā)生。但它們非常罕見。

　　在采訪的前五分鐘，我將注意到許多關(guān)鍵方面。你的外表。你的打扮。你的握手。你的個人存在。你的眼神交流。你的發(fā)音。最重要的是，你的個性。請注意，我沒有提到任何關(guān)于你的課程，你的GPA，或你的工作經(jīng)驗。這就是你第一次參加面試的原因。但軟性因素將把你帶到下一個層次。

　　參加過正確的課程、成績好（關(guān)鍵�。┮约跋嚓P(guān)的工作經(jīng)驗都是重要的選擇標準。但如果你不適合我們公司，他們一點也不重要。

　　事實上，大多數(shù)面試官對那些能夠在面對面面試中表現(xiàn)出色的人給予了很高的評價。他們正在尋求推薦那些能夠很好地反省自己及其選擇性的人。因此，大多數(shù)面試官都會自然而然地被某些關(guān)鍵的成功因素所吸引，而這些因素一直對他們有效。

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