If you see one or more of these warning signs during your interview, maybe this isn’t the workplace for you.
如果在面試過程中，你發(fā)現(xiàn)一個或多個這樣的危險(xiǎn)信息，也許這個工作并不適合你。
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The average job hunt takes the better part of three months, according to job search platform TalentWorks. That’s a long time to have your mind focused on how to land the interview, prepare, and make the best impression to get hired. So, it’s no wonder that, once there, many job seekers overlook red flags that they may not be courting the greatest place to work.
根據(jù)求職平臺TalentWorks，平均尋找一份工作花費(fèi)的時間為三個月。這段很長的時間要求應(yīng)聘者專注于如何著手面試，準(zhǔn)備材料以及留給雇主最好的印象以求最后被錄用。所以，毫無疑問，一旦到了那個場合，很多求職者就會忽略很多危險(xiǎn)信號，很可能他們極力討好想要得到的這個工作并不是最好的。
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“It is important for people to slow down and realize that it’s a two-way interview, because the job is only going to be a great experience for them if it’s a good fit,” says Carisa Miklusak, CEO of recruitment automation platform Tilr, based in Cincinnati. And there are often a number of clues about the job, company culture, and leadership if you just know what to look for, she says. Here are six red flags to watch out for.
總部位于辛辛那提的招聘自動化平臺Tilr，其首席執(zhí)行官Carisa Miklusak說：“應(yīng)聘者應(yīng)放慢速度并意識到面試是一次雙向選擇，這是非常重要的，因?yàn)橹挥挟?dāng)工作對他們而言是合適的，從事這份工作才會是很好的體驗(yàn)”。她說，如果你知道自己追求的是什么，那么還是有很多關(guān)于工作、公司文化以及領(lǐng)導(dǎo)層的線索的。以下就是應(yīng)聘者需要注意的6個危險(xiǎn)信息。
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ATTITUDE AND APPEARANCE
員工態(tài)度和辦公環(huán)境
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You may be nervous, but take a moment to look around and observe your surroundings. What you see may tell you a lot about the company and its people. “From the time that you walk in, it starts with the receptionist. As you’re walking through the office, do people seem friendly, do they try to engage with you, say welcome, say hello, make eye contact?” says Tonya Salerno, principal staffing manager at WinterWyman, based in New York City. People who are happy in their work are generally curious about and friendly to newcomers, she says.
你可能會很緊張，但花點(diǎn)時間環(huán)顧四周，觀察觀察周圍的環(huán)境。你看到的東西可能會告訴你很多關(guān)于公司及其員工的信息?！皬哪氵M(jìn)來的時候起，最開始的就是接待員。當(dāng)你穿過辦公室時，員工們是否看起來很友善，他們是否嘗試與你進(jìn)行交流，歡迎你，與你打個招呼，或者與你有目光接觸呢？”位于紐約市的WinterWyman的首席人事經(jīng)理Tonya Salerno說。她表示，對工作滿意的人通常會對新人感到好奇，表達(dá)友好。
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Also, take a look around the office. It doesn’t have to be prime office space, but do you get a sense that people have pride in their workplace? Are common areas tidy or in disarray? Does the place look clean? Do people have personal effects in their work space? Does it look inviting?
另外，看看辦公室周圍。它不一定得是很好的辦公環(huán)境，但是你能感受到人們對他們的工作場所感到滿意嗎？公共區(qū)域是整潔的還是凌亂的？工作的地方看起來干凈嗎？員工在自己的辦公空間里有私人物品嗎？它們引人注意嗎？
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“I believe an office is like a second home, and that I should take pride in the space and the people with whom I would be working,” says Salerno.
“我認(rèn)為辦公室就像是第二個家，我應(yīng)該為這個空間和將要與我一起工作的人感到自豪，”薩勒諾說。
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LACK OF PREPARATION
面試官缺乏準(zhǔn)備
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When you sit down with the interviewer, do you have a sense that they know who you are? Has the interviewer reviewed your resume and have some familiarity with your background? If not, they may not be taking the job search as seriously as you are, or it may be a sign that the company has a lot of turnover and doesn’t invest much time in replacing people, Miklusak says. The interviewer should be familiar with the job for which you’re interviewing and have at least a basic familiarity with your background.
當(dāng)你和面試官一起坐下時，你能感覺到他們知道你是誰嗎？面試官有沒有回顧一下你的簡歷，并且熟悉你的背景？如果不是這樣，他們可能沒有像你那樣認(rèn)真對待求職這件事，或者這可能表明公司的人員流動大，并且他們沒有花太多時間來安排替換工作，Miklusak說。面試官應(yīng)該要熟悉你面試的工作，并且至少要對你的背景有基本的了解。
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HYPOTHETICAL AND SITUATIONAL QUESTIONS
詢問假設(shè)和情境問題
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Miklusak says one of her best “job interview hacks” is to listen for hypothetical or situational questions. If an employer asks, ‘How would you react in a situation like this?” listen to the question, she says. “The interviewer is asking because you are likely to be in a situation like that, or in some type of situation where one could make a parallel between the question and the situation.”
Miklusak說她最好的“求職面試技巧”之一就是聆聽假設(shè)問題或情境性問題。如果雇主問，‘你在這樣的情況下會如何作出反應(yīng)？’她說，應(yīng)聘者得好好聽聽這個問題?！懊嬖嚬賳栠@個問題是因?yàn)楹芸赡苣銜媾R這樣的情況，或者在某種情況下，你所面對的和這個假設(shè)的情景相似。”
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So, if an interviewer asks you how you would react if you were in a chaotic situation with little direction, it might be a test to see how you manage disorder. But, it could also be that the interviewer is trying to figure out if you can manage the organization’s way of operating.
所以，如果一個面試官問你，如果你處于一個毫無頭緒的混亂局面，你會如何反應(yīng)，這可能是測試你如何應(yīng)對混亂。但是，也可能是面試官想要弄清楚你是否可以應(yīng)對這個公司的運(yùn)作模式。
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A QUEST FOR ELUSIVE CHANGE
公司正在追求不確定的改變
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If your interviewer talks about how the company is ready for change or needs change, ask a few questions, says Sarah Connors, principal staffing manager and team leader at WinterWyman. Get more information on what needs to be changed, how long it’s been that way, and most importantly, how ready they are to change it.
如果你的面試官談?wù)摴疽呀?jīng)準(zhǔn)備好做出改變或需要改變，你可以多問幾個問題，WinterWyman的首席人事經(jīng)理和團(tuán)隊(duì)負(fù)責(zé)人Sarah Connors說。你應(yīng)該獲取更多相關(guān)的信息：公司需要改變什么，改變已經(jīng)持續(xù)多久了，最重要的是，面對改變他們已經(jīng)準(zhǔn)備到何種程度了。
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“I’ve had candidates get excited to be the person to truly impact change at a company, just to find out later that the managing team isn’t ready to change things. So be sure it isn’t just an ideal they’re paying lip service to, but a reality they want you to help deliver,” she says. Or the company may put the responsibility for changing things on you without giving you the resources you need to be successful.
“曾經(jīng)有些應(yīng)聘者為自己能成為真正影響公司變革的人感到興奮，后來才發(fā)現(xiàn)管理團(tuán)隊(duì)還沒有準(zhǔn)備好改變。所以要確保這不僅僅是他們付諸口頭的理想，而是他們希望你幫助實(shí)現(xiàn)的現(xiàn)實(shí)，”她說。否則公司可能會將做出改變的責(zé)任都推到你的身上，而且還沒有為你提供取得成功所需的資源。
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IMPROPER QUESTIONS
詢問不恰當(dāng)?shù)膯栴}
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There are a number of questions that interviewers aren’t allowed to ask by law. Yet a 2017 Associated Press and CNBC poll conducted by The Associated Press-NORC Center for Public Affairs Research found that more than half (51%) of those who have been on at least one job interview have been asked at least one inappropriate or personal question. Questions about marital status, medical history, and disabilities topped the list. If interviewers aren’t aware of basic employment law, that could be an indicator that they’re lax in other areas, too.
根據(jù)法律，有一些問題是面試官不允許提問的。然而，2017年由美聯(lián)社—北卡羅來納州公共事務(wù)研究中心進(jìn)行的一項(xiàng)民意調(diào)查發(fā)現(xiàn)，超過一半（51％）的人至少在一次面試中被至少提問一個不適當(dāng)或私人的問題。有關(guān)婚姻狀況，病史和殘疾的問題高居榜首。如果面試官不了解基本的就業(yè)法，這可能表明他們在其他領(lǐng)域也很松懈。
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“It can be a real cultural flag. For example, if a lot of people are asking you if you have kids. It’s either a super-friendly family place, or they’re real concerned if you do have children,” Miklusak says.
“這確實(shí)能成為企業(yè)文化的一面旗幟。例如，如果有很多人問你是否有孩子。這里要么是一個超級友好的大家庭，或者他們就是關(guān)心你是否真的有孩子了，”Miklusak說。
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COMFORT QUESTIONS
詢問關(guān)于舒適度的問題
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If an interviewer asks about your comfort level with certain factors, take note, Miklusak warns. “This question is a huge flag, ‘Do you think you will be comfortable here because . . . ‘ and then the because is something like, ‘Most of the people are younger than you’ or ‘This is a pretty male-orientated sales team,'” she says. Look for what the interviewer is trying to indicate about the culture. Such a question may reflect a flaw, lack of diversity, or issue that has been a problem in the past.
如果面試官詢問你對某些因素的舒適程度，一定要注意了，Miklusak警告說?！斑@類問題是一個巨大的標(biāo)志，‘你認(rèn)為你會在這里感到舒適嗎，因?yàn)?.....’然后‘因?yàn)椤竺娴睦碛删蜁瘛蠖鄶?shù)人比你年輕’或‘這是一個以男同胞主導(dǎo)的銷售團(tuán)隊(duì)’這樣”，她說。應(yīng)聘者應(yīng)該學(xué)會弄清楚面試官想要暗示的公司文化。這樣的問題可能反映了一個缺少差異性的缺陷，又或者是過去一直存在的問題。
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By keeping an eye out for red flags, you can keep focused on finding a job that will be a good fit for you—and more likely free of unpleasant surprises.
通過密切關(guān)注這些危險(xiǎn)信號，你可以更好地找到一份適合自己的工作——而且更能規(guī)避不愉快的驚嚇。

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