用户名: 密码: 验证码:    注册 | 忘记密码?
您的位置:主页 > 英语能力 > 翻译 > 笔译 > 练习材料 > 职场 >


2014-08-13    来源:财富网    【      美国外教 在线口语培训


Dear Annie:Is there any way to figure out, in a job interview, what a company is really like to work for? I’m job hunting right now, and it’s important to me to find a place where I’d be a good cultural fit, because where I work now is driving me crazy.

When I came here a couple of years ago, interviewers told me the culture was “innovative” and “entrepreneurial,” but it’s really the opposite—a huge bureaucracy where new ideas are seen as suspect, decision-making is slow, and every little thing has to get approval from so many different people that no individual is ever responsible for anything. Most of my coworkers seem perfectly content, but I can’t wait to get out of here. How can I make sure I get the “fit” right this time? —Square Peg in a Round Hole

Dear Square Peg:Great question, and one that Jason Hanold spends lots of time pondering. As CEO of boutique headhunters Hanold Associates, he has recruited top talent for Nike, eBay, Amazon, McKinsey, Xerox, and many others. Hanold regards the right fit as so essential to success (not to mention happiness) that “we do sometimes tell people, ‘No, you’re not right for XYZ Corp.’ or vice versa,” he says. No matter how lucrative the offer, “if there’s no appetite there for what you’re best at, it’s the wrong culture.”
亲爱的方木钉:很好的问题,贾森•哈罗德花了很长时间来思考这个问题。作为著名猎头公司Hanold Associates的CEO,他曾为耐克(Nike)、eBay、亚马逊(Amazon)、麦肯锡(McKinsey)、施乐(Xerox)等公司招聘过高级人才。哈罗德认为,文化合拍是职场成功(更不用说幸福)的关键所在,因此“我们有时候会告诉别人:‘不,你不适合XYZ公司。’或者说相反的话。”不论对方开出的条件多么诱人,“如果他们对你最擅长的东西没有兴趣,那便是不合适的文化。”

The trouble, of course, is that corporate culture is complicated, encompassing everything from office décor and dress code, to history and tradition, to a whole range of unwritten (and mostly unspoken) rules that add up to how work gets done day to day.

Then there’s employer branding, which is the image a company hopes to project to the marketplace of potential employees, and what Hanold calls “aspirational” culture, which is the culture a company wishes it had or is striving toward, rather than the one it has. Those managers who interviewed you probably weren’t trying to mislead you, Hanold says, but buzzwords like “entrepreneurial” and “innovative” can sometimes mean that the person speaking “has got the employer brand, or the aspirational culture, confused with the real thing.”

So how can you be sure you don’t make the same mistake? Over the years, Hanold has come up with a list of five questions he asks client companies to make sure the candidates he brings them aren’t cultural misfits. You can, and should, ask these questions too.

1. How would you describe your organizational culture?“You want to see how quickly they respond. Do they struggle with the question?” says Hanold. “If so, that might mean the company doesn’t have a strong culture, or that different groups are running in different directions.”
1. 你如何形容你们的组织文化?哈罗德说道:“你要注意他们回答问题的速度。他们在这个问题上是否有所犹豫?如果是,这可能意味着该公司没有深厚的文化,或者不同部门自行其是。”

Let’s say the answer you get is “entrepreneurial.” Ask for an example or two. “If that’s really true, the interviewer should instantly be able to tell you, not just one, but many anecdotes about speed, flexibility, the autonomy of different individuals and teams, and so on.” If not, well, that says a lot.

2. When you think about the stars here, the most distinctive talents at all levels of the company, are there three or four traits that most of them share? A big chunk of culture is “what a company values and rewards most in its employees,” Hanold notes. “Those traits will tell you the skills and behaviors the organization wants more of.” If an interviewer describes stars as great at collaborating with a team to come up with new ideas, for instance, and you’re better at working on projects alone, the fit may not be a good one.
2. 就公司所有层级最优秀的明星员工而言,大多数人共同具备的三到四种品质是什么?哈罗德说道,公司文化很大一部分在于“公司最重视、最鼓励的员工品质”。“这些品质会告诉你,这家公司最需要的技能和行为。”例如,如果面试官形容明星员工擅长与团队合作,提出新的创意,而你却更擅长独自完成任务,这或许意味着你并不适合对方。

3. Has anyone with those characteristics ever failed here anyway? If so, why? One of Hanold’s clients told him about a star manager who had all the traits needed for success—he was “fast-moving, results-oriented, and a great problem-solver—but had flamed out anyway, because he was “so arrogant and controlling that no one liked working for him,” Hanold says. “That was an important indication of what kind of personality works in that culture.”
3. 是否曾有具备这些品质的人在此遭遇过失败?如果有,为什么?哈罗德的一位客户给他讲了一位明星管理者的故事,他拥有成功所需要的所有品质——他“行动迅速,以结果为导向,非常善于解决问题”——但他却逐渐走向低谷,因为他“非常傲慢,控制欲强,以至于没有人喜欢与他共事,”哈罗德说道。“这是一个重要的暗示,可以告诉你哪一种性格适合公司的文化。”

4. If you could change one thing about the culture here, what would it be? “Often, a hiring manager will personalize this and refer to his or her own situation,” Hanold notes. “If he or she says, ‘I wish I had more autonomy to make decisions’ or ‘I wish I didn’t have to operate on such a tight budget,’ that implies a great deal about what it’s like to work there.”
4. 如果你们能对公司文化做一点改变,会是什么?哈罗德说道:“通常情况下,招聘经理会将这个问题个人化,并且提到自己的情况。如果他或她说:‘我希望能有更多决策自主权’或者‘我希望预算不会这么紧张’你可以从中得出大量信息,帮你了解在那家公司工作的情形。

Hanold recommends posing all of these questions to each manager you meet during the interviewing process to see whether the answers you get are consistent—“versus the views of one or two eloquent people who sound good, but who may not be describing a common perspective.”

5. Could I meet some of the people I’d be working with? You’ll most likely be introduced to a few prospective peers during two or three rounds of interviews, but if not, ask if you can get together with some of them for lunch or a cup of coffee. Candidates sometimes hesitate to make this request, Hanold says, but most employers welcome it, because “it shows that you’re doing due diligence, and you’re being selective about your next job. Never forget, you’re interviewing the company every bit as much as they are interviewing you.”
5. 我能跟即将在一起共事的人见个面吗?你最有可能在两轮或三轮面试的过程中,被介绍给几位很有前途的同事,但如果没有,可以询问一下,能否与他们共用午餐或一起喝咖啡。哈罗德说道,求职者有时候不敢提出这样的请求,但大多数雇主其实欢迎求职者这么做,因为“这表明你在做尽职调查,你对下一份工作是非常挑剔的。不要忘了,公司在对你进行面试的时候,你也在面试这家公司。”

The only situation in which an employer might balk at this idea, he adds, is if you’re interviewing for a job that’s currently held by someone who doesn’t yet know that he’ll be leaving. “Then, of course, there are concerns about keeping you confidential,” Hanold says. “But that’s only the case in about 25% of the searches we do.”

It’s also smart to check out career sites like Vault.com and Glassdoor.com to see what you can glean about the culture from the comments there. “The employer brand and how that same company is actually perceived from within might be quite different, or it might be the same,” says Hanold. “But if you see a big gap between the two, and especially if there is a pattern of a lot of negative comments about one particular aspect of the culture, you can certainly ask interviewers about it.”

If this seems like a lot of questions, it is. But, says Hanold, “interviewers like candidates who ask a lot of honest questions. It’s a sign that you’ve put some thought into it.” Good luck.

Talkback:What aspects of a company’s culture are most important to you? Have you ever taken a job that turned out to be a bad cultural fit? Leave a comment below.

手机上普特 m.putclub.com 手机上普特
发表评论 查看所有评论
用户名: 密码: 验证码:
  • 推荐文章
  • 资料下载
  • 讲座录音