評論
打印
The Pros and Cons of Interview
面試的利弊
It often happens that a number of applicants with almost identical qualifications and experience all apply for the same position.
許多資歷與工作經(jīng)驗幾乎相同的求職人員競聘同一職位，這是常發(fā)生的情況。
In their educational background,special skills and work experience,there is little, if anything,to choose between half a dozen candidates.
從他們的教育背景，特殊技能及工作經(jīng)驗方面來看，有五六個應聘者難分高下，
How then does the employer make a choice?
那么招聘者如果做出選擇呢？
Usually on the basis of an interview.
通常是通過面試來確定。
There are many arguments for and against the interview as a selection procedure.
對于將面作為一種招聘人才的方式，人們的意見褒貶不一。
The main argument against it is that it results in a wholly subjective decision.
反對面試取人的主要理由是面試會導致完全主觀性的決定。
As often as not, employers do not choose the best candidate,they choose the candidate who makes a good first impression on them.
招聘者往往選擇的不是最好的，而是給他們第一印象良好的應聘者。
Some employers, of course,reply to this argument by saying that they have become so experienced in interviewing staff that they are able to make a sound assessment of each candidate's likely performance.
當然，對這種反對意見，一些招聘者會說他們自己在面試員工方面經(jīng)驗豐富，能夠?qū)γ恳粋€應聘者可能會有的表現(xiàn)作出合理的評估。
The main argument in favour of the interview—and it is, perhaps, a good argument—is that an employer is concerned not only with a candidate's ability,but with the suitability of his or her personality for the particular work situation.
贊同面試的主要理由—或許這還是一個很好的理由—是認為招聘者不僅看重應聘者的能力，還要看應聘者的個性是否能適應特殊的工作環(huán)境。
Many employers, for example,will overlook occasional inefficiencies from their secretary provided she has a pleasant personality.
比如，對于許多雇主來說，如果他們的秘書具有很好的性格，偶爾的工作失誤他們并不在意。
It is perhaps true to say, therefore,that the real purpose of an interview is not to assess the assessable aspects of each candidate but to make a guess at the more intangible things,such as personality, character and social ability.
因此，也許可以說面試的真正目的不是評估每一個應聘者可評估的方面，而是對其無形的方面進行推測，比如，個性，性格及社交能力。
Unfortunately, both for the employers and applicants for jobs,there are many people of great ability who simply do not interview well.
不幸的是，無論是雇主還是應聘者，許多人能力很強但面試表現(xiàn)不佳。
There are also, of course, people who interview extremely well,but are later found to be very unsatisfactory employees.
當然，也有人面試很成功，但后來的工作表現(xiàn)并不令人滿意。
Candidates who interview well tend to be quietly confident,but never boastful;direct and straightforward in their questions and answers;cheerful and friendly,but never over-familiar;and sincerely enthusiastic and optimistic.
面試表現(xiàn)良好的求職者往往很自信，但從不自夸；提問和回答時，言語坦誠直率；樂觀友好，但從不過分親密；真摯，熱情，樂觀向上。
Candidates who interview badly tend to be at either end of the spectrum of human behaviour.
面試不佳的人往往會表現(xiàn)出人力行為的兩種極端，
They are either very shy or over-confident.
他們或者非常羞澀，或者過于自信。
They show either a lack of enthusiasm or an excess of it.
他們或者缺乏熱情，或者熱情過度。
They either talk too little or never stop talking.
他們或者只言片語，或者喋喋不休。
They are either over-polite or rudely abrupt.
他們或者過度禮貌，或者魯莽粗魯。
