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Job interviews can generally be divided into three types.
工作面試一般可以分為三類。
The first is what I would call the traditional interview.
第一類就是我所謂的傳統面試。
This is usually just a series of standard questions about qualifications, work experience and expectations.
這類面試通常包括一系列有關任職資格、工作經驗以及工作期望等方面的標準化問題。
So what you have here is basically a list of quite direct questions,
所以問題列表上所列的基本上是相當直接的問題，
like what duties did you have in your previous job.
比如你上一份工作的職責。
This is still the model for a lot of interviews today.
如今許多面試便是按照這一模型打造的。
In my view, it's not the best to select staff.
在我看來，這并不是挑選員工的最佳方法。
Then there is the case interview.
于是便有了案例面試。
Here the interviewer presents a problem
在案例面試中，面試官提出一個大問題，
and a series of questions to find out how the candidate would approach the problem.
加上一系列用來考察應聘者處理問題方式的具體問題。
It might go something like this:
可能會這樣：
A company wants to hire more graduates without spending more than its current budget.
一家公司想在不超出現有預算的前提下招聘更多的畢業生。
What would you advise them to do?
你會建議他們怎么做？
This can be particularly challenging, for you need to analyze the problem and solve it.
這個問題非常具有挑戰性，因為你需要對問題進行分析，然后將其解決。
The third type is known as the behavioral interview.
第三類面試被稱為行為面試。
The questions are usually designed to find out about how the candidates handle tricky situations in the past.
面試問題通常旨在考察應聘者在過去的工作中處理棘手問題的方式。
A typical question might be:
典型的問題可能是：
"Can you give me an example of a situation where you have to follow orders that you didn't agree with?"
"比如當你面對一個你不認同但又必須遵從的命令時，你會怎么辦？"
This opens up a lot of information and the interviewer gets to see more of the candidate.
這種問題能夠暴露許多信息，面試官便能對應聘者有更多的了解。
