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絕密：面試遭遇六種情況趕緊跑
When a prospective employer makes unreasonable demands on you before things start to get serious, it's a strong signal to hit the road.
當(dāng)一位未來(lái)雇主在工作還沒(méi)正式之前就提出了無(wú)理要求，那么明顯說(shuō)明你需要“跑路”了。
Job seekers have issues to keep them up at night. They worry that the beautifully crafted cover letters they're sending off won't be read and that plum jobs will go to less deserving candidates. They worry that their résumés don't showcase their shining accomplishments well enough to command the six-figure offers they're hoping for. If they're job hunting while working, they worry that a stray comment by a hiring manager or human resources screener to the wrong person will make its way back to their own boss.
有些事情讓求職者夜不能寐。他們擔(dān)心發(fā)出去的制作精美的簡(jiǎn)歷沒(méi)人讀，肥缺被不如自己的人獲得。他們擔(dān)心簡(jiǎn)歷沒(méi)有充分展示自己的光輝成績(jī)，那些成績(jī)足以為他們贏(yíng)得一份六位數(shù)薪水的工作。如果他們是一邊上班一邊找工作，他們會(huì)擔(dān)心招聘經(jīng)理或人事和一個(gè)錯(cuò)誤的人說(shuō)漏嘴，而那話(huà)會(huì)傳到自己老板耳朵里。
These are all reasonable worries. Personally, I worry about something else—on behalf of job-seekers everywhere. I worry that they'll tumble into The Vortex and accept a job they should have scorned.
這些擔(dān)憂(yōu)都是合理的。就個(gè)人而言，我倒為天底下的求職者們擔(dān)心別的事情。我擔(dān)心他們會(huì)誤入“漩渦”，接受一個(gè)本來(lái)會(huì)去鄙視的工作。
What's The Vortex? It's the set of forces that overtakes a job seeker when he or she is deep into the selection process, somewhere between the first and third interviews, when theemployer begins to send signals that he's interested. The Vortex is deadly, because in the face of all that approval and positive feedback (way more, in many cases, than we get on our jobs most of the time), it's easy to lose one's head. It's easy to overlook slights and red flags that should warn us away from dangerous waters. It's easy to get sucked into The Vortex and let our brains override what our instincts are telling us: that no matter how much wining and dining and affirmation is involved, some companies don't deserve our talents.
“漩渦”是什么？是在應(yīng)聘過(guò)程中控制求職者的那種力量，通常在第一次面試到第三次面試之間、當(dāng)雇主開(kāi)始表示出興趣，求職者就會(huì)感受到這種力量。“漩渦”是致命的。因?yàn)槊鎸?duì)一切贊許、積極反饋(多數(shù)時(shí)候比我們?cè)诠ぷ髦杏龅降亩嗟亩?，很容易失去自我、忽視那些警告我們遠(yuǎn)離“危險(xiǎn)”的征兆。人們很容易被卷入“漩渦”，我們的大腦會(huì)忘了直覺(jué)：不論有多少好處，有些公司不值得為其效力。
If we end up taking a job because of Vortex effects, we'll regret it, and we know it. That's why we've created this list of Six Reasons to Run from a job opportunity, no matter how pleasant and charming the company representatives are, and no matter how much latte, red wine, and discussion of end-of-year bonuses is involved.
如果我們?cè)?ldquo;漩渦”效應(yīng)下接受了一份工作，那么就會(huì)后悔。我們心里也明白這一點(diǎn)。這就是為什么我們制作了這份“拒絕工作機(jī)會(huì)的六個(gè)理由”清單，不論公司代表多么令人愉快、有魅力，不論喝上多少咖啡、紅酒、討論多少次年終獎(jiǎng)金。
(You'll see that our list makes liberal use of the notion of Strong Mutual Interest. Each of us must determine on our own when SMI has been established, but it usually happens between the first and second interviews.)
(你會(huì)發(fā)現(xiàn)我們的清單中自作主張地用到了“強(qiáng)烈的共同利益”概念。我們每個(gè)人都必須自己決定什么時(shí)候建立SMI，但通常是在第一次和第二次面試之間。)
Here's our list of Six Reasons to Run:
以下就是六個(gè)“逃之夭夭”的理由：
1) Your employment references are requested before a strong mutual interest is established.
在建立SMI(注：“強(qiáng)烈的共同利益”關(guān)系)之前，你被要求提供就業(yè)推薦人。
Any employer who values a job candidate also values his or her time and relationships. When a headhunter or company recruiter tells you "We'll need to call your references" too early in the game, they're sending a signal that the valuable time of your reference-givers is not nearly as valuable as the time that the company would waste in interviewing you before checking up on you. Your cue to bail.
尊重求職者的雇主也一樣會(huì)尊重他/她的時(shí)間和關(guān)系。當(dāng)一位獵頭或招聘公司過(guò)早地告訴你“我們需要打電話(huà)給你的推薦人”，這意味著你的推薦人的時(shí)間遠(yuǎn)不及在核查前面試你的時(shí)間那么寶貴。這是提示你該“走路”的征兆。
2) The employer asks for your Social Security number or your approval for a credit or background check before strong mutual interest is established.
在SMI建立之前，雇主詢(xún)問(wèn)社會(huì)保障卡號(hào)、或要你同意對(duì)你的信用、背景進(jìn)行調(diào)查。
When a company says, "We need to check on you before we can spare the time to talk with you," it's time to get out of Dodge. A talent-focused employer will call you for a phone interview (at a minimum) before bothering you for personal information that they won't require if they don't make you a job offer. This type of batch processing shouts, "Get in line to genuflect." Keep looking.
當(dāng)公司說(shuō)“我們先要查實(shí)一下你的情況之后才有時(shí)間和你交談”，就該是逃離“騙局”的時(shí)候了。以人為本的雇主在調(diào)查你的個(gè)人情況之前會(huì)對(duì)你進(jìn)行(至少)一次電話(huà)面試。如果他們不打算給你機(jī)會(huì)則不會(huì)要求你提供個(gè)人信息。這種“整批處理”的含義是“排隊(duì)磕頭”。要小心。
3) You're sent a questionnaire (not a job application) or online test to complete before you've had any human contact with the employer, including a phone call.
在和雇主進(jìn)行任何接觸之前(包括電話(huà))，就要求你填寫(xiě)一份調(diào)查問(wèn)卷(不是申請(qǐng)表)或在線(xiàn)測(cè)試。
When a company makes its selection process more efficient by shoving tests in your face before so much as chatting with you, they're sharing their views on reciprocity. "Prove to us that you're worth our time" is not the message that a talent-aware employer sends to the talented people applying to use their talents on its behalf. Reciprocity works in the same that permission-based marketing does; you give something to get something at every step in the process. A smarter company will chat with you, answer your questions about the job, and then ask, "Would you mind filling out our questionnaire, as the next step in the process? Can I answer any questions for you, to help you feel comfortable investing more time in our company?"
當(dāng)公司還沒(méi)有和你說(shuō)一句話(huà)，就讓你做測(cè)試來(lái)提高選拔過(guò)程效率，他們表達(dá)的是“互惠”。“向我們證明你值得我們花時(shí)間”不是一位有人才意識(shí)的雇主會(huì)給那些想要申請(qǐng)來(lái)發(fā)揮才干的人發(fā)出的訊息；“互惠”和基于許可的行銷(xiāo)的運(yùn)作方式是同樣的，在這個(gè)過(guò)程中每一步你都要給出某樣?xùn)|西來(lái)獲得某樣?xùn)|西。聰明的公司會(huì)先和你交談，回答你有關(guān)工作的問(wèn)題，然后再問(wèn)：“下一步你介意為我們填寫(xiě)調(diào)查問(wèn)卷嗎？我能為你在讓您為我們公司投入更多時(shí)間上提供任何問(wèn)題的解答嗎？”
4) Unreasonable or short notice to travel for interview.
通知你在不合理的時(shí)間或很短的時(shí)間內(nèi)面試。
The Vortex becomes more powerful over time, and many a job seeker has called me excitedly to report, "They're flying me to New York City, tomorrow," without stopping to think: "Wait a second, they didn't ask me whether it was convenient for me to fly to New York City, now that I think about it." I know of one situation in which a candidate was pressured to fly to the company's headquarters on his wife's birthday. He was told, "If this isn't a priority for you, it isn't a priority for us, either." He wavered for an hour or two before telling them: "If my personal life and my most important relationship aren’t important to you, I don't want to work for you." If they really want you, they can wait a day or two.
“漩渦”會(huì)越來(lái)越強(qiáng)，許多求職者興奮地對(duì)我說(shuō)：“他們明天用飛機(jī)把我接去紐約面試。”這些人沒(méi)有停下來(lái)想一想：“等等，現(xiàn)在我想到了，他們沒(méi)有問(wèn)過(guò)我飛去紐約對(duì)我來(lái)說(shuō)方不方便。”我知道有一個(gè)故事，應(yīng)聘人被要求在妻子生日那天趕去公司總部。他被告知：“如果工作對(duì)你不重要，那么你的工作對(duì)我們也不重要。”他考慮了一兩個(gè)小時(shí)，然后告訴他們：“如果我的個(gè)人生活和我最重要的關(guān)系對(duì)你來(lái)說(shuō)不重要，那么我也不想為你工作。”如果公司真想聘用你，他們可以等上一兩天。
5) You're told you can't meet the team, or see the employee handbook, or meet clients (if appropriate) before an offer is extended.
在給你工作之前，你被告知不能見(jiàn)團(tuán)隊(duì)、或看員工手冊(cè)或見(jiàn)客戶(hù)(即使這些要求是適當(dāng)?shù)?
This is a big, neon red flag that plenty of job seekers miss in the swirling colors of The Vortex. You need to meet your co-workers. Period. You need to see the employee handbook, which you'll be expected to adhere to during your tenure with the company and which will govern your working relationship. If you will work closely with a client at a senior level, it could make sense for you to meet with someone from the client's team before accepting the job. Ask yourself: Why wouldn't they let me meet the team or read the handbook? What is this employer afraid of?
這是一個(gè)大大的危險(xiǎn)信號(hào)。許多求職者在“漩渦”中沒(méi)注意到。你需要見(jiàn)你的同事。就這么簡(jiǎn)單。你需要看員工手冊(cè)，它會(huì)告訴你你將在實(shí)習(xí)期間遵守的、主導(dǎo)你工作關(guān)系的東西。如果你將和某位高級(jí)客戶(hù)密切合作，那么在獲得工作之前，讓你和某位來(lái)自客戶(hù)團(tuán)隊(duì)的人員見(jiàn)面是合理的。問(wèn)一問(wèn)自己：“為什么他們不讓我見(jiàn)團(tuán)隊(duì)、讀員工手冊(cè)？雇主怕什么?”
6) All communication is funneled through the HR rep or the headhunter.
一切溝通通過(guò)人力資源代表或獵頭
Practical matters, like interview times and paperwork flying back and forth, doesn't need to take up a hiring manager's time. It makes sense to have an HR point person or third-party recruiter handling communication with a candidate over these "mechanical" issues. But if you're really interested in a job and have a question for your prospective manager, the manager absolutely needs to take that call. If you can't get the manager's attention now, what makes you think you'll be able to when you work there?
諸如面試次數(shù)、來(lái)往文件這些事情不需要占用招考試*大聘經(jīng)理的時(shí)間。雖然讓人力資源部門(mén)的“接口人”或第三方招聘人來(lái)進(jìn)行“機(jī)械”程序的溝通是合理的，但是如果你對(duì)工作真的感興趣，而且有問(wèn)題要問(wèn)未來(lái)經(jīng)理，那么未來(lái)經(jīng)理絕對(duì)需要回答。如果你現(xiàn)在得不到經(jīng)理的關(guān)注，你又怎么能認(rèn)為工作后就會(huì)受到關(guān)注呢?
Leave any of these six scary Vortex situations behind and don't look back—you'll have dodged a bullet. You have a lot to offer, and if an employer can't see it as the selection process unfolds, your talents are better used elsewhere.
遠(yuǎn)離這六個(gè)恐怖的“漩渦”。對(duì)它們義無(wú)反顧——那么你就會(huì)躲過(guò)一劫。你是如此有才華，如果雇主在選拔過(guò)程中看不到，那么別的地方也許能更好地發(fā)揮你的才華。
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