學(xué)習(xí)英語(yǔ)之面試中禁忌行為整理分享

　　我們都聽(tīng)過(guò)面試失敗的案例，比如一個(gè)青年應(yīng)聘者覺(jué)得午餐時(shí)間到了，興沖沖地抓著一個(gè)三明治就去面試了。

　　事實(shí)上，應(yīng)聘者的第一印象早在面試前就形成了。一封求職信、一份簡(jiǎn)歷都會(huì)是敲門(mén)磚，而這往往又是錯(cuò)漏百出的環(huán)節(jié)。

　　BBC Capital咨詢了招聘人員、招聘主管以及職業(yè)生涯教練，讓他們說(shuō)說(shuō)自己見(jiàn)到的簡(jiǎn)歷中最離譜的錯(cuò)誤——以及如何補(bǔ)救。

　　以下是記者伊麗莎白·加隆(Elizabeth Garone)撰文報(bào)道。

　　我可不敢雇傭一個(gè)連我第一條規(guī)定都做不到的人——艾米麗·拉魯希

　　復(fù)制粘貼?不!

　　來(lái)自波士頓技術(shù)人員配備公司伊萊亞森集團(tuán)(Eliassen Group)的招聘人員馬修·拉尼爾(Matthew Lanier)想起他看過(guò)的一份簡(jiǎn)歷。應(yīng)聘者年紀(jì)尚淺，二十多歲，卻擁有著零售和客服方面豐富的經(jīng)驗(yàn)。讓他大吃一驚的是，繼續(xù)往下看，卻發(fā)現(xiàn)簡(jiǎn)歷上印著一家大金融公司的行政崗，應(yīng)聘日期幾乎有十年之久。原來(lái)，求職者在網(wǎng)上搜了一份看上去很專業(yè)的簡(jiǎn)歷，覺(jué)得挺滿意，就把自己的經(jīng)歷剪切上去。但是，她忘了把別人的工作經(jīng)歷和聯(lián)系方式刪去了。

　　拉尼爾在郵件中寫(xiě)到：“你要想，在收到面試通知前，你的簡(jiǎn)歷是會(huì)被仔細(xì)考量的，而這種低級(jí)錯(cuò)誤可能決定了你是否能得到工作。”

　　拉尼爾還說(shuō)，在簡(jiǎn)歷上多花點(diǎn)時(shí)間還有一個(gè)重要原因——在面試時(shí)，你要對(duì)自己的工作經(jīng)歷對(duì)答如流。

　　拉尼爾表示：“能輕輕松松用工作經(jīng)歷回答面試問(wèn)題的，和那些問(wèn)一句，看一眼簡(jiǎn)歷的人真的差很多。”

　　扔掉千篇一律的模板吧!

　　舊金山公關(guān)公司EZPR的創(chuàng)始人艾德·基特隆(Ed Zitron)在實(shí)習(xí)生求職網(wǎng)(InternMatch.com)上發(fā)布了一個(gè)帶薪實(shí)習(xí)崗后，收到了一百多份簡(jiǎn)歷，但竟沒(méi)有一份附有求職信。

　　基特隆在郵件中說(shuō)道：“每份簡(jiǎn)歷長(zhǎng)得都一樣，全是復(fù)制粘貼，”更糟糕的是，幾乎沒(méi)人想著要把“我的名字，或是公司名寫(xiě)在求職信上”。

　　基特隆說(shuō)道：“在谷歌上搜我易如反掌：你輸入我的名字，我的推特、個(gè)人和專業(yè)網(wǎng)站就都出來(lái)了。就連想了解一下我的基本信息也是……小菜一碟。”

　　基特隆的建議是：絕對(duì)不要用千篇一律的求職信。你要做的，是簡(jiǎn)單介紹一下自己，以及這和你所申請(qǐng)的崗位有什么關(guān)系?；c(diǎn)時(shí)間搜索一下公司。如果你有聯(lián)系人姓名，也搜索了解一下。

　　要有針對(duì)性

　　行政人員教練艾琳·麥康奈爾(Irene McConnell)說(shuō)，有的客戶表示，他們每周會(huì)投100多份簡(jiǎn)歷。而據(jù)悉尼Arielle Careers公司的主管所言，這可是求職大忌。

　　麥康奈爾說(shuō)道：“招聘人員會(huì)記住你的名字，然后覺(jué)得‘怎么我每放個(gè)招聘廣告，這人都來(lái)，”。

　　聯(lián)想一下那些市面上總賣(mài)不出去的房子。你會(huì)覺(jué)得，這房子到底有什么蹊蹺，怎么總賣(mài)不出去。

　　麥康奈爾表示，不要覺(jué)得招聘人員看不出誰(shuí)是費(fèi)了心思，誰(shuí)是隨便投的。一些細(xì)節(jié)問(wèn)題往往出賣(mài)了你：簡(jiǎn)歷和求職信的格式七歪八扭，招聘人員的名字寫(xiě)錯(cuò)的，又或是應(yīng)聘崗位填錯(cuò)了的。招聘圈子沒(méi)你想得那么大。

　　麥康奈爾表示：“如果你在招聘人員那里把名聲搞臭了。即使你以后再投一份精心準(zhǔn)備的簡(jiǎn)歷，想要重獲崗位恐怕也是難上加難。”

　　照片就自己留著吧，別貼了!

　　來(lái)自紐約的資深職業(yè)顧問(wèn)兼行政人員教練羅伊·科恩(Roy Cohen)表示，他最近的一個(gè)客戶在自己的求職文件中放了一張自己的比基尼照。

　　她來(lái)向科恩咨詢求職建議和策略，是因?yàn)樗偸堑谝惠喢嬖嚲捅凰⒘耍蛘吒臼鞘链蠛＃脽o(wú)音訊，為此她很沮喪。

　　科恩在郵件中寫(xiě)道：“在我們見(jiàn)面前，我讓她先給我些背景資料、一份簡(jiǎn)歷和求職信。我就這樣發(fā)現(xiàn)了她的天大錯(cuò)誤。”

　　她想應(yīng)聘市場(chǎng)營(yíng)銷(xiāo)部門(mén)，負(fù)責(zé)對(duì)沖基金。她還說(shuō)，對(duì)沖基金一般要的是“美女”，所以她覺(jué)得照片能給她更勝一籌。

　　雖說(shuō)往簡(jiǎn)歷里附照片在歐洲還挺正常的——有時(shí)還是應(yīng)聘公司的硬性規(guī)定——但在美國(guó)可沒(méi)這種習(xí)慣，甚至有時(shí)還會(huì)招致反感。就算有的公司要你附上照片，也要記得貼一張正式的個(gè)人近照。

　　科恩建議那位顧客不要放照片了，不僅因?yàn)檫@不合適，還因?yàn)檎掌瓷先ヒ策^(guò)時(shí)了。科恩說(shuō)道：“想想吧，如果你發(fā)現(xiàn)應(yīng)聘者扭曲了事實(shí)，會(huì)有多尷尬。就這件事來(lái)說(shuō)，那位顧客是附上了一張看上去老十歲的照片，”科恩還表示：“除了有一種‘誘導(dǎo)轉(zhuǎn)向法’之感，面試人員可能還會(huì)覺(jué)得，這個(gè)求職者是不是有點(diǎn)妄想癥啊，還是本身就愛(ài)撒謊。”

　　來(lái)自新加坡的SAP Asia資深招聘人員施凱·阿羅拉(Shikha Arora)對(duì)照片一事也有話說(shuō)。她在郵件中寫(xiě)到：“我收到過(guò)一份香港的簡(jiǎn)歷，應(yīng)聘人看上去是經(jīng)驗(yàn)豐富的專業(yè)人士。但他傳的文件居然有14MB那么大?？吹嚼锩媸鄰堈掌?，我真是嚇到了。”有的照片是應(yīng)聘者的獲獎(jiǎng)?wù)掌械氖顷P(guān)于他個(gè)人愛(ài)好的。

　　阿羅拉表示：“我不覺(jué)得這是推銷(xiāo)自己的好方法。”

　　說(shuō)什么，做什么

　　來(lái)自鳳凰城虛擬前臺(tái)服務(wù)公司Back Office Betties的艾米麗·拉魯希(Emily LaRusch)表示，她喜歡從一開(kāi)始就考察應(yīng)聘者對(duì)細(xì)節(jié)注不注意。在最近的一次崗位招聘中，她清楚地寫(xiě)明了兩條注意事項(xiàng)，還提醒應(yīng)聘者，凡不符合格式要求的，將不予以考慮。

　　短短兩天，她就收到了三十多份簡(jiǎn)歷，但只有三個(gè)人按她要求做了，而僅有一人英語(yǔ)語(yǔ)法掌握得不錯(cuò)。這也是唯一一個(gè)拉魯希考慮的人選。

　　拉魯希說(shuō)道：“這本該是求職者最用心的環(huán)節(jié)。我可不敢用連我的第一步要求都做不到的人。”

　　別自視過(guò)高

　　《鳳凰城新時(shí)代》(Phoenix New Times)的主編艾米·西爾弗曼(Amy Silverman)最近在該報(bào)的美食博客上公開(kāi)招聘美食評(píng)論家。但她很快發(fā)現(xiàn)一個(gè)問(wèn)題：“會(huì)吃飯的人都覺(jué)得自己能成為一個(gè)美食評(píng)論家。”

　　更讓人憂心的是，西爾弗曼發(fā)現(xiàn)，許多人不把應(yīng)聘程序當(dāng)回事兒。不管是拒交簡(jiǎn)歷的，還是編造借口的，她都見(jiàn)識(shí)過(guò)。有個(gè)應(yīng)聘者直接說(shuō)：“我沒(méi)簡(jiǎn)歷。我是個(gè)生意人，說(shuō)實(shí)話，我覺(jué)得簡(jiǎn)歷根本沒(méi)用。簡(jiǎn)歷上都是對(duì)方想讓你看到的，而不是這個(gè)人的真實(shí)概況。要想較為全面地了解一個(gè)人，只能通過(guò)親身接觸。”

　　不用說(shuō)，西爾弗曼肯定沒(méi)再考慮那位應(yīng)聘者。另一位應(yīng)聘者說(shuō)起自己“破壞”他人食欲經(jīng)歷，還有一位求職者甚至提到自己“對(duì)美食幾乎是一無(wú)所知”。

　　西爾弗曼的建議是：“如果你想找個(gè)文書(shū)崗。記住，求職信上不要出現(xiàn)拼寫(xiě)和語(yǔ)法錯(cuò)誤。”

　　We’ve all heard the stories about job interviews gone wrong, like the eager young applicant who brought a sandwich to the interview, because, after all, it was lunch time.

　　But a candidate’s first impression begins long before the interview. It starts with cover letter and CV or resume, which often are far from blemish-free.

　　BBC Capital asked recruiters, hiring managers, and career coaches to share some of the most egregious errors they see in applications — and how to fix them.

　　I can’t take a gamble on someone who can’t follow the first instructions I give. — Emily LaRusch

　　Cut and paste isn’t your friend

　　Matthew Lanier, a Boston-based corporate recruiter at technology staffing firm Eliassen Group, recalls the resume of an applicant in her twenties, who had mostly retail and customer-service experience. So he was surprised when lower down on the CV, he found an executive-level position with a major finance company and dates of employment spanning almost 10 years. Turns out the applicant had searched professional-looking resumes online, found one she really liked, and cut and pasted her own experiences over it. But, she mistakenly left some of the other person’s work history and personal contact information on the document.

　　“You have to assume that your entire resume will be looked at prior to being contacted, and that a careless mistake could be the difference between getting the job you want or being passed over,” wrote Lanier in an email.

　　There’s also another important reason to take the extra time—you can more easily support your story in interviews, according to Lanier.

　　“There is a huge difference between the candidate who can naturally apply their experience to the questions being asked of them versus one who is looking down at their resume for every answer,” he said.

　　Toss the form letter

　　When Ed Zitron, founder of EZPR, a public relations firm in San Francisco, listed an opening for a paid intern on InternMatch.com, he received more than 100 applications. Not one contained a personal cover letter.

　　“Every single one was a form letter, clearly copied and pasted,” said Zitron by email. Worse, almost none of the applicants even bothered to “put my name, or the firm's name, anywhere in the body” of the cover letter.

　　“I'm so easy to Google: you type my name in, there's my Twitter, there's my personal and my professional website,” Zitron said. “Getting even the most basic facts… is easy.”

　　His advice: Don’t send a generic cover letter, ever. Instead, share a bit of who you are and how that might relate to the position for which you are applying. Spend a few minutes Googling the firm. If you have a contact’s name, Google that person, too.

　　Be selective

　　Executive career coach Irene McConnell has clients who tell her they apply to more than 100 jobs per week. This is a big mistake, according to the director of Sydney-based Arielle Careers.

　　“The recruiters remember your name and begin to associate it with ‘that dude/gal who spams me every time I put a job ad up’,” McConnell said.

　　Think of it like a house that’s on the market for too long. You start wondering what’s wrong with it and why it won’t sell.

　　Don’t think recruiters don’t know which applications have made the rounds. Some tell-tale signs: a resume and cover letter that are completely non-aligned, the wrong recruiter's name or an incorrect role of interest, according to McConnell. The recruiting world is a lot smaller than you might think.

　　“If you damage your reputation in the eyes of recruiters, it will be more difficult to get a call back even when you put a thought-through application in,” McConnell said.

　　Keep photos to yourself

　　Roy Cohen, a New York-based veteran career counsellor and executive coach, remembers when a new client included an image of herself in a bikini in her application packet.

　　She had come to him for job search advice and strategy because she was frustrated that she wasn’t getting beyond the first round or getting many interviews.

　　“In advance of our first session, I asked her to provide me with a little background, a resume, and a sample cover letter,” said Cohen in an email. “That's how I discovered her very wrong approach.”

　　She wanted to work in marketing for a hedge fund and told Cohen that she knew that hedge funds typically hired "babes,” so she thought the photo might give her the upper hand.

　　While it is quite common in Europe to include a photo of oneself when applying for jobs – and sometimes it is even requested by companies – it is not expected and is often frowned upon in the US. Even where it is expected, keep it professional and current.

　　Cohen counselled his client against the use of the photo, not just for its inappropriateness but also because it was quite dated. “Imagine the awkwardness when you discover that a candidate has misrepresented the facts. In this case, by submitting a photo that is 10 plus years old,” said Cohen. “In addition to feeling like a ‘bait and switch’ occurred, interviewers are likely to wonder if the candidate is delusional or simply prone to lying.”

　　Shikha Arora, senior recruiter with SAP Asia, who is based in Singapore, has had other photo issues. “I received [an] application from an experienced professional from Hong Kong. The file size was 14 MB and I was taken aback to see more than 10 pictures shared in the document,” she wrote in an email. Some of the images were of the applicant receiving rewards and other showed him doing a favourite hobby.

　　“In my opinion, not the best way to tell and sell your story,” she said.

　　Follow instructions

　　Emily LaRusch, founder of Phoenix-based virtual receptionist services firm Back Office Betties, likes to test applicants’ attention to detail right from the start. Recently, she included in a job posting two straightforward instructions and a mention that anyone who didn’t apply as instructed wouldn’t be considered.

　　She received more than 30 applications in two days; only three people followed the instructions, and only one of them had a good command of English grammar. She is the only one who LaRusch is even considering for the post.

　　“This is supposed to be where applicants put their best foot forward, so I can’t take a gamble on someone who can’t follow the first instructions I give,” said LaRusch.

　　Don’t be too sure of yourself

　　Amy Silverman, managing editor of Phoenix New Times, recently advertised a food critic opening on the newspaper’s food blog. What she quickly learned: “Everyone eats so everyone feels like they could make a great food critic.”

　　More troubling, Silverman found that a lot of people out there don’t take the application process very seriously. Whether it’s refusing to submit a resume or making up excuses, she’s seen it all. As one applicant put it, "I don’t have a resume. I’m a business owner and, quite frankly, have complete disregard for resumes. They’re snapshots of what a person wants you to know, not a synopsis of who a person really is. That type of understanding can only be gained through interaction."

　　Needless to say, Silverman didn’t give the applicant a second glance. Another applicant talked about “wetting” one’s appetite and another who mentioned her own “little to none experience in food.”

　　Her advice: “If you want a job writing, don’t send a cover letter with typos and grammar errors.”

　　以上這些一定不要去做哦~