The Pros and Cons of Interview

 

面试的利弊

It often happens that a number of applicants with almost identical qualifications and experience all apply for the same position.

许多资历与工作经验几乎相同的求职人员竞聘同一职位，这是常发生的情况。

In their educational background,special skills and work experience,there is little, if anything,to choose between half a dozen candidates.

从他们的教育背景，特殊技能及工作经验方面来看，有五六个应聘者难分高下，

How then does the employer make a choice?

那么招聘者如果做出选择呢？

Usually on the basis of an interview.

通常是通过面试来确定。

There are many arguments for and against the interview as a selection procedure.

对于将面作为一种招聘人才的方式，人们的意见褒贬不一。

The main argument against it is that it results in a wholly subjective decision.

反对面试取人的主要理由是面试会导致完全主观性的决定。

As often as not, employers do not choose the best candidate,they choose the candidate who makes a good first impression on them.

招聘者往往选择的不是最好的，而是给他们第一印象良好的应聘者。

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.

当然，对这种反对意见，一些招聘者会说他们自己在面试员工方面经验丰富，能够对每一个应聘者可能会有的表现作出合理的评估。

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.

赞同面试的主要理由—或许这还是一个很好的理由—是认为招聘者不仅看重应聘者的能力，还要看应聘者的个性是否能适应特殊的工作环境。

Many employers, for example,will overlook occasional inefficiencies from their secretary provided she has a pleasant personality.

比如，对于许多雇主来说，如果他们的秘书具有很好的性格，偶尔的工作失误他们并不在意。

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，也许可以说面试的真正目的不是评估每一个应聘者可评估的方面，而是对其无形的方面进行推测，比如，个性，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，无论是雇主还是应聘者，许多人能力很强但面试表现不佳。

There are also, of course, people who interview extremely well,but are later found to be very unsatisfactory employees.

当然，也有人面试很成功，但后来的工作表现并不令人满意。

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.

面试表现良好的求职者往往很自信，但从不自夸；提问和回答时，言语坦诚直率；乐观友好，但从不过分亲密；真挚，热情，乐观向上。

Candidates who interview badly tend to be at either end of the spectrum of human behaviour.

面试不佳的人往往会表现出人力行为的两种极端，

They are either very shy or over-confident.

他们或者非常羞涩，或者过于自信。

They show either a lack of enthusiasm or an excess of it.

他们或者缺乏热情，或者热情过度。

They either talk too little or never stop talking.

他们或者只言片语，或者喋喋不休。

They are either over-polite or rudely abrupt.

他们或者过度礼貌，或者鲁莽粗鲁。