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Here Are Google, Amazon, and Facebook’s Secrets to Hiring the Best People 网络巨头的求贤秘诀 文/莎拉·库珀 译/廖白玲 By Sarah Cooper  Google, Facebook, Apple, Amazon, Google, Amazon. These top tech companies each receive over a quadril-lion[1] resumes per year. It’s safe to say they have a good process for choosing the best job candidates. But what is it? 谷歌、脸书、苹果、亚马逊，这些顶级科技公司每年各自会收到超过千万亿份的简历。可以有把握地说，这些公司为了选出最棒的求职者都有一套完善的操作流程。但那是什么呢？ [1] quadrillion 一千万亿；千的五次幂
No, it’s not that list of popu-lar Google interview questions you Googled on Google. In fact, their finely tuned[2] hiring process goes way beyond rudimentary[3] queries[4] on algorithms[5] and quantum physics. 不,不是你在谷歌上搜索到的那份流传甚广的谷歌面试问题清单。实际上，它们精心调整的招聘程序远远不止就演算法和量子物理学的基本问题提问那么简单。 [2] tune 调整，使协调。 [3] rudimentary 基本的；初步的。 [4] query 疑问；询问 [5] algorithms 算法。  If you, too, want to hire the world’s best top tech talent, try one of these secret hiring strategies. 假如你也想招到世界上最顶尖的科技人才，尝试一下这些招聘秘籍中的一种吧。
1. Begin phone screens 15 minutes early, 15 minutes late, or not at all To find people who are always ready for the job 提前或推迟15分钟开始电话面试，或者根本不进行电话面试——以找到总是随时候命的人。
Anyone can answer a series of prob-ing[6] questions when you call them at the expected time. But what happens if you call them when they’re still sleeping, in Zumba[7] class, or on the toilet? This is how the top tech companies find people who are ready for the job at any moment. 如果在预定的时间给应聘者打电话，任何人都能答出一连串试探性的问题。但是假如你在他们睡觉、上尊巴舞课或上卫生间时打电话，会发生什么呢？顶级科技公司就是这样找到可以随时候命的人才的。 [6] prob-ing 探查性的；追根究底的。 [7] Zumba 尊巴舞。  2. Make the interview schedule as con-fusing and unpredictable as possible To find people who don’t need in-structions 把面试日程安排得尽量混乱和难以预测——以找到无须指示的人。
Make sure that neither the interview-ers or interviewees have any idea what’s going to happen during the interview. This is a great indicator of who will perform best when no one has any clue what’s going on. 确保面试和被面试双方都不知道面试时会发生什么。这是判断在突发情况下谁将表现得最好的重要指标。
3. Make sure something goes wrong during the presentation To see how the candidate adjusts to less-than-ideal circumstances 确保在自我陈述环节出点乱子——看求职者如何应对不够理想的境况。
Purposely set up the candidate’s pre-sentation in a room where the equipment doesn’t work, which is probably any room. If the candidate is able to roll with it[8] and doesn’t mind adjusting, then that’s a good sign he’d be easy to work with. Bo-nus points are given for candidates who have a Plan B, Plan C and Plan D, which comes in very handy[9] in the tech world. 故意将求职者的自我陈述安排在一个设备坏了的房间，任何房间都行。若求职者能够从容应对并且不介意调整，这就是个好迹象，表明此人将更容易与人合作。有B计划、C计划和D计划的求职者能得到加分，这个本领在科技领域有用得着的时候。 [8] roll with it 从容应对,大事化小。源自美国俚语roll with the punches。 [9] come in handy 迟早有用，派得上用场。  4. During the interview, make a ton of incorrect assumptions To weed out candidates who are eas-ily annoyed 面试过程中做一大堆错误的假设——以淘汰那些容易被惹恼的求职者。 假如求职者的上一份工作。
If the candidate’s last job was at Twitter, say, “How long were you at Yahoo!?” Take note of the candidate’s tone when he corrects you. Is he a jerk[10] about it or does he stay cool? This is how tech companies find out what a candidate would be like to work with when the shit inevitably hits the fan[11]. 假如求职者的上一份工作是在推特，可以说：“你在雅虎干了多长时间！？”注意求职者纠正你时的语气。他是变得幼稚愚蠢还是保持冷静？科技公司由此判断在不可避免地遇到大麻烦时与之共事会是什么样子的。 [10] jerk〈美俚〉幼稚的人,傻瓜。 [11] when the shit hits the fan 当灾难临头时。
5. Ask the candidate to solve your own, specific problems Because you really need help with this problem 让求职者解决你工作中遭遇的具体问题——因为在这个问题上你确实需要帮助。
Tech companies often have candi-dates solve real problems they are cur-rently facing. This is a good way to get some free help with those problems. 科技公司常常让求职者解决公司目前面临的实际问题， 这是就那些问题得到免费咨询建议的好办法。  6. Have the interview frequently move between different rooms To find people who are still excited, even when they’re uncomfortable 频繁变换面试的房间——以找到即使感觉不舒适也仍然保持活跃的人。
Never let your job applicants get comfortable during the interview. This is how you find people who are uncom-fortably excited and also get around[12] the fact that no conference rooms were available for the entire day. 在面试过程中绝不要让应聘者感到舒适。这样能找到在不舒适状态下仍保持活跃的人，这也解决了会议室一天都被占用的问题。 [12] get around 克服，解决。
7. Ask the same questions over and over and over again To test consistency 反反复复地问同样的问题——以检测一致性。
In the tech world, predictability is a good thing. During the interview, don’t worry about asking the same question over and over again because you keep blanking out[13]. This is a great tool for testing the candidate’s consistency. Candidates should only be wildly in-consistent with their answers when in-terviewing for senior roles. 在科技领域，可预测性是优势。面试过程中，不要担心自己会因遗忘而反复发问同样的问题，这是检测求职者能否保持一致性的好方法。只有应聘高级职位的求职者才可出现前后答案迥异的情况。 [13] blank out 头脑一片空白  8. Conduct dual interviews with a good cop / bad cop vibe To find people who can multi-task under pressure 在一种好警察对坏警察的氛围中进行双重面试——以找到能在压力下完成多项任务的人。
Put the candidate in the middle of a conference room with interviewers at both ends of the table. Is the candidate able to simultaneously direct her at-tention to both interviewers while suf-ficiently answering each question at the same time? Or is she clearly exhausted and wondering why she even agreed to this interview? This is a great indicator of how the candidate will perform dur-ing a crunch[14]. 将求职者置于会议室的中间，考官坐在桌子的两端。求职者在充分回答每个问题的同时还能顾及两端的考官吗？还是她明显感到疲惫，在想她干嘛要同意来参加这个面试？这能很清楚地了解求职者在危机时刻的表现。 [14] crunch 危急关头，关键时刻，危机时刻。
9. Ask a question, then start typing very loudly To find people who remain focused despite distractions 提出一个问题，然后开始非常大声地打字——以找到在受到干扰时仍能集中注意力的人。
Ask the candidate a question. Then, as soon as he starts to answer, start typ-ing loudly. Apologize and say you’re “listening, just taking notes.” You could be taking notes, or you could be writ-ing an email to your estranged father, doesn’t matter. See if the candidate can remain focused on the question or if he gets lost. This will help you find candi-dates who don’t let tiny distractions get in the way of finishing the job. 向求职者提一个问题，当他开始回答时，你开始大声地打字。向他道歉，说你“在听，只是在做记录”。你可以做记录，也可以给疏远的父亲写一封电子邮件，没关系。看看求职者是继续将注意力集中在问题上，还是开始走神。这将帮助你找到不会让微小的干扰阻碍工作完成的求职者。
 10. Three months later, call and offer the candidate a job he didn’t apply for To find people who are determined 三个月之后，打电话给求职者，提供一份他并未申请的工作——以找到有决心的人。
This is a great way to weed out peo-ple who obviously didn’t really want the job in the first place. Does the candidate fight for the job he wanted? Does he take the offer because he thinks it’s the best he can get? Or does he turn it down because he already found another job months ago? This tactic is a good way to suss that out[15]. 这是一个很好的途径，能淘汰那些显然最初就不是真正想要这份工作的人。求职者为争取他想要的那份工作而努力了吗？他接受这份工作是因为他觉得这是他所能得到的最好的吗？或者他拒绝了，因为几个月前他已经找到了另一份工作？这个策略可将这些问题搞清楚。 [15] suss out 弄清楚 （选自《英语世界》2017年第2期）   |
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来自： smiller2016 > 《20170221》
