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Employers aregetting more creative with their questions to help evaluate apotential hire's skills, personality and fit with the company'sculture.
雇主们越来越喜欢问一些有创意性的问题，以此来评估雇员们的技术、个性以及其是否能融入公司文化。
'Asking one of these questions can
throwoff a little, and you get a real answer, not something
theyrehearsed over and over', said Allison Berry, Glassdoor
communityexpert.
Glassdoor社区的专家埃里森·贝利表示：“问这些问题可以对面试者来个出其不意，从而让他们答出真正的答案，而不是那些他们练习了一遍又一遍的答案。”
Here are 10 tough interview questionsjob
candidates reported being asked：
以下是一些面试者曾经遇到的十个难以回答的问题：
1."How do you explain a vendingmachine to someone who hasn't seen or used onebefore?" 1.“如果一个人既没见过也没用过自动贩卖机，你准备怎么向这个人解释这个东西？”
You are really good at what you do.
Butare you able to convey your knowledge to people outside of
yourfield? That's what this question is getting at,
explainedBerry.
贝利解释道，你可以在你所做的领域很出色。但是如果你向这个领域外的人介绍你的知识呢？这就是这个问题的重点所在。
A person in this position is
miningthrough data all day long, she said. "They are looking to
findpeople who can communicate well and share results with people
whomight not be as well versed in data."
这个职位上的人整天都沉浸在数据的海洋里。她说道：“他们要的是有很强的沟通能力，能把结果告诉那些并不精通数据的人。”
2."How many fire hydrants are there inLos Angeles County?" 2.“洛杉矶县有多少个消防栓？”
Chances are the employer doesn't knowthe
answer to this question, and is really looking to see how
acandidate would solve the problem.
候选人该感到幸运，因为他的雇主也不知道这道题的答案，这真是在考验他们解决问题的能力。
Walk them through how you would
approachthe problem, don't get tripped up doing math,
Berryrecommended.
贝利建议，告诉他们你解这个问题的思路，不要死脑筋地进行数学运算。
3."If your current employer had ananniversary party for you, what five words would be written on thecake to describe you?" 3.“如果你现在的老板为你举办了一个周年纪念派对，哪五个词会被写在派对的蛋糕上来形容你？”
While some people aren't
comfortabletooting their own horn, showcasing your talents is key
in aninterview. "You are one of many candidates, you have to show
whyyou deserve the job over the others," said Berry.
尽管人们都不喜欢吹自己的牛，但是展示你的能力是面试中的重要一点。贝利说道：“你是众多候选人中的一个，你要展示出你能胜任这项工作的原因”。
4."Who in history would you want to goto dinner with and why?" 4.“你最想和哪个历史上的人物共进晚餐？为什么？”
This is a good example of an
employertrying to evaluate whether a candidate would fit in with
thecompany's culture and who a person is outside out of
work,explained Berry
贝利解释说：“这是个极好的例子，雇主可以通过这个问题考察候选者是否能融入公司文化，哪些人不能胜任工作”。
5."Prove that hoop stress is twice thelongitudinal stress in a cylindrical pressure vessel." 5.“证明在压力容器中环向应力是纵向应力的两倍。”
While hiring managers want a glimpse
ofan interviewee's personality, they also want to know a
candidatehas the required skills.
在招聘人才时管理者需要了解面试者的个性，但也要知道他们是否拥有胜任工作需具备的技能。
6."What's the capital ofCanada?" 6.“加拿大的首都是哪？”
This is an example of a question that
isso random that it can get a candidate off any
rehearsedanswers.
这个问题相当随意，候选人根本不用多加考虑。
They aren't necessarily looking for
theright answer, said Berry. "One thing you could say, 'oh, I
don'tknow that off the top of my head, but I do know the major
citiesinclude...'"
贝利说道：“他们并不是真想听到正确答案。你可以说‘呃，这个我怎么想都想不起来，但是我知道一些重要城市，比如……’”
7."Name a brand that represents you asa person." 7.“说一个能代表你的公司名称。”
Try and tie your answer back to
theposition, but don't feel like you have to name the company you
areapplying to work for, advised Berry.
贝利建议：“试着设身处地地将自己放到那个问题情境中，但是别老想着用你来参加面试的这个公司的名字”。
8."Estimate how many employees are inthe next building" 8.“估计一下旁边那栋楼里有多少员工？”
Here's a chance to show off yourcritical
thinking skills on how you tackle problems.
这是你表现批判性思维的机会，向他们展现你怎么着手解决这个问题。
Count the number of floors, windows
andhow many people per area and then explain your math,
recommendedBerry.
贝利的建议是：数楼层、窗户数以及每块区域有多少人，然后用数学进行计算。
9."How many happy birthday posts doyou think Facebook gets in one day?" 9.“你觉得Facebook上一天有多少人会过生日？”
This is a dual purpose question:
Theinterviewer is evaluating how much you know about the company
andtesting your problem-solving skills.
这个问题有双重目的：面试官想考察你有多了解Facebook这家公司以及你解决问题的能力。
10."If you could take anyone on a roadtrip with you, who would you take and why?" 10.“如果你可以带任何人去自驾游，你会带谁去？为什么？”
Employers like to ask potential newhires
who will interact with customers questions to
gaugepersonality.
雇主喜欢通过问那些将来要和客户交流的雇员一些问题来评估他们的性格。
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