Recruiters say that the answers to these questions tell them the most about what kind of employee you’ll be (and they have nothing to do with your skills).面试官认为最能体现面试者潜能(与技能无关)的答案是以下这些。Everyone wants to look like the best version of themselves at a job interview. And while many of us would think of ourselves as honest, most of us have probably been a little dishonest when we’re interviewing for a job. For instance, no matter how true it is, no one would say, “I’m disorganized and forgetful” when a hiring manager asks about your weaknesses.每个人都想在求职面试中展现自己最好的一面。虽然我们中的很多人会认为自己是诚实的，但当我们面试一份工作的时候，我们大多数人可能都有点不诚实。例如，不管它有多真实，当招聘经理问起你的缺点时，没有人会说，“我没有条理、健忘”。
But certain questions are hard to BS our way through, and reveal a lot about who we are as a person and how we would be as workers. Here are the questions that hiring managers and recruiters consider to be the most revealing about job candidates they interview.但是，有些问题很难通过我们的方式来解决，并且揭示了我们以及我们作为职员的性格。以下是招聘经理和招聘人员认为最能透露应聘者面试情况的问题。
WHAT WERE YOU DOING ON YOUR VERY BEST DAY AT WORK?工作状态最好时你在做什么?
Lori Goler, Facebook’s head of people, asks this question to most candidates who interview with the social media giant–whether they’re applying to be a sales intern or a UX researcher. As she explained in a previous Fast Company article, it’s a question that really reveals a candidate’s strengths and talents, which Goler can then compare against the company’s needs. When she asks candidates these questions, she also hints, “It was probably a day where you lost track of time because you were so engrossed in your work.” She wrote, “We want you to do that not just on your best day, but every day.”Facebook的负责人Lori Goler向大多数参加面试的候选人提出这个问题:他们是在希望成为销售实习生还是UX研究员。正如她在之前的Fast Company文章中所解释的那样，这是一个真正揭示求职者的优势和才能的问题，Goler可以以此根据公司需求来选择候选人。当她问求职者这些问题时，她也暗示说:“可能有一天你太投入工作导致忘记了时间，我们希望你不止精力充沛时可以做到这一点，而是每天都可以。”
TELL ME ABOUT YOUR MOST SIGNIFICANT TECHNICAL ACCOMPLISHMENT, THE PROJECT YOU’RE MOST PROUD OF工作上最大的成就是什么?最满意的项目成果是什么?
When Max Brown was a recruiter at Tesla, this was a question he regularly posed to prospective technical hires. Surprisingly, a lot of them trip up. As he wrote in a recent Fast Company article, “Most people’s first instinct is to pick the project or achievement that sounds the most substantial on paper–but that’s not always the one that illustrates their actual technical ability.”Max Brown是特斯拉(Tesla)的招聘人员时，他经常向候选技术人员提出这个问题。令人惊讶的是，他们中有很多人都掉入陷阱了。正如他在最近的Fast Company的一篇文章中所写，“大多数人的第一反应是选择理论上听起来最重要的项目或成就，但这并不能准确反应他们实际的技术能力。”
That’s because candidates are often only responsible for one aspect of a project–and are unable to elaborate on specifics when Brown and his team pressed for them. It also gave the impression that they were “exaggerating their capabilities,” and also doesn’t leave much room for a productive technical discussion. Eventually, Brown told candidates before their interviews that this question is their one chance to showcase their expertise on something, even if it seems small.这是因为候选人通常只负责一个项目的一个方面，当Brown和他的团队要求他们时，他们不能详细说明细节。这也给人一种 “夸大了自己的能力”的印象，也没有留下多少空间进行有效的技术讨论。最终，布朗在面试前告诉应聘者，即使这个问题看起来不重要，但这是他们展示自己专业知识的机会。
Although this is tech-specific, Brown says the principle can apply to all interviews. Answers to this question, Brown wrote, can signal whether a prospective employee has grit, rigor and ownership. He urged interviewees, “You might think you’re boring interviewers with your story about something relatively small that you worked on, but if that’s the thing that lets you really dig into your knowledge base, go with it.”尽管这里的例子是技术方面的，但Brown表示这个原则可以适用于所有的面试。他写道，对这个问题的回答可以表明未来的员工是否有勇气、是否严谨、有没有主人翁精神。他向候选人建议说:“你可能认为介绍那些细枝末节都很乏味，但如果这可以让你真正展示自己的基础知识，那就大胆去做吧。”WHY SHOULDN’T I HIRE YOU?我们为什么不选择你?Curveball questions aren’t always effective, but the right ones can provide telling insights. As Lydia Dishman previously reported for Fast Company, Jay Gould, an investor and founder of ad-tech firm Yashi (now part of Nexstar Media Group), used to look every interviewee in the eye and ask them, “Why shouldn’t I hire you?”曲线球的问题并不总是有效的，但是正确的问题可以提供深刻的见解。正如Lydia Dishman之前在 Fast Company中提到的，投资者和广告技术公司Yashi(现在是Nexstar Media Group的一部分)的创始人Jay Gould过去常常看着每一位面试人，问他们:“为什么我不应该聘用你?”
The goal isn’t to trip them up, but to assess their self-awareness, integrity, and honesty. Thinking too long on the question, for example, might indicate that they’re hiding something. And based on years of experience, Gould told Fast Company that he could tell if they were being honest or not by the way they answered the questions.我们的目标不是去为难他们，而是评估他们的自我意识、正直和诚实度。例如，对这个问题想得太久可能表明他们在隐瞒什么。根据多年的经验，Gould告诉我们，他可以通过大家回答问题的方式来判断他们是否诚实。
What Gould looked for were the candidates who demonstrated an ability for pattern recognition, and those that were successful tended to draw examples from their “experience, intuition, and common sense.” He also paid close attention to their body language. If someone crossed their arms, for example, that “unconsciously communicates arrogance and defensiveness.”Gould所寻找的是那些表现出模式识别能力的候选人，那些成功的人倾向于从他们的“经验、直觉和常识”中举出例子。他还密切关注他们的肢体语言。例如，如果有人交叉双臂，这表示“无意识地交流傲慢和防御。”
HOW DID YOU PREPARE FOR THIS INTERVIEW?你是如何准备面试的?Josh Millet, CEO and founder of pre-employment test software company Criteria Corp, likes to ask this “meta” question to get a sense of the applicant’s attention to detail. He previously wrote for Fast Company, “Asking about interview prep forces them to stay on their toes. I can almost always tell whether you’ve Googled our company last-minute or have really done your homework.”就业前测试软件公司Criteria Corp的首席执行官兼创始人Josh Millet喜欢问这个问题，以了解申请人对细节的关注程度。他之前在文章中写道：“询问面试准备迫使他们保持警觉。我能辨别出你是最后一分钟用谷歌搜索了我们的公司还是真的做作业了(提前了解公司和行业等)。
“Doing your homework” is more than just looking at Glassdoor reviews and the company’s social media pages, Millet asserted. Rather, he’s looking for a specific insight, query, or comment they can have a conversation about. He talked about a candidate who made the following observation to him: “When I was browsing your site, I thought it was so smart to include sample score reports in the testing section. That’s the first thing I’d want to see if I was an employer considering purchasing your product.”Millet称，“做作业”不仅仅是看Glassdoor的评论和公司的社交媒体页面。相反，他在寻找一种特定的见解、查询或评论方式，让他们可以借此交谈。他谈到了一位求职者，他对他说:“当我浏览你们的网站时，我认为在测试部分包括样本评分报告是非常明智的。如果我是一个考虑购买你们产品的雇主，这是我想知道的第一件事。
Millet explained, “This little anecdote tells me you took more than a cursory glance at our site.”Millet表示：“这件小事告诉我们你不是瞄了一眼我们的网站就来面试了，而是做了细致的观察。”
WHAT QUESTIONS DO YOU HAVE FOR ME?你对我们有什么想问的吗?
There’s a reason why almost every interview ends like this–it’s because sometimes the questions you ask the interviewer really does say a lot more about you than the questions you answered.几乎每一次面试都是这样结束的，这是有原因的，因为有时候你问面试官的问题比你回答的问题更能说明你的问题。
Ayah Bdeir, founder and CEO of technology kit company Littlebits, previously told Fast Company that this cliched question is extremely important because having specific questions about the company or the role illustrates a candidate’s curiosity and willingness to go the extra mile. Not having any questions, on the other hand, can give the impression that a candidate is lazy, disinterested, or not completely serious about applying for a job with the company. Many managers and recruiters agree that not having any questions is the worst response a candidate can have.技术装备公司Littlebits的创始人兼首席执行官Ayah Bdeir此前曾告诉Fast company，这个问题非常重要，因为对公司或职位的具体问题表现了求职者的好奇心和愿意多走一步的意愿。另一方面，如果没有任何问题要问的话，就会给人留下一种你懒惰、对公司或职位不感兴趣，或者不认真地申请了这份工作的印象。许多经理和招聘人员都认为，没有任何问题是求职者最糟糕的反应。
In a previous Fast Company article, Amazon HR recruiter Darell Jackson said that questions asked about the hiring manager’s point of view, such as, “What do you like about working here?” show that interviewees are thinking about their careers in the long term. Joe Anthony, president of financial services PR firm Gregory FCA, told Fast Company that the question, “How do your client and customer define success?” can also make a candidate stand out.在之前的一篇文章中，亚马逊人力资源公司的招聘人员Darell Jackson说，“你喜欢在这里工作吗?”等关于招聘经理观点的问题表明面试者在考虑他们的长期职业生涯。金融服务公关公司Gregory FCA的总裁Joe Anthony告诉Fast Company，类似“你的客户是如何定义成功的?”的问题也可以让候选人脱颖而出。
He said, “Too many questions focus on details of the job; i.e., daily routine, and less on the big picture.” This question illustrates a candidate’s ability to see how their role fits in to the big picture, as well as their drive to bring value and be successful at the company.他说：“大多数人的问题都集中在工作细节上，比如每天的日程，对整体的关注太少。”这个问题说明了一个求职者是否有能力看清楚自己在公司大局中的作用，以及他们是否有能力为公司创造价值、带来成功。
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