Some things can’t quite be measured by a sterling resumé and perfect answers to standard job interview questions.求职者的一些层面没法根据一份出色的个人简历来考量，而极致地回应规范面试的问题也不可以。More and more companies today are realizing the need to test prospective employees to see if they’re a cultural fit. If you’re a more laid-back, casual company, someone used to a Wall Street environment might be a poor fit, even if they can perform the job admirably. Likewise, if your business moves at entrepreneurial speed, you want someone open to change and able to think on their toes.现如今，愈来愈多公司意识到很必须去测试将来员工与公司的文化艺术契合度。假如你的公司是一所较为悠闲自在，随便的公司，那麼一些以前习惯性在美国华尔街工作中的人很有可能就不适合了，即便她们的工作业绩十分优异。一样的，假如你的公司做生意以公司的发展趋势速率前行，你期待有些人具有灵便度而且维持警惕性。How important is a positive company culture (and finding the right employees who jibe with that culture)? According to the Society for Human Resource Management, the cost of turnover due to a poor cultural fit can be 50 to 60 percent of that person’s annual salary.一种正脸的公司文化艺术(及其寻找最好公司文化艺术的员工)究竟有多么的关键呢?依据英国人力资源资源优化配置研究会的科学研究，由极端文化艺术契合度导致的工作人员外流成本费，有可能做到那人的薪资的百分之五十到六十。Making sure that someone doesn’t violate your company’s “No Jerks” rule doesn’t just make your employees happy, it keeps the bottom line in order.保证 某一人不容易违背公司的“怪咖别谈”标准不但给你员工觉得舒服，但可以维持道德底线秩序井然。Here are three ways you can test for cultural fit at your next interview.下边的三个方式能够 协助你一直在下一次的招聘面试之中测试公司的文化艺术契合度。
Employment Period招骋环节You wouldn’t buy a car without a test drive. I don’t believe you should hire an employee without putting them through a trial run, even something as simple as a day or two.你肯定不会在沒有驾驶证的前提条件下买一辆车。我不会觉得你能让一名员工立即绕过测试环节就录取，即便一些事儿如同一两天这么简单。Companies such as Joor and Sequoia Capital are among the many workplaces all over the country that test for cultural fit by hiring them for a short period. They pay the employee a fair stipend and cover the travel costs, if they’re coming from out of the area.例如Joor和Sequoia Capital的公司便是中国诸多根据短期内雇佣员工来测试文化艺术契合度的公司。她们会付款给员工一笔丰厚的补贴而且报销差旅费用，假如她们来源于别的地区得话。Only do this when you’re at the finalist stage, though. This can be a highly effective way to see how your employees feel about the prospective hire. It also is their chance to prove to you that they can back up what they’ve boasted in the cover letter.但是，你只有在最终的环节开展这一步。这会是一个十分合理的方法来看的员工针对将来招骋的觉得。另外也是她们的机遇来证实她们可以以身体力行证实她们在自荐信中引以为傲的工作能力。It’s risky and non-traditional, but I think it’s such a smart way to hire. I wish more companies took this route. They’d learn at day one (not 3 months later) that the employee is a poor cultural fit, saving tens of thousands of dollars down the line.这是一个挺探险又反传统式的方式，但是我觉得这一招聘方法十分聪明。希望愈来愈多的公司会选用这类方式。她们会在第一天(而不是三个月后)掌握到这一员工与公司的文化艺术不兼容，那麼接下去就能省下不计其数的费用预算了。
Have Interviewees Take a Personality Test让员工参加个性测试Another tactic many companies use to learn more about prospective hires is to have them take a personality test. The Myers-Briggs Type Indicator is a popular one.很多公司会采用的另一个更掌握将来员工的方式，便是让她们参加个性测试。《迈尔斯?布里格个性类型测量表》便是很常见的一个测试。If you go this route, make sure to test your employees as well, so you have a control group. If you have a team full of extroverts, hiring an introvert might make that person feel all alone. Maybe you have a good balance on that, but need more of a critical thinker.假如你赶到了这一步，请保证 还要测试你的员工，那样你也就能有一个控制组。假如你的精英团队全是性格外向性情人员，那麼招骋一名内向型工作人员则会使他觉得单独出外。或许你可以在这些方面获得不错的均衡，可是你更必须批判性思考者。While it’s not an official indicator of personality, the test can give you more information into the mind of a potential hire. You’re not alone: 89 of the Fortune 100 companies use some element of Myers-Briggs in the hiring process.尽管这不是官方网的个性测试，可是这一测试可以给你出示其他信息去掌握这一潜在性聘员的心理状态。采用这一测试的并不只是大家一家公司：財富100强公司中有89家都会招骋环节中应用的《迈尔斯?布里格测试》之中的某一方式。
Ask Open-Ended Questions提出问题敞开式的难题Asking seemingly random questions is a staple of the hiring process at Google. While they used to ask embarrassingly wacky brain teasers as a way to thin the herd, the company has started asking more practical questions that give insight into the personality of the prospect.Google公司的招聘面试全过程都会明确提出一些看起来随意的难题。尽管她们习惯明确提出令人难堪又费脑的难题来挑选优秀人才，可是这个公司也开始了提出问题更具体的难题，为此掌握这名将来聘员的个性化。
Here’s a look at some of the cultural questions that potential hires have been asked by Googlers:下边大家看来一些Google招聘者会提出问题求职者的有关文化艺术契合度的难题：“Which do you think has more advertising potential in Boston, a flower shop or a funeral home?”“您觉得在墨尔本这一大城市，哪一个领域广告宣传发展潜力更大?鲜花店還是宾仪馆?”“How many ways can you think of to find a needle in a haystack?”“你可以想到是多少种方式在干草堆里寻找一根针?”“Do you prefer earning or learning?”“你喜爱挣钱多一点還是学习培训多一点?”These questions are designed to get interviewees out of their comfort zone. Almost every interviewee has practiced responses and is ready to respond to the same questions they’ve heard over and over. You don’t want to know what they’ve rehearsed. You want to know how they work.这种难题全是以便让求职者跳出来她们的舒适区。基本上每一个求职者都训练过她们的回应，准备好回应这些老调重弹的难题。你不想了解她们排演了哪些內容，你要了解的是她们的工作方式。
With these questions, you can gain valuable insight into how their mind works and find out if they would be a great fit with your team.带著这种难题，你能对她们的心态有着了有使用价值的看法，而且看一下她们是不是合适在你的精英团队里工作中。