面試中逃跑的理由雙語

當一位未來僱主在工作還沒正式之前就提出了無理要求，那麼明顯說明你需要“跑路”了。接下來，小編給大家準備了面試中逃跑的理由雙語,歡迎大家參考與借鑑。

Job seekers have issues to keep them up at night. They worry that the beautifully crafted cover letters they're sending off won't be read and that plum jobs will go to less deserving candidates. They worry that their résumés don't showcase their shining accomplishments3 well enough to command the six-figure offers they're hoping for. If they're job hunting while working, they worry that a stray comment by a hiring manager or human resources screener to the wrong person will make its way back to their own boss. 有些事情讓求職者夜不能寐。他們擔心發出去的製作精美的簡歷沒人讀，肥缺被不如自己的人獲得。他們擔心簡歷沒有充分展示自己的光輝成績，那些成績足以爲他們贏得一份六位數薪水的工作。如果他們是一邊上班一邊找工作，他們會擔心招聘經理或人事和一個錯誤的人說漏嘴，而那話會傳到自己老闆耳朵裏。

These are all reasonable worries. Personally, I worry about something else—on behalf of job-seekers everywhere. I worry that they'll tumble into The Vortex and accept a job they should have scorned. 這些擔憂都是合理的。就個人而言，我倒爲天底下的求職者們擔心別的事情。我擔心他們會誤入“漩渦”，接受一個本來會去鄙視的工作。

What's The Vortex? It's the set of forces that overtakes a job seeker when he or she is deep into the selection process, somewhere between the first and third interviews, when the employer begins to send signals that he's interested. The Vortex is deadly, because in the face of all that approval and positive feedback (way more, in many cases, than we get on our jobs most of the time), it's easy to lose one's head. It's easy to overlook slights and red flags that should warn us away from dangerous waters. It's easy to get sucked into The Vortex and let our brains override4 what our instincts are telling us: that no matter how much wining and dining and affirmation is involved, some companies don't deserve our talents. “漩渦”是什麼?是在應聘過程中控制求職者的那種力量，通常在第一次面試到第三次面試之間、當僱主開始表示出興趣，求職者就會感受到這種力量。“漩渦”是致命的。因爲面對一切讚許、積極反饋(多數時候比我們在工作中遇到的多的多)，很容易失去自我、忽視那些警告我們遠離“危險”的徵兆。人們很容易被捲入“漩渦”，我們的大腦會忘了直覺：不論有多少好處，有些公司不值得爲其效力。

Charm Offensive 魅力攻勢

If we end up taking a job because of Vortex effects, we'll regret it, and we know it. That's why we've created this list of Six Reasons to Run from a job opportunity, no matter how pleasant and charming the company representatives are, and no matter how much latte, red wine, and discussion of end-of-year bonuses is involved. 如果我們在“漩渦”效應下接受了一份工作，那麼就會後悔。我們心裏也明白這一點。這就是爲什麼我們製作了這份“拒絕工作機會的六個理由”清單，不論公司代表多麼令人愉快、有魅力，不論喝上多少咖啡、紅酒、討論多少次年終獎金。

(You'll see that our list makes liberal use of the notion of Strong Mutual5 Interest. Each of us must determine on our own when SMI has been established, but it usually happens between the first and second interviews.) (你會發現我們的清單中自作主張地用到了“強烈的共同利益”概念。我們每個人都必須自己決定什麼時候建立SMI，但通常是在第一次和第二次面試之間。)

1) Your employment references are requested before a strong mutual3 interest is established. 在建立SMI(注：“強烈的共同利益”關係)之前，你被要求提供就業推薦人。

Any employer who values a job candidate also values his or her time and relationships. When a headhunter or company recruiter tells you "We'll need to call your references" too early in the game, they're sending a signal that the valuable time of your reference-givers is not nearly as valuable as the time that the company would waste in interviewing you before checking up on you. Your cue to bail4. 尊重求職者的僱主也一樣會尊重他/她的時間和關係。當一位獵頭或招聘公司過早地告訴你“我們需要打電話給你的推薦人”，這意味着你的推薦人的時間遠不及在覈查前面試你的時間那麼寶貴。這是提示你該“走路”的徵兆。

2) The employer asks for your Social Security number or your approval for a credit or background check before strong mutual interest is established. 在SMI建立之前，僱主詢問社會保障卡號、或要你同意對你的信用、背景進行調查。

When a company says, "We need to check on you before we can spare the time to talk with you," it's time to get out of Dodge5. A talent-focused employer will call you for a phone interview (at a minimum) before bothering you for personal information that they won't require if they don't make you a job offer. This type of batch6 processing shouts, "Get in line to genuflect7." Keep looking. 當公司說“我們先要查實一下你的情況之後纔有時間和你交談”，就該是逃離“騙局”的時候了。以人爲本的僱主在調查你的個人情況之前會對你進行(至少)一次電話面試。如果他們不打算給你機會則不會要求你提供個人信息。這種“整批處理”的含義是“排隊磕頭”。 要小心。

3) You're sent a questionnaire (not a job application) or online test to complete before you've had any human contact with the employer, including a phone call. 在和僱主進行任何接觸之前(包括電話)，就要求你填寫一份調查問卷(不是申請表)或在線測試。

When a company makes its selection process more efficient by shoving tests in your face before so much as chatting with you, they're sharing their views on reciprocity. "Prove to us that you're worth our time" is not the message that a talent-aware employer sends to the talented people applying to use their talents on its behalf. Reciprocity works in the same that permission-based marketing8 does; you give something to get something at every step in the process. A smarter company will chat with you, answer your questions about the job, and then ask, "Would you mind filling out our questionnaire, as the next step in the process? Can I answer any questions for you, to help you feel comfortable investing more time in our company?" 當公司還沒有和你說一句話，就讓你做測試來提高選拔過程效率，他們表達的是“互惠”。“向我們證明你值得我們花時間”不是一位有人才意識的僱主會給那些想要申請來發揮才幹的人發出的訊息;“互惠”和基於許可的行銷的運作方式是同樣的，在這個過程中每一步你都要給出某樣東西來獲得某樣東西。聰明的公司會先和你交談，回答你有關工作的問題，然後再問：“下一步你介意爲我們填寫調查問卷嗎?我能爲你在讓您爲我們公司投入更多時間上提供任何問題的解答嗎?”

4) Unreasonable or short notice to travel for interview. 通知你在不合理的時間或很短的時間內面試。

The Vortex becomes more powerful over time, and many a job seeker has called me excitedly to report, "They're flying me to New York City, tomorrow," without stopping to think: "Wait a second, they didn't ask me whether it was convenient for me to fly to New York City, now that I think about it." I know of one situation in which a candidate was pressured to fly to the company's headquarters on his wife's birthday. He was told, "If this isn't a priority for you, it isn't a priority for us, either." He wavered for an hour or two before telling them: "If my personal life and my most important relationship aren’t important to you, I don't want to work for you." If they really want you, they can wait a day or two. “漩渦”會越來越強，許多求職者興奮地對我說：“他們明天用飛機把我接去紐約面試。”這些人沒有停下來想一想：“等等，現在我想到了，他們沒有問過我飛去紐約對我來說方不方便。”我知道有一個故事，應聘人被要求在妻子生日那天趕去公司總部。他被告知：“如果工作對你不重要，那麼你的工作對我們也不重要。”他考慮了一兩個小時，然後告訴他們：“如果我的個人生活和我最重要的關係對你來說不重要，那麼我也不想爲你工作。”如果公司真想聘用你，他們可以等上一兩天。

5) You're told you can't meet the team, or see the employee handbook, or meet clients (if appropriate) before an offer is extended. 在給你工作之前，你被告知不能見團隊、或看員工手冊或見客戶(即使這些要求是適當的)

This is a big, neon red flag that plenty of job seekers miss in the swirling3 colors of The Vortex. You need to meet your co-workers. Period. You need to see the employee handbook, which you'll be expected to adhere to during your tenure4 with the company and which will govern your working relationship. If you will work closely with a client at a senior level, it could make sense for you to meet with someone from the client's team before accepting the job. Ask yourself: Why wouldn't they let me meet the team or read the handbook? What is this employer afraid of? 這是一個大大的危險信號。許多求職者在“漩渦”中沒注意到。你需要見你的同事。就這麼簡單。你需要看員工手冊，它會告訴你你將在實習期間遵守的、主導你工作關係的東西。如果你將和某位高級客戶密切合作，那麼在獲得工作之前，讓你和某位來自客戶團隊的人員見面是合理的。問一問自己：“爲什麼他們不讓我見團隊、讀員工手冊?僱主怕什麼?”

6) All communication is funneled5 through the HR rep or the headhunter. 一切溝通通過人力資源代表或獵頭

Practical matters, like interview times and paperwork flying back and forth6, doesn't need to take up a hiring manager's time. It makes sense to have an HR point person or third-party recruiter handling communication with a candidate over these "mechanical" issues. But if you're really interested in a job and have a question for your prospective manager, the manager absolutely needs to take that call. If you can't get the manager's attention now, what makes you think you'll be able to when you work there? 諸如面試次數、來往文件這些事情不需要佔用招聘經理的時間。雖然讓人力資源部門的“接口人”或第三方招聘人來進行“機械”程序的溝通是合理的，但是如果你對工作真的感興趣，而且有問題要問未來經理，那麼未來經理絕對需要回答。如果你現在得不到經理的關注，你又怎麼能認爲工作後就會受到關注呢?

Leave any of these six scary Vortex situations behind and don't look back—you'll have dodged7 a bullet. You have a lot to offer, and if an employer can't see it as the selection process unfolds, your talents are better used elsewhere. 遠離這六個恐怖的“漩渦”。對它們義無反顧——那麼你就會躲過一劫。你是如此有才華，如果僱主在選拔過程中看不到，那麼別的地方也許能更好地發揮你的才華。