遇到最能體現你潛能的五個面試問題，該如何回答呢？

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).

面試官認爲最能體現面試者潛能（與技能無關）的答案是以下這些。

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.

每個人都想在求職面試中展現自己最好的一面。雖然我們中的很多人會認爲自己是誠實的，但當我們面試一份工作的時候，我們大多數人可能都有點不誠實。例如，不管它有多真實，當招聘經理問起你的缺點時，沒有人會說，“我沒有條理、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，有些問題很難通過我們的方式來解決，並且揭示了我們以及我們作爲職員的性格。以下是招聘經理和招聘人員認爲最能透露應聘者面試情況的問題。

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的負責人Lori Goler向大多數參加面試的候選人提出這個問題:他們是在希望成爲銷售實習生還是UX研究員。正如她在之前的Fast Company文章中所解釋的那樣，這是一個真正揭示求職者的優勢和才能的問題，Goler可以以此根據公司需求來選擇候選人。當她問求職者這些問題時，她也暗示說:“可能有一天你太投入工作導致忘記了時間，我們希望你不止精力充沛時可以做到這一點，而是每天都可以。”

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)的招聘人員時，他經常向候選技術人員提出這個問題。令人驚訝的是，他們中有很多人都掉入陷阱了。正如他在最近的Fast Company的一篇文章中所寫，“大多數人的第一反應是選擇理論上聽起來最重要的項目或成就，但這並不能準確反應他們實際的技術能力。”

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.

這是因爲候選人通常只負責一個項目的一個方面，當Brown和他的團隊要求他們時，他們不能詳細說明細節。這也給人一種 “誇大了自己的能力”的印象，也沒有留下多少空間進行有效的技術討論。最終，布朗在面試前告訴應聘者，即使這個問題看起來不重要，但這是他們展示自己專業知識的機會。

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.”

儘管這裏的例子是技術方面的，但Brown表示這個原則可以適用於所有的面試。他寫道，對這個問題的回答可以表明未來的員工是否有勇氣、是否嚴謹、有沒有主人翁精神。他向候選人建議說:“你可能認爲介紹那些細枝末節都很乏味，但如果這可以讓你真正展示自己的基礎知識，那就大膽去做吧。”

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?”

曲線球的問題並不總是有效的，但是正確的問題可以提供深刻的見解。正如Lydia Dishman之前在 Fast Company中提到的，投資者和廣告技術公司Yashi(現在是Nexstar Media Group的一部分)的創始人Jay Gould過去常常看着每一位面試人，問他們:“爲什麼我不應該聘用你?”

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.

我們的目標不是去爲難他們，而是評估他們的自我意識、正直和誠實度。例如，對這個問題想得太久可能表明他們在隱瞞什麼。根據多年的經驗，Gould告訴我們，他可以通過大家回答問題的方式來判斷他們是否誠實。

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所尋找的是那些表現出模式識別能力的候選人，那些成功的人傾向於從他們的“經驗、直覺和常識”中舉出例子。他還密切關注他們的肢體語言。例如，如果有人交叉雙臂，這表示“無意識地交流傲慢和防禦。”

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.”

就業前測試軟件公司Criteria Corp的首席執行官兼創始人Josh Millet喜歡問這個問題，以瞭解申請人對細節的關注程度。他之前在文章中寫道：“詢問面試準備迫使他們保持警覺。我能辨別出你是最後一分鐘用谷歌搜索了我們的公司還是真的做作業了（提前瞭解公司和行業等）。

“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稱，“做作業”不僅僅是看Glassdoor的評論和公司的社交媒體頁面。相反，他在尋找一種特定的見解、查詢或評論方式，讓他們可以藉此交談。他談到了一位求職者，他對他說:“當我瀏覽你們的網站時，我認爲在測試部分包括樣本評分報告是非常明智的。如果我是一個考慮購買你們產品的僱主，這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：“這件小事告訴我們你不是瞄了一眼我們的網站就來面試了，而是做了細緻的觀察。”

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.

幾乎每一次面試都是這樣結束的，這是有原因的，因爲有時候你問面試官的問題比你回答的問題更能說明你的問題。

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.

技術裝備公司Littlebits的創始人兼首席執行官Ayah Bdeir此前曾告訴Fast company，這個問題非常重要，因爲對公司或職位的具體問題表現了求職者的好奇心和願意多走一步的意願。另一方面，如果沒有任何問題要問的話，就會給人留下一種你懶惰、對公司或職位不感興趣，或者不認真地申請了這份工作的印象。許多經理和招聘人員都認爲，沒有任何問題是求職者最糟糕的反應。

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，亞馬遜人力資源公司的招聘人員Darell Jackson說，“你喜歡在這裏工作嗎?”等關於招聘經理觀點的問題表明面試者在考慮他們的長期職業生涯。金融服務公關公司Gregory FCA的總裁Joe Anthony告訴Fast Company，類似“你的客戶是如何定義成功的?”的問題也可以讓候選人脫穎而出。

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.

他說：“大多數人的問題都集中在工作細節上，比如每天的日程，對整體的關注太少。”這個問題說明了一個求職者是否有能力看清楚自己在公司大局中的作用，以及他們是否有能力爲公司創造價值、帶來成功。