雙語應聘切忌誇誇其談

向面試官表明，他們有信心、有能力從事所應聘的崗位。接下來，小編給大家準備了應聘切忌誇誇其談,歡迎大家參考與借鑑。

　　應聘切忌誇誇其談

Last summer, Lisa Harrell interviewed a candidate for a director job who offered a list of impressive accomplishments1. But during the 60-minute meeting, the Ivy2 League candidate never paused long enough for the recruiter to ask just how he executed on them.

2008年夏，麗莎•海羅爾(Lisa Harrell)面試了一個應聘經理崗位的人，他簡歷上的工作成就給人留下深刻的印象，但在60分鐘的面試過程中，這位畢業於“常春藤聯盟”(Ivy League)名校的求職者始終滔滔不絕，面試官根本沒機會插嘴詢問他到底是如何實現這些成就的。

'In the end, he took a breath and said, 'After my first 90 days, what is my next step?'' recalls Ms. Harrell, vice3 president of human-capital development at UnitedHealth Group Inc. in Minnetonka, Minn. His bravado4 cost him the job, she says.

“最後，他抽空喘了一口氣，問我：‘過了90天的試用期，我會有怎樣的發展機會?’”位於明尼蘇達州Minnetonka市的UnitedHealth Group Inc.人力資源發展部副總裁海羅爾回憶道。求職者的這種張狂氣勢令他丟了工作機會。

When it comes to self-promotion in the workplace, hiring managers say some people go too far and block their path to the next level. You might call them the corporate5 world's 'American Idol6' wannabes. Like many contestants7 on the reality TV show who extol8 the greatness of their singing abilities and then end up sent home, corporate idols9 sing praises about their abilities without delivering tangible10 evidence to back up the claims.

招聘經理們說，有些人在公司裏太愛自吹自擂，反而阻塞了自己的升遷之路。你可以把這種人叫做職場中的“美國偶像”追隨者。正如電視選秀中的選手極力展現自己的歌唱天賦，但很多人卻免不了要黯然退場一樣，職場中的“美國偶像”們往往都是說得好聽，實際上並沒有表現出多大能耐。

And recruiters and employers say they're seeing the behavior more frequently in the current bad economy, as some candidates try harder to impress interviewers and workers go out of their way to hang on to their jobs.

招聘企業和人力資源經理們表示，在目前經濟不景氣的局面下，這種自我吹噓行爲越來越多。一些應聘者竭力想給面試官留下好印象，而一些公司職員也千方百計地表現，希望保住自己的飯碗。

'A lot of people are selling themselves hard,' says Mark Angott, president of Angott Search Group, a recruiting firm in Rochester, Mich. Out of desperation, many job hunters convince themselves they're qualified11 for positions that don't match their backgrounds, he says. 'They want to try anything and everything,' he says.

“很多人都在拼命推銷自己，”密歇根州羅切斯特市職業介紹公司Angott Search Group的總裁馬克•安哥特(Mark Angott)說。走投無路之下，很多求職者都自欺欺人，認爲自己可以勝任那些並不符合自身條件的崗位。“他們什麼都想嘗試，”安哥特說道。

And like 'American Idol' rejects, corporate idols who lack the skills and knowledge they claim to have often handle criticism or rejection12 poorly. 'We've had guys use every expletive in the book,' says Dave DeMink, an executive-search agent in Roseville, Calif., referring to the reactions he has received from job hunters he has declined to present to clients.

正如“美國偶像”的落選者一樣，這些並無他們所吹噓的技能和知識的“職場秀客” 經常難以接受別人的批評和拒絕。“有些人急了就破口大罵，”加州Roseville市一家獵頭公司的戴夫•德明克(Dave DeMink)回憶道。這些竭盡辱罵之能事的人正是那些他拒絕向客戶推薦的求職者。

Even in the current recession, some job hunters are still unwilling13 to bend. Brian Rhonemus, a managing director at Angott Search Group, says several former big-bank executives recently refused to consider job opportunities at small community banks and credit unions. 'They balked14 because they didn't want to go backward,' he says. 'It's amazing. Some candidates just haven't wrapped their arms around reality yet.'

即使在目前的經濟衰退時期，有些求職者還是不願委曲求全。 Angott Search Group公司的董事總經理布萊恩•羅恩默斯(Brian Rhonemus)說，幾個以前在大銀行當高管的人，最近就拒絕考慮在社區小銀行和信用合作社任職。“他們不願意接受這種工作，因爲他們不願意走回頭路，”羅恩默斯說，“這讓我感到很驚訝，看來有些人還不瞭解當前的就業現狀。”

In more robust1 economies, some corporate2 idols4 take their cockiness to extreme levels by demanding above-average salaries, custom job titles and other forms of special treatment. Consider, for example, the candidate for a senior communications job who told New York recruiter Bill Heyman that he would accept the role only if he would report to the large company's chief executive officer. The position reported to the head of human resources, and Mr. Heyman strongly urged the candidate 'to play by company rules.' Ignoring the recruiter's advice in an interview with the employer, the candidate lost out on the job, he says.

在經濟繁榮時期，一些“職場秀客”會把自負發揮到了極至，提出非分的工資要求、職務要求，以及其他種.種特殊待遇。比如說，有個應聘某電信企業經理的人士告訴紐約一位招聘經理比爾•海曼(Bill Heyman)，除非他能直接向公司首席執行官彙報工作, 否則他不會接受這個職務。由於該崗位直接隸屬於人力資源部負責人，海曼極力勸說求職者“按公司規矩辦事”。但那人在參加公司面試時，對這個建議置若罔聞，結果未能得到這個工作崗位，海曼說道。

On the job, corporate idols often spur resentment6 among their peers. John LeBlanc, vice5 president of product management at Jefferson Wells International Inc., a professional-services firm, says he once worked with a colleague at a former employer who regularly puffed7 up his job title when talking to clients. 'This same [person] routinely would tell anyone willing to listen how he was doing the same work -- and doing it better -- than his boss and his boss's boss,' says Mr. LeBlanc. 'He showed a great lack of self-awareness, which hurt his working relationships.'

“職場秀客”常常會引起同事們的反感。約翰•勒伯蘭克(John LeBlanc)是專業服務公司Jefferson Wells International Inc.產品管理部的副總裁，他說曾遇到過這樣一個同事，跟客戶談話時喜歡把自己的職位吹得高高的。“那個人逢人就說，他和老闆甚至老闆的老闆乾的活兒一樣，而且比他們幹得都要好”，勒伯蘭克說，“這簡直是不知天高地厚，所以同事們都對他敬而遠之。”

An unwillingness8 to accept help from a boss or colleague is another sign of a corporate idol3. Case in point: When Lee B. Salz was a vice president at a small outsourcing company, he says, an employee who reported to him repeatedly turned down his offers to show her ways to improve. 'She thought she knew everything and [in reality] she wasn't that good,' recalls Mr. Salz, now president of Sales Architects, a sales-management consulting firm in Minneapolis.

“職場秀客”的另一個特點是不願意接受上級和同事的幫助。例如，李•薩爾茲(Lee B. Salz)曾是一家小型外包服務公司的副總裁，他說當時自己有個下屬，每次都拒絕接受他對其提出的改進建議。“她自以爲無所不知，但其實根本不是那麼回事，” 薩爾茲回憶道。他現在是明尼蘇達州明尼阿波利斯市(Minneapolis)一家銷售管理諮詢公司Sales Architects的總裁。

What causes these unaware9 workers' heads to swell10? According to Brooks11 Holtom, an assistant professor at Georgetown University's McDonough School of Business, employees in certain fields like customer service have no solid way to measure their performance. By contrast, sales professionals can add up the revenue they generate and compare figures over time. As a result, some people are more susceptible12 than others to developing false impressions about their skills, he says.

這些搞不清狀況的員工怎麼會如此夜郎自大?喬治敦大學麥克多諾商學院(Georgetown University's McDonough School of Business)的助教布魯克斯•霍爾頓(Brooks Holtom)認爲，對一些在客戶服務等領域工作的員工來說，很難實行明確的考覈辦法;而銷售人員則不同，他們可以把一段時間的銷售量加總起來進行比較和考覈。因此，有些人更容易高估自己的能力，霍爾頓說道。

Poorly designed reward systems are sometimes to blame for overinflating egos13, says Roy Saunderson, president of Recognition Management Institute, a New York provider of workplace-consulting services. 'If you read the criteria14, they're so loose, almost anyone can get rewards, he says. Of course, career experts say that some self-promotion can be helpful for moving up the corporate ladder. 'A lot of times, managers have a tendency not to think about how much work went into an accomplishment,' says Jo-Ann Gastin, senior vice president of human resources at Lockton Cos. LLC, an insurance brokerage firm in Kansas City, Mo. 'When an employee does go above and beyond, they should make it known to their supervisor15.'

有時，不合理的獎賞辦法也會導致某些員工過於自負，紐約職場諮詢服務公司Recognition Management Institute的總裁羅伊•桑德森(Roy Saunderson)說。“有些獎賞辦法把標準定得太低了，幾乎每個人都能完成指標拿到獎金。”當然，職場專家表示，有時候自我表現還是有助於職位晉升的。“大多數時候，經理們都不太注意下屬爲達成一個目標所付出的辛勞，” 密蘇里州坎薩斯城保險經紀公司Lockton Cos. LLC人力資源部的資深副總裁喬-安•加斯汀(Jo-Ann Gastin)說。“如果一個員工真的有出色表現，就應該讓自己的上司知道。”

Likewise, it can be advantageous16 for job hunters to engage in a little spin-doctoring to show recruiters they're confident in their ability to handle a position, say career experts. But it's also critical to demonstrate modesty17. United Health's Ms. Harrell says she hired a director last year who described himself as a technically18 competent leader and provided two detailed19 examples to illustrate20 his point. 'He showed that he could efficiently21 instill a vision and accomplish major tasks, and whether he did them himself or through other people,' she says. Giving credit to others and showing his team mentality22 helped seal the offer.

同樣，職場專家說，求職者在介紹自己時也不妨略微自我誇讚一下，從而向面試官表明，他們有信心、有能力從事所應聘的崗位。不過，面試時要表現出謙虛的品質，這一點也至關重要。UnitedHealth公司的海羅爾說，她去年招聘過一個經理，那個求職者說自己是一個能力很強的管理者，並舉了兩個詳細的例子加以闡述。“他通過具體事例表明，自己能夠行之有效地確立目標並加以實現，無論是通過本人的努力還是通過與他人的合作，”海羅爾說。這種既不居功而又注重團隊合作的態度使得那人求職成功。