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????親愛(ài)的安妮：我大學(xué)畢業(yè)已有幾年時(shí)間，目前從事的工作是迄今為止我唯一的一份工作,；并且這份工作是在一次校園招聘會(huì)上找到的,。因此，我在面試方面并無(wú)多少經(jīng)驗(yàn)可言?，F(xiàn)在我正在尋找更富挑戰(zhàn)性的工作機(jī)會(huì),。我擁有的技術(shù)能力恰好符合當(dāng)前的市場(chǎng)需求，所以也贏(yíng)得了一些面試機(jī)會(huì),，到目前為止，我在大多數(shù)面試中的表現(xiàn)還不錯(cuò),。

????但我的困擾在于面試中的討論環(huán)節(jié),。通常在面試快結(jié)束時(shí)，招聘經(jīng)理會(huì)問(wèn)“你還有什么問(wèn)題嗎,？”我會(huì)事先在網(wǎng)上對(duì)這些公司做調(diào)研,，因此我通常能夠提出有關(guān)行業(yè)發(fā)展趨勢(shì)或者公司近期特別舉措之類(lèi)的問(wèn)題。但我總覺(jué)得這些問(wèn)題毫無(wú)新意,，甚至有些無(wú)趣,。我到底應(yīng)該問(wèn)些什么？— JJ

????親愛(ài)的JJ：安德魯?索貝爾說(shuō)過(guò),，“如果跟企業(yè)招聘人員和經(jīng)常參與招聘的高管交流,，他們會(huì)告訴你三種提問(wèn)類(lèi)型，分別是提不出問(wèn)題,、問(wèn)題糟糕,、問(wèn)題令人印象深刻。最后一種很難得,。但如果求職者能提出令對(duì)方印象深刻的問(wèn)題,，他們通常也能最終獲得錄用機(jī)會(huì)。

????索貝爾是一位資深的高級(jí)經(jīng)理人咨詢(xún)師和教練,。他的客戶(hù)來(lái)自花旗集團(tuán)（Citigroup）,、施樂(lè)（Xerox）、高知特信息技術(shù)公司（Cognizant）和安永會(huì)計(jì)師事務(wù)所（Ernst & Young）等公司。最近他與別人合著出版了《發(fā)問(wèn)的力量：發(fā)展關(guān)系,、贏(yíng)得業(yè)務(wù),、影響他人》（Power Questions: Build Relationships, Win New Business, Influence Others）一書(shū)。索貝爾說(shuō),，有一位招聘負(fù)責(zé)人來(lái)自一家發(fā)展迅猛的科技公司,，他最近跟索貝爾分享了自己的想法?！澳愫?jiǎn)直想不到,，很多求職者要么根本就提不出問(wèn)題，要么提的問(wèn)題很蹩腳,，比如‘那么請(qǐng)問(wèn)你們是做什么的,？’”

????索貝爾認(rèn)為，這種情況真的很糟糕,，而提出合適的問(wèn)題能夠“創(chuàng)造一個(gè)激發(fā)思考的談話(huà)環(huán)境,，賦予你一定的優(yōu)勢(shì)，超越普通的應(yīng)聘者,?！?/p>

????雖然你問(wèn)面試官的那幾個(gè)問(wèn)題并沒(méi)有什么錯(cuò)，但索貝爾建議可以增加如下幾種選擇：

????1. 為什么,？比如“你們?yōu)槭裁催x擇關(guān)停零配件業(yè)務(wù),，而不是嘗試將它出售？”或者“你們?yōu)槭裁礇Q定向以產(chǎn)品為導(dǎo)向的組織結(jié)構(gòu)轉(zhuǎn)變,？”你應(yīng)該已經(jīng)提過(guò)這種問(wèn)題,。這不僅能展示你對(duì)公司情況作了功課并進(jìn)行了思考，而且說(shuō)明你是以相當(dāng)開(kāi)放的姿態(tài)來(lái)進(jìn)行一次饒有趣味的探討,。索貝爾建議,，要避免提出別人可能只回答“是”或“不是”的問(wèn)題，這已是經(jīng)驗(yàn)法之談,。

????2. 詢(xún)問(wèn)面試官本人在該公司的工作感受,。 你希望了解面試官的一些背景情況，從而與其建立良好關(guān)系,，但請(qǐng)勿讓對(duì)方感到被冒犯,。

????索貝爾建議，可以這樣問(wèn),，比如“我知道您五年前就已經(jīng)進(jìn)入現(xiàn)在這家公司,。在此期間，公司取得了長(zhǎng)足的發(fā)展,。您認(rèn)為,，跟您剛開(kāi)始時(shí)相比，現(xiàn)在的工作體驗(yàn)跟當(dāng)初比起來(lái)怎么樣？” 或者你也可以問(wèn)：“在這里工作,，您最喜歡的是什么地方,？”

????3、展示自身價(jià)值,。 為了創(chuàng)造一種雙向的談話(huà)模式,，可以考慮在面試中提及你在目前工作中學(xué)到的、可能對(duì)未來(lái)的雇主有益的技術(shù)或流程,。顯然,，采用這種方法的時(shí)候必須謹(jǐn)慎，以免泄露專(zhuān)利信息或者其他機(jī)密,。

????Dear Annie: I've only been out of college a few years, and I was hired into my first real job (which I still have) by an on-campus recruiter at a career fair, so I don't have much experience with interviews. Now, I'm looking around for something a bit more challenging. I have some tech skills that happen to be in demand right now, so I'm getting interviews, and they've mostly gone pretty well so far.

????My problem is with the part of the discussion, usually at the end, when the hiring manager says, "Do you have any questions?" I research each company online beforehand, and can usually think of a few things to ask about industry trends or particular moves the company has made lately, but I keep feeling like my questions are too predictable (kind of boring, actually). What should I be asking? — Just Jerry

????Dear J.J.: "If you talk to recruiters and executives who are actively hiring, they will tell you they get three types of questions: no questions, bad questions, and -- very rarely -- memorable questions," says Andrew Sobel. "The candidates asking the memorable questions are usually the ones who get job offers."

????Sobel, co-author of a new book called Power Questions: Build Relationships, Win New Business, Influence Others, is a longtime consultant and coach to senior managers at companies like Citigroup (C), Xerox (XRX), Cognizant (CTSH), and Ernst & Young. He says a recruiter for a fast-growing tech company told him recently, "You'd be surprised at how many job candidates have no questions at all, or they ask dumb questions like, 'So what do you do?'"

????That's too bad, because asking the right things is "how you create a thought-provoking conversation, which puts you a cut above the average candidate," Sobel observes.

????While there is nothing at all wrong with what you've been asking interviewers so far, he suggests adding a few of these to the mix:

????1. Why? Questions like "Why did you close down your parts business rather than try to find a buyer for it?" or "Why did you decide to move to a product-based organization structure?" -- which it sounds as if you're already asking -- not only show you've done your homework on the company and put some thought into it, but are open-ended enough to spark an interesting conversation. As a rule, Sobel advises avoiding any question someone could answer with a "yes" or "no."

????2. What has been your experience here? Without asking anything intrusive, you want to form a connection based on some understanding of the interviewer's situation.

????Sobel recommends something like, "I understand you joined the company five years ago. With all the growth you've had, how do you find the experience of working here now compared to when you started?" Or try: "What do you like most about working here?"

????3. Show your value. In the interest of making the discussion a two-way street, think about mentioning a technique or process you've learned from your current job that a prospective employer might benefit from adopting. Obviously, with this approach, you have to be careful not to reveal proprietary information or give away any secrets.