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????親愛的安妮：我不喜歡現(xiàn)在的工作，原因有不少,，而且看起來(lái)短期內(nèi)也不會(huì)有好轉(zhuǎn),，所以過(guò)去幾個(gè)月我一直在尋覓新的工作。所有我聽說(shuō)（和讀到）的職場(chǎng)建議都提到良好的“匹配”至關(guān)重要,。但沒人告訴我，如何確定是否“匹配”,。最近我參加了幾次面試,，在我看來(lái)，雙方都展現(xiàn)了自己最好的一面,，說(shuō)出對(duì)方想聽到的話,，這很正常，但我覺得還是不清楚為這些公司工作的真實(shí)感受將會(huì)如何,。他們都說(shuō)自己的公司重視員工,，褒獎(jiǎng)個(gè)人努力，提供晉職的機(jī)會(huì),，凡此種種,，但我怎么知道這不過(guò)是一套說(shuō)詞，還是說(shuō)他們真的會(huì)言出必行,？您有什么建議嗎,？——西雅圖心有疑

????親愛的“心有疑”：你說(shuō)得對(duì)，了解公司文化并不是件容易的事,。任何組織的文化都包含那些無(wú)法言喻的傳統(tǒng),、習(xí)慣,、假設(shè)和不成文的規(guī)矩，加起來(lái)就是“我們這里都這么干”,。這樣的混合物既復(fù)雜又微妙,，難以用幾個(gè)簡(jiǎn)單的詞就總結(jié)出來(lái)（如果你認(rèn)為這可能實(shí)現(xiàn)）。所以即使出發(fā)點(diǎn)很好,，很多面試官也常常會(huì)退回到那些你所聽到的陳詞濫調(diào)中去,。

????但與此同時(shí)，本著對(duì)自己和公司負(fù)責(zé)的態(tài)度,，你是應(yīng)該努力探究愉悅的談話背后隱藏的真相,。特別是由于你現(xiàn)在有工作，“你并不只是為了換工作而換工作,，”吉姆?辛索恩說(shuō),。“你想找一個(gè)讓你如魚得水的工作,，而那意味著需要盡可能地尋覓最佳‘匹配’,。”

????辛索恩是老資格的人力資源高管,，目前在全國(guó)職業(yè)咨詢網(wǎng)絡(luò)五點(diǎn)鐘俱樂部（Five O'Clock Club）擔(dān)任培訓(xùn)師,。他花費(fèi)數(shù)十年的功夫從面試雙方的角度研究了“匹配”的問(wèn)題。在他看來(lái),，要想獲得準(zhǔn)確的答案,，在面試之前，必須狠下一番功夫,，盡可能多地去了解潛在的東家,。

????除了每個(gè)求職者都會(huì)去做的標(biāo)準(zhǔn)作業(yè)，比如研究公司的網(wǎng)站和年報(bào),、研讀行業(yè)新聞中的相關(guān)消息,，還可以利用網(wǎng)絡(luò)資源，例如職場(chǎng)網(wǎng)站Vault.com和Glassdoor.com,?！翱梢詮墓竟蛦T和前雇員在網(wǎng)上張貼的評(píng)論中得到極為寶貴的真知灼見，”辛索恩指出,?！耙部梢栽谏虅?wù)社交網(wǎng)站LinkedIn上搜索現(xiàn)任員工，問(wèn)問(wèn)在該公司工作的感受,?！?/p>

????問(wèn)題越明確，答案就越有可能對(duì)你有所幫助。辛索恩說(shuō)：“如果你確切地知道你想要什么,，你更有可能找到適合自己的工作,。”好好想一想你在下一個(gè)工作中想要什么,，確定什么是你最看重的,，什么只是可選項(xiàng)而已，可以犧牲掉的,，還有什么是完全無(wú)所謂的,。五點(diǎn)鐘俱樂部開發(fā)了幫助人們進(jìn)行評(píng)估的工具，該組織的創(chuàng)始人和總裁凱特?溫德爾頓甚至出版了一本書《職業(yè)道路你做主》（Targeting a Great Career）來(lái)解釋這些工具,。但只要做一點(diǎn)自省,，就可以自己做到這一點(diǎn)。

????辛索恩說(shuō)：“人們?cè)诠ぷ髦凶穼さ膬r(jià)值包括獨(dú)立,、創(chuàng)造,、權(quán)力、金錢,、冒險(xiǎn),、事業(yè)，還有人想要忙里偷閑,，過(guò)過(guò)個(gè)人生活,。”一旦列出自己最看重的價(jià)值的清單,，你在向現(xiàn)任員工提問(wèn)時(shí)就可以有的放矢了,。“在某種程度上,，每個(gè)人都會(huì)去適應(yīng)公司的主流文化,，比如休閑裝還是更正式的著裝要求，但總有一些東西是不容討價(jià)還價(jià)的,。”辛索恩指出,，“而唯一知道你要什么的人就是你自己,。”

????比方說(shuō),，你認(rèn)定工作之外還有個(gè)人生活的時(shí)間是你最珍視的價(jià)值,。參加面試之前，你可以設(shè)計(jì)一些問(wèn)題,，試探一下你的想法是否和公司文化合拍,。辛索恩建議：“比如你可以問(wèn)問(wèn)面試官，他/她的典型工作日程是怎樣的，特別是如果他/她可能是你未來(lái)老板的話,?！?/p>

????Dear Annie:I'm unhappy in my current position for a number of reasons, none of which seems likely to change anytime soon, so I've been looking around for a new job for the past couple of months. All the career advice I've heard (and read) mentions that a good "fit" is essential. But nobody ever tells you how to determine whether the "fit" is there or not. I've had a couple of interviews lately where it seemed to me that both the interviewer and I were putting our best feet forward and saying what the other side wanted to hear, which is natural enough, but I haven't felt I've gotten a clear idea of what it would really be like to work for these companies. They all say they value their people, reward individual initiative, offer opportunities for advancement, blah, blah, blah, but how can I tell if it's all just part of the script or if they really walk the talk? Any suggestions? — Seattle Skeptic

????Dear Skeptic:You're right, this is tricky. The culture of any organization -- that ineffable mix of traditions, habits, assumptions, and unwritten rules that add up to "how we do things around here" -- is so complex, and so subtle, that it's hard (if not impossible) to sum up in a few simple phrases. So, even with the best of intentions, many job interviewers tend to fall back on the clichés you've been hearing.

????At the same time, though, you owe it to both yourself and the company to peer past the happy talk. Especially since you're already working, "you don't want to end up in just any new job," says Jim Hinthorn. "You want one where you're going to thrive -- and that means finding the best 'fit' possible."

????As a veteran human resources executive who is now a coach for the national career-counseling network Five O'Clock Club, Hinthorne has spent decades pondering the "fit" question from both sides of the interviewer's desk. In his view, getting it right requires you to do a fair amount of sleuthing to learn as much as you can about a prospective employer before you meet with anyone there.

????Beyond the standard homework every job seeker should be doing -- like studying the company's website and annual report, and reading up on it in the trade press -- take advantage of resources like Vault.com and Glassdoor.com. "You can get invaluable insights from the comments employees and ex-employees post on these sites," Hinthorn notes. "You might also seek out current employees on LinkedIn and ask them what it's like to work there."

????The more specific your questions, the more useful the answers are likely to be. "You're far more likely to find the right fit if you know exactly what you're looking for," Hinthorn says. So think hard about what you want in your next job, pinpointing what's really important to you, what's optional or negotiable, and what doesn't matter at all. The Five O'Clock Club has developed assessment tools to help with this, spelled out in a book called Targeting a Great Career by Kate Wendleton, the organization's founder and president. But with a little introspection, you can do the same thing on your own.

????"Some of the values people want in a job are, for instance, independence, creativity, power, money, adventure, working for a cause, or having time for a personal life," Hinthorn says. Once you've come up with a short list of what matters most to you, you can focus on those areas when you pose questions to people who are already there.

????"To some extent everyone adapts to the prevailing culture in a company -- casual versus more formal dress codes, for example -- but certain things are non-negotiable," Hinthorn points out. "And you are the only one who knows what those things are."

????Let's say you decide that one of your non-negotiable items is time for a life outside of work. Before going to an interview, come up with questions that will give you a glimpse of whether that will jibe with the company's culture. "Ask, for instance, what the interviewer's typical day is like, especially if he or she is your prospective boss," Hinthorn suggests.