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終于接到面試通知的你,，想必已經(jīng)提前在網(wǎng)上對(duì)這家公司和它的所在行業(yè)做了一番研究，你也提前學(xué)習(xí)了面試攻略,，知道了怎樣回答那些最常見的面試問題——比如“你最大的缺點(diǎn)是什么”,。你甚至提前打了個(gè)電話（或者在早晨上班的時(shí)候到他們公司門口逛了逛），看看那家公司的員工是怎樣著裝的,，然后在衣柜里搜羅最適合的衣服?，F(xiàn)在你已經(jīng)做好了一切準(zhǔn)備了，是嗎,？

但還有一件事——當(dāng)面試官問道：“你有什么問題問我嗎,？”你會(huì)怎么說？

你對(duì)這個(gè)問題的回答是很重要的,。休斯敦的巖石職業(yè)發(fā)展公司（Rock Career Development）負(fù)責(zé)人朱莉婭·羅克指出,，大多數(shù)求職者問的“標(biāo)準(zhǔn)問題”本身都沒有什么問題，問題是,，他們問得過于保守,。像“你們的企業(yè)文化是什么”和“公司典型的一天是什么樣的”這種問題也是可以的。這種是所有人都會(huì)問的問題,?！暗沁@些問題并不會(huì)真實(shí)反映在那家公司工作的樣子。問這種問題,，也不會(huì)讓你在眾多求職者中脫穎而出,。”

羅克建議,，你可以從以下10個(gè)問題中選擇幾個(gè)發(fā)問（就其中一些問題還可以追問）,。

1、這個(gè)角色要想獲得成功,，需要的最重要的特質(zhì)是什么,？

2、請(qǐng)你描述一下我將共事的這個(gè)團(tuán)隊(duì),？

3,、這是一個(gè)新職位嗎？如果是的話,，你希望這個(gè)職位的人能帶來什么額外的價(jià)值,？

4、如果我加入了你們,，在我入職后的頭12到18個(gè)月,，對(duì)我來說最重要的是什么？有哪些特定的目標(biāo)是你希望我立刻就能達(dá)到的,？

5,、擔(dān)任這個(gè)職務(wù)的人面臨的最大挑戰(zhàn)是什么?

6,、關(guān)于公司的未來，最讓你感到興奮的是什么,？

7,、你認(rèn)為公司最大的機(jī)遇或者增長(zhǎng)領(lǐng)域是什么？

8,、在你看來,，在評(píng)價(jià)業(yè)內(nèi)其他主要公司時(shí)，誰是你們最主要的競(jìng)爭(zhēng)對(duì)手,？為什么,？

9、是什么讓你決定加盟這家公司,？是什么勸說你留了下來,？

10、你們的招聘過程接下來還有哪幾步,？

當(dāng)然,，除非你要參加一系列面試，或者你面試的時(shí)間非常長(zhǎng)（比如谷歌的面試一面就是一整天）,，否則你是不可能有時(shí)間問出全部10個(gè)問題的,。那么以上問題哪個(gè)最重要？羅克建議道：“你可以想想什么對(duì)你最重要,，是在一家行業(yè)領(lǐng)軍企業(yè)工作的機(jī)會(huì),，還是公司與你的價(jià)值觀契合，然后重點(diǎn)去問那個(gè)相關(guān)的問題,?！比绻慊蛘吣愕拿嬖嚬贂r(shí)間有限，就問第一,、第二和第九個(gè)問題,。因?yàn)榈谝粋€(gè)問題表明“你很希望在工作中脫穎而出?！彼硎荆骸肮椭鞫己芟矚g這一點(diǎn),。他們希望找到能帶來額外的價(jià)值的人?！?/p>

第二個(gè)問題有助于你了解你的同事,。團(tuán)隊(duì)氛圍也是一種“微文化”,。羅克表示：“這份工作的日常環(huán)境是什么樣的,？你會(huì)感到舒服嗎？能很好地適應(yīng)嗎,？”

就這一點(diǎn),，問題9是最有說服力的一個(gè)問題,。羅克認(rèn)為每個(gè)求職者都應(yīng)該向雇主問這個(gè)問題?！耙患夜驹诰W(wǎng)站上說什么都行,，但是只有像招聘經(jīng)理這種真正在那里工作過一陣子的人，才會(huì)為你提供一個(gè)真實(shí)的視角,?！?/p>

如果面試官在回答你的問題時(shí)支支吾吾，或者對(duì)你的問題并不熱心,，該怎么辦,？這都是危險(xiǎn)的跡象。羅克表示：“當(dāng)出現(xiàn)這種情況時(shí),，你必須問問自己,，這里真是你想工作的地方嗎？自己是不是應(yīng)該繼續(xù)找找看,？”如果你以前沒在Glassdoor或者Vault等職業(yè)網(wǎng)站上查詢過這家公司的聲譽(yù),，現(xiàn)在或許就應(yīng)該去看看了。

說到危險(xiǎn),，千萬不要問那些在公司網(wǎng)站的“關(guān)于我們”頁面上就能找到的信息,，包括那些在網(wǎng)上就能輕松查找到的信息。羅克表示：“這會(huì)讓面試官覺得,，你根本不在意這家公司或者這份工作,。”

最后是薪資福利的問題,。這也是一個(gè)最容易被刻意回避的問題,。在最近一份對(duì)2800名美國(guó)企業(yè)員工進(jìn)行的調(diào)查中，有43%的員工表示愿意為更高的薪水立刻跳槽,。不過在面試中主動(dòng)提起薪資福利問題,，“只會(huì)讓你看起來很急迫，似乎你感興趣的只是企業(yè)能給你帶來什么價(jià)值,，而不是你能給企業(yè)帶來什么價(jià)值,。”

所以說,，要等到雇主給出明確的意向,，“然后再想想薪水問題，有必要的話,，也可以提出你的報(bào)價(jià),，”羅克說：“總之，誰先提出薪水問題，誰就輸了,?！保ㄘ?cái)富中文網(wǎng)）

譯者：樸成奎

You've researched the prospective employer and its industry online, and figured out how you'll answer common interview questions —like the dreaded "What's your greatest weakness?", for instance. You've even called ahead (or hung out in the building lobby when people are coming and going, at around 9 a.m. or in the early evening) to check out how employees dress there, and ransacked your closet for clothes that will help you fit in. You're good to go, right?

Just one more thing: when the interviewer gets to those 7 crucial words —"Do you have any questions for me?"— what will you say?

What you'll say next does matter. The standard questions most candidates ask are fine as far as they go, says career coach Julia Rock, head of Houston-based Rock Career Development. The trouble is, they don't go far enough. "'How would you describe the company culture?' and 'What's a typical day like?' are fine. They're what everyone asks," she says. "But they usually don't give you real insights about what it would be like to work there. They also don't help you stand out from the crowd of applicants for the same job."

Instead, Rock recommends posing at least a few of these 10 questions (some with follow-ups):

What's the most important characteristic required for success in this role?

How would you describe the team that I'd be working with in this job?

Is this a new position? If so, what additional value do you expect someone in this role to deliver?

What is most important in my first 12 to 18 months here, if I join you? Are there specific goals or milestones you'd like me to reach immediately?

What are some of the biggest challenges someone in this job will face?

What excites you most about the future of the company?

What do you see as the company's biggest opportunity/area of growth?

In evaluating the other major companies in your industry (be able to name them), who is your top competitor, from your perspective? Why?

What made you decide to join this company? What has persuaded you to stay?

What are the next steps in the process?

Of course, unless you're in for a series of interviews, or one very long one (like Google's famous all-day sessions), you won't have time for 10 questions —so which ones are most important? "Think about what matters the most to you, whether it's the chance to work with an industry leader or whether the company shares your values, and focus on that," Rock suggests. Three essential questions if you (or your interlocutor) is pressed for time: #1 , #2, and #9. The first one shows "you're eager to figure out how you can shine in the job," she says. "Employers like that. They're looking for people who want to add value."

The second question should give you a clue about the people you'd be spending your workdays with. Think of this as the micro-culture that prevails in the specific area you'd be working in. "What kind of day-to-day environment is it?," says Rock. "Will you be comfortable, and fit in well enough to thrive there?"

There may be no better indicator of that than question #9, which is why Rock believes every job seeker should ask it. "A company can say anything on its website," she points out. "But someone who has been there for a while, as most hiring managers have, can give you a real perspective on what it's like to work there."

What if your interviewer hems and haws about answering, or comes across as distinctly unenthusiastic about the place? Either one is a big shiny red flag, Rock says. "Then you have to ask yourself if it's somewhere you really want to work, or if you should keep looking." If you haven't already checked out this employer's reputation on career sites like Glassdoor and Vault, she adds, now may be the time.

Speaking of red flags: don't ask for any information that is readily available on the company's "About Us" page, or anywhere else on their website or with a quick Google search. "That just shows interviewers you don't care much about this company or this job," Rock notes. Not good.

And then there's money. It may be the elephant in the room —one recent survey of 2,800 U.S. employees showed that 43% would change jobs in a heartbeat for higher pay— but asking about it in a job interview, or about benefits, "just makes you look desperate," says Rock. "It also makes you seem as if all you're really interested in is what you can get from the employer, rather than what value you can add."

Wait until you get a firm offer, "and then think it over and come back with a counteroffer, if need be," she says. "Whoever brings up money first, loses." Noted.