Some things can’t quite be measured by a sterling resumé and perfect answers to standard job interview questions.
求职者的有些方面无法通过一份优秀的简历来衡量，而完美地回答标准面试问题也不能。

More and more companies today are realizing the need to test prospective employees to see if they’re a cultural fit. If you’re a more laid-back, casual company, someone used to a Wall Street environment might be a poor fit, even if they can perform the job admirably. Likewise, if your business moves at entrepreneurial speed, you want someone open to change and able to think on their toes.
如今，越来越多公司意识到很有必要去测试未来员工与公司的文化契合度。如果你的公司是一所比较悠闲，随意的公司，那么一些曾经习惯在华尔街工作的人可能就不合适了，即使他们的工作表现非常出色。同样的，如果你的公司生意以企业的发展速度前进，你希望有人具备灵活度并且保持警觉性。

How important is a positive company culture (and finding the right employees who jibe with that culture)? According to the Society for Human Resource Management, the cost of turnover due to a poor cultural fit can be 50 to 60 percent of that person’s annual salary.
一种正面的公司文化（以及找到最合适公司文化的员工）到底有多么重要呢？根据美国人力资源管理协会的研究，由恶劣文化契合度造成的人员流失成本，有可能达到那个人的年薪的百分之五十到六十。

Making sure that someone doesn’t violate your company’s “No Jerks” rule doesn’t just make your employees happy, it keeps the bottom line in order.
确保某个人不会违反公司的“怪咖免谈”规则不仅让你员工感到舒坦，但能够保持底线井然有序。

Here are three ways you can test for cultural fit at your next interview.
下面的三个方法可以帮助你在下一次的面试当中测试公司的文化契合度。

Employment Period
招聘阶段

You wouldn’t buy a car without a test drive. I don’t believe you should hire an employee without putting them through a trial run, even something as simple as a day or two.
你不会在没有驾照的前提下买一辆车。我不认为你会让一名员工直接跳过测试阶段就录用，即使有些事情就像一两天那么简单。

Companies such as Joor and Sequoia Capital are among the many workplaces all over the country that test for cultural fit by hiring them for a short period. They pay the employee a fair stipend and cover the travel costs, if they’re coming from out of the area.
诸如Joor和Sequoia Capital的公司就是国内众多通过短期雇用员工来测试文化契合度的公司。他们会支付给员工一笔可观的津贴并且报销差旅费用，如果他们来自其他区域的话。

Only do this when you’re at the finalist stage, though. This can be a highly effective way to see how your employees feel about the prospective hire. It also is their chance to prove to you that they can back up what they’ve boasted in the cover letter.
不过，你只能在最后的阶段进行这一步。这会是一个非常有效的方式来看你的员工对于未来招聘的感觉。同时也是他们的机会来证明他们能够以实际行动证明他们在求职信中引以为豪的能力。

It’s risky and non-traditional, but I think it’s such a smart way to hire. I wish more companies took this route. They’d learn at day one (not 3 months later) that the employee is a poor cultural fit, saving tens of thousands of dollars down the line.
这是一个挺冒险又反传统的方法，不过我认为这个招聘方法非常明智。我希望越来越多的公司会采用这种方法。他们会在第一天（而不是三个月后）了解到这个员工与公司的文化不相容，那么接下来就能省下成千上万的预算了。

Have Interviewees Take a Personality Test
让员工参与个性测试

Another tactic many companies use to learn more about prospective hires is to have them take a personality test. The Myers-Briggs Type Indicator is a popular one.
许多公司会采取的另一个更了解未来员工的方法，就是让他们参与个性测试。《迈尔斯?布里格个性类型测量表》就是很常用的一个测试。

If you go this route, make sure to test your employees as well, so you have a control group. If you have a team full of extroverts, hiring an introvert might make that person feel all alone. Maybe you have a good balance on that, but need more of a critical thinker.
如果你来到了这一步，请确保也要测试你的员工，这样你就能有一个控制组。如果你的团队都是外向性格人士，那么招聘一名内向人员则会让他感到独立在外。也许你能够在这方面取得较好的平衡，但是你更需要批判性思维者。

While it’s not an official indicator of personality, the test can give you more information into the mind of a potential hire. You’re not alone: 89 of the Fortune 100 companies use some element of Myers-Briggs in the hiring process.
虽然这不是官方的个性测试，但是这个测试能够为你提供更多信息去了解这个潜在雇员的心理。采取这个测试的并不只是你们一家公司：财富100强公司中有89家都在招聘阶段中运用的《迈尔斯?布里格测试》当中的某个方法。

Ask Open-Ended Questions
提问开放式的问题

Asking seemingly random questions is a staple of the hiring process at Google. While they used to ask embarrassingly wacky brain teasers as a way to thin the herd, the company has started asking more practical questions that give insight into the personality of the prospect.
谷歌公司的面试过程总会提出一些看似随便的问题。虽然他们习惯了提出让人尴尬又费脑的问题来筛选人才，但是这家公司也开始了提问更实际的问题，以此了解这名未来雇员的个性。

Here’s a look at some of the cultural questions that potential hires have been asked by Googlers:
下面我们来看一些谷歌面试官会提问求职者的关于文化契合度的问题：

“Which do you think has more advertising potential in Boston, a flower shop or a funeral home?”
“您认为在波士顿这个城市，哪一个行业广告潜力更大？花店还是殡仪馆？”

“How many ways can you think of to find a needle in a haystack?”
“你能想出多少种方法在干草堆里找到一根针？”

“Do you prefer earning or learning?”
“你喜欢赚钱多一点还是学习多一点？”

These questions are designed to get interviewees out of their comfort zone. Almost every interviewee has practiced responses and is ready to respond to the same questions they’ve heard over and over. You don’t want to know what they’ve rehearsed. You want to know how they work.
这些问题都是为了让求职者跳出他们的舒适圈。几乎每一个求职者都练习过他们的回答，准备好回答那些老生常谈的问题。你不想知道他们排练了什么内容，你想知道的是他们的工作方式。

With these questions, you can gain valuable insight into how their mind works and find out if they would be a great fit with your team.
带着这些问题，你可以对他们的心理状态拥有了有价值的见解，并且看看他们是否适合在你的团队里工作。

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