Hello! My name is Tony and I'm the HR manager for a large international hotel and resort group.

你好，我叫汤尼。我是一个大型国际酒店及度假集团的人资经理。

1 Q:能否告诉我们哪位应聘者给您留下深刻的印象？为什么？

Erm ... yeah... there was one person I interviewed quite recently who I think did a very good job. Basically he gave very short, concise answers. He was very well-organised in what he was saying. Now I think the thing about the interview situation is that people are often nervous and a result of being nervous is often to speak too much. And this particular candidate didn't do that - actually he came across as being very confident. He wasn't... well... he didn't appear to be nervous at all.

最近我面试了一个人，他表现挺好。他给出的答案大多短小精悍，逻辑清晰。我觉得面试的关键问题是应聘者大多很紧张，后果是话唠。但这个人并没有，他显得非常有自信，至少显得不太紧张。

The interview itself actually was a competency-based interview which is a rather unusual interview style, but it... it's possibly one that you might face at some point. But basically what it is - you don't have traditional questions like "why would you like to work for this company" or something like that. It's based around the competencies such as something like teamworking. And then what we ask the interview candidate to do is to give an example of... er... for example how they've worked in a team, or how they've built a team or something like that. For the... err.. because it's a rather unusual interview style, actually on our website, we give guidance to interview candidates. And it was clear from this interview that that candidate had been on the website and he had read up on our advice about how to answer questions. What we actually tell candidates to do on the website is to use a STAR format in the way that they answer. So STAR is an acronym actually and it stands for... S is situation, which means "Tell us about the actual situation that you were in." Then T is target, which means "Tell us about what you're trying to achieve." A means action, which is "What did you actually do?" And then the last one is R and that's the result - "What was the result of your actions?"

面试本身是基于能力的，是一种比较少见的形式，不过也许是你将来就有机会碰上的一种。这种面试不会问普通的问题，例如“为什么你愿意来这间公司工作”，它更注重能力的体现，比如团队协作能力。我们会要求应聘者给出他们在团队里工作，或者他们是如何建立起一个团队之类的例子。因为形式较为少见，所以我们会在网站上给出指引。因此，应聘者有没有登陆过网站、详细解读过我们的答题建议就非常显而易见了。在网站上，我们指导应聘者可以利用STAR模式来回答问题。S是环境，意思就是“告诉我们你曾经身处的真实环境”，T是目标，意思是“告诉我们你究竟想达到什么目的”，A是行动，意思是“你实际上做了什么？”最后的R是结果，意思是“你行动的结果是什么？”

So this candidate actually used this format for all of his answers and he'd obviously prepared in advance. And it came across very well. Some of the other candidates didn't answer in this way. They tended to waffle a little bit - maybe give a little too much information. Now bearing in mind that for this particular post, we were interviewing over two days and I think we interviewed nine... nine or ten different people. So actually, from a personal point of view, I was quite tired of listening to people talk, and it was quite a relieve actually to have somebody that kept things very concise and very to-the-point! So yeah, he did a very good job.

所以这个应聘者使用了STAR模式回答了他所有的问题，显然他事先有所准备，因此面试十分顺利。一些其他的应聘者并没有运用此模型，他们多少会离题胡扯一点，有点信息过量。一定要记住这个特别的方式，我们两三天来面试了9个人左右，所以个人来讲，我已经不太再想听人说话，因此有人能够精简准确地讲话真是让我松了口气。他表现的非常好。

2 Q: 您能否给我们举一个应聘者搞砸了面试的例子？他应该怎么做？

Yes... erm... I must say actually that there're ... you know, not many people really mess up an interview. I think some people, you know, are nervous and come across as nervous. Some people don't answer questions particularly well. But I think very few people actually really mess up an interview. I interviewed somebody recently who kind of... didn't interview particularly well and there was a particular reason for that.

我的确遇到过。能搞砸一个面试他也是能手。我觉得有些人在面试过程中特别紧张，问题就回答的不太好。不过我觉得很少人能够真的搞砸一场面试。我最近面过的一些人，表现不太好，但是是有原因的。

So the... erm... the post we work.... were advertising for was... err... hotel front of house receptionist that kind of post. The young lady that we interviewed had... actually had a background in graphic design - she studied that in university and I think the previous job had been in a... an advertising company. So she came to the interview armed with her portfolio. And as we proceeded through the interview and asked her questions, she constantly referenced her portfolio, pulling out pieces to show us and it was all great stuff. However it was not relevant at all to the post that we were interviewing for. Obviously, a front of house at a hotel doesn't need graphic design skills. It was obviously something she was proud of and in some ways, it got in the way of her answering the questions properly. We didn't really find out anything about her apart from her graphic design background since every question we asked, she somehow managed to pull something out of her portfolio to tell us about. So I think the key thing really is to understand the job, I mean, she obviously really didn't quite understand the job and didn't understand that her... some of her previous skills weren't really relevant.

我们主要设计那些贴在前台做宣传的海报。那位年轻的女士在大学的专业是图形设计，以前也是在广告公司工作的，所以她来面试的时候还带着自己的设计。面试中我们问她问题的时候，她老是看那本东西，不停地拿出设计让我们看，的确很不错。但是那些设计本身与我们想要的不太一样。显然，前台贴出的海报并不需要运用到图形设计。她拿得出手的必是得意之作，但她挑错场合了，这对面试无利，反而妨碍她回答问题。结果最后除了她有图形设计的背景之外，我们对她毫无其他的了解，因为她的回答就是从图册里面抽出以前的设计并展示给我们看而已。所以我觉得清楚地知道这份工作到底是干什么的很重要，即是，她显然并没有特别来哦接这份工作，她也不太清楚她的技能其实和这个工作不大沾的上边儿。

So I think the thing to take away from this is maybe make sure you do understand the job - what the requirements are. And in an interview situation, think about that and tailor your answers towards the skills that are required for that particular job.

因此我觉得最好就是确保你自己明白这份工作的要求是什么。面试的时候仔细思考答案再说出口，最好说些相关性较强的东西。