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首页 求职面试英语系列-201 best questions to ask on your inter…

求职面试英语系列-201 best questions to ask on your interview.pdf

求职面试英语系列-201 best questions to …

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2014-03-21 0人阅读 举报 0 0 0 暂无简介

简介:本文档为《求职面试英语系列-201 best questions to ask on your interviewpdf》,可适用于外语资料领域

BESTQUESTIONSTOASKONYOURINTERVIEWThispageintentionallyleftblankBESTQUESTIONSTOASKONYOURINTERVIEWJOHNKADORMCGRAWHILLNEWYORKCHICAGOSANFRANCISCOLISBONLONDONMADRIDMEXICOCITYMILANNEWDELHISANJUANSEOULSINGAPORESYDNEYTORONTOCopyright©byTheMcGrawHillCompanies,IncAllrightsreservedManufacturedintheUnitedStatesofAmericaExceptaspermittedundertheUnitedStatesCopyrightActof,nopartofthispublicationmaybereproducedordistributedinanyformorbyanymeans,orstoredinadatabaseorretrievalsystem,withoutthepriorwrittenpermissionofthepublisherBookzThematerialinthiseBookalsoappearsintheprintversionofthistitle:AlltrademarksaretrademarksoftheirrespectiveownersRatherthanputatrademarksymbolaftereveryoccurrenceofatrademarkedname,weusenamesinaneditorialfashiononly,andtothebenefitofthetrademarkowner,withnointentionofinfringementofthetrademarkWheresuchdesignationsappearinthisbook,theyhavebeenprintedwithinitialcapsMcGrawHilleBooksareavailableatspecialquantitydiscountstouseaspremiumsandsalespromotions,orforuseincorporatetrainingprogramsFormoreinformation,pleasecontactGeorgeHoare,SpecialSales,atgeorgehoaremcgrawhillcomor()TERMSOFUSEThisisacopyrightedworkandTheMcGrawHillCompanies,Inc(“McGrawHill”)anditslicensorsreserveallrightsinandtotheworkUseofthisworkissubjecttothesetermsExceptaspermittedundertheCopyrightActofandtherighttostoreandretrieveonecopyofthework,youmaynotdecompile,disassemble,reverseengineer,reproduce,modify,createderivativeworksbasedupon,transmit,distribute,disseminate,sell,publishorsublicensetheworkoranypartofitwithoutMcGrawHill’spriorconsentYoumayusetheworkforyourownnoncommercialandpersonaluseanyotheruseoftheworkisstrictlyprohibitedYourrighttousetheworkmaybeterminatedifyoufailtocomplywiththesetermsTHEWORKISPROVIDED“ASIS”McGRAWHILLANDITSLICENSORSMAKENOGUARANTEESORWARRANTIESASTOTHEACCURACY,ADEQUACYORCOMPLETENESSOFORRESULTSTOBEOBTAINEDFROMUSINGTHEWORK,INCLUDINGANYINFORMATIONTHATCANBEACCESSEDTHROUGHTHEWORKVIAHYPERLINKOROTHERWISE,ANDEXPRESSLYDISCLAIMANYWARRANTY,EXPRESSORIMPLIED,INCLUDINGBUTNOTLIMITEDTOIMPLIEDWARRANTIESOFMERCHANTABILITYORFITNESSFORAPARTICULARPURPOSEMcGrawHillanditslicensorsdonotwarrantorguaranteethatthefunctionscontainedintheworkwillmeetyourrequirementsorthatitsoperationwillbeuninterruptedorerrorfreeNeitherMcGrawHillnoritslicensorsshallbeliabletoyouoranyoneelseforanyinaccuracy,errororomission,regardlessofcause,intheworkorforanydamagesresultingtherefromMcGrawHillhasnoresponsibilityforthecontentofanyinformationaccessedthroughtheworkUndernocircumstancesshallMcGrawHillandoritslicensorsbeliableforanyindirect,incidental,special,punitive,consequentialorsimilardamagesthatresultfromtheuseoforinabilitytousethework,evenifanyofthemhasbeenadvisedofthepossibilityofsuchdamagesThislimitationofliabilityshallapplytoanyclaimorcausewhatsoeverwhethersuchclaimorcausearisesincontract,tortorotherwiseDOI:Tomyfather,formodelingsowelltheresponsibilitiesandcontentmentsofselfemploymentTomymother,forteachingmethereasonswhyselfprecedesemploymentAndtomyentirefamilyforremindingmethatworkisplaywithalargersocialpurposeThispageintentionallyleftblankviiCONTENTSForewordbyJaniceBryantHowroydixAcknowledgmentsxiiiIntroductionxvPARTITHERULESOFTHEGAMEChapter:WhyYouHavetoQuestionChapter:QuestionsYouShouldNeverInitiateChapter:WhentoQuestionChapter:DoYourHomeworkChapter:DoYouMindIfITakeNotesPARTIIINTERVIEWTHEINTERVIEWERChapter:QuestionsforHeadhunters,Recruiters,andStaffingAgenciesChapter:QuestionsforHumanResourcesChapter:QuestionsforHiringManagersFormoreinformationaboutthisbook,clickhereCopyrightTheMcGrawHillCompanies,IncClickHereforTermsofUsePARTIIITHEQUESTIONLIFECYCLEChapter:ExploringQuestionsChapter:DefensiveQuestionsChapter:FeedbackQuestionsChapter:BidforActionQuestionsChapter:QuestionsforSuperstarsChapter:YouGotanOfferCongratulations!Chapter:YouBlewtheInterviewNowWhatIndexofQuestionsIndexviiiCONTENTSjob,butthepathtakentherelationshiptoworkthroughoutlifeAndasJohndemonstratessocompellinglyinthisbook,empowermentbeginswiththequestionsapplicantsaskSomuchcreativityandinsighthasgoneintotheconceptofthe“informationalinterview,”thankslargelytoRichardBollesandhismarvelousclassic,WhatColorIsYourParachuteForjobseekers,theinformationalinterviewatoncereducesstress,managesexpectations,andelicitswhatelseinformationFortheemployer,theinformationalinterviewisjustasusefulButJohnhasgonetheprocessonebetterInshowingjobseekershowtointerviewinterviewers,hehastakentheinformationalinterviewtothenextlevelAsthispracticetakeshold,thebenefitstoemployeesandemployersalikewillbepalpableHowdoIknowthisBecauseempowermentdoesn’thappenassomesortofgrandrevelationit’sinthedetails,thesmalletchingsonthecleanslate,therightquestionsaskedintherightway,attherighttimeAndbecause,forme,thisprocessreallyworkedthoughIcouldn’thavedescribeditassuchatthetimeIwasbornandwenttoschoolinthesmallcommunityofTarboro,NorthCarolinaIrecognizedinJohn’sbookaroadmapofmyownearlyexperiencesAsayounggirl,Isawhowpeople’sliveswereshapedbytheircareeropportunities,andIsensedthatmyownadvancementwaskeyedtothekindofinquisitorIwasAsastudentinProjectUpwardBound,aprogramforacademicallyachieving,collegebound,disadvantagedstudents,IleftNorthCarolinatoexpandmyeducation,eventuallyworkingattheNationalAcademyofSciencesinWashington,DCThroughoutmyjourney,onecommonthreademerged:ThequalityoftheanswersIreceivedwasrelateddirectlytothepointednatureofthequestionsIaskedThemoreengagedIwas,themorethosearoundmerespondedThisprocesswasnonverbalaswellasverbalWithoutarticulatingiteventomyself,Iwasadvancingmycredentialsbybeingproactiveandperhaps,nowandagain,abitprovocativeToday,havingfoundedacompanyinthebusinessofhelpingpeopletransformjobsintomeaningfulcareers(and,yes,becomeempowFOREWORDxered),Icansaywithoutreservationthateveninanunsettledeconomy,talentwilloutGoodpeople,bydefinition,takechargeTheinterviewisyourfreshstartWecanthankJohnKadorthatitwillneveragainbeablanksheetJANICEBRYANTHOWROYDFounder,CEO,Chairman,ACTPersonnelServicesTorrance,CaliforniaFOREWORDxiThispageintentionallyleftblankACKNOWLEDGMENTSProfessionalsinthestaffingindustrymaybeamongthehardestworkingpeopleintheworldIamgratifiedtobeabletoacknowledgesomanyexcellentpeoplewhocarvedtimeoutoftheirbusydaystohelpmewiththisbookTotheseauthorities,staffingprofessionalsall,Iexpressmygratitude:AnnaBraasch,KimberlyBedore,JaniceBrookshier,KateBrothers,RobertConlin,BryanDebenport,MarietteDurackEdwards,SandraGrabczynski,JeanetteGrill,ScottHagen,JoelHamroff,CharlesHandler,BeauHarris,BobJohnson,KathiJones,RobinMJohnson,RichardKathnelson,WayneKale,HoustonLandry,GrantLehman,JoesephLePla,NancyLevine,SonjaCParker,LizReiersen,JasonRodd,TonyStanic,SusanTrainer,TomThrower,andRobinUptonOnoccasion,IchosetoignoretheiradviceandsuggestionsIfthereareerrorsinthisbook,therefore,theyareallmineSpecialthanksgotoJaniceBryantHowroydforwritingaverypersonalForewordandtoMelanieAllredMaysandGaryAmesforgivingmyreadersthebenefitofsomesharpintellectualpropertyPartIIIofthisbookwouldbeimpoverished,indeed,withouttheircontributionsIthankMelanieMaysfortheCompanyCulturalSurveyandGaryAmesandDrWendellWilliamsfortheorganizationandmanyofthequestionsinChapters–OnceagainIamindebtedtoDrJohnSullivan,professorandheadofHumanResourceManagementatSanFranciscoStateUniversity,forsharingwithmehisexperienceandperspectiveoneveryaspectofthestaffingprocessIespeciallyappreciateJohnforsharingthe“superstar”questionsinChapterxiiiCopyrightTheMcGrawHillCompanies,IncClickHereforTermsofUseForreadingthemanuscriptandgivingmemanyvaluablesuggestions,IappreciateAnnaBethPayne,associatedirectoroftheCounselingandStudentDevelopmentCenter,NorthernIllinoisUniversity,andAlanFarber,assistantdirector,CareerPlanningandPlacementCenter,NorthernIllinoisUniversity,DeKalb,IllinoisAndfinally,I’dliketothankthemanyjobseekersonjobboardsaroundtheworldwhocontactedmeafterreadingmyincreasinglydesperatepostsforgreatanddumbinterviewquestionsYouremailsmakeanauthor’sdayNotetoreaders:ManyofthestaffingprofessionalswhohelpedmewiththebookarewillingtoberesourcesforreadersCheckmyWebsite(wwwjkadorcom)foralistoftheircontactinformationACKNOWLEDGMENTSxivINTRODUCTIONThelandscapeforjobseekerstodayismoretreacherousthanatanytimeinrecentmemoryInotherwords,ifyouwantajobtoday,youmayactuallyhavetoworkforitJustafewmonthsago,thejobinterviewwasanopportunityforcandidatestopresenttheirdemandsandscreenthebestoffersTodaythetidehasturnedandemployersarerunningtheshowagainIt’snolongerenoughtobequalifiedIfyouwantajobintoday’sbusinessenvironment,youhavetoshineinthejobinterviewOnewaytoreallyshineisbyaskingquestionsQuestionsarethebestwayforyoutodemonstratethatyouunderstandthecompany’schallenges,emphasizehowyoucanhelpthecompanymeetthem,andshowyourinterestinthemostunmistakablemannerpossiblebyactuallyaskingforthepositionThisbookwillhelparmyouwithnewinterviewquestionsandtechniquesforsellingyourselfandgettingthejobyouwantAftermorethanadecadeofjobseekerscallingtheshots,thecollapseofthedotcomeconomyhasresultedinamuchmorerestrictedhiringenvironmentEmployerscannowaffordtobemuchmorechoosyWithdozensorevenhundredsofapplicantscompetingforeveryjob,employersareraisingtheirstandardsCompetitionforjobshasneverbeenhigherTheeaseofrecruitingwiththeInternethasradicallydecreasedtheexpenseofaccumulatingrésumésToday,youarecompetingnotonlywithotherjobseekersfromthesamecommunity,butwithhighlyqualifiedpeoplefromallxvCopyrightTheMcGrawHillCompanies,IncClickHereforTermsofUseovertheworldScaredandfrustrated,employeesstillfortunatetohaveajobarestayingput,decreasingopportunitiesforcareeradvancementFororganizations,thestakesformakingtherighthiringdecisionarehigherthaneverbeforeBusinessmovesmorequicklytodaythaneverbeforeOrganizationsareleanerandmorenetworkedIfacriticaltaskisnotperformed,thewholeoperationisatriskoffallingapartOftenacriticalhireisallthatstandsbetweenorganizationalfailureandsuccessOrganizationstodayhavenoguaranteeofsecondchancesTheymustgetitrightthefirsttimeRAISINGTHEANTEFORJOBSEEKERSIntheirstruggletosurvive,increasinglyleanorganizationsaremakingdecisionsthatalsoraisetheanteforjobseekersCompaniestodayareputtingapremiumonhumanproductivityTheywanttohirepeoplewhocanaddsignificantvaluefromdayoneAnyjobcandidatewhocannotdemonstratehisorhervaluepropositionwithinafewminutesintothejobinterviewcannotbeexpectedtoadvanceFeworganizationstodayarecontenttohiremerelyqualifiedperformerscapableofacceptableperformanceInabuyer’smarket,theyfeeltheydon’thavetosettleforanythinglessthansuperstarsateverylevelofthecompanyTheseorganizationslookforindividualswhocandemonstrateconsistentlyoutstandingresultsaswellastheabilitytostretchwellbeyondtraditionalmeasuresofperformanceThesearethemoversandchangeagentswhocanapplythoughtleadershiptothechallengesoftheorganizationInterviewerstodaywanttoseeimmediateevidencethatyouareactionoriented,engagedwiththelongterm,committed,zestful,andcuriousThesearetheattributesthatwillgetyouajobIfyouactpassive,disengaged,shortterm–driven,selfcentered,andapathetic,you’llbepassedoverYourabilitytoaskmeaningfulquestionswilltelltheinterviewerifyouprojectthefirstsetofattributesorthelatterDoesthecontemporaryjobinterviewseemlikeahighhurdletojumpItisAndyouwon’tgetmorethanafewminutestodemonstratethatyouareaworldclasscontributorOrganizationshavebeefeduptheentireemployeeselectionprocesstoweedouttheamateurs,impostors,andotherwannabesThejobINTRODUCTIONxviinterviewhasreceivedmorethanitsshareofattentionasacriticalvehicletoachieveorganizationalgoalsIfyouhavebeeninterviewing,youknowthatemployershavedevelopeddramaticallymoresophisticatedinterviewingandselectiontechniquesYouseeevidenceofthesedevelopmentsineveryaspectoftheselectionprocess,fromthejobinterviewtoexhaustivebackgroundchecksanddrugtestingThisbookgivesyouashotatunderstandingwhatyouwillbeupagainstinthenewworldofjobinterviewsManyjobhuntersthinktheirprimarygoalistogettothejobinterviewWrong!Ifyouthinktheprimarygoalofthejobhunteristogetajoboffer,youaregettingwarmer,butyouarestilladaylateanddollarshortInreality,theprimarygoalofthejobhunteristogetanofferforajobthatisagoodfitwithhisorhershortandlongtermrequirementsinotherwords,apositionthatissustainableforboththejobhunterandtheemployerTosucceedatthispartofthejobhuntrequiresthejobseekertointerviewtheinterviewerBythispointintheprocess,thechemistrybetweentheemployerandjobseekershouldbeprettygoodIfthereareanyremainingcandidates,theirabilitiesshouldbefairlysimilar,soyouarenowcompetingonsofterissuesIfyouarestillintherunning,chancesaretheemployerwantstohireyouatleastasmuchasyouwanttobehiredNowthetablesareturned,anditisyouropportunitytodetermineifthisisthejobthat’sbestforyourcareerNowyougettointerviewtheinterviewer,andindoingsoyouhaveanotheropportunitytoreinforceyourdesirabilityasthebestcandidateforthejobThisbookshowsyouhowTogroundthebookinreality,I’veaskedhundredsofrecruiters,jobcoaches,andhiringmanagersforthemostmemorablygoodandbadquestionstheyhaveheardfromjobcandidatesSomeofthesequestionsarebrilliantintheirinsight,depth,andeleganceOthersarejustaseffectiveinterminatingtheinterviewwithextremeprejudiceWhetherthequestionsarememorablygoodormemorablybad,learnfromtheformerandavoidthelatterThebestofthesememorablequestions,withcommentsfromtherecruiters,arepepperedthroughoutthebookandareseparatelyindexedinthebackINTRODUCTIONxviiANINTERVIEWBETWEENTHEREADERANDTHEAUTHORAUTHOR:ThankyouforopeningthebookDidyouhaveanytroublefindingitREADER:No,thedirectionsyougavemeweregreatThebookwasrightthereintheCareerSection,justwhereyousaiditwouldbeAUTHOR:That’sgreatWell,IappreciateyourinterestinmybookPleasemakeyourselfcomfortableCanIgetyouacupofcoffeeREADER:Thankyou,noMaybelaterAUTHOR:Asyouknow,wewillbetalkingtoyouaboutbuyingthisbookThisbookgivesyouapowerfulapproachtojobinterviewingbyteachingyoutoaskquestionsthatputthecandidateinthebestlightpossibleByaskingtherightquestionsyoucanquicklydemonstratetheuniquevaluepropositionyoualoneofferandhighlightwhyyoucanimmediatelyeasethebusinesspainofthecompanyyouareinterviewingwithREADER:AproblemsolutionapproachSoundspromisingDoyoumindifItakenotesAUTHOR:NotatallNow,wehopetousethisexchangetogettoknoweachotherbetterMaybeyoucanstartbytellingmeabouthowyouexpectthisbooktoadvanceyourcareerobjectivesREADER:Inmyjobinterviews,Iwanttobereadytoaskquestionsofsuchintelligenceandelegancethattheyknocktheinterviewer’ssocksoffandimmediatelysetmeapartasaforcetobereckonedwithAUTHOR:IlikethewayyouputthatINTRODUCTIONxviiiREADER:IwantmyquestionstoreinforcetherealitythatIamconspicuouslythebestpersonforthejobandthentoaskforthejobinawaythattheinterviewerwillwanttoendorsemyapplicationandrecommendmakingmethestrongestofferpossibleAUTHOR:ThisbookwillcertainlyhelpyoudothatAtthispoint,allowmetodescribethebooktoyouintermsofitscontentandhowIstructuredittohelpyoumakeanimmediatelyfavorableimpressionatjobinterviewsInthisway,youwillhavetheinformationyouneedtomakeadeterminationaboutwhetherpurchasingthisbookwilladvanceyourcareerobjectivesOurbookbuyingphilosophyhereatMcGrawHillisthateitherabookbuyingdecisionisagoodtwowayfit,orit’snotafitatallHowdoesthatsoundREADER:ItsoundsgreatMayIaskaquestionAUTHOR:Yes,ofcourseREADER:YouaskedmeaboutmyrequirementsWhatareyourrequirementsAUTHOR:MyrequirementsaresimpleDoyouhave$READER:YesAUTHOR:You’vesatisfiedmyrequirementsREADER:$IsthatallIwouldhavethoughtabookofthisearthshakingvaluewouldcostalotmoreAUTHOR:Iappreciatetheflattery,butthisbookisnotaboutsuckingupSweettalkisnotgoingtoadvanceyourcareerQuestionsframedwithintelligenceandpresentedstrategicallywillSoletmegiveyouaquickdescriptionofwhatthebookoffersThebookhasthreesectionsPartIdiscussestherulesforaskingthebestquestionsChapter,“WhyYouHavetoQuestion,”reviewswhyitisimperativetohavequestionsandofferssomeguidelinesforaskingquestionsinthestrongestwaypossibleChapter,“QuestionsYouShouldNeverInitiate,”tellsyouwhatsubjectareastoavoidChapINTRODUCTIONxixters,“WhentoQuestion,”,“DoYourHomework,”and,“DoYouMindIfITakeNotes”dealwiththeissuesoftiming,research,andnotetaking,respectivelyPartIIlistsmostofthebestquestionspromisedinthetitleThesearethequestionsyouwillusetoformthebasisofthequestionsyouaskinyournextjobinterviewSomequestionsaremostappropriatefordifferenttypesofinterv

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