With so much competition for every job listing out there there are more than 6.1 job seekers for every job opening, according to thelatest job-opening and turn over data from the U.S. Department of Laborwowing a recruiter during a job interview is even more crucial. According to a new surveyof nearly 500 human-resources professionals released by the Society for Human Resource Management, there are plenty of ways to derail a job interview and some of them may surprise you.

    現(xiàn)在的就業(yè)市場(chǎng)競(jìng)爭(zhēng)十分激烈─根據(jù)美國(guó)勞工部（U.S. Department ofLabor）最新的公司招聘及人才流動(dòng)數(shù)據(jù)，每一個(gè)招聘職位對(duì)應(yīng)超過(guò)6.1名應(yīng)聘者；因此，在面試時(shí)給招聘方留下深刻印象顯得尤為重要。美國(guó)人力資源協(xié)會(huì)（U.S. Department ofLabor）最近對(duì)近500名人力資源經(jīng)理做了一項(xiàng)新調(diào)查，發(fā)現(xiàn)應(yīng)聘者在面試過(guò)程中有很多地方容易把事情搞砸，其中一些可能會(huì)讓你大吃一驚。

    The basic don'ts: arriving late to an interview or trashing a previous employer. But some hiring managers say even experienced professionals have made other slip-ups.

    有幾個(gè)基本的錯(cuò)誤不要犯：一是參加面試時(shí)遲到，二是貶低以前的雇主。不過(guò)，一些招聘經(jīng)理說(shuō)，有時(shí)候甚至連久經(jīng)沙場(chǎng)的應(yīng)聘者也會(huì)陰溝里翻船。Often, job candidates

    speak in a too-familiar way with hiring managers a major problem,according to 20% of survey respondents. Mary Willough by, director of human resources at the Center for Disability Rights in Rochester, N.Y.,once interviewed someone who was so comfortable, he commented on a styshe had near her eye.

    應(yīng)聘者往往會(huì)以一種過(guò)于親昵的語(yǔ)氣與招聘經(jīng)理交談──根據(jù)20%受訪者的反饋，這是一個(gè)普遍問(wèn)題。紐約州羅切斯特市殘疾人維權(quán)中心（Center for Disability Rights）的人力資源主管瑪麗？維羅比（MaryWilloughby）說(shuō)，有一次她面試的應(yīng)聘者自我感覺(jué)過(guò)于良好，居然評(píng)論起她眼角的一個(gè)麥粒腫。'My mind was made up at that point,' she says. The candidate was not hired.

    "當(dāng)時(shí)我就做出了決定，" 瑪麗說(shuō)。那名應(yīng)聘者沒(méi)有得到職位。

    For 67% of hiring managers who responded to the survey,dressing provocatively is a major deal breaker even more significant than having a typo in your application materials （58% found this to bean interview killer）. Chantal Verbeek, head of enterprise talent at INGU.S. Financial Services, says she'll forgive a typo if the applicant'sskills are extraordinary, but revealing or sloppy apparel equals aninstant rejection. 'You'd think that'd be obvious,' she says.

    67%的受訪者認(rèn)為，著裝不當(dāng)是個(gè)大忌──比求職簡(jiǎn)歷中出現(xiàn)錯(cuò)字都要嚴(yán)重（58%的接受調(diào)查者認(rèn)為這是一個(gè)重大失誤）.荷蘭國(guó)際集團(tuán)美國(guó)金融服務(wù)業(yè)務(wù)部（INGU.S. Financial Services）人力資源部的負(fù)責(zé)人查恩塔爾？沃比克（ChantalVerbeek）說(shuō)，如果應(yīng)聘者技能出眾，她可以原諒簡(jiǎn)歷中出現(xiàn)一個(gè)錯(cuò)字，但衣著暴露或穿著懶散等同于立刻被拒絕。"這一點(diǎn)很明顯。"她說(shuō)道。

    Other Survey Results 其他調(diào)查結(jié)果From the Society for Human Resource Management survey of nearly 500 HR managers:

    美國(guó)人力資源協(xié)會(huì)對(duì)近500名人力資源經(jīng)理所做的調(diào)查還發(fā)現(xiàn)：* 30% of hiring managers will decide whether to hire you within 15 minutes

    40% of hiring managers say a cellphone ringing in the middle of an interview is a 'deal breaker'

    70% prefer job candidates to have unpaid internship experience directly related to their companies' work versus paid employment in an unrelated field

    39% say 'chemistry' with a job applicant accounts for half of their hiring decision

    30%的招聘經(jīng)理將在15分鐘內(nèi)決定是否雇傭應(yīng)聘者。

    40%的招聘經(jīng)理說(shuō)，如果在面試中應(yīng)聘者的手機(jī)突然響起，那就"沒(méi)得可談".

    70%的招聘經(jīng)理更喜歡應(yīng)聘者在其公司涉及的領(lǐng)域有過(guò)不領(lǐng)工資的實(shí)習(xí)經(jīng)驗(yàn)，而不是在非涉及的領(lǐng)域有過(guò)全職的工作經(jīng)驗(yàn)。

    30%的招聘經(jīng)理說(shuō)，能否與應(yīng)聘者產(chǎn)生"化學(xué)反應(yīng)"在其招聘決策中占有一半的作用。

    Job seekers have also been blasting HR managers with questions about benefits, vacation time and schedule flexibility much too soon in the interview process, according to the survey. （Thirty percent of hiring managers say it's okay for applicants to inquire about salary inpost-interview follow-up conversations.） Some 39% of hiring managers surveyed said applicants shouldn't bring up salary at all unless the interviewer brings it up first.

    該調(diào)查顯示，在面試過(guò)程中，一些應(yīng)聘者過(guò)早地向人力資源經(jīng)理提出諸如福利獎(jiǎng)金、休假時(shí)間和工作靈活性等問(wèn)題。（30%的招聘經(jīng)理表示，招聘者在面試結(jié)束后的雙方交流中問(wèn)起薪水問(wèn)題是可以的。）約39%的受訪招聘經(jīng)理說(shuō)，應(yīng)聘者根本不應(yīng)該詢問(wèn)待遇水平，除非是面試官主動(dòng)提起。

    I've had candidates ask if they can workpart-time from home right off the bat,' Ms. Willough by says. 'Let'sfigure out if you're the right person for this job before we discus show little you want to be in the office.'

    "有些應(yīng)聘者一開(kāi)始就問(wèn)他們能不能在家上班。" 維羅比說(shuō)，"正確的順序是，等我們決定你適不適合這份工作，再來(lái)討論你愿意在辦公室里呆多久。"

    Using clicheacutes like 'This is my dream job' are also major turn offs for hiring managers. Instead of telling an interviewer you think outside the box, actually do it. Ms. Willoughby recalls a job candidate for anIT programmer position who gently pointed out that the Center for Disability Rights' Web site had several programming errors. 'He handled it in a way that didn't make us feel ridiculed or demeaned,' she says.'It showed that he was really serious about the job.'

    說(shuō)"這份工作是我夢(mèng)寐以求的"這類老掉牙的言論也是讓招聘經(jīng)理立馬對(duì)你不感興趣的一個(gè)主要原因。與其告訴面試官你很有想法，不如在面試中真正展現(xiàn)出來(lái)。維羅比回憶起一個(gè)應(yīng)聘IT程序員崗位的人，他委婉地指出殘疾人維權(quán)中心的網(wǎng)站有幾個(gè)網(wǎng)頁(yè)編程錯(cuò)誤。"他的表達(dá)方式?jīng)]有讓我們感覺(jué)遭到嘲笑或貶低，"維羅比說(shuō)，"而是讓我們覺(jué)得，他對(duì)這份工作很上心。"

    Shawn Desgrosellier, president of Vitality Group Executive Search, coaches job candidates to go into an interview with something anything in their hands. The step maintainsfocus. （He suggested a pen, a notepad or your résumé。） 'It's just awkward going into an interview with nothing,' he says.

    一家獵頭公司Vitality Group Executive Search的總裁肖恩？戴斯格羅斯勒（ShawnDesgrosellier）建議應(yīng)聘者參加面試時(shí)手上一定要拿點(diǎn)東西──隨便什么都行，這樣能讓你保持專注。（他建議拿一支筆、一本筆記本或一份自己的簡(jiǎn)歷）"兩手空空走進(jìn)面試地點(diǎn)會(huì)讓人有些手足無(wú)措，"他說(shuō)道。

    There's also some good news for people with numerous public profiles online: Although social mediasites such as Twitter and Facebook are rife with clues about jobcandidates' private lives, 75% of HR managers surveyed don't bother tocheck them.

    對(duì)那些在網(wǎng)上有很多公開(kāi)檔案和記錄的人來(lái)說(shuō)，現(xiàn)在有一個(gè)好消息。雖然Twitter 和Facebook這樣的社交網(wǎng)站上充斥著很多關(guān)于應(yīng)聘者私人生活的信息，但75%的人力資源經(jīng)理根本不想費(fèi)事去查它。

    And the formal thank-you letter after the interview? More than 60% of HR managers who responded say skipping the step is not a big deal. A brief email will suffice cards and balloons are all over board.

    那么，應(yīng)聘者要不要在面試后發(fā)一封正式的感謝信呢？60%以上接受調(diào)查的人力資源經(jīng)理認(rèn)為，省略這一步也無(wú)傷大雅，發(fā)一封簡(jiǎn)短的電子郵件就行──但送賀卡和彩色氣球就過(guò)了。