构建故事来面试范文

构建故事来面试范文 面试 构建故事帮你取胜 many years ago when i hated what i was doing for a living, i was encouraged by my career coach to write down several short stories about times and events in my life where i influenced the oute. i was stumped at first, but after a few days, i came up with more than 15 pages of stories of times in my life where i influenced the oute and either grew myself and/or bettered the existence of either myself or others around me. 许多年前，我厌倦了自己赖以谋生的工作。我的职业教练鼓励我写下过去我影响了事件结果的几件事。开始这让我有些犯难，但几天后，我写了超过15页纸。这些是我影响了结果的事情；让我获得成长并且/或者给我或我周围的人带来了更好的生存。 so what does this have to do with a job interview? 这和面试有什么关系? if you read other books on job interviews, youll notice they feed you lists of interview questions and answers to memorize. an interview is not an interrogation, however its a conversation. to make it that way you need to e armed with a multitude of small stories about both your business and personal lives. 如果你去读一读其它有关工作面试的书，你就会注意到里面都是面试题目、还有要背诵的答案。面试不是审问。它是一次对话。要让它成为一次对话，你需要用那些“自己事业和个人生活”的小故事来“武装”自己。 when you go into an interview, you need to leave your nerves at the door. the best way to prepare is to be yourself. the best way to be yourself is to tell your own story （or stories）. 在参加面试的时候，你需要把紧张留在门外。最好的准备就是做本色的自我。做自我最好的办法就是说自己的故事（一个或多个）。 this is especially great for the petency-based interview being used more today. in a traditional interview, the interviewer will ask you questions focused on whether you have the skills and knowledge needed to do the job. a petency-based interview goes further by asking you additional questions about your character and personal attributes that can better determine whether you fit their corporate culture. these are called behavioral petencies. 对于如今基于能力的面试来说，这尤为重要。在传统面试中，面试官问你的问题集中在你是否具备工作中需要的能力或知识。能力面试会进一步问你有关性格、品质等能更准确地判断是否你适应企业文化的问题。这些被称之为“行为能力”。 a petency-based interviewer will spend about half the interview on your job skills, and about half on your behavioral petencies. he or she will be looking for evidence of how you have acted in real situations in the past. 能力测试面试官会花一半时间面试你的工作技能；另一半时间面试你的行为能力。他或她会去寻找过去你在现实情景中是如何表现的。 an employer wants to find out 雇主想知道： are you an asset or liability? in other words, will you make money or save money for the pany? 你是一项资产还是债务？换句话说，你会替公司赚钱还是省钱? are you a team player? will you fit into the corporate hierarchy or be like sand in the gears? can you take and give （if appropriate） orders? 你是否有团队精神？你能适应企业上下级关系吗？还是会格格不入？你能接受及下达命令吗（如果必须的话）？ will you fit into the pany culture? they dont want prima donnas. 你能融入企业文化吗？公司不想要自我本位的人。 the best way to show these traits is to take the initiative and have several personal stories that you can tell, taking maybe 30 to 90 seconds each. 展现这些特质的最好方法就是采取主动；准备几个合适的故事；每个故事讲述时间在30-90秒。 you may want to start by developing your stories around these seven areas 你也许希望从以下方面来构建你的故事： 1. times where you either made money or saved money for your current or previous pany. 你给当前或过去公司省钱/赚钱的经历。 2. a crisis in your life or job and how you responded or recovered from it. 你对生活或工作中曾出现的危机如何应对。 3. a time where you functioned as part of a team and what your contribution was. 你在团队中的工作以及贡献。 4. a time in your career or job where you had to overe stress. 你在过去工作中克服压力的经历。 5. a time in your job where you provided suessful leadership or a sense of direction. 你在工作中成功发挥领导才能的经历。 6. a failure that ourred in your job and how you overcame it. 你在工作上经历过的失败以及从失败中崛起的经历。 7. any seminal events that happened during your career to cause you to change direction and how that worked out for you. 职业生涯中任何让你改变方向的重大事件；以及这些事件是如何影响你的。 i want to emphasize that an interview should not be an interrogation. it should be a conversation between two equals. when you aomplish this you e away a step closer to your goal of landing the job you really want, because 我想强调的是面试不应该是审问，应该是基于平等的一次谈话。做到这点后，你就会离你心仪工作又近一步，因为 its the conversation that wins an interview, and its the conversation that wins the job. 为你赢得面试机会的是对话；为你赢得工作的也