From Graduate Recruit Turned Recruiter从毕业生到面试官

by Hannah Salton

乔皙 译

From Graduate Recruit Turned Recruiter从毕业生到面试官

Track 4

by Hannah Salton

乔皙 译

现在毕业生找工作的劲儿就跟上战场似的——上网搜索各种笔试、面试真题，面试技巧、策略，穿着打扮、言行举止、回答问题的技巧等等都在面试前仔细研究过。大学生有的是聪明才智来研究案例，但面对真实世界的人和事时往往缺乏经验。

I have recently started my last rotation on BT’s graduate scheme, and for my grand fnale, I’m doing a stint with the recruitment team, focusing mainly on graduate and undergraduate recruitment.Being on the other side of the table is strange to say the least and I can still well remember going through the recruitment process myself.

So far I’ve really enjoyed the role and there is a great variety to the job I’m doing and the people I’ve met.I enjoy meeting and talking to the candidates and, being in the position of being a graduate myself, I feel I can often reassure them as I’ve already been through the same process.

My job on a day-to-day basis is varied: it can be anything from1)siftingthrough undergraduate CVs to see if they’re suitable for the summer or industrial year placements we offer; or talking to internal hiring managers to fnd out what kind of thing they’re looking for from the applicants.

1 ) sift [sɪft] v.筛分，过滤

我最近在着手开展BT（英国电信公司）公司毕业生项目的最后一轮任务，最后一个重要工作是与招聘团队合作，把重点放在研究生和大学毕业生的招聘上。简单点说，坐在桌子的另一边感觉有点怪怪的，我还记得自己当时的应聘过程。

到目前为止，我很喜欢现在的角色，我的工作涉及面广，还会接触到不同的人。我喜欢跟应聘者见面聊天，我也曾是一个毕业生，我觉得自己常常可以给他们一些安慰，因为我曾经历过同样的过程。

我每天的工作都有所不同：筛选大学毕业生的简历，看他们是否适合我们提供的暑期实习职位和为期一年的工业实习职位，或跟内部招聘经理交谈，看看他们需要什么样的申请者。

One of the hardest parts of the job is delivering the bad news to unsuccessful applicants, and it’s the part of the job I enjoy the least, because I know how time consuming and stressful applying for jobs can be.

I’ve also been involved in the graduate assessment centres: from playing the actor in the one-to-one role play, marking the business case studies and2)chairingthe evaluation meeting at the end of the day with the hiring managers, to discussing who has and hasn’t been successful.It was very weird being involved in this, but also really interesting to see what it’s like.I imagine what my assessment centre was like when I attended myself a couple of years ago.

One of the things I’ve picked up from the recruitment team is how important it is to be yourself.Hiring-managers who conduct the interviews want to see the real you, and hear your honest answers to the questions they’re asking.I used to believe that there were right and wrong answers to interview questions and that giving a well-structured3)genericanswer was what the interviewer was looking for.But from personal experience I now know they’re much more interested in hearing the real answers to the questions, not the textbook answers you think you should give.

If candidates understand the real reasons why they want to work for the company that they’re applying for, and the real reasons why they’ll be the perfect candidate, then more likely than not they will4)come across asa lot more suitable for the job than if they use generic responses.

2 ) chair [tʃeə] v.任（会议的）主席

3 ) generic [dʒɪ'nerɪk] adj.通用的，一般的

4 ) come across as 看上去似乎是，给人的印象是

工作中最困难的部分就是给落选的申请者传达坏消息，这也是我最不喜欢的工作内容，因为我知道应聘职位是多么耗时间，压力有多大。

我同时也有参与毕业生评价环节：在一对一的角色扮演中充当某个角色，给商业案例分析评分；最后主持评价会议，跟招聘经理讨论谁通过或没通过面试。参与这样的讨论感觉很奇特，但我也很想知道这是怎么一回事。我想象着几年前我参加面试时我的评价环节是怎样的。

我从招聘团队中领悟到保持个性，做自己是非常重要的。主持面试的招聘经理想看到真实的你，听到你诚实地回答他们的问题。我以前认为面试问题的答案都有对错之分，给出一个组织好的、通用的答案就是面试官想要的。但依我经验来看，我现在知道他们更想听到真实的答案，而不是你认为正确的、教科书上的答案。

如果候选人知道自己想在所申请公司工作的真正原因，知道自己是最合适的人选的原因，那么比起那些使用通用答案的人，他们看起来就会更加适合这份工作。

Another tip from being on both sides of the process is to make sure you put in as much effort into the first exercise as you do to the last.All of the exercises are marked individually, and your overall performance will be evaluated, so try not to get down-hearted if you feel one went badly.From chatting to candidates on the day and comparing this to their overall scores, I’ve also noticed that there’s not always a correlation between how well candidates perceive they have done and how well they actually did, so I would say try not to5)second guessyourself.

After the assessment centre, whether you’re lucky enough to get a job or not, we’ll provide feedback to you detailing what you did well, as well as your development areas.This can be a really good opportunity for personal learning.You can use this knowledge of your key points for development when you start.For example, if your presentation was where you fell down, you can try and get some experience presenting to your team once you’re in your role.

Everyone has development areas, and sometimes just being aware of them is half the battle.If you attend an assessment centre where no feedback is provided, get in touch with the recruiting department and ask for some so you can improve on things for next time.

5 ) second guess 预言，猜测

作为面试官和曾经的应聘者，我的另一个提示是确保你在每一个环节都付出同样多的努力。所有的环节都是单独评分的，最后评价你的总体表现，所以，当某一个环节没表现好时，不要灰心。从跟候选人面试时的交谈得知，跟最后的总得分相比，他们自认为的表现好坏与他们的真实情况并无多大关系，因此，我要说的是不要对自己进行猜测。

评价环节结束后，不管你是否成为获得这份工作的幸运儿，我们都会给你回馈，详细告诉你，你的出色之处和需要改进的地方。这是个人学习提升的好机会。你可以把自己的不足之处作为开始改进的关键之处。例如，如果展示环节是你的弱项，那么有机会时就尝试在自己的小组中做展示以获取经验。

每个人都有发展的空间，有时候意识到问题所在就胜利了一半。要是面试官没有给你回馈，你可以联系招聘部门，询问自己有哪些不足之处，让自己为下次的面试做更好的准备。