细节准备
Authenticity
- 不必担心听起来像是练习过的。只要你确实是表达的是你的真情实感而不是假装成另一个人，你就不必有任何心理负担。准备过的行为面试恰恰说明你很重视这个机会、owning the interview.
- 根据要面试的公司适当改变语言，例如
- 提前了解对方公司的brand, vision, value，适当突出自己与之有关联的经历。
- 提前了解他们如何称呼自己的员工，例如googler, hubber, etc.
- 使用与对方公司有关系的小配件、穿着也适当反映对方公司元素，将自己当作是对方公司的一份子。
- how you handle stress, failure, or conflict
提前查资料
公司信息checklist
- 公司是什么行业？
- 主要竞争对手？
- 在行业内的地位如何，占有多少share？
- mission and values?
- 最重要的产品/服务是什么？
- 用户、员工的评价如何？
- 规模相较于全国经济/世界经济如何？
- 竞争条件是价格还是质量？
- 他们如何将自己与其他友商区分开来？
个人经历回顾
需要准备的问题
- 准备两个作为problem-solving hero的故事
- 准备一个关于interpersonal relationships的故事
- 准备一个mess up的故事，为何导致、怎么fix、有什么learn from it
经典例题
- 让你最有成就感的项目
- 当你修好了一个无法正常工作的模块
- 当你需要做出一个具有挑战性的决定
- 当你需要影响leader or the team
- 有什么你忽视的或者让你感到惊讶的事情发生
- 当你消除了障碍或想到了什么创造性的解决方法的情形
- 当你失败了但从中有所收获
- 当你消除了一个即将恶化escalate的事件
- 为什么选择离开现在的岗位以及选择我们的岗位？scale vs ownership/impact, compact team/flat structure vs structured org/more resources to achieve big goals.
Tell me about yourself的一分钟回答
- Who you are: 一句话讲当前的professional/role，如果是跨专业就找到throughline
- Highlight Reel: 找2～4个优势让你在面的这个职位上stand out
- Why you are here: 这个公司/职位吸引你是因为xxx和我的passion and expertise很匹配
Where do you see in 5 years
- DOs: Focus on the value for your career; Show enthusiasm; Be realistic
- DON’Ts: 不要提到其他job titles
- 例如
- Detail what mastery would mean in the role
- Your interest in learning the role, team, company, industry
- Focus on developing skills; Establish myself as the GOTO person for
- Desire to mentor others, likely interns
- Taking on bigger projects/challenges
- 最后还可以反问对方一些细节
Why should we hire you
- 回答步骤
- reiterate what you’ve known about the role
- describe how your experience can address those challenges
- ask if they agree with your perspective; “Did I miss any challenges you see in this role”.这样可以及时找出遗漏进行补充.
STAR叙事模式
- Situation: 需要讲述当时发生了什么，是怎样的circumstances。
- Task: 当时你被asked/expected做的是什么，是什么驱使你解决这个问题、你的职责是什么。
- Action: 指出I贡献了什么，而不是We，为什么我的贡献是impactful的。
- Result: 总结事情的结局，尽可能强调”如果不是自己就不会有这样的好结果”，即便结果不是很理想，也可以讲述其中积极的一面，例如没有”太崩”.
讲述时不见得需要有多少细节，平铺直叙几句话就好了。讲述完了上述四个要点之后，如果面试官继续追问其中的细节，说明你讲述的事情他们有认真听、有兴趣、而且与他提出的问题有关系。
借鉴证人庭问的一些指导
- 只回答对方问的问题：Be concise first and elaborate later. 对方可能已经设想好了一系列的递进式的问题，只需要有一说一即可，不用急着show it off. Be factual, without exaggeration or hyperbole.
- 确保自己理解了对方的问题，可以直接反问
Can you tell me a bit more about what you want?，或者I can tell you about my experience leading a remote team, is that a good example?来悄悄转移话题。当你在回答过程中，对方打断则很大概率是想给你一些指引，引导你到他们期待的一个方向上。 - 避免使用绝对的词，如always/never，这样容易招致怀疑。用更自然的方法表达，例如
I prefer xxx whenever possible.,I work hard to xxx that considers personal feelings.,Those are the examples I can recall right now. - 控制交流的速度，通过喝水、调整眼镜、改变坐姿、深呼吸、请求对方重复问题来给自己一些放松、缓冲的时间。
- 自己将自己的表现录制下来。你会发现自己很多在压力下很多unconcious的表现，如习惯性动作和口头禅，通过会看录像可以发现，之后就可以有意识地控制。
察觉行为面试问题
- 留意以下开头语，这就是让你讲故事了。
- Tell me about a time when …
- Can you share a situation when …
- What do you do when …
- Give me an example of …
- Describe a …
- 可能会有一些「最怎么怎么」的形容词，直接忽略就好，例如最重要的、最强的、最自豪的，只需要讲准备好的例子即可。
- （probably nah）适当准备一些日常可以聊的轻松话题，比如在等其他面试官的时候：
- What do you like to do in your free time?
- What book are you reading right now?
- Seen any good movies lately?
- Are you a sports fan?
- Do you have any exciting trips planned?
把面试变成对话
- 将回答限制在60s内，最多90s。当然需要通过提前准备脚本，充分练习。
- Clarify before answering（尤其是vague的问题）! 在详细回答之前先简单介绍overview（就像提供菜单）然后马上问probing question，提供几个option/domain，问对方需要我focus在哪个方面？
- 在回答结束后反问对方”Is this how you see me in this position?”
结尾问问题
about the role
- Biggest challenges for this role?
- Is it new role or backfill?
- (如果po了很久) How far have you been into the search for the candidates for this role?
- (如果很久了) What seems to be consistly missing from the previous candidates you spoke to?
- (如果以前招了几个了) What type of candidate is the most successful in this role?
about the team
- What’s the strucure of the team?
- Who will I be reporting to?
- Diff between pre-covid and now? Which part of the business have been most impacted by the pandemic?
about the company
- What does it mean to be culture fit here?
- What impact has remote work/socail distancing had on the company culture? teamwork? training? onboarding?
- What trends did you noticed about the customer’s behavior since the pandemic?
about the interviewer
- (提前看领英) Over your X years here, what has been changed in the role/team/company?
- What do you enjoy the most? What have been keeping you at the company?
- How was your expectation differed from your experience?
about the process
- What does the interview process look like（几轮店面/onsite？组面？general hire）?
- What are the next steps?
- When should I expect to hear beck?
亚麻14条
customer obsession
Leaders start with the customer and work backwards. They work vigorously to earn and keep customer trust. Although leaders pay attenttion to competitors, they obsess over customers.
- 谈谈一个没有meet time commitment的经历，为什么没有meet，从中的收获？
Ownership
Leaders are owners. They think long term and don’t sacrifice long-term value for short-term results. They act on behalf of the entire company, beyond just their own team. They never say “that’s not my job.”
Invent and Simplify
Leaders expect and require innovation and invention from their teams and always find ways to simplify. They are externally aware, look for new ideas from everywhere, and are not limited by “not invented here.” As we do new things, we accept that we may be misunderstood for long periods of time.
Are Right, A Lot
Leaders are right a lot. They have strong judgment and good instincts. They seek diverse perspectives and work to disconfirm their beliefs.
Learn and Be Curious
Leaders are never done learning and always seek to improve themselves. They are curious about new possibilities and act to explore them.
Hire and Develop the Best
Leaders raise the performance bar with every hire and promotion. They recognize exceptional talent, and willingly move them throughout the organization. Leaders develop leaders and take seriously their role in coaching others. We work on behalf of our people to invent mechanisms for development like Career Choice.
Insist on the Highest Standards
Leaders have relentlessly high standards — many people may think these standards are unreasonably high. Leaders are continually raising the bar and drive their teams to deliver high quality products, services, and processes. Leaders ensure that defects do not get sent down the line and that problems are fixed so they stay fixed.
Think Big
Thinking small is a self-fulfilling prophecy. Leaders create and communicate a bold direction that inspires results. They think differently and look around corners for ways to serve customers.
Bias for Action
Speed matters in business. Many decisions and actions are reversible and do not need extensive study. We value calculated risk taking.
Frugality
Accomplish more with less. Constraints breed resourcefulness, self-sufficiency, and invention. There are no extra points for growing headcount, budget size, or fixed expense.
Earn Trust
Leaders listen attentively, speak candidly, and treat others respectfully. They are vocally self-critical, even when doing so is awkward or embarrassing. Leaders do not believe their or their team’s body odor smells of perfume. They benchmark themselves and their teams against the best.
Dive Deep
Leaders operate at all levels, stay connected to the details, audit frequently, and are skeptical when metrics and anecdote differ. No task is beneath them.
Have Backbone; Disagree and Commit
Leaders are obligated to respectfully challenge decisions when they disagree, even when doing so is uncomfortable or exhausting. Leaders have conviction and are tenacious. They do not compromise for the sake of social cohesion. Once a decision is determined, they commit wholly.
Deliver Results
Leaders focus on the key inputs for their business and deliver them with the right quality and in a timely fashion. Despite setbacks, they rise to the occasion and never settle.