有应聘者给我打电话的时候，我将会成为他最好的朋友。
I'm going to be that candidate's best friend when they call me.
如果我们知道女性面试官更有可能拒绝有魅力的女性应聘者，我们就可以帮助面试官认识到他们的偏见，亦或是雇佣外部面试官。
If we know female job screeners are more likely to reject attractive female applicants, we can help screeners understand their biases—or hire outside screeners.
你要知道这个话题是绝对不能提及的，如果应聘者有工作时间方面的问题，不要给予否定，这可能会引出关于“儿童保育”的相关话题。
Knowing that is one of the topics you cannot broach, if the applicant asks about work hours, do not consider that a negative question. It may be triggered by a concern about childcare.
那些应聘者有很多钱支撑。
把学历经验和技能混同。一个有很多经验的应聘者未必有从事这项工作的能力。
Confuse education and experience with skills; a candidate with lots of experience still may not have the capabilities to do the job.
所以，你应当集中精力，向应聘者提问，那些与履行必要的工作项目有直接关联的问题，并避免提问——不管符合不符合法律——面试禁忌。
You can therefore focus on asking questions that directly relate to the candidates' ability to perform required tasks and avoid those that don 't-legal or not.
有可能有方法选出头脑反应最敏捷的前20个应聘者，但关键是要看面试中题目的思路是怎样的。
There's probably ways to find the top 20 most interesting brain teasers.But the point is to see how the interview subject thinks.
有可能有方法选出头脑反应最敏捷的前20个应聘者，但关键是要看面试中题目的思路是怎样的。
There's probably ways to find the top 20 most interesting brain teasers. But the point is to see how the interview subject thinks.
因为一个学位将有助于区分优秀和差劲的应聘者——聪颖、有活力的候选人愿意不辞辛劳地获取一个学位，而愚钝、懒惰之人不这么做。
Because a degree will distinguish good applicants from bad - if bright, energetic candidates are willing to go to the trouble of acquiring one, while dim, lazy candidates are not.
但是，明显倾向于应聘者有一份带有相片的简历这种情况却不在女性中成立。
But the apparent bias in favor of job candidates with photos didn't hold true for women.
在受访公司中，72%的公司希望有运用最新技术的经验，67%重视创造力，45%希望应聘者有互动媒体经验。
Of those surveyed, 72% wanted experience using the newest technologies while 67% valued creative ability and 45% wanted employees with experience with interactive media.
他提醒应聘者，你必须给雇主这样一个信息：你对工作本身也同样有兴趣，否则就很可能会抹杀掉自己入选的机会。
You risk killing your candidacy unless you tell an interested employer that you're equally interested in the job, he cautions.
构建新团队的人经常找招聘代理，试图告诉对方自己有哪些要求，可这样做的问题在于：团队无法直接接触应聘者，而他们才是要一起真正干活的人。
People who have to build a new team often use recruiters and try to express what they are trying to achieve, but it is a step removed from the team that is actually physically going to do the work.
就（招聘者和应聘者）共同增益而言，换位思考招聘者小组有40%得到最高分，移情招聘者有22%，而对照组只有19%。
In terms of a joint gain, 40% of the pairs with a perspective-taking recruiter scored maximum points; 22% of the empathisers did and 12% of the control group.
开朗、有进取心的应聘者。
最主要的原因有：应聘者对于生活方式的见解、不恰当的评论、不合宜的照片及视频。
Top reasons listed? Concerns about lifestyle, inappropriate comments, and unsuitable photos and videos.
招聘经理在已经挑选好一位内部申请人或者与这家公司有私人关系的应聘者之后，通常不会认真对待来面试的求职者。
Frequently hiring managers just go through the motions of interviewing candidates after having picked an inside applicant or someone with a personal connection to the company.
尽管如此，律师事务所负责招聘的合伙人和有公司法务工作经验的应聘者都没能把握机会让结果更好。
Nevertheless firm hiring partners and law firm job candidates with in-house experience are still missing an opportunity to do better in the recruitment process.
简单来说，面试对招聘者和应聘者来说都是有好处的，双方都应该重视面试这一环节。
In short, a job interview is beneficial to both the employer and the employee that they all should attach importance to it.
所以，可以有把握地说他们有一个很好的流程来挑选最好的应聘者。
So it's safe to say they have a good process for choosing the best job candidates.
所以，可以有把握地说他们有一个很好的流程来挑选最好的应聘者。
So it's safe to say they have a good process for choosing the best job candidates.
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