Alex Malley FCPA is the chief executive of CPA Australia and the host of the Nine Network television series The Bottom Line. Alex is also a regular contributor to The Huffington Post 。
Alex Malley FCPA是澳大利亞CPA公司主管，NIne Network電視節(jié)目The Bollom Line節(jié)目主持人。他還是Huffington 郵報撰稿人。
What I have learned, after years of experience interviewing people at all levels and walks of life, is that interviewing a job applicant is not dissimilar to interviewing aprospective house mate. You are going to spend a lot of time under the same roof as this person. Accordingly, you need a confidence that they will fit in with the other house mates, that they are all they seem to be, and they are there to make an enduring commitment。
經(jīng)過多年的面試，我接觸到了來自不同行業(yè)，不同水平的人。這讓我了解到面試一名求職者和了解未來的室友是一樣的。你要和這個人在同一屋檐下共度很長時間。而且，你還要保證他可以和其他的室友相處良好、表里如一、可以長期奉獻。
To help me with this, there are six characteristics in a conversation with a job applicant I mentally tick-off in order to identify the right person for the job. These tips can be useful for both the interviewer and interviewee。
為了找到合適的人選，面試的時候我會在腦子里勾勒出合格求職者的六大特點。下面的建議對面試官和求職者都會有所幫助。
1. Are they interesting?
1. 他們有趣嗎?
My test for this is not about the depth of a person’s ability, but the breadth of their curiosity in life. Do they have genuine outside interests? Do they have friendships spanning different lines and backgrounds?
我對這項的考察并不是取決于一個人能力的高低，而是看這個人對于生活保有多少好奇心。除了關心利益之外，他們是否真誠?他們有沒有來自不同行業(yè)不同背景的朋友?
I have often found people are more interesting than they project themselves to be. As a chief executive or interviewer, I should not have to work hard at finding out what makes you interesting. An applicant that leaves me wanting to know more about them gets a big tick in my book。
我經(jīng)常發(fā)現(xiàn)有些人比展現(xiàn)出來的更有意思。作為一個高級管理人員或面試官，我不會花費過多時間找出求職者的有趣之處。如果一個求職者可以讓我想更多地了解他，那在我面前他已經(jīng)成功一大半。
2. A holistic perspective
2. 全局觀念
One of my great frustrations as a chief executive is people that think solely about the department or section they work in, rather than at the very least showing an interest and appreciation for all departments and how the business in total comes together。
作為一名高管，讓我很迷惑的是，人們只關心自己部門的利益，對于整個公司以及這個行業(yè)的運轉都缺乏最起碼的興趣和了解。
So, when it comes to a job candidate, I look for their intuitive interest in the whole of the business above and beyond the role they are applying for。
所以，在面試求職者的時候，相對于求職者對所求職位的興趣，我更愿意了解他們對整個行業(yè)的興趣。
3. Passion
3. 熱情
It does not matter what the passion, but it is a shut door for me if I do not recognise the applicant’s emotional connection to something or someone in their life。
如果我在求職者身上看不到他對生活中某些人或某些事情充滿熱情(不管這些熱情是在那些方面)，我不會錄用他。
Without passion, people simply exist, they don’t live: selfishly I want to live with people, not merely exist with them。
沒有熱情，一個人只是存活，而不是生活。雖然有些自私，我還是愿意和人一起生活，而不是存活。
4. Open about their mistakes
4. 坦誠錯誤
The only way I have learnt anything in my career is from the mistakes I have made. In some ways, I am proud of them, but even more so, that I have learnt from them. So anyone who in a good, healthy and open conversation claims to being mistake-free, I would prefer it if they went and worked for a soul。
在職業(yè)生涯中，唯一我學到的東西就是，從犯錯中學習。一定程度來講，我以這些錯誤為豪。所以，一次開心、有益、開放的談話，就不會避談自己的錯誤。如果這些錯誤曾觸動心靈，幫助了一個人的進步，我很愿意和人談這些錯誤。
5. Opinionated
5. 有主見。
Admittedly, I am not an avid reader, but I am highly aware of the issues going on in my country and the world. What I expect from an interviewee is a natural and comfortable perspective on significant issues relevant, or not, to our business。
必須承認，我不是一個很有熱情的讀者，但是我很了解國內國外發(fā)生的事情。我希望從和求職者的談話中了解到他對重大事件的直觀的看法，無論這些事和工作是否相關。
6. Leadership
6. 領導才能
I look for someone who can tell me a story about a vision they have set, and their journey to achieving it. And, most importantly, I want them to clearly articulate how they mobilised people to achieve those outcomes. These sorts of leadership qualities are something I look for in applicants - at all levels。
我希望求職者可以告訴我一個故事，在這個故事里有他們自己既定的觀點，完成一件工作的歷程。最重要的是，我希望他們可以清楚的說出自己是如何調動他人共同完成這項工作的。不管一個求職者處于什么水平，我都希望在他們身上發(fā)現(xiàn)領導才能。
