谷歌高管專訪：求職最忌諱什么？

　　以下是應屆畢業(yè)生求職禮儀網(wǎng)站為大家整理的一篇谷歌高管專訪：求職最忌諱什么，希望對找工作的大家有一定幫助。

　　“For most people, work sucks, but it doesn’t have to.”

　　“大多數(shù)人覺得上班糟透了，其實工作本不必如此。”

　　That’s from Laszlo Bock, who heads up people operations at Google, overseeing more than 50,000 workers in 70 offices around the world.

　　這句話出自谷歌高管拉茲洛·博克，他手下的5萬名員工在全世界70個辦公室內(nèi)工作。

　　Bock spoke with The Huffington Post about Google’s people philosophy and how to get hired at the company, which consistently is ranked as one of the best places to work.

　　博克接受赫芬頓郵報的采訪，談到了谷歌人的哲學，以及如何加入這家一直被認為是最佳單位的公司。

　　Google can treat workers well and offer this stuff because, you know, it's Google. What are some amazing benefits that any little company can do?

　　谷歌能善待員工是因為它是谷歌。有沒有什么福利是任何小公司都能提供的?

　　This is going to sound crazy, but maternity leave. We give five months with full pay: salary, bonus, stock. If you have more than 10 or 20 employees you can do this.

　　產(chǎn)假，雖然聽起來有點瘋狂的。我們提供5個月完全帶薪的產(chǎn)假，包括工資、獎金和股票。如果你手下有超過10個或20個員工，你也可以這樣做。

　　We used to do 12 weeks of salary, and women who came back from leave quit at twice the rate of men. Now it’s the same as men. We have a similar program for paternity leave and same-sex parents.

　　曾經(jīng)我們的產(chǎn)假是12周，只支付工資。那時，休完產(chǎn)假的女員工的離職率是男員工的2倍�，F(xiàn)在，離職率已經(jīng)下降到和男性員工一樣了。我們還為準爸爸和同性戀雙親提供了類似的福利。

　　On the face of it, you’re losing two months of a worker’s productive time. But someone can pick up the slack. It more than pays for itself in not having to go recruit someone brand new. The reality is: Most people don’t have that many babies. Anyone can duplicate this.

　　表面上，你損失了員工2個月的工作時間。但其他人能夠補上缺口。而且重新招聘新人會損失更多。事實上，大多數(shù)人不會生那么多小孩。任何人都能在自己的公司里提供這一福利。

　　What’s the business case for treating workers well?

　　善待員工的商業(yè)價值在哪里?

　　The bottom line is you sleep well at night by treating people the way you want to be treated.

　　底線就是己所不欲勿施于人，這樣晚上才能睡的香。

　　You can only get so far by yelling at people and managing tightly. A lot of what [Google employees] do involves discretionary effort. You don’t get that unless they want to be there.

　　大聲責罵和嚴格管理走不太遠。許多谷歌員工的工作都涉及到是否能夠充分發(fā)揮他們的能力。你只有想在這里上班，才會全力工作。

　　Employee retention is incredibly high. It’s been same since the company went public.

　　員工的流動率低的驚人，就算公司上市后也是如此。

　　What’s the one thing that would kill someone’s chances of getting hired?

　　什么事會導致求職者不被錄取?

　　There are no hard and fast rules, but some simple things, like typos in your resume. Except if you’re a non-native candidate. If you’re a French person applying in France with typos, you’re disqualified. If you’re a British person applying in France, in French, I’m not too worried.

　　這倒沒有什么鐵律。但一些小事，比如簡歷上的錯別字，會影響錄取。除非你不是用母語寫簡歷。如果一個法國人在法國求職，錯別字會導致他不被錄取。但如果是英國人用法語在法國找工作的'話，我就不太在意錯別字。

　　There used to be [college] majors we’d give a funny eye. We used to care about what school you went to. We really don’t anymore. We found it doesn’t predict performance. How you do on the interview questions predicts performance.

　　我們過去注重應聘者的專業(yè)和母校，但現(xiàn)在已經(jīng)不這么做了。我們發(fā)現(xiàn)能通過面試時回答問題的好壞預測日后的工作表現(xiàn)，專業(yè)和母校則不能。

　　Can you ask me an interview question?

　　你能問我一道面試題嗎?

　　"Gimme an example of an intellectually difficult problem you solved?"

　　“舉一個你解決過的智力難題。”

　　I’d then write down the question, your answer and my assessment. The hiring committee can see if the answer is something that demonstrates your skill. They also get to learn about me as an interviewer. Then I get feedback and I get better. And we hire better people.

　　然后我會寫下問題、你的答案以及我的評價。招聘委員會能看到答案是否體現(xiàn)了你的技能。他們還會了解到作為面試官的我。之后我會得到反饋并變得更好，公司也能招到更好的員工。

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