Cindy: Hi, I'm Cindy and I'm the HR manager for an international publishing company and we employ people in lots of different roles and in varying kinds of contracts, so full-time, part-time, hourly-paid, a lot of different kinds of roles but also contract types that we deal with.
Interviewer: Can you tell us about one interview candidate who impressed you and why?
Cindy: Right...um...this would be a young woman that we interviewed recently. And she had all the usual 1)academic qualifications which you have to do to even get through the selection process. But something that really shone for her in the interview was that whenever she talked to answer a question, she gave us a very 2)concrete example of something that she had done. And this allowed us to really understand how she would 3)tackle a project, what kind of things she'd do, how she'd involve other people. So this approach of being very specific with examples really...um...made her sort of experience and her skill come alive. Even though she wasn't actually very experienced, she was able to talk about it really, really well.
Interviewer: ①Can you tell us about one interview 4)candidate who messed up? What could they have done differently?
Cindy: Right...um...I think something that comes across when you're asked a question and you don't actually have the experience in that area to say: “Yes. I can do that.” Um... ②I'm thinking of a young guy recently who tried to 5)bluff his way through the question and to claim that he could do something that clearly he had never done. As soon as people start to talk about things and we ask specific questions...if you're telling a lie, it's obvious to the people interviewing you. So I think he would have been much better off to say: “Actually I've never done that, but I have done this”, and to be honest than to try and bluff his way through answering the question. You...you don't go into every job interview having done everything before. You're usually going for a job that's gonna stretch you and take you to the next level. And that's perfectly acceptable.
Interviewer: What things generally are you looking for from an interview candidate apart from the obvious?
Cindy: Mm...I think...I think what happens in an interview is...I want people to be able to get over that 6)initial nervousness. Everyone's gonna be nervous, but I want them to be able to get over that quite quickly and to talk with you quite honestly and openly about what they've done, how they do it and what they'd like to do. ③I think we're trying to get a sense of how well this person will fit in with our organisation. Um...and that comes often down to not just experience but also attitude; to their 7)flexibility—their ability to listen to you in the interview situation; their ability to express when they don't understand something—to ask a further question. So I think what I'm often looking for in people is that ability to cooperate and to really talk with me in that situation, so that I can 8)gauge what kind of team they could join and how they're gonna operate when they're actually on the job.
Interviewer: What are some definite things not to do in the interview?
Cindy: Oh...OK. Well, the first one I'd say is: don't lie. If you tell a lie in interview, it will probably come out at some other point...um...if you say you've done something and you haven't and you then find yourself in a job when you're expected to do it, you're probably gonna be a very unhappy person and there's a high possibility that you'll fail in that job. So, tell the truth. Be yourself. Um...I also think, it's very important when you're in an interview, or after the interview process, to think very carefully whether this is the correct job for you. I think people often go for a job without really, really thinking about what it is that their own um...personal goals are and their own skills are. I'd say use that interview to find out whether this job is also the job that you really want because if you're gonna be in this job for five years, you'd better make sure that this company is going to be the company that you want to join. So this interview process is also for you to gauge whether you want to work for us, not just whether we want you to work for us.
Interviewer: Interviewees are often asked to talk about their strengths and weaknesses. What's the best way to talk about your weaknesses?
Cindy: Mm....I'd say if you...eh...in a situation where somebody asks you about a skill or a strength or experience and you don't have it, um...it's OK to say, “I haven't done that direct thing before, however I would try and make a weakness...um... something that you feel is a weakness, a learning opportunity. ” So um...for example, I could say, “I haven't done X, however a similar thing that I have done is Y. ” So try and....don't talk about yourself negatively, that's not necessary. You could talk about what you would do in order to gain the experience needed for X, maybe what reading or what kind of 9)job shadowing or what you feel that you could do for yourself or within the company in order to get around this lack of experience or lack of confidence in some area. Yeah...I think you have to look at yourself...um...positively as having strengths.
① Can you tell us about one interview candidate who messed up? 能说说求职者搞砸面试的例子吗？
mess up: to make a mistake （弄糟，犯错）。例如：
If I mess up again, I'll get fired.
② I am thinking of a young guy recently who tried to bluff his way through the question. 我想起最近就有这么个小伙子，回答我们的问题时想一路蒙骗过关。
bluff one's way: attempt to deceive others（蒙混过关，欺骗）。例如：
My brother is smart enough not to bluff his way through the defence of his thesis.
③ I think we're trying to get a sense of how well this person will fit in with our organisation. 我想我们要看的是这个人适不适合在我们的机构里工作。
get a sense of sth.: get a feeling or an understanding of sth.（弄明白某事）。例如：Through any company's annual report, you can get a sense of the direction it is going but not necessarily where it came from.