本文选自《鹏叔》的博客，点击查看博客原文

　　Let's be honest: Coming out of college, you probably don't have that much real world experience. So how are you going to talk about past experiences in a job interview for a sales position if you haven't sold anything? And how is a potential employer going to gauge whether you'd be a good fit for the company?

　　老实说：刚出校门的你并没有太多的社会经验。所以，如果你还没卖过任何东西，那在应聘一份销售员的工作时，你该如何谈你的销售经验呢？而且，潜在雇主该如何衡量对公司来说，你是合适的人选呢？

　　Hiring managers have a secret -- it's called behavioral interviewing, a technique developed in the 1970s for employers who were frustrated that the people they interviewed turned out to be much different than the people they actually hired。

　　招聘经理有个秘诀—即行为性面试法。20世纪70年代，很多老板发现招聘到的雇员并非他们实际想要的，这让他们大为失望，为了解决这一问题，行为面试法就产生了。

　　What Behavioral Interviews Show

　　行为面试法展示了什么？

　　Why the big deal about it? One study showed that behavioral interviews were 55 percent predictive of future job behavior while traditional interviews clocked in at only 10 percent. And behavioral interviewing also cuts through resume exaggerations -- according to the Society of Human Resource Management, 51 percent of resumes have inaccuracies。

　　为什么行为面试法如此重要呢？我们的研究显示，相比较传统的面试的10%的命中率，行为性面试技术能够成功预测到未来工作行为的准确率为55%。并且行为性面试也大大削减了简历的夸张，根据社会人力资源管理的报告显示，51%的简历都有夸大事实。

　　If you're being asked open-ended questions that force you to draw on events that have happened in your life to answer, you've got yourself a behavioral interview. The difference between "What's your weakness"? and "Tell me about a time you failed at something" might not seem like much, but it forces you to give a different kind of answer。

　　如果面试官开始即兴问你很多曾经发生在你生活中的事情，并要求你做出一定的陈述的话，那么你就是正在经历一场行为面试了。“你的缺点是什么”和“告诉我一些你曾经失败的事情”看起来可能是差不多的意思，但是对这两个问题，你却需要做出不同的回答。

　　"Employers love behavioral-based interviewing because it allows them to see patterns that are often missed when people are answering basic questions," says Roberta Chinsky Matuson, principal of Human Resource Solutions, an HR consulting firm. "Employers can get past what a candidate says and focus on how they respond."

　　社会人力资源管理公司是一家人力资源咨询公司，其负责人Roberta Chinsky Matuson 说：“雇主喜欢行为面试，因为通过问一些基本的问题会遗漏很多东西，而行为面试却可以让雇主更好的了解这些被遗漏的。雇主可以不被候选人的夸夸其谈迷惑，而更专注的通过应聘者的行为考察他们是否胜任。”

　　Behavioral interviewing also helps employers get over that hurdle of experience, so any experience you've had is fair game -- extracurricular activities, Greek life, relationships. You can even go back to things that happened to you in Boy or Girl Scouts, or on a sports team。

　　行为面试也可以帮助雇主检验经验的真伪，所以你简历上的经验都会有被提问的可能——业余活动，社团生活，人际关系等。你也可以谈你还是个童子军时候的事情，或者你参加运动队的事情。

　　Simple Preparation Tips

　　简单的准备技巧

　　Some employers like behavioral interviews because they think you can't prepare for it. Think again. No matter how many employers say you can't prepare for them, you can still dig deep into your memory before the interview and be ready to talk experiences that could fit situations your potential employer throws at you。

　　很多雇主喜欢行为面试是因为你没办法提前准备好。再想一想。不管有多少雇主说你没办法提前准备，你仍然可以在面试前深入思考一下，这样，当雇主提问你时，你就可以找到适合的工作经验去与他商谈了。

　　Here are some questions you might encounter, courtesy of Scott Weighart, author of "Find Your First Professional Job: A Guide to Co-ops, Interns and Full-Time Job Seekers":

　　Scott Weighart在其著作中列举了几项你可能会被问到的问题，具体如下：

　　Tell me about a time you:

　　告诉我你……的时候

　　1.failed at something

　　做某件事情失败时

　　2.had to take an unpopular stand

　　必须站在一个不受欢迎的立场的时候

　　3.really had to go way above and beyond

　　确实需要更大的发展的时候

　　4.had to show exceptional attention to detail

　　要特别的注意细节的时候

　　5.dealt well with a difficult colleague/co-worker

　　如何与一个难相处的同事友好的相处。

　　6.showed that you can multitask under pressure

　　如何在压力下同事做多份事情

　　Make sure you prepare your stories, too -- you might be able to wing it, but you won't give the best answers if you do。

　　准备好你的故事—你可以夸张一点，但是如果你这样做了就不会是最优秀的回答了。

　　And don't even think of making stuff up. "You don't want to invent stories about yourself that aren't true. Those would be seen through pretty quickly because you need so much detail," says Weighart。

　　Weighart。说：“不要想去编造一些事情，你不会想要为自己编造一些虚假的经历，如果你这样做很快就会被识破，因为编故事需要很多的细节。”