Better hiring leads to better work environments, less turnover, and more innovation and productivity. When you understand the limitations and pitfalls of the job interview, you improve your chances of hiring the best possible person for your needs.

更好的招聘能创造更好的工作环境，减少员工流失，并提高创新和生产力。当你了解面试的局限性和常见问题时，就能更有可能找到最合适的人才。

The job interview is a ritual just about every adult goes through at least once. They seem to be a ubiquitous part of most hiring processes. The funny thing about them, however, is that they take up time and resources without actually helping to select the best people to hire. Instead, they promote a homogenous workforce where everyone thinks the same.

求职面试是几乎每个成年人至少经历一次的过程，似乎是大多数招聘流程中不可或缺的一部分。然而，令人感到有趣的是，这些面试虽然耗费了时间和资源，却未必能有效帮助挑选出最佳合适的人选。相反，它们往往导致形成一个思维模式相似的同质化团队。

If you have any doubt about how much you can get from an interview, think of what’s involved for the person being interviewed. We’ve all been there. The night before, you dig out your smartest outfit, iron it, and hope your hair lies flat for once. You frantically research the company, reading every last news article based on a formulaic press release, every blog post by the CEO, and every review by a disgruntled former employee.

如果你对面试能获得的信息有任何疑虑，想想被面试者要经历什么。我们都经历过这样的情形：前一天晚上，你找出自己最体面的衣服，熨好，希望头发这次能服帖。一边疯狂地查阅公司资料，从千篇一律的新闻稿到 CEO 的每篇博客，以及那些不满的前员工留下的评论，都不放过。

After a sleepless night, you trek to their office, make awkward small talk, then answer a set of predictable questions. What’s your biggest weakness? Where do you see yourself in five years? Why do you want this job? Why are you leaving your current job? You reel off the answers you prepared the night before, highlighting the best of the best. All the while, you’re reminding yourself to sit up straight, don’t bite your nails, and keep smiling.

一夜未眠后，你拖着疲惫走进他们的办公室，开始尴尬的寒暄，然后回答一系列常见的问题。你的最大缺点是什么？你对五年后的自己有什么规划？为什么想要这份工作？为什么离开现在的工作？这些在前一晚准备好的答案一一被你顺畅地说出，尽量展现出自己最优秀的一面。同时，你还不断提醒自己要坐直，不咬指甲，保持微笑。

It’s not much better on the employer’s side of the table. When you have a role to fill, you select a list of promising candidates and invite them for an interview. Then you pull together a set of standard questions to riff off, doing a little improvising as you hear their responses. At the end of it all, you make some kind of gut judgment about the person who felt right—likely the one you connected with the most in the short time you were together.

对于雇主来说，情况也并不是好太多。当你需要填补一个职位时，会选择一份看起来合适的人选名单，邀请他们来面试。然后准备一套标准的问题，根据面试过程中的对话进行一些即兴发挥。在这一切结束后，你通常根据直觉来判断哪个人最适合——很可能就是在那短暂的会面中你觉得最有共鸣的人。

Is it any surprise that job interviews don’t work when the whole process is based on subjective feelings? They are in no way the most effective means of deciding who to hire because they maximize the role of bias and minimize the role of evaluating competency.

工作面试的过程主要依赖于个人的主观感受，从而导致它其实并不总是有效。因此，面试并不是决定雇用谁的最有效的方法，因为它放大了偏见的影响，却减少了对求职者能力的有效评估。