视频加载中...There is one job, no CEO should delegate. 有一项工作，任何 CEO 都不应该委托他人。 That job is interviewing. 那个工作是面试。 Larry Bossidy, who turned around Allied Signal, said that the most important role, of any manager, was interviewing. 拉里·博西迪曾经领导改造联合信号公司，他说，任何经理最重要的角色是面试。 Jack Welch spent over 50% of his time hiring. 杰克·韦尔奇花了超过 50% 的时间招聘。 Because getting the best athletes in your team is the thing that will lead your company to success. 因为将最优秀的人才招募到团队中是带领公司走向成功的关键。 And yet, we are so bad at interviewing. 然而，我们在面试方面太差了。 We've all been in those interviews where the person across the table looks like a complete muppet, they lunge like cougars at biases at conclusions. 我们都经历过这样的面试，坐在桌子对面的人看起来就像一个提线木偶，他们像美洲狮一样在结论上有偏见。 And yet, we could, by implementing a structured well-thought-out interview process become great interviewers. 然而，通过实施结构良好、经过深思熟虑的面试流程，我们可以成为优秀的面试官。 The best athletes don't just turn up on the day and race. 顶尖的运动员不仅仅在比赛当天出现并参赛。 They spend months, months preparing and training. 他们花了几个月的时间准备和训练。 Usain Bolt didn't end up like that by just turning up on the date. 尤塞恩·博尔特并非只是在赛日出现而成就如此辉煌。 So Scott's gonna tell us why interviewing's important. 斯科特会告诉我们为什么面试很重要。 Lauren is gonna tell us the biases that affect our judgment. 劳伦会告诉我们影响我们判断的偏见。 And Jorge is gonna tell us how we can become better interviewers. 乔治会告诉我们怎样才能成为更好的采访者。 So interviewing well is important because it allows you to select and attract the best candidates, pure and simple. 因此，进行良好的面试非常重要，因为它使您能够选择和吸引最优秀的候选人。 If you interview well, you'll be able to better select and attract the best candidates. 如果你面试得好，你将能够更好地选择和吸引最优秀的候选人。 So just by a show of hands, who here actually interviewed in their job before the business school, before you came to GSB? 所以，简单举手一下，这里有多少人在上商学院之前，来到 GSB 之前进行了工作面试？ Okay, me too. 好，我也是。 Now keep your hands up if, as part of that process at your old company, you were given rigorous training on what to look for, or how to select the right candidates. 现在，如果在您的上家公司作为面试流程的一部分，您接受了严格的培训，学习如何寻找合适的候选人，请继续举手。 Okay, so we have two hands. 好，有两人举手。 So even though companies and people like Jack Welch recognize that interviewing is really important there's not a lot of training that goes on. 因此，即使像杰克·韦尔奇这样的公司和人士认识到面试的重要性，但实际上很少进行培训。 In fact, often times people report in surveys that interviewing is an area that they feel really uncomfortable in. 事实上，往往人们在调查中反映，面试是一个让他们感到非常不舒服的时候。 And the bad news is for all of us that are leaving the GSB and going to kind of middle management roles if, if we go there, will be this discomfort isn't going away, it's gonna get even worse as our jobs requires us to interview more frequently. 对于即将离开 GSB 并进入中层管理角色的我们所有人来说，坏消息是，如果我们去那里，这种不适感不会消失，随着工作需要我们更频繁地进行面试，情况会变得更糟。 Now so, you know that it's easy, it's important to select the right candidates. 因此，选择合适的候选人既重要又容易。 But attracting the right candidate is actually really important. 但吸引合适的候选人实际上是非常重要的。 Because if you are like me you've probably been in an interview where you face really silly surface questions that made you think, gosh, this guy who is interviewing me, isn't that bright? 因为如果您像我一样，您可能曾经参加过一个面试，面试官问了一些非常愚蠢的表面问题，让你感到：“天啊，这个面试我的人，不是很聪明吧？” And maybe you even felt like this, this little comment. 也许你甚至有这样的感觉。 Where do I see myself in five years? 五年后我会是什么样子？ Another dumb question, prison. 另一个愚蠢的问题。 So these questions are silly, but a lot of these, lot of times, these questions get asked. 这些问题很愚蠢，但很多时候，这些问题确实会被问到。 And so, just to demonstrate, how bad some interview processes can go, we'd like to demonstrate a quick interview of an interview process that's, all to o, all to often actually happen. 因此，只是为了演示一下，某些面试流程有多糟糕，我们想展示一个迅速的面试过程，这种情况实际上经常发生。 So Andre will be playing the candidate, at Dropbox and I'll be playing the interviewer. 所以安德烈将扮演 Dropbox 的候选人，我将扮演面试官。 And so, who do we have? 那么，我们有谁呢？ Andre, that I've... 安德烈，我已经… I'm really great at reading people so, I don't need to read his resume. 我真的很擅长看人，所以我不需要看他的简历。 Hi. - Hi. 嗨。- 嗨。 Hi, hello. 嗨，你好。 Why don't you why don't you tell me a little bit about yourself. 你为什么不告诉我一些关于你自己的事情。 It sees, it says here you, you went to the GSB. 你是 GSB 毕业的。 Hey, I went to the GSB. 我也是 GSB 毕业的。 Oh. - Class 2003. 噢。- 我是 2003 级。 Great. - That's awesome. 太好了。- 太棒了。 So maybe the first question. 所以也许第一个问题。 How's your golf game? 你的高尔夫球打得怎么样？ Oh, it's actually, I mean it's, it's it's really come on. 噢，实际上，我是说，我的高尔夫球技有所提升。 I mean I skipped a lot ofes to go on the course so... 我逃了很多课去上课所以…… Oh, that's great. 噢，那真棒。 Yeah, I mean I like Dropbox. 是的，我是说我喜欢 Dropbox。 But hey, you know, when I was GSB that was, that was an amazing place. 但是，嘿，你知道，我在 GSB 的时候，那是一个令人惊叹的地方。 Man, I miss it. 我很怀念在 GSB 的日子。 You know, I've been asking the other folks about modeling skills, that's important here. 你知道，我一直在问其他人有关建模技能的问题，这在这里很重要。 But, based on your background, you have the GSB, I mean, you can probably model pretty well, right? 但基于你的背景以及在 GSB 的经历，我想你可能非常擅长建模，对吧？ I mean, I haven't done, done, actually, yeah I'm probably pretty good, yeah. 我的意思是，我还没有真正做过，但我可能相当擅长。 Yeah. Super. 很好。 Well you know, I got some more work to do. 我还有更多的工作要做。 So, I think you're a great fit. 所以，我认为你很合适。 I'd love to hire you. 我很乐意雇用你。 Great. - Great, well, hey, welcome aboard Andre. 太好了。- 太好了，嘿，安德烈，欢迎加入。 Thanks. 谢谢。 So, how does everyone think Scott did? 大家觉得斯科特表现如何 That was pretty terrible, right? 太糟糕了，对吧？ Scott, you're fired. 斯科特，你被解雇了。 So, why are we such bad interviewers? 那么，为什么我们是如此糟糕的面试官呢？ Given the social nature of interviews, there's often significant room for interpretation. 考虑到面试的社交性质，通常会有很大的解释空间。 But it is not just intentional favoritism or stereotyping. 但这不仅仅是有意的偏袒或刻板印象。 It is instead more often, one of the many unconscious cognitive biases that can influence our ability to judge talent and to hire effectively. 相反，更常见的情况是，我们无意识的认知偏见之一，它会影响我们评判才能和有效招聘的能力。 So for instance, when Scott said you graduated from the GSB, nice me too, how's your golf game? 比如，当斯科特说：“你毕业于 GSB，我也是，不错，你的高尔夫球技如何？” This is an example of "similar to me" bias in which we develop an affinity for a candidate because he or she shares personal characteristics with us. 这是“与我相似”偏见的一个例子，即我们因为候选人与我们分享个人特征而对其产生好感。 So instead of focusing on the qualifications of the job at hand, we instead focus on shared background or shared schooling or the fact that we root for the same sports team. 因此，我们不再关注手头工作的资格，而是关注共同的背景或共同的学校教育，或者我们支持同一个运动队的事实。 And "similar me bias" can also go hand in hand with first impression error. “与我相似”的偏见也可能与第一印象错误相辅相成。 As we heard from the first skit, first impressions matter. 正如我们从第一个短剧中听到的，第一印象很重要。 So what happens here is our initial snap judgements in an interview can set the tone and color the rest of the interview time. 因此，我们在面试中最初的快速判断可以为接下来的面试时间奠定基调和色彩。 So no matter what Andre said, in the next 29 minutes, those first few instances can affect how Scott reads whatever he says thereafter. 所以不管安德烈说了什么，在接下来的 29 分钟里，最初的几个例子会影响斯科特对他之后所说的话的解读。 And these two biases can go hand in hand with confirmation bias. 这两种偏见可能与确认偏误密切相关。 So confirmation bias can occur when we seek information that reconfirms our preexisting notions about an individual. 所以当我们寻求信息来再次确认我们先前对一个人的看法时，确认偏差就会发生。 And this can often lead to inconsistency in questioning. 这通常会导致提问的不一致。 When we treat different candidates differently and ask them different questions. 当我们区别对待不同的候选人，问他们不同的问题。 So we see this very clearly when Scott said: I usually ask candidates about their modeling abilities, but given your background, I think that's unnecessary. 所以当斯科特说：“我通常会询问候选人的建模能力，但考虑到你的背景，我认为这是不必要的。” So Andre get to pass whereas all of those other candidates get hammered on question after question, after question on analysis and modeling. 因此，安德烈得以轻松通过面试，而其他候选人则在分析和建模的问题上屡遭拷问。 This is unfair. 这是不公平的。 Yet despite all of these biases we don't realize our judgement is so bad. 然而，尽管有这些偏见，我们并没有意识到我们的判断是如此糟糕。 Why is this? 这是为什么呢？ Yet another bias, over confidence bias. 还有另一种偏见，过度自信偏见。 Over confidence bias occurs because we all think that we have better than average judgment and better than average intuition and that we're better than average interviewers. 过度自信偏见发生是因为我们都认为自己的判断力和直觉都高于平均水平，并且我们是比平均水平更好的面试官。 So, therefore, we don't even question what we think when we make judgments about a candidate. 因此，当我们对候选人做出判断时，我们甚至不会质疑自己的想法。 This we saw again in Scott's over confidence when before entering the interview room he said: Well I'm really great at reading people, so I don't need to read this resume. 这一点我们在斯科特进入面试室之前的过度自信中再次看到，他说：“我真的很擅长读人心，所以我不需要看这份简历。” However, these biases really matter. 然而，这些偏见真的很重要。 A couple of small examples. 举几个小例子。 One, it has been estimated that over 30% of the gain in female orchestra members over a 20-year period has been attributed to the use of blind auditions, in which candidates play behind a curtain. 据估计，在过去 20 年中，女性管弦乐队成员增加的 30% 以上归因于使用盲审，即候选人在幕后演奏。 And even further, some researchers ask that over 35% of hiring choice variation can be explained by a candidate's obesity. 而且，一些研究人员认为，超过 35% 的招聘选择变化可以通过候选人的肥胖来解释。 So we can see that these biases really matter. 所以我们可以看到这些偏见真的很重要。 So now I'm gonna turn it over to Jorge to explain how we can become better interviewers, and how we can use an interview process to overcome these unconscious biases. 现在我将把话筒交给乔治，让他来解释我们如何成为更好的面试官，以及我们如何利用面试过程来克服这些无意识的偏见。 So how does anybody become a better interviewer? 怎样才能成为一个更好的面试官呢？ As with all forms of strategic communication, the answer lies in preparation. 与所有形式的战略沟通一样，答案在于准备。 I'm going to share with you today three steps which anybody can use to outline a process that is far more efficient than a lot of the, that what we've been talking about here today. 我今天要和你们分享三个步骤，任何人都可以用它来概述一个比我们今天在这里谈论的许多更有效的过程。 And actually selecting the right people for the job. 并真正为这项工作选择合适的人。 The first step involves thinking carefully about the person you're gonna hire and about their job profile. 第一步是仔细考虑你要雇佣的人和他们的工作概况。 Job profile, think about it as a picture, the ideal portrait of what this candidate is going to look like, or must look like to fulfill the needs of the position. 可以将职位描述想象成一幅画像，即候选人理想的形象，或者说必须具备的特质，以满足职位需求。 And in this picture, I can switch. 在这张画中，我可以自由变换。 You can then compare every one of your candidates, and ensure that you have the best fit possible. 然后你可以比较你的每一个候选人，并确保你有最好的契合度。 This portrait, should be built around both background factors and personal factors. 这幅画像应该围绕着背景因素和个人因素来构建。 Both of these are intricately linked to the next steps of the process so I will discuss them in more detail in just a second. 这两者都与流程的后续步骤错综复杂地联系在一起，因此我将在稍后更详细地讨论它们。 The second step is to select for resumes that meet these requirements. 第二步，选择符合这些要求的简历。 Now the resume selecting, selection stage is the gate to the process, and this is where you want to really focus on not letting commonalities or your gut feeling get in the way to allow them through the door. 简历筛选阶段是整个流程的大门，这是您真正需要专注的地方，不要让共性或直觉阻碍您让候选人通过大门。 You have to focus on the education and the experience requirements that are required of a person to get to get this job. 你必须关注一个人获得这份工作所需的教育和经验要求。 You need a rocket scientist, this is an extreme example, but you of course need somebody, probably with a degree in fluid mechanics, or mechanical engineering, and a PhD, for example. 您需要一个火箭科学家，这是一个极端的例子，但当然您可能需要某人，可能具有流体力学或机械工程学学位，例如博士学位。 Now, once you make your selection, you go into the last step before the interview, which is to devise a personalized interview plan. 一旦你做出选择，你就进入了面试前的最后一步，那就是设计一个个性化的面试计划。 I call it personalized because you need to focus here on the personal factors of the fir, of the candidates. 我称之为个性化，因为你需要关注冷杉和候选人的个人因素。 These include, intellectual ability. 这些包括，智力。 It has to do with creative pow, creative prowess. 这与创造力有关，创造力。 Analytical ability is your decision-making process. 分析能力就是你的决策过程。 You have to include personality. 你必须包括个性。 How dominant is this person, are they extroverted? 这个人的统治力有多强，他们外向吗？ Are they patient and detail-oriented? 他们是否有耐心和注重细节？ These are important things to think about. 这些都是需要考虑的重要事情。 Finally, motivation is incredibly important. 最后，动力是非常重要的。 This might seem like common sense to you, guys, and you don't need to be a fan of the show Silicon Valley to understand the differences between hiring a CEO and a coder. 这对你们来说似乎是常识，你不需要成为硅谷节目的粉丝就能理解雇佣首席执行官和程序员之间的区别。 But you'd be surprised to see how many people don't really think carefully about these poor engaging candidates and interviews. 但你可能会惊讶地看到有多少人并未认真考虑这些招聘候选人和面试过程中的问题。 Now, it's very important that you actually are focusing on the positions throughout these whole process and not your personal prod, preferences, or ideas. 现在，非常重要的是在整个过程中您实际上是专注于职位，而不是你个人的偏好或想法。 Now we're at the interview. 现在我们在面试。 It's very easy once you get to the interview to, and you have a resume in front of you, to let that sort of take control and be your agenda. 一旦你到了面试的时候，你面前有一份简历，你就很容易让这件事占据你的议程。 Do not let that happen. 不要让这种情况发生。 You need to come into this interview with a set of topics that you're gonna use as your agenda, and these topics, the details are not really that important. 你需要带着一系列的话题来参加面试，这些话题将作为你的议程，这些话题的细节并不重要。 Doesn't matter what the topic is. 话题是什么并不重要。 What you wanna use this topic for is to open up the conversation. 你想用这个话题来打开对话。 These topic openers will then give you information about the candidate, the specifics about where they work, who they work with, what specific project they worked on, or where they were educated. 这些话题的开场白会告诉你候选人的信息，比如他们在哪里工作，和谁一起工作，做过什么具体的项目，或者他们在哪里接受的教育。 And here, that's where you launch the, the good questions. 这就是你提出好问题的地方。 This is what the real interview is about. 这就是真正的面试。 You wanna focus on getting in delving deep into the person that, into this person and, and their personal factors through probing questions either self-appraisal or situation-based. 你希望通过提出探索性问题，无论是自我评估还是基于情境的，专注于深入了解这个人及其个人因素。 As an example, you can ask a question such as, tell me about a time when you had to make a decision in a difficult situation for there was no, for which there was no policy. 例如，你可以问这样一个问题：“请告诉我一个您曾经在没有政策的情况下不得不做出困难决定的时候。” Now these kinds of questions shed light on their analytical, or their intellectual ability, and their personality. 这些问题揭示了他们的分析能力、智力能力和个性。 And to avoid people falling back on pre-canned answers, you have to delve deeper into those questions. 为了避免人们依赖于预先准备好的答案，你必须更深入地研究这些问题。 How did the people around you react? 周围的人反应如何？ How did you overcome those that were against whatever decision you made? 你是如何克服那些反对你做出任何决定的人的？ And from these, you can make your own conclusions, and you can repeat the process over and over again until you have all the information you need to ensure that you have fit the candidates for the portrait. 从这些，你可以得出自己的结论，你可以一遍又一遍地重复这个过程，直到你有了所有你需要的信息，以确保你的肖像符合候选人。 Speaking of conclusions, I will get over to Andre now. 说到结论，我现在要和安德烈谈谈了。 There is nothing more important than getting the rock stars on the rocketship that you want your company to be, the best athletes in your team. 没有比让你的公司成为火箭船上的明星更重要的事情，让你的团队中拥有最优秀的人才。 Interviewing is the way to get those people into the fold. 面试是让这些人进入公司的途径。 And yet, so often we're bad at it. 然而，我们往往不擅长这个。 We're bad at it because, as you've heard, we don't practice, we don't lift the weights before the race, eat our proteins, practice on the track. 我们在这方面做得不好，因为正如你所听到的，我们不练习，不在比赛前举重，吃蛋白质，也不在跑道上练习。 So we'd like to leave you with one message. 所以我们想给大家留下一个信息。 Do the practice, do the training, and bring those, those star athletes into your team. 进行练习，进行培训，并将那些优质人员引入你的团队。 Thank you. 谢谢。