幾乎全部的職場提議中都會(huì)提到彼此“匹配”的重要性，有過肯定勞動(dòng)經(jīng)驗(yàn)的人也深知如此。但如何肯定“匹配”則成為一個(gè)大難題?根據(jù)以往的面試經(jīng)歷，面試過程中求職者和聘請方本質(zhì)都展現(xiàn)了自身不妨的一面，說出了對方想聽見的話。

Almost all workplace proposals mention the importance of "matching" each other, as people with positive labor experience know. But how to be sure that "matching" is a big problem? According to past interviews, both the job seeker and the employer are essentially on the right side of the interview, saying what the other person wants to hear.
這個(gè)過程中肯定會(huì)存在盲區(qū)，每一組合都會(huì)有自身特有的文化氣氛，傳統(tǒng)、習(xí)性、假設(shè)和不成文的規(guī)則，加起來即是“咱們這里都這么干”。但是真正決策是否“合拍”的剛好即是這些“都這么干”，這類傳統(tǒng)繁復(fù)且玄妙，企業(yè)HR很難用語言來實(shí)行形容，于是通常用幾個(gè)褒義詞打發(fā)了事。
There are bound to be blind spots in this process, and each group will have its own unique cultural atmosphere, traditions, habits, assumptions and unwritten rules, which add up to "we do it here". But the real decision-making whether to "co-ordinate" is precisely these "do it all", such a complex and mysterious tradition, enterprise HR is difficult to use language to describe, so usually with a few commendatory words.
本著對自身負(fù)義務(wù)的立場，就需要盡量的尋覓“匹配”。假如你不是為了換勞動(dòng)而換勞動(dòng)，追求“匹配”的因素則需要求職者面試前盡量的去熟悉老板，求職者準(zhǔn)則功課除外。

In line with its own obligation, we need to try to find "matching". If you're not changing your job for a change, the pursuit of "matching" requires that job seekers familiarize themselves with the boss as much as possible before the interview, with the exception of candidates'standard homework.
盡量的從該老板的前雇員或許現(xiàn)雇員的口中獲得關(guān)聯(lián)信號，問題越細(xì)得到的謎底越可用?？隙阏嬲枰氖鞘裁?獨(dú)立、創(chuàng)作、勢力、鈔票、冒險(xiǎn)、事業(yè)都是人們勞動(dòng)所尋覓的價(jià)格，但當(dāng)中有的是可舍棄的有的卻是不容討價(jià)還價(jià)的，僅有熟悉自身想要什么的只能是自身。
Try to get the correlation signal from the mouth of the former employee or current employee of the boss, and the more detailed the question, the more useful the answer is. Be sure what you really need? Independence, creativity, power, money, adventure, career are all the prices that people are looking for, but some of them can be abandoned and others can't be bargained. Only those who know what they want can be themselves.
獵頭看法，肯定自身的需要點(diǎn)，而后根據(jù)需要點(diǎn)設(shè)計(jì)問題，用以探索自身主張是與公司文化是否合拍。相同原理，問題越細(xì)越好。
Headhunter's point of view, affirm their own needs, and then according to the needs of point design problems, to explore their own ideas and corporate culture is in harmony. The same principle, the smaller the better.
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