????領導力內部網絡是邀請最有智慧、最具影響力的商界人士及時回答職業與領導力問題的在線社區。本期我們的問題是“搞定面試的三條建議是什么？”以下是Kabam公司CEO周凱文的回答。

????求職面試是一個相互了解的過程。雇主肯定需要調查求職者，但出色的求職者也要知道如何控制整個面試過程。在過去一年，Kabam公司增強了工作室管理團隊，我有幸面試了許多優秀的求職者。有三次面試經歷給我留下了難以磨滅的印象。這三位求職者分別是尼克?厄爾（總裁）、艾倫?羅布和邁克?弗度（兩位均擔任高級副總裁）。為什么這樣說？因為他們成功發起了討論，而沒有讓面試成為由我主導的問答式對話。下面是面試的具體情形。

????面試剛一開始，尼克便表現出對行業及Kabam行業地位的深刻了解。他詢問了一些關于公司缺點的尖銳問題——有些問題甚至讓我都感到不舒服。此外，尼克認真傾聽了我的觀點，然后用敏銳的見解對我的假設提出反駁。他并不害怕問尖銳的問題或直面現狀。邁克也有著同樣強烈的自信心。在談論自己的重要成就時他從不會感到害羞，但同時他也會用謙遜的態度評價自己的缺點，使談話不會走上極端。最后，艾倫表現出的熱情、精力和激情讓我深受感染。

????這三次面試讓我學到了面試過程的三個重要方面：

????要清楚自己的聲譽

????直接推薦的好處是顯而易見的；但雇主有時候會通過秘密的推薦來找出真相。比如，直接推薦可能說“他是一名優秀的管理者，”但秘密推薦可能說：“他的下屬對其授權技巧有時略有微詞。”求職者應該清楚，他們的信譽與成就比在面試中的回答更加重要。要知道，你每天與周圍所有人，包括下屬的互動可能影響你在未來能否得到夢想的工作機會。

????將面試變成雙向互動

????面試的雙方應該通過面試來確定雙方是否合適。求職者不應該害怕問尖銳、聰明的問題——這樣做能讓你在無數求職者中脫穎而出！而且，如果你得到多份工作邀請，這些問題也可以讓你做出更好的選擇。

????調查潛在雇主

????令人意外的是，很少有求職者去深入了解行業和工作職能。盡管了解潛在雇主與行業可能需要你拿出額外的時間，但當你與那些沒有付出額外努力的人坐在一起的時候，你會發現自己的表現是多么搶眼，連你自己都會感到吃驚。此外，這也可以顯示你對這個職位的熱切之情！（財富中文網）

????譯者：劉進龍/汪皓

????審校：任文科

????The Leadership Insider network is an online community where the most thoughtful and influential people in business contribute answers to timely questions about careers and leadership. Today’s answer to the question “What are three tips for nailing a job interview?” is written by Kevin Chou, CEO of Kabam.

????Job interviews go both ways. Employers certainly need to probe, but exceptional candidates know how to manage the overall interview process themselves. Kabam has beefed up its studio management team over the past year and I had the opportunity of interviewing many of the top candidates. Three of them—Nick Earl (president) and Aaron Loeb and Mike Verdu (senior vice presidents)—gave the best interviews imaginable. Why? Because they managed the discussion rather than settling on a question-and-answer session led by me. Here’s how.

????From the moment we started, Nick conveyed deep knowledge about the industry and Kabam’s place in it. He asked penetrating questions about the company’s weaknesses—some to the point of discomfort for me. Additionally, Nick listened carefully to my points of view and then challenged my assumptions with keen insights. He was not afraid to ask the tough questions or confront the status quo. Mike arrived with an equally strong sense of confidence. He was never shy when talking about his considerable achievements, but also balanced the discussion with a humble assessment of his weaknesses. And lastly, Aaron portrayed an inspiring amount of enthusiasm, energy, and passion.

????These interviews taught me three important things about the interview process:

????Be aware of your reputation

????Direct references are obvious; employers will sometimes seek back-door references to tell the real story. Whereas a direct reference might say “he’s a good manager,” a back-door reference might say, “his staff didn’t always respect his delegation skills.” Candidates should understand that their reputation and accomplishments speak louder than answers in a job interview. You should know that daily interactions with everyone around you–including those junior to you–may affect your opportunity to land that dream job down the road.

????Make it mutual

????Both parties should use the interview to determine if there’s a mutual fit. Candidates should never be afraid to ask tough, smart questions–they make you stand out in the sea of applicants! You’ll also make a better decision, should you get multiple offers, about who you want to be your manager.

????Research the company

????A deep understanding of the industry and the job function is surprisingly rare among candidates. Even though it can take additional time to do your homework, you’ll be surprised how much you will shine compared to those who didn’t put in the extra effort. And show your excitement for the position!