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中国人在美国面试工作的一些经验谈

by JC, published: 2009-05-19 22:10 viewed: 966 times
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以下是根据网上看到的经验谈总结的。分享给大家。总之,虽然我们是做技术工作的,但也要重视和人交往的能力。也就是美国人说的,communication skills. 其实,找工作和为人处事都差不多,有时候是你需要改进你的处事能力,很多时候,也要看运气和工作。不合适的工作,做着没意思的,也不要太勉强。另外就是,不满意的同事,实在沟通不了,就换个地方吧。所谓此处不留爷,自有留爷处。

One cultural difference between Chinese and American is, we Chinese people tend to be moderate and soft, while Americans are more aggressive and controlling. But as we are here in the US, and not many hiring managers know the Chinese culture, they feel more comfortable dealing with candidate whose style is like theirs.

Don't be shy. Speak loudly throughout the meeting. Present your expectation of the meeting and propose agenda, but don't forget to ask how they feel about your proposal. This will give your the opportunity to demonstrate your leadership of the meeting. Don't worry, this usually won't make them feel negative. They will see that you care about the interview and your controlling personality. This kind of attitude will also enable your continuous success if you are hired into this organization.

How do you interpret communication? Do you feel confident about your communications skills? Do you feel comfortable communicating in your second language with people in another culture?

You should be confident, because to my knowledge, we Chinese people have the capability to be a good communicator.

Don't blur the line between "communication skills" and "language skills". Our language skill generally is not as good as their school kids. However, communication involves far more than language. It involves logic thinking, listening capability, people reading capability, and knowledge. Language is important, but no more important than the above.

In a business environment, to whom (boss, peers, employees, customers, suppliers, competitors, or news media) to communicate what at which time by which way (meeting, conference, e.mail, phone call, etc) is far more important than how to choose the words.

In an interview, use your advantages (logic, knowledge) to compensate your disadvantages (language and culture). You have no reason not to be confident.

How many times you found American sales guy saying a lot to the customer but doesn't win the deal. Why? Because they don't know what the customer wants. They just abuse their language skill and keeps talking, but all nonsense to the customer. Can you learn some lesson from this?

Never show your expectation first in such a slow job market. Whenever you are asked about compensation, just turn it back to the hiring manager by saying:

1. I like the job, and value growth opportunity much more than anything else.

2. I trust the company will give me fair compensation based on my experience and capability, and the job scope.

3. Lastly, if they insist on asking you, you may share your compensation history. But remember, never expose your expectation first, unless you really draw a hard line beyond which you will ever consider the job.

After they tell you the pay range, or the target pay for you, you may consider to negotiate. If you cannot squeeze anything for cash compensation, try to get more from relocation benefit, stock options, vacations, education assistance, etc. If you have been a manager, you might know that the cost structure is difference if you pay someone salary vs. if you pay someone a one-time-deal like relocation.

Always close your conversation by statement or asking a closing question (there is only one exemption which will be discussed later).

After you demonstrated your skills and capabilities, you need to bring your audience back to the point that you care about most, that is, you are capable to do the job. So don't forget to summarize your key strengths and how those strengths will benefit the position you are applying for. This summary should be very brief. After that, always end the conversation with some action for next step, specifically with clear agreement on who will contact for what to do next at what time. For example: the hiring manager will contact you on Friday advising you the second interview.

You can also close the conversation by asking closing questions:

1. Through the conversation we just had, do you think you have got a clear idea about my experience and capability?

2. If no, follow a question: how I can help you better understand my experience?

3. If yes, the next question is: do you think I am capable to be success at this position?

4. If no, ask: what concerns about my capability do you have, and maybe I can explain to you better to avoid any misunderstanding?

5. If yes, ask: are you willing to make a positive recommendation to the hiring manager to choose me for this job (or for next interview)?

One extreme case is: you are 90% sure that the interviewer doesn't like you, don't allow him/her opportunity to spell it out. In that case, though the odd is small, but you still have chance to turn it over.

Your may be asked all kinds of questions, depending on the company, the position, and the interviewer's interest. But fundamentally, they like to find out the following facts:

1. If you are capable to do this job.
2. If you are willing to do this job.
3. If you can fit into the company/organization.
4. What are your advantages over other candidates and what those advantages mean to the company/organization.

So whenever you answer their questions, and not matter what questions you are answering, always remember those four fundamental questions behind the question they ask. And by answering the asked questions, always link it to the four fundamental questions. This will increase your odd being successful.
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