面试官眼中的人才

这是我第二次作为面试官参加面试。第一次，是招一个全职的正式员工，来面试的人是一个研究院的研究员。那次面试，我并无经验，准备也不足，之后自是恶补了一下面人技巧。这次面试一个学生，有意来这里做实习生。

 

我负责问一些关于测试相关的技巧及知识。我的第一个问题很简单，首先我让对方说出所知道的所有测试方法。此项是想考察其对测试领域的理解。虽然从简历上可以看出，他曾经的项目经历都是开发，但我想既然感兴趣测试领域，自然应该可以应对一些测试的理论知识。但是，他似乎并没什么准备。不但对测试知识技能一无所知，更是将开发与测试混为一谈。这至少可以看出，他对待这个职位的态度并不是很认真。我想任何一个求职的人都要让面试官看到他想做这个职位的热情。记得《Jack Welch》书中讲到什么是他们认为的人才。Jack Welch也是经过长时间的摸索才最后总结出真正人才所应具备的素质。他对人才的看法分几个不同阶段。书中是这样讲的：

     I realized more than ever before – how much my success would spend on the people I hired. From my first days in plastics, I understood the importance of getting the right people. It was clear that when I found someone great, it made all the difference in the world.

     I learned a lot of this the hard way – by making some big mistakes. The in consistency of my first hires was laughable. One of my most common errors was to hire on appearances. In marketing, I’d sometimes recruit good-looking, slick-talking packages. Some of those were good and some were just empty suits.

     …

     I was 30 when I began hiring in Asia. Obviously, I couldn’t speak Japanese. I had little feel for the culture. So I did the obvious. If a Japanese candidate spoke English well, I usually hired him. It took me a while to find out that using language as a “hiring screen” was a marginal idea at best.

     …

     For engineering talent, I’d tried to hire MIT, Princeton, and Cal Tech graduates. I should have reminded myself where I had come from. Often, I found out that where they came from wouldn’t determine how good they’d be.

     In the early days, I fell in love with great resume filled with degrees in different disciplines. They could be bright and intellectually curious, but they turned out to be unfocused dabblers, unwilling to commit, lacking intensity and passion for any one thing.

     In the hands of the inexperienced, resumes are dangerous weapons.

     …

     Eventually, I learned that I was really looking for people who were filled with passion and a desire to get things done. A resume didn’t tell me much about that inner hunger. I had to “feel” it.

     总结下来，一共分以下四个阶段。

Ÿ   第一个阶段：外表谈吐 （外表谈吐高雅者，自然容易立其威信，做事专业性强。当然也有徒有其表、纸上谈兵、虚张声势的无能力者。）

Ÿ   第二阶段：语言 （如果语言都不通，那么就更谈不上什么沟通了，没有沟通如何成事? 但语言亦是工具而已，达到沟通目的足以。）

Ÿ   第三阶段：教育背景 （好的教育环境即像好的家庭环境，给人格素养的熏陶都是不凡的。但也不乏在逆境中自学成才者。）

Ÿ   第四阶段，也是最后阶段: 对完成要做的事情充满热情和渴望

我仍然很难不用前三个标准作为参考来加以判断面试人的素质。毕竟面试，只能在短时间内交谈而已。只可观其一二，很难看的全面。可这一二，也许就是成败之本了。我想，能让面试的人表现出第四点来，也需要有很好的问题才是。这么看来，一个好的面试官也是决定公司人员素质良莠的关键了。

 

当然，有时候合适的人选难求。各行业职业又有其特定的需求。在计算机领域，技术当是不可缺少的一项，但想来，这技术又是最好培养的一项。所以，针对测试领域，更需要培养的素质是谨慎、细心、好奇、创新、责任心以及对软件测试的热爱。