If you want to know what it’s like to work for a company, you can’t exactly waltz up to a recruiter and ask “What’s your company culture like?”
如果你想知道在一家公司工作是什么樣子的，你不可能直接走到招聘人員面前問：“你們公司的企業(yè)文化是什么樣的?”

There are a number of questions you can ask during an interview that, while seeming fairly straightforward on the surface, can help uncover deeper intel about the inner workings of a company.
在面試過程中，你可以問很多問題，這些問題雖然表面上看起來很簡單，但卻有助于你更深入地了解一家公司的內(nèi)部運(yùn)作。

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1. HOW LONG HAVE YOU BEEN WITH THE COMPANY?
1.您在公司工作多久了？

“This is a question to ask each of your interviewers. If everyone you meet has only been there a short time you need to probe further,” says career counselor and executive coach Roy Cohen.
“這是一個要問每個面試官的問題?！甭殬I(yè)顧問兼執(zhí)行教練羅伊·科恩說:“如果你遇到的每一個人都只是在那里呆了很短一段時間，你就需要進(jìn)一步了解一下原因?！?/div>

“Unless the company is a startup, expanding rapidly, or the department is newly established, this is a serious red flag. High turnover could be a sign of low pay, long hours, lack of opportunity for career advancement, or incompetent management.”
“除非該公司是一家初創(chuàng)公司，擴(kuò)張得很迅速，或者該部門是新成立的，否則這是一個嚴(yán)重的預(yù)警信號。高流動率可能是低工資、工作時間長、缺乏職業(yè)發(fā)展機(jī)會或管理不善的標(biāo)志。”

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2. WHAT WAS THE LAST BIG ACHIEVEMENT THAT WAS CELEBRATED?
2. 最近一個被慶祝的重大成就是什么？

This question “gives [interviewers] the chance to reveal if employee efforts are acknowledged and appreciated and if people enjoy having company parties/gatherings,” says Valerie Streif, senior advisor at career services company Mentat. “If they don’t do anything to celebrate, it may be a thankless and cold environment.”
職業(yè)服務(wù)公司Mentat的高級顧問Valerie Streif說:“這個問題讓面試官有機(jī)會透露員工的努力是否得到認(rèn)可和贊賞，以及人們是否喜歡參加公司聚會?！?“如果他們不做任何慶祝活動，那這可能是一個吃力不討好又冷冰冰的環(huán)境。"

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3. WHAT’S THE DRESS CODE LIKE HERE?
3.?這里的著裝要求是怎樣的?

“Companies that have no dress code or a very loose one are often less traditional than companies with full business-dress requirements. Certainly, there are exceptions, but I rarely find a company where everyone wears a full suit and tie or skirt suit every day that also has dogs in the office and nap rooms and free beer,” says Jill Santopietro Panall, HR consultant and owner of 21Oak HR Consulting, LLC.
“沒有著裝規(guī)范或非常寬松的公司通常不像有全套商務(wù)著裝要求的公司那樣傳統(tǒng)。” 21OaK HR Consulting，LLC的老板、人力資源顧問Jill Santopietro Panall表示，“當(dāng)然，也有例外，但我很少遇到一家公司，每個人每天都穿著全套西裝、領(lǐng)帶或裙子套裝，但是在辦公室和休息室還有狗和免費啤酒?！?/div>

“Be careful, here, though, because an informal dress code doesn’t necessarily mean that there’s less pressure or stress. Many tech companies have no dress code but are also total pressure cookers. Appearance standards are only a small clue to the environment, not the whole picture.”
“不過，在這里要小心，因為非正式的著裝規(guī)范不一定意味著壓力會減少。許多科技公司沒有著裝規(guī)范，但也是十足的高壓環(huán)境。外觀標(biāo)準(zhǔn)只是工作環(huán)境的一個小線索，而不是整個局面?！?/div>

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4. WHAT ACTIVITIES DO YOU OFFER FOR EMPLOYEES?
4. 你們?yōu)閱T工提供哪些活動？

“If companies have softball leagues, trivia teams, company outings, retreats or other planned social events, it can often give you a clue to how important they think it is for coworkers to LIKE one another, not just work together,” Santopietro Panall says.
Santopietro Panall說：“如果公司有壘球聯(lián)賽、瑣事小組、公司郊游、休養(yǎng)所或其他計劃好的社交活動，這通常會讓你知道他們認(rèn)為同事之間相親相愛是多么重要，而不是簡單地在一起工作而已。

This can be especially important if you “have recently moved, are entering the workforce after college or anyone else that needs a social aspect in the workplace,” adds Nikki Larchar, cofounder/human resource business partner at simplyHR LLC.
SimplyHR LLC聯(lián)合創(chuàng)始人兼人力資源業(yè)務(wù)合伙人Nikki Larchar補(bǔ)充道:“如果你是最近剛搬來的，或者是應(yīng)屆生初入職場，或者其他任何需要社交的人”，這一點尤為重要。

“On the flip side, that kind of togetherness may not be for everyone,” Santopietro Panall acknowledges. “If the thought of socializing with your co-workers leaves you cold, you may want to look for a company with a more 9-5 environment.”
“另一方面，這種團(tuán)結(jié)的感覺可能并不適合所有人，”Santopietro Panall 聲明，“如果你一想到要和同時打交道你就覺得毫無興趣，那你可能更想找一家朝九晚五的公司?！?/div>

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5. WHAT WAS THE DEPARTMENT’S BIGGEST CHALLENGE LAST YEAR AND WHAT DID YOU LEARN FROM IT?
5 .該部門去年面臨的最大挑戰(zhàn)是什么？您從中學(xué)到了什么？

It may come across as an obvious question, but it actually does a great job at revealing “whether or not the company blames processes or people when something goes wrong.
這可能是一個顯而易見的問題，但它實際上是一個揭示“公司在出現(xiàn)問題時是歸咎于流程還是人員”的好問題。

The former indicates that they are a continuous learning organization and the latter may be a sign of a blame culture,” says Mary Grace Gardner, career strategist at The Young Professionista. “Listen to who or what gets blamed for the failure and if they have taken steps to learn from it.”

“前者表明他們是一個不斷學(xué)習(xí)的組織，后者可能是一種指責(zé)文化的標(biāo)志，”年輕職業(yè)者職業(yè)策略師Mary Grace Gardner說。“聽聽是誰或什么人因為失敗而被指責(zé)，以及他們是否已經(jīng)采取措施從中吸取教訓(xùn)?！?/div>

Keep an ear out for how their answer hints at the degree of politics present in the office, too.
留意一下他們的回答是如何暗示辦公室政治的程度的。

“Company politics play a huge role in overall job satisfaction, and it’s important to know ahead of time how decisions are made and conflicts are resolved,” shares Natasha Bowman, Chief Consultant at Performance ReNEW and author of the upcoming book You Can’t Do That At Work! 100 Common Mistakes That Managers Make.

Performance ReNEW公司首席顧問，即將出版的《工作中不能那樣做！管理者常犯的100個錯誤》一書的作者Natasha Bowman表示：“公司政治在整體工作滿意度中扮演著重要的角色，提前知道決策是如何制定的、沖突是如何解決的，這一點很重要?！?/div>

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（翻譯：雅蘭）

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