有幾個(gè)基本的錯(cuò)誤不要犯：一是參加面試時(shí)遲到，二是貶低以前的雇主。不過，一些招聘經(jīng)理說，有時(shí)候甚至連久經(jīng)沙場(chǎng)的應(yīng)聘者也會(huì)陰溝里翻船。Often, job candidates
speak in a too-familiar way with hiring managers a major problem,according to 20% of survey respondents. Mary Willough by, director of human resources at the Center for Disability Rights in Rochester, N.Y.,once interviewed someone who was so comfortable, he commented on a styshe had near her eye。
應(yīng)聘者往往會(huì)以一種過于親昵的語氣與招聘經(jīng)理交談──根據(jù)20%受訪者的反饋，這是一個(gè)普遍問題。紐約州羅切斯特市殘疾人維權(quán)中心(Center for Disability Rights)的人力資源主管瑪麗•維羅比(MaryWilloughby)說，有一次她面試的應(yīng)聘者自我感覺過于良好，居然評(píng)論起她眼角的一個(gè)麥粒腫。’My mind was made up at that point,’ she says. The candidate was not hired。
“當(dāng)時(shí)我就做出了決定，” 瑪麗說。那名應(yīng)聘者沒有得到職位。
For 67% of hiring managers who responded to the survey,dressing provocatively is a major deal breaker even more significant than having a typo in your application materials (58% found this to bean interview killer). Chantal Verbeek, head of enterprise talent at INGU.S. Financial Services, says she’ll forgive a typo if the applicant’sskills are extraordinary, but revealing or sloppy apparel equals aninstant rejection. ’You’d think that’d be obvious,’ she says。
67%的受訪者認(rèn)為，著裝不當(dāng)是個(gè)大忌──比求職簡(jiǎn)歷中出現(xiàn)錯(cuò)字都要嚴(yán)重(58%的接受調(diào)查者認(rèn)為這是一個(gè)重大失誤)。荷蘭國際集團(tuán)美國金融服務(wù)業(yè)務(wù)部(INGU.S. Financial Services)人力資源部的負(fù)責(zé)人查恩塔爾•沃比克(ChantalVerbeek)說，如果應(yīng)聘者技能出眾，她可以原諒簡(jiǎn)歷中出現(xiàn)一個(gè)錯(cuò)字，但衣著暴露或穿著懶散等同于立刻被拒絕。“這一點(diǎn)很明顯。”她說道。
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