庞德斯通说,自己撰写这本指南有以下两点原因,首先“现在劳动力市场的情况是‘供大于求’,面试官可以在招聘时提高门槛,这样也能保证有足够的应聘者应征。”另外,“人力部门现在非常谨慎,他们会问自己:如何设计面试问题才能体现出应聘者究竟可以把工作做到多好?”
Many of Google's questions, says Poundstone, are intentionally open-ended. Example: 'How would you devise an evacuation plan for San Francisco?' In most instances, there is no single correct answer. The interviewer's goal is to see how the thinking process of the applicant works, and to gauge his or her creativity in problem-solving.
庞德斯通称谷歌的面试问题很多都有意设成开放式的,比如:“你如何为旧金山设计一个疏散计划?”大多数问题都没有唯一的正确答案。面试官的目的是考察应聘者的思考过程,并且评估其在解决问题上的创造力。
Interviewers at Google invest effort in coming up with ever-newer and more-devious questions. It's, therefore, more valuable for the applicant to understand the strategy for answering a given type of question than to have a canned answer ready, Poundstone concluded.
庞德斯通总结道,谷歌公司的面试官尽力想出更新奇古怪的问题。因此,与准备好答案相比,应聘者理解解题策略将更有竞争力。
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