幾乎全部的職場提議(yì)中都會提到彼此“匹配”的重要性，有過肯定勞動經驗的人也深知(zhī)如此。但(dàn)如何肯定“匹配”則成爲一個大難題?根據以往的面試經曆，面試過程中求職者和聘請方本質都展現了自(zì)身不妨的一面，說出了對方想聽(tīng)見(jiàn)的話(huà)。

Almost all workplace proposals mention the importance of "matching" each other, as people with positive labor experience know. But how to be sure that "matching" is a big problem? According to past interviews, both the job seeker and the employer are essentially on the right side of the interview, saying what the other person wants to hear.
這個過程中肯定會存在盲區，每一組合都會有自(zì)身特有的文化氣氛，傳統、習性、假設和不成文的規則，加起來即是(shì)“咱們這裏都這麽幹”。但(dàn)是(shì)真正決策是(shì)否“合拍”的剛好即是(shì)這些“都這麽幹”，這類傳統繁複且玄妙，企業HR很難用語言來實行形容，于是(shì)通常用幾個褒義詞打發了事(shì)。
There are bound to be blind spots in this process, and each group will have its own unique cultural atmosphere, traditions, habits, assumptions and unwritten rules, which add up to "we do it here". But the real decision-making whether to "co-ordinate" is precisely these "do it all", such a complex and mysterious tradition, enterprise HR is difficult to use language to describe, so usually with a few commendatory words.
本着對自(zì)身負義務的立場，就需要盡量的尋覓“匹配”。假如你不是(shì)爲了換勞動而換勞動，追求“匹配”的因素則需要求職者面試前盡量的去(qù)熟悉老闆，求職者準則功課除外。

In line with its own obligation, we need to try to find "matching". If you're not changing your job for a change, the pursuit of "matching" requires that job seekers familiarize themselves with the boss as much as possible before the interview, with the exception of candidates'standard homework.
盡量的從該老闆的前雇員或許現雇員的口中獲得關聯信号，問題越細得到的謎底越可用。肯定你真正需要的是(shì)什麽?獨立、創作、勢力、鈔票(piào)、冒險、事(shì)業都是(shì)人們勞動所尋覓的，但(dàn)當中有的是(shì)可舍棄的有的卻是(shì)不容讨價還價的，僅有熟悉自(zì)身想要什麽的隻能是(shì)自(zì)身。
Try to get the correlation signal from the mouth of the former employee or current employee of the boss, and the more detailed the question, the more useful the answer is. Be sure what you really need? Independence, creativity, power, money, adventure, career are all the prices that people are looking for, but some of them can be abandoned and others can't be bargained. Only those who know what they want can be themselves.
獵頭看法，肯定自(zì)身的需要點，而後根據需要點設計問題，用以探索自(zì)身主張是(shì)與公司文化是(shì)否合拍。相(xiàng)同原理，問題越細越好。
Headhunter's point of view, affirm their own needs, and then according to the needs of point design problems, to explore their own ideas and corporate culture is in harmony. The same principle, the smaller the better.
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