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译言网|如何组织内部面试如何组织内部面试Organizationsspendthemajorityoftheirhiringresourcesonfindingandscreeningexternalcandidates.Butwhenyouneedtofillaposition,themostcost-effectiveandpracticalthingyoucandoishiresomeonefromwithin.Infact,mosthiringincompaniesisdoneinternally.Still,theinternalinterviewisoftenthoughtofassomethingtocheckoffonahiringto-dolistratherthanasourceofrealinformation.Ifyoualreadyknowtheperson,whatelseistheretolearn,right?Wrong.Whenconductedwell,internalinterviewscanprovidevaluablenewinsightintoaknowncandidate.公司把大部分的雇佣资源都花在寻找和网罗外部应征者身上。但当你需要填补一个职位，成本最低、最实际的方法就是从内部招人。实际上，大多数公司的招聘都是在内部进行。尽管如此，内部面试通常被视作一种核对招聘事项单的行为，而不是一种获取真正信息的资源。如果你已经了解这个人，还要知道什么呢，对吧？错。如果做法正确，内部面试能帮你重新认识熟知的应征者。WhattheExpertsSay专家的话Whetheryouworkedwithacandidatecloselyoryoujustknowofher,don'tskimpontheinternalinterviewprocess.Justbecauseyouknowsomeonewelldoesn'tmeanyouwillknowiftheywillbeabletoperformwellinanewjob,saysSusanCantrell,seniorresearchfellowatAccenture'sInstituteforHighPerformanceandco-authorofWorkforceofOne:RevolutionizingTalentManagementthroughCustomization.Assumingyouknowallthecandidate'sskills,capabilities,andpotentialisdangerous.Mosthiringmanagersfindoutlittleadditionalinformationaboutacandidateduringtheinterview;theydon'tgettotherightlevelofdetailtomaketheirquestionsmeaningful,andtheyrelytoomuchonsubjective,non-criteriabasedjudgment,saysCantrell.不论你与应征者工作关系密切还是仅仅“知道”她，不要草草了结内部面试程序。“仅仅因为你很了解某个人并不意味着你能确信他们在新工作中表现很好。”埃森哲高级研究机构的高级研究员、《通过习惯改革人才的管理》的共同作家苏珊·坎特雷尔说。Instead,bedisciplinedabouthowyouconducttheinterview.There'snopointinaskingquestionsthatwillrevealinformationyoualreadyknow,sothefocusshouldbeonnewinformation,saysPeterCappelli,theGeorgeW.TaylorProfessorofManagementandthedirectoroftheCenterforHumanResourcesattheUniversityofPennsylvania'sWhartonSchoolandtheauthorofTalentonDemand:ManagingTalentintheAgeofUncertainty.2010-9-30译言网|如何组织内部面试article.yeeyan.org/view/…/1359391/6相反，面试时要条理清晰。“不要问那些透露你已知信息的问题，因此着重点应放在新信息上，”彼得·卡佩里说。他是管理学教授、宾夕法尼亚大学华顿商学院人力资源中心总监以及《人才需求：易变时期的人才管理》的作者。Toconductinternalinterviewsthatareworthyourtimeandprovidenewandusefulinsightintothecandidate,considerthefollowing.要想让内部面试不浪费时间并且获得关于应征者的有价值的信息，参考以下条目。Ifyouaren'tseriousaboutthecandidate,don'tbother如果你没有对应征者持严肃态度，那就不必麻烦了。Tooofteninternalinterviewsaredoneoutofcourtesyorbecauseofprotocol.Interviewsshouldn'tbeawasteofanyone'stime.Priorexperienceandjobperformanceinparticularisbyfarthemostimportantcriterioninpredictingfutureperformance,saysCappelli.Iftheapplicantisnotatruecandidateforthejob,donotinterviewhim.Keepinmindthatinternalcandidatesarelikelytobearoundafterthesearchprocessisover.Itisimportanttotreatthemwithrespect,whichincludesnotleadingthemonandbeinghonestabouttheirsuitabilityforajob.太多时候内部面试都是出于礼貌或者协议。面试不应该浪费任何一个人的时间。卡佩里说，‘先前的经验和工作表现是目前能够预测其将来表现的最重要标准。’如果申请者不是真正想要应征这份工作，不要面试他，记住，在选拔过程结束后，内部应征者有可能仍在周围徘徊。重要的是要尊重他们，包括不要牵着它们的鼻子走、坦率告知他们是否适合这份工作。Maintainahighbar设立一个高门槛Forlegal,credibility,andfairnessreasons,itisimportanttoevaluateinternalandexternalcandidatesconsistentlyonthesamecriteriaasmuchaspossible,saysCantrell.However,internalcandidatesknowthecompany,itsculture,andhopefullysomethingabouttheroleforwhichtheyareapplying.Therefore,internalcandidatesshouldbeabletoprovideanswersthatdemonstratethisknowledgeandaremorerelevanttothecompanyitself.Forexample,ifyouaskanexternalcandidate,Howdoyouhandleconflictwithacolleague?,shewilllikelygiveyouananswerthatismostlytheoretical.Aninternalcandidateshouldbeabletorespondinawaythatisinlinewithcompanypoliciesornormsandshowsthatheknowshowtohandleconflictspecificallyatyourorganization.卡佩尔说，“出于合法、诚信以及公平的原因考虑，尽可能用相同的标准来评估内外应征者是很重要的。”然而，内部应征者了解公司、公司的文化，也有可能知道一些关于他们申请职位的信息。因此，内部应征者应该给出能表明这些信息并且与公司本身更加相关的答案。比如说，如果你问外部应征者，你如何处理团队中的冲突？她可能会给你一个趋于理论的答案。内部应征者的回答方式应符合公司政治和规章制度，并表现出他知道如何在你的公司内具体解决冲突。Ofcoursenotallinternalcandidatesperformwell.Ifacandidatebotchestheinterviewbuthasagoodreputation,youmaywanttoconsiderhavingsomeoneelseinterviewhim.Itisusuallybettertogo2010-9-30译言网|如何组织内部面试article.yeeyan.org/view/…/1359392/6withaninternalcandidatewhohasanaverageinterviewbutaconsistentlyabove-averageperformancerecordthananexternalcandidatewiththeglowinginterview,saysCantrell.当然，并不是所有的内部应征者都会表现的很好。如果应征者搞砸了面试但却名声良好，你可能会考虑让其他人面试他。“与一个面试表现一般但工作记录时常超乎平均水平的内部应征者搭档工作好于一个面试中表现出色的外部应征者，”卡佩尔说。Assessrolereadiness评估角色准备Themostusefulquestionsforinternalcandidatesconcerntheirmotivations.Whydoesthisroleinterestthem?Dotheyreallyknowwhattheyaregettinginto?saysCappelli.Ratherthanaskquestionsabouttheircurrentperformance,whichyoumayalreadyknowagreatdealabout,focusonthefuture.Askbehavioralorcompetency-basedquestionsthatgetatthecandidate'smotivations,like,Whatwillyouneedtogetuptospeedinthisrole?orPleaseexplainwhatyourplansforthefirst90daysinthisrolewouldbe.Answerstothesequestionswillgiveyouabettersenseofthecandidate'sthoughtprocessandhisabilitytohitthegroundrunning.对于内部应征者最有效的问题与他们的动机有关。为什么这个职位令他们感兴趣？他们真的知道自己所要面临的环境？”卡佩尔说。不要问他们的当前表现，你可能已经相当了解了，着重于未来。问一些能够了解应征者动机的行为性和能力性问题，比如说，你将