according to a new survey of nearly 500 human-resources professionals released by the u.s. department of labor， there areplenty of ways to derail a job interview and some of them may surprise you.

　　美國人力資源協(xié)會最近對近500名人力資源經(jīng)理做了一項新調(diào)查，發(fā)現(xiàn)應(yīng)聘者在面試過程中有很多地方容易把事情搞砸，其中一些可能會讓你大吃一驚。

　　the basic don’ts： arriving late to an interview or trashing a previous employer. but some hiring managers say even experienced professionals have made other slip-ups.

　　這些基本的錯誤不要犯：參加面試不要遲到，不要貶低以前的雇主。不過有些招聘經(jīng)理表示，有時候甚至連久經(jīng)沙場的應(yīng)聘者也會在陰溝里翻船。

　　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 sty she had near her eye.

　　應(yīng)聘者往往會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，這是一個普遍問題。紐約州羅切斯特市殘疾人維權(quán)中心的人力資源主管瑪麗。維羅比說，有一次她面試的應(yīng)聘者自我感覺過于良好，居然評論起她眼角的一顆麥粒腫。

　　"my mind was made up at that point，" she says. the candidate was not hired.

　　“當時我就做出了決定，” 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 be an interview killer）。chantal verbeek， head of enterprise talent at ing u.s. financial services， says she’ll forgive a typo if the applicant’s skills are extraordinary， but revealing or sloppy apparel equals an instantre jection.

　　67%的受訪者認為，著裝不當是個大忌——它比求職簡歷中出現(xiàn)錯字都要嚴重（58%的接受調(diào)查者認為這是一個重大失誤）。荷蘭國際集團美國金融服務(wù)業(yè)務(wù)部人力資源部的負責人查恩塔爾。沃比克說，如果應(yīng)聘者技能出眾，她可以原諒簡歷中出現(xiàn)一個錯字，但衣著暴露或穿著懶散等同于立刻被拒絕。

　　from the society for human resource management survey of nearly 500 hr managers：

　　人力資源協(xié)會對近500名人力資源經(jīng)理所做的調(diào)查還發(fā)現(xiàn)：

　　30% of hiring managers will decide whether to hire you within 15 minutes.

　　30%的招聘經(jīng)理將在15分鐘內(nèi)決定是否雇傭應(yīng)聘者。

　　40% of hiring managers say a cellphone ringing in the middle of an interview is a "deal breaker".

　　40%的招聘經(jīng)理表示，如果在面試中應(yīng)聘者的手機突然響起，那就“沒得可談”。

　　70% prefer job candidates to have unpaid internship experience directly related to their companies’ work versus paid employment in an unrelated field.

　　70%的招聘經(jīng)理更喜歡應(yīng)聘者在其公司涉及的領(lǐng)域有過不領(lǐng)工資的實習經(jīng)驗，而不是在非涉及的領(lǐng)域有過全職的工作經(jīng)驗。

　　39% say "chemistry" with a job applicant accounts for half of their hiring decision

　　39%的招聘經(jīng)理說，能否與應(yīng)聘者產(chǎn)生“化學反應(yīng)”在其招聘決策中占有一半的作用。

　　job seekers have also been blasting hr managers with questions about benefits， vacation time and schedule flexibility much too soon in the interview process， according to the survey.（thirty percent of hiring managers say it’s okay for applicants to inquire about salary in post-interview follow-up conversations.） some 39% of hiring managers surveyed said applicants shouldn’t bring up salary at all unless the interviewer brings it up first.

　　該調(diào)查顯示，在面試過程中，一些應(yīng)聘者過早地向人力資源經(jīng)理提出諸如福利獎金、休假時間和工作靈活性等問題。（30%的招聘經(jīng)理表示，招聘者在面試結(jié)束后的雙方交流中問起薪水問題是可以的。）約39%的受訪招聘經(jīng)理表示，應(yīng)聘者根本不應(yīng)該詢問待遇水平，除非是面試官主動提起。

　　"i’ve had candidates ask if they can work part-time from home right off the bat，" ms. willoughby says. "let’s figure out if you’re the right person for this job before we discuss how little you want to bein the office."

　　“有些應(yīng)聘者一開始就問他們能不能在家上班。” 維羅比說，“正確的順序是，等我們決定你適不適合這份工作，再來討論你愿意在辦公室里呆多久。”

　　shawn desgrosellier， president of vitality group executive search，coaches job candidates to go into an interview with something anything in their hands. the step maintains focus. （he suggested a pen， anotepad or your résumé。） "it’s just awkward going into an interview with nothing，" he says.

　　一家獵頭公司vitality group executivesearch的總裁肖恩。戴斯格羅斯勒建議應(yīng)聘者參加面試時手上一定要拿點東西——隨便什么都行，這樣能讓你保持專注。（他建議拿一支筆、一本筆記本或一份自己的簡歷）“兩手空空走進面試地點會讓人有些手足無措，”他說道。

　　and the formal thank-you letter after the interview？ more than 60% of hr managers who responded say skipping the step is not a big deal. abrief email will suffice cards and balloons are all overboard.

　　那么，應(yīng)聘者要不要在面試后發(fā)一封正式的感謝信呢？60%以上接受調(diào)查的人力資源經(jīng)理認為，省略這一步也無傷大雅，發(fā)一封簡短的電子郵件就行──但送賀卡和彩色氣球就不必了。