The job interview is a two-way street.

求職面試是一個雙向的歷程。

Lynn Taylor, a national workplace expert and the author of "Tame Your Terrible Office Tyrant: How to Manage Childish Boss Behavior and Thrive in Your Job," says that there are a few you should ask at the very beginning of the conversation.

琳恩.泰勒是一名國際職場專家，同時也是《馴服可怕的辦公室暴君：如何應付老板孩子氣的行為并在工作中成長》的作者。她說有幾個問題在對話一開始時就要去問。

Here are three of them, along with her reasons for asking these early on:

下面是這三個問題以及要早先問這些問題的理由:

This is a good conversation starter on your end, says Taylor:

泰勒說，這在面試快結束時是很好的話題引入：

"It demonstrates intellectual curiosity, yet isn't intrusive or brash. It's also helpful to let the hiring manager talk, as you gather some history on the position. You'll get some insight on whether the opening is due to turnover or growth, for example."

“它展現了你的求知欲，但又不顯得干涉或傲慢。當你在收集這個職位的發展信息時，這也有助于招聘經理有話可談。例如，你可以了解到這個職位空缺是因為人員離職還是部門發展?！?/p>

'How does this role fit into the larger objectives of the department and company?'

‘這個角色是如何與部門，以及公司更長遠的目標相符合的？’

Try to ascertain the big picture in the early stages of the interview, suggests Taylor.

泰勒建議在面試初期就可以試著弄清楚公司發展藍圖。

"This will help you better frame your answers in a way that's more meaningful. It's easier to sell your skills when you can relate them to the company's larger strategy," she says.

“這將幫助你更好地、以一種更有意義的方式來表述你的答案。當你把你的技能和公司更長遠的戰略聯系在一起時，這更容易展示出你的技能?！?/p>

'What do you like most about working here?'

‘你最喜歡在這里做什么工作？’

This is a friendly, nonthreatening question that works early on because it's conversational, and you're showing interest in the interviewer.

這個問題友好且不具威脅性，對展開話題很有幫助。因為這顯得你比較健談，表明你對你的面試官很感興趣。

She says:

她說：

"It can also be received as flattering, but at the same time, you're getting to know the hiring manager.”

“這可以被認為是在奉承，但與此同時，你也正在了解你的招聘經理?！?/p>

"Are they thrilled about mentoring their staff, their product or service, the innovative atmosphere? Do they focus on only growth numbers and minimizing expenses, with no mention of the team, training, or growth opportunities? It gives you a sneak preview into your prospective manager's priorities and all-important personality. This is where it pays to have your people radar up to evaluate if this is a boss you can respect."

“他們是不是很高興來指導他們的工作人員，他們的產品、服務或是創新氛圍？他們是不是只關注于業績的增長和費用的減少，卻忽視了團隊的建設，職員個人能力的培養，或是成長機會？這能讓你私下里大致預測下未來經理的工作重點和重要人格，老板若只想著把員工的所作所為處在其監視之下，從這點上就可以看出老板值不值得你尊重?！?/p>

You should be assessing the employer just as much as they're assessing you because you both need to walk away convinced that the job would be a great fit ... and that should start from the moment you take the hot seat.

你會評價你的老板，就像他們會評價你一樣，因為你們倆都需要確信你是不是這個職位的恰當人選……且這從你在糾結要不要從事這個崗位的那一刻就開始了。

At the very end of the interview, the hiring manager usually asks, "Do you have any questions for me?" But don't wait until they turn the tables to start asking questions.

在面試最后，招聘經理通常會問：“你有什么問題需要咨詢我嗎？”但請不要等到他們開始問你的時候才問。

The job interview is a two-way street.

求職面試是一個雙向的歷程。

Lynn Taylor, a national workplace expert and the author of "Tame Your Terrible Office Tyrant: How to Manage Childish Boss Behavior and Thrive in Your Job," says that there are a few you should ask at the very beginning of the conversation.

琳恩.泰勒是一名國際職場專家，同時也是《馴服可怕的辦公室暴君：如何應付老板孩子氣的行為并在工作中成長》的作者。她說有幾個問題在對話一開始時就要去問。

Here are three of them, along with her reasons for asking these early on:

下面是這三個問題以及要早先問這些問題的理由:

This is a good conversation starter on your end, says Taylor:

泰勒說，這在面試快結束時是很好的話題引入：

"It demonstrates intellectual curiosity, yet isn't intrusive or brash. It's also helpful to let the hiring manager talk, as you gather some history on the position. You'll get some insight on whether the opening is due to turnover or growth, for example."

“它展現了你的求知欲，但又不顯得干涉或傲慢。當你在收集這個職位的發展信息時，這也有助于招聘經理有話可談。例如，你可以了解到這個職位空缺是因為人員離職還是部門發展。”

'How does this role fit into the larger objectives of the department and company?'

‘這個角色是如何與部門，以及公司更長遠的目標相符合的？’

Try to ascertain the big picture in the early stages of the interview, suggests Taylor.

泰勒建議在面試初期就可以試著弄清楚公司發展藍圖。

"This will help you better frame your answers in a way that's more meaningful. It's easier to sell your skills when you can relate them to the company's larger strategy," she says.

“這將幫助你更好地、以一種更有意義的方式來表述你的答案。當你把你的技能和公司更長遠的戰略聯系在一起時，這更容易展示出你的技能?！?/p>

'What do you like most about working here?'

‘你最喜歡在這里做什么工作？’

This is a friendly, nonthreatening question that works early on because it's conversational, and you're showing interest in the interviewer.

這個問題友好且不具威脅性，對展開話題很有幫助。因為這顯得你比較健談，表明你對你的面試官很感興趣。

She says:

她說：

"It can also be received as flattering, but at the same time, you're getting to know the hiring manager.”

“這可以被認為是在奉承，但與此同時，你也正在了解你的招聘經理?！?/p>

"Are they thrilled about mentoring their staff, their product or service, the innovative atmosphere? Do they focus on only growth numbers and minimizing expenses, with no mention of the team, training, or growth opportunities? It gives you a sneak preview into your prospective manager's priorities and all-important personality. This is where it pays to have your people radar up to evaluate if this is a boss you can respect."

“他們是不是很高興來指導他們的工作人員，他們的產品、服務或是創新氛圍？他們是不是只關注于業績的增長和費用的減少，卻忽視了團隊的建設，職員個人能力的培養，或是成長機會？這能讓你私下里大致預測下未來經理的工作重點和重要人格，老板若只想著把員工的所作所為處在其監視之下，從這點上就可以看出老板值不值得你尊重?！?/p>

You should be assessing the employer just as much as they're assessing you because you both need to walk away convinced that the job would be a great fit ... and that should start from the moment you take the hot seat.

你會評價你的老板，就像他們會評價你一樣，因為你們倆都需要確信你是不是這個職位的恰當人選……且這從你在糾結要不要從事這個崗位的那一刻就開始了。

At the very end of the interview, the hiring manager usually asks, "Do you have any questions for me?" But don't wait until they turn the tables to start asking questions.

在面試最后，招聘經理通常會問：“你有什么問題需要咨詢我嗎？”但請不要等到他們開始問你的時候才問。