想了解一家公司的企业文化，就问这5个问题

If you want to know what it’s like to work for a company,you can’t exactly waltz up to a recruiter and ask “What’s your company culture like?”
假如你想要知道在一家公司工作中是什么样子的，你不太可能立即来到招聘人员眼前问：“大家公司的公司文化是哪些的?”
There are a number of questions you can ask during an interview that,while seeming fairly straightforward on the surface,can help uncover deeper intel about the inner workings of a company.
在招聘面试全过程中，你能问许多难题，这种难题尽管表层上看上去非常简单，但却有利于你更深层次地掌握一家公司的內部运行。

1. HOW LONG HAVE YOU BEEN WITH THE COMPANY?
1.您在公司工作中多长时间了？
“This is a question to ask each of your interviewers. If everyone you meet has only been there a short time you need to probe further,” says career counselor and executive coach Roy Cohen.
“这是一个要问每一个招聘者的难题。”职业顾问兼实行教练员罗伊·沃斯特说:“假如你碰到的每一个人都仅仅在那里呆了很短一段时间，你也就必须进一步了解一下缘故。”
“Unless the company is a startup,expanding rapidly,or the department is newly established,this is a serious red flag. High turnover could be a sign of low pay,long hours,lack of opportunity for career advancement,or incompetent management.”
“除非是该公司是一家初创期公司，扩大得很快速，或是该单位是新创立的，不然这是一个比较严重的预警颜色。高流失率可能是低薪、上班时间长、欠缺职业生涯发展机遇或管理方法不当的标示。”

2. WHAT WAS THE LAST BIG ACHIEVEMENT THAT WAS CELEBRATED?
2. 近期一个被庆贺的巨大成就是啥？
This question “gives [interviewers] the chance to reveal if employee efforts are acknowledged and appreciated and if people enjoy having company parties/gatherings,” says Valerie Streif,senior advisor at career services company Mentat. “If they don’t do anything to celebrate,it may be a thankless and cold environment.”
岗位服务项目公司Mentat的咨询顾问Valerie Streif说:“这个问题让招聘者还有机会表露职工的勤奋是不是获得认同和称赞，及其大家是不是喜爱报名参加公司聚会活动。” “假如她们不做一切庆贺主题活动，那这可能是一个出力不讨好又冰冷的自然环境。"

3. WHAT’S THE DRESS CODE LIKE HERE?
3. 这儿的着装要求是如何的?
“Companies that have no dress code or a very loose one are often less traditional than companies with full business-dress requirements. Certainly,there are exceptions,but I rarely find a company where everyone wears a full suit and tie or skirt suit every day that also has dogs in the office and nap rooms and free beer,” says Jill Santopietro Panall,HR consultant and owner of 21Oak HR Consulting,LLC.
“沒有衣着标准或十分比较宽松的公司一般不象有整套商务接待着装要求的公司那般传统式。” 21OaK HR Consulting，LLC的老总、人力资源管理咨询顾问Jill Santopietro Panall表明，“自然，也是有除外，但我非常少碰到一家公司，每一个人每日都衣着整套西服、领结或长裙套服，可是在办公室和休息区也有狗和完全免费葡萄酒。”
“Be careful,here,though,because an informal dress code doesn’t necessarily mean that there’s less pressure or stress. Many tech companies have no dress code but are also total pressure cookers. Appearance standards are only a small clue to the environment,not the whole picture.”
“但是，在这儿要当心，由于非正规的的衣着标准不一定代表着工作压力会降低。很多高新科技公司沒有衣着标准，但也是十足的髙压自然环境。外型规范仅仅办公环境的一个小案件线索，而不是全部局势。”

4. WHAT ACTIVITIES DO YOU OFFER FOR EMPLOYEES?
4. 大家为职工出示什么主题活动？
“If companies have softball leagues,trivia teams,company outings,retreats or other planned social events,it can often give you a clue to how important they think it is for coworkers to LIKE one another,not just work together,” Santopietro Panall says.
Santopietro Panall说：“假如公司有铅球公开赛、琐碎工作组、公司出游、休养所或别的方案好的休闲活动，这一般会让你了解她们觉得朋友中间相亲相爰是多么的关键，而不是简易地在一起工作中罢了。
This can be especially important if you “have recently moved,are entering the workforce after college or anyone else that needs a social aspect in the workplace,” adds Nikki Larchar,cofounder/human resource business partner at simplyHR LLC.
SimplyHR LLC创始人兼人力资源管理业务流程合作伙伴Nikki Larchar填补道:“假如你是近期刚迁来的，或是是应届毕业生刚入初入职场，或是别的一切必须社交媒体的人”，这一点至关重要。
“On the flip side,that kind of togetherness may not be for everyone,” Santopietro Panall acknowledges. “If the thought of socializing with your co-workers leaves you cold,you may want to look for a company with a more 9-5 environment.”
“另一方面，这类团结一致的觉得很有可能并不宜任何人，”Santopietro Panall 申明，“假如你一想起要和另外相处你也就感觉没什么兴趣爱好，那么你很有可能更想找一家朝九晚五的公司。”

5. WHAT WAS THE DEPARTMENT’S BIGGEST CHALLENGE LAST YEAR AND WHAT DID YOU LEARN FROM IT?
5 .该单位上年遭遇的较大 挑戰是啥？您从初中来到哪些？
It may come across as an obvious question,but it actually does a great job at revealing “whether or not the company blames processes or people when something goes wrong.
这可能是一个不言而喻的难题，但它事实上是一个表明“公司在出現难题时是归因于步骤還是工作人员”的好难题。
The former indicates that they are a continuous learning organization and the latter may be a sign of a blame culture,” says Mary Grace Gardner,career strategist at The Young Professionista. “Listen to who or what gets blamed for the failure and if they have taken steps to learn from it.”
“前面一种说明她们是一个不断进步的机构，后面一种可能是一种斥责文化艺术的标示，”年青就业者岗位投资分析师Mary Grace Gardner说。“听一听到底是谁或什么样的人由于不成功而被斥责，及其她们是不是早已采取一定的有效措施从这当中汲取教训。”
Keep an ear out for how their answer hints at the degree of politics present in the office,too.
注意一下她们的回应是怎样暗示着办公室政治的水平的。
“Company politics play a huge role in overall job satisfaction,and it’s important to know ahead of time how decisions are made and conflicts are resolved,” shares Natasha Bowman,Chief Consultant at Performance ReNEW and author of the upcoming book You Can’t Do That At Work! 100 Common Mistakes That Managers Make.
Performance ReNEW公司顶尖咨询顾问，将要出版发行的《工作中不能那样做！管理者常犯的100个错误》一书的创作者Natasha Bowman表示：“公司政冶在总体员工满意度中饰演关键的人物角色，提早了解管理决策是怎样制订的、矛盾是如何解决的，这一点很重要。”
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