Alex Malley FCPA is the chief executive of CPA Australia and the host of the Nine Network television series The Bottom Line. Alex is also a regular contributor to The Huffington Post .

Alex Malley FCPA是澳大利亚CPA公司主管，NIne Network电视节目The Bollom Line节目主持人。他还是Huffington 邮报撰稿人。

What I have learned, after years of experience interviewing people at all levels and walks of life, is that interviewing a job applicant¹ is not dissimilar to interviewing aprospective house mate. You are going to spend a lot of time under the same roof as this person. Accordingly, you need a confidence that they will fit in with the other house mates, that they are all they seem to be, and they are there to make an enduring commitment.

经过多年的面试，我接触到了来自不同行业，不同水平的人。这让我了解到面试一名求职者和了解未来的室友是一样的。你要和这个人在同一屋檐下共度很长时间。而且，你还要保证他可以和其他的室友相处良好、表里如一、可以长期奉献。

To help me with this, there are six characteristics in a conversation with a job applicant I mentally tick-off in order to identify the right person for the job. These tips can be useful for both the interviewer and interviewee.

为了找到合适的人选，面试的时候我会在脑子里勾勒出合格求职者的六大特点。下面的建议对面试官和求职者都会有所帮助。

1. Are they interesting?

1. 他们有趣吗？

My test for this is not about the depth of a person’s ability, but the breadth of their curiosity in life. Do they have genuine outside interests? Do they have friendships spanning different lines and backgrounds?

我对这项的考察并不是取决于一个人能力的高低，而是看这个人对于生活保有多少好奇心。除了关心利益之外，他们是否真诚？他们有没有来自不同行业不同背景的朋友？

I have often found people are more interesting than they project themselves to be. As a chief executive or interviewer, I should not have to work hard at finding out what makes you interesting. An applicant that leaves me wanting to know more about them gets a big tick in my book.

我经常发现有些人比展现出来的更有意思。作为一个高级管理人员或面试官，我不会花费过多时间找出求职者的有趣之处。如果一个求职者可以让我想更多地了解他，那在我面前他已经成功一大半。

2. A holistic² perspective

2. 全局观念

One of my great frustrations³ as a chief executive is people that think solely⁴ about the department or section they work in, rather than at the very least showing an interest and appreciation⁵ for all departments and how the business in total comes together.

作为一名高管，让我很迷惑的是，人们只关心自己部门的利益，对于整个公司以及这个行业的运转都缺乏最起码的兴趣和了解。

So, when it comes to a job candidate, I look for their intuitive interest in the whole of the business above and beyond the role they are applying for.

所以，在面试求职者的时候，相对于求职者对所求职位的兴趣，我更愿意了解他们对整个行业的兴趣。

3. Passion

3. 热情

It does not matter what the passion, but it is a shut door for me if I do not recognise the applicant’s emotional connection to something or someone in their life.

如果我在求职者身上看不到他对生活中某些人或某些事情充满热情(不管这些热情是在那些方面)，我不会录用他。

Without passion, people simply exist, they don’t live: selfishly I want to live with people, not merely exist with them.

没有热情，一个人只是存活，而不是生活。虽然有些自私，我还是愿意和人一起生活，而不是存活。

4. Open about their mistakes

4. 坦诚错误

The only way I have learnt anything in my career is from the mistakes I have made. In some ways, I am proud of them, but even more so, that I have learnt from them. So anyone who in a good, healthy and open conversation claims to being mistake-free, I would prefer it if they went and worked for a soul.

在职业生涯中，唯一我学到的东西就是，从犯错中学习。一定程度来讲，我以这些错误为豪。所以，一次开心、有益、开放的谈话，就不会避谈自己的错误。如果这些错误曾触动心灵，帮助了一个人的进步，我很愿意和人谈这些错误。

5. Opinionated

5. 有主见。

Admittedly, I am not an avid⁶ reader, but I am highly aware of the issues going on in my country and the world. What I expect from an interviewee is a natural and comfortable perspective on significant issues relevant, or not, to our business.

必须承认，我不是一个很有热情的读者，但是我很了解国内国外发生的事情。我希望从和求职者的谈话中了解到他对重大事件的直观的看法，无论这些事和工作是否相关。

6. Leadership

6. 领导才能

I look for someone who can tell me a story about a vision they have set, and their journey to achieving it. And, most importantly, I want them to clearly articulate how they mobilised people to achieve those outcomes. These sorts of leadership qualities are something I look for in applicants⁷ - at all levels.

我希望求职者可以告诉我一个故事，在这个故事里有他们自己既定的观点，完成一件工作的历程。最重要的是，我希望他们可以清楚的说出自己是如何调动他人共同完成这项工作的。不管一个求职者处于什么水平，我都希望在他们身上发现领导才能。