Want to prepare for your next job interview?

正在準(zhǔn)備下一場(chǎng)求職面試嗎?

Start thinking about how you'd fare in a zombie apocalypse.

先思考一下你在僵尸入侵的時(shí)候會(huì)有哪些遭遇吧。

Sometimes, interviewers just want to get a sense of how well you're able to think outside the box.

有時(shí)候，面試官只是想要了解一下你跳脫思維框架的能力如何。

That's why it's not too surprising that some of the most successful executives out there like to ask some pretty weird questions during job interviews.

所以你也不必驚訝，有些成功的管理者們總會(huì)喜歡提問(wèn)一些奇怪的面試問(wèn)題。

Here are some of those oddball questions.

下面給大家列舉其中的一些奇怪問(wèn)題。

1. 'On a scale of one to 10, how weird are you?'

1. “如果給你自己的古怪程度打分，1-10，你會(huì)打幾分?”

One of Zappos' core values is to "create fun and a little weirdness," Tony Hsieh, CEO of the company, tells Business Insider.

美捷步公司(美國(guó)的一個(gè)鞋子品牌)的核心價(jià)值文化之一是“創(chuàng)造樂(lè)趣和一點(diǎn)古怪”。這是美捷步公司的首席總裁Tony Hsieh告訴Business Insider網(wǎng)站記者的。

To make sure he hires candidates with the right fit, Hsieh typically asks the question: "On a scale of one to 10, how weird are you?" He says the number isn't too important, but it's more about how people answer the question. Nonetheless, if "you're a one, you probably are a little bit too straight-laced for the Zappos culture," he says. "If you're a 10, you might be too psychotic for us."

為了確保聘用最合適的人才，Hsieh常常都會(huì)提問(wèn)面試者：“如果給你自己的古怪程度打分，1-10，你會(huì)打幾分?”他表示分?jǐn)?shù)多少并不重要，重要的是人們?cè)趺唇忉屵@個(gè)答案。不管怎樣，他表示，如果“你打了1分，那么你對(duì)美捷步公司文化的印象就太刻板了。如果是10分，對(duì)于我們來(lái)說(shuō)，你就是個(gè)瘋子了。”

Another question Zappos usually asks candidates is: "On a scale of one to 10, how lucky are you in life?" Again, the number doesn't matter too much, but if you're a one, you don't know why bad things happen to you (and probably blame others a lot). And if you're a 10, you don't understand why good things always seem to happen to you (and probably lack confidence).

另外一個(gè)美捷步公司常常提問(wèn)面試者的問(wèn)題是：“從1-10分，你覺(jué)得在生活中你的幸運(yùn)程度如何?”重申，分?jǐn)?shù)本身沒(méi)多大重要性，但如果你打1分，你就不知道為什么糟糕的事情總是發(fā)生在你的身上(并且還會(huì)常常抱怨他人)。如果你打的是10分，那你就不太了解為什么好事情總讓你碰上了(還有可能失去自信)。

2. 'What was the last costume you wore?'

2. “你上次穿的是什么衣服?”

It doesn't matter so much what they wore, but why they wore it. If the candidate's reasoning matches Warby Parker's core value of injecting "fun and quirkiness into work, life, and everything they do," they might have a real shot at getting a job there.

其實(shí)問(wèn)題就人們穿什么來(lái)說(shuō)并不重要，重要的是他們?yōu)槭裁匆┻@樣的衣服。如果面試者的推理過(guò)程與Warby Parker公司的核心價(jià)值觀相符合——“給工作，生活，以及他們所創(chuàng)造的一切融入樂(lè)趣與多變”，那么就很有可能拿下了這個(gè)工作機(jī)會(huì)。

"We find that people who are able to make the job environment fun build followership more easily," the company's cofounder and co-CEO David Gilboa tells Iris Mansour at Quartz. "If we hire the most technically skilled person in the world whose work style doesn't fit here, they won't be successful."

“我們發(fā)現(xiàn)，如果人們能夠營(yíng)造舒適歡樂(lè)的工作環(huán)境，他們常常也更容易建立良好的人際關(guān)系。”這是Warby Parker公司的創(chuàng)始人及首席總裁之一David Gilboa在Quartz網(wǎng)站上對(duì)Iris Mansour的回復(fù)。“如果我們聘用了世界上技術(shù)最出眾的員工，但是他的氣場(chǎng)與公司的氛圍一點(diǎn)都不符合，那么他們也不會(huì)取得成功。”

3. 'If you were an animal, which animal would you be?'

3.“如果你是一種動(dòng)物，你會(huì)是哪一種?”

"The animal kingdom is broad, and everyone can identify with a specific animal they think embodies their own personalities and characteristics," Stormy Simon, president of Overstock, tells Business Insider.

“動(dòng)物王國(guó)的范圍非常廣泛，而每一個(gè)人都能找到一種特定的動(dòng)物來(lái)表示他們本人的個(gè)性。”Stormy Simon是Overstock的總裁，接受Business Insider記者采訪時(shí)說(shuō)道。

"There are so many different human traits, where in the animal kingdom they put themselves, and why, really gives insight to the person answering the question. For example, just because you love dogs doesn't mean you would identify yourself as a dog," she explains.

“人類的個(gè)性多種多樣，因此在動(dòng)物王國(guó)里，他們把自己放在動(dòng)物的位置上，也就是我們從中能夠真實(shí)的審視回答問(wèn)題的面試者的原因。比如說(shuō)，雖然你很喜歡狗，但是不意味著你會(huì)用狗來(lái)形容自己。”她解釋道。

Good answers, she says, are where the candidate picks an animal that they think truly personifies the traits that set them apart. "People have often chosen the same animal as other candidates, but the traits they describe have never been the same," says Simon. But they're not all good answers.

她表示，聰明的回答應(yīng)該是求職者們找到最能描述個(gè)人特點(diǎn)的動(dòng)物。“人們常常選擇與別人相同的動(dòng)物，但是他們所描述的特性卻從不一致。”Simon說(shuō)道。不過(guò)這些答案都不完全是好的答案。

4. 'What do you want to be when you grow up?

4. “你長(zhǎng)大了想當(dāng)什么樣的人?”

Stewart Butterfield, the cofounder of Flickr and chief executive of Slack, likes to ask job candidates this question we've been answering for our teachers and parents since we were kids.

Stewart Butterfield是Flickr網(wǎng)站的創(chuàng)始人之一，同時(shí)也是Slack公司的首席執(zhí)行官，在給求職者面試的時(shí)候，他喜歡提出一些我們小時(shí)候曾經(jīng)回答過(guò)老師或家長(zhǎng)所提出的問(wèn)題。

"Good answers are usually about areas in which they want to grow, things they want to learn, things that they feel like they haven't had a chance to accomplish yet but want to accomplish," he tells Adam Bryant of The New York Times. "A very short answer to that question would be automatically bad."

他告訴《紐約時(shí)報(bào)》的記者Adam Bryant：“好的回答通常都是圍繞著他們想要成長(zhǎng)的環(huán)境，他們想學(xué)習(xí)的知識(shí)，以及那些他們覺(jué)得沒(méi)有機(jī)會(huì)實(shí)現(xiàn)但希望去實(shí)現(xiàn)的事情的。簡(jiǎn)短的回答一般都不奏效。”

5. 'What would you do in the event of a zombie apocalypse?'

5. “如果把你放在僵尸啟示錄的場(chǎng)景里，你會(huì)怎么做?”

This seems like a ridiculous question to ask, but it's posed to every prospective employee at Capriotti's Sandwich Shop, a national restaurant franchise. Ashley Morris, the company's CEO, says it's the best way to learn how candidates react under pressure.

雖然這個(gè)問(wèn)題看起來(lái)很荒謬，不過(guò)Capriotti’s Sandwich Shop這家遍布全國(guó)的連鎖餐飲店，卻把這個(gè)問(wèn)題貼出來(lái)讓每一個(gè)潛在員工思考。

"There really is no right answer, so it's interesting to get someone's opinion and understand how they think on their feet," Morris explains. "The hope is that for us, we're going to find out who this person is on the inside and what's really important to him, what his morals really are, and if he'll fit on the cultural level."

Morris解釋：“這個(gè)問(wèn)題沒(méi)有標(biāo)準(zhǔn)答案，所以能夠了解每個(gè)人的觀點(diǎn)以及他們?nèi)绾为?dú)立思考是一件非常有趣的事情。我們希望了解這個(gè)人的內(nèi)心想法以及對(duì)他來(lái)說(shuō)最重要的是什么，他的個(gè)人道德怎么樣，以及他是否符合我們公司的文化水平。”