Job interviews can generally be divided into three types.
工作面试一般可以分为三类。
The first is what I would call the traditional interview.
第一类就是我所谓的传统面试。
This is usually just a series of standard questions about qualifications, work experience and expectations.
这类面试通常包括一系列有关任职资格、工作经验以及工作期望等方面的标准化问题。
So what you have here is basically a list of quite direct questions,
所以问题列表上所列的基本上是相当直接的问题，
like what duties did you have in your previous job.
比如你上一份工作的职责。
This is still the model for a lot of interviews today.
如今许多面试便是按照这一模型打造的。
In my view, it's not the best to select staff.
在我看来，这并不是挑选员工的最佳方法。
Then there is the case interview.
于是便有了案例面试。
Here the interviewer presents a problem
在案例面试中，面试官提出一个大问题，
and a series of questions to find out how the candidate would approach the problem.
加上一系列用来考察应聘者处理问题方式的具体问题。
It might go something like this:
可能会这样：
A company wants to hire more graduates without spending more than its current budget.
一家公司想在不超出现有预算的前提下招聘更多的毕业生。
What would you advise them to do?
你会建议他们怎么做？
This can be particularly challenging, for you need to analyze the problem and solve it.
这个问题非常具有挑战性，因为你需要对问题进行分析，然后将其解决。
The third type is known as the behavioral interview.
第三类面试被称为行为面试。
The questions are usually designed to find out about how the candidates handle tricky situations in the past.
面试问题通常旨在考察应聘者在过去的工作中处理棘手问题的方式。
A typical question might be:
典型的问题可能是：
"Can you give me an example of a situation where you have to follow orders that you didn't agree with?"
"比如当你面对一个你不认同但又必须遵从的命令时，你会怎么办？"
This opens up a lot of information and the interviewer gets to see more of the candidate.
这种问题能够暴露许多信息，面试官便能对应聘者有更多的了解。