You have perhaps thirty minutes to assess an applicant.
你或许有三十分钟时间评估一位应聘者。
I think considerable work needs to be done beforehand with the CVs—checking if they have appropriate qualifications and so on.
我认为在看简历前还有很多事要做—看看他们是否符合职位要求等等。
What you can't get from the application, though—except from references, and I don't find those very reliable—is an idea of how people act in the workplace.
我们无法从申请表中获取的—除了推荐信外，而且我认为那些也不是很可靠—是申请者在工作时的行为表现。
I focus on that, by asking questions which should reveal how they'd react in different circumstances and with a variety of colleagues.
我的想法是通过问问题揭露他们在不同的环境中会如何表现以及与各个同事的相处。
Interviewing isn't something I'm good at, I'm afraid. I don't trust my own judgement for such important decisions.
我并不擅长面试。在做如此重要的决定时，我不信任自己的判断力。
That's why I usually have about five other people with me, not necessarily from the particular department, though.
因此我经常让大概五位同事和我一起，这些同事并不一定要来自某个部门。
I realise this prevents me from making the interview seem like an informal chat,
我意识到这会让我避免把面试变成非正式的闲谈，
but I'm not sure of the overall benefit of that—perhaps it provides an insight into how the applicant thinks and behaves outside work, but that's not crucial.
但我不确定这么做的综合效益—或许这样可以让我们洞察应聘者在工作之外的想法和行为，但是这并非关键。