几乎全部的职场提议中都会提到彼此“匹配”的重要性，有过肯定劳动经验的人也深知如此。但如何肯定“匹配”则成为一个大难题?根据以往的面试经历，面试过程中求职者和聘请方本质都展现了自身不妨的一面，说出了对方想听见的话。

Almost all workplace proposals mention the importance of "matching" each other, as people with positive labor experience know. But how to be sure that "matching" is a big problem? According to past interviews, both the job seeker and the employer are essentially on the right side of the interview, saying what the other person wants to hear.
这个过程中肯定会存在盲区，每一组合都会有自身特有的文化气氛，传统、习性、假设和不成文的规则，加起来即是“咱们这里都这么干”。但是真正决策是否“合拍”的刚好即是这些“都这么干”，这类传统繁复且玄妙，企业HR很难用语言来实行形容，于是通常用几个褒义词打发了事。
There are bound to be blind spots in this process, and each group will have its own unique cultural atmosphere, traditions, habits, assumptions and unwritten rules, which add up to "we do it here". But the real decision-making whether to "co-ordinate" is precisely these "do it all", such a complex and mysterious tradition, enterprise HR is difficult to use language to describe, so usually with a few commendatory words.
本着对自身负义务的立场，就需要尽量的寻觅“匹配”。假如你不是为了换劳动而换劳动，追求“匹配”的因素则需要求职者面试前尽量的去熟悉老板，求职者准则功课除外。

In line with its own obligation, we need to try to find "matching". If you're not changing your job for a change, the pursuit of "matching" requires that job seekers familiarize themselves with the boss as much as possible before the interview, with the exception of candidates'standard homework.
尽量的从该老板的前雇员或许现雇员的口中获得关联信号，问题越细得到的谜底越可用。肯定你真正需要的是什么?独立、创作、势力、钞票、冒险、事业都是人们劳动所寻觅的，但当中有的是可舍弃的有的却是不容讨价还价的，仅有熟悉自身想要什么的只能是自身。
Try to get the correlation signal from the mouth of the former employee or current employee of the boss, and the more detailed the question, the more useful the answer is. Be sure what you really need? Independence, creativity, power, money, adventure, career are all the prices that people are looking for, but some of them can be abandoned and others can't be bargained. Only those who know what they want can be themselves.
猎头看法，肯定自身的需要点，而后根据需要点设计问题，用以探索自身主张是与公司文化是否合拍。相同原理，问题越细越好。
Headhunter's point of view, affirm their own needs, and then according to the needs of point design problems, to explore their own ideas and corporate culture is in harmony. The same principle, the smaller the better.
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