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Commandment 8: Be Creative
If you are creative, you can package what you want in ways that are acceptable to the company. You will also be able to find creative “trades” that allow you to withdraw requests that might be problematic to the company in return for improvements in areas where the company has more flexibility.
Commandment 9: Focus on Your Goals, Not on Winning
Too often in negotiations winning becomes more important than the actual goals that are achieved. This tendency is particularly problematic in employment negotiations. Not only is it important to focus on achieving your goals; it is also important not to make your future boss feel like a loser in the negotiations. Remember, that this person will control your future career. You will have gained little by negotiating a good deal if you alienate your future boss in the process.
Commandment 10: Know When to Quit Bargaining
There comes a point in every negotiation when you have achieved everything that you could have reasonably expected to achieve. At that point you should thank the person you are dealing with and accept the offer. If you don’t recognize when to stop negotiating, you run the risk of having the company decide that it made a mistake by offering you the job in the first place. Most companies will want to treat you fairly and make you happy, but few companies want to hire a prima donna. Being perceived as greedy or unreasonable may cause the deal to fall apart. Even if it does not, you will have done immeasurable harm to your career with your new employer.
Commandment 11: Never Forget That Employment Is an Ongoing Relationship
This is the most important commandment and cannot be overemphasized. Employment negotiations are the starting point for your career with the company. They set the tone for your employment relationship. Get too little and you are disadvantaged throughout your career; push too hard and you can sour the relationship before it even begins. How you handle the initial negotiations can have an impact, for better or worse, on how successful your tenure with a company will be.
Exercises
Question 1
How does one need to prepare for an actual interview?
Question 2
Define each of the following types of interviews:
. Stress Interviews

. One-on-one Interview

. Screening Interview

. Lunch Interview

. Committee Interview

. Group Interview

. Telephone Interview

Question 3
Enumerate some tips for telephone interviews.
Question 4
List down the things to keep in mind on the following cases:
. Before the interview

. During the interview

. After the interview

Question 5
Enumerate some guidelines for asking questions during an interview.
Question 6
List down at least 10 deadly interview mistakes job seekers make.
第九章求職面試

一、面試類型
1．篩選型面試（Screening Interview）。這種類型的面試以“淘汰”應聘者為目的，通常提一些一般性的問題，用以評價應聘者。篩選型面試的目標非常明確，就是要挑選出符合應聘條件的應聘者，推薦給錄用部門的經理，并將最后評價權交給部門經理。
面試官主要問一些與職位相關的問題，以確定應聘者是否具備候選的資格與能力。面試合格后，可以認為你已經獲得了候選資格，就好像是考試上分數線了，但是還有一個決定是否被錄取的過程，其決定權在部門經理。
在一些大的公司里，實際上部門經理往往只管簽字，具體的工作是由組長或其他主管做的。篩選型面試的面試官，一般都很擅長發現不推薦你進入第二次面試的理由。也就是說，很善于找出“淘汰”你的根據。建議：有條理的回答面試官的問題，沒有問到的問題最好不要主動談，要讓面試官掌握面試的主動權。盡量簡短坦率地回答問題。
2．傳統型面試（
Traditional Interview）。一般來說，這種面試是在預定的時間內由秘書將你帶進會議室，由經理提一些典型的問題，然后起立握手，以 “Thank you .We’ll contact you in a week or two .”（感謝你能來參加面試，一兩個星期內我們會與你聯系的）等寒暄結束面試。
　
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