So you've had your job interview, and, as you wait to hear from the company, you keep replaying the interview in your mind and wondering how you did. But is there any way to know until you get an offer or rejection1? No signs are 100 percent foolproof, but here are some indicators2 that the interview went well:
你已经面试完了。当你等待公司消息的时候，脑子里不断回放面试的情节，心里估摸着我们的表现怎么样。但有哪些办法可以在公告出来之前就能了解结果吗? 没什么征兆100%牢靠，但下面是一些预兆能说明面试进展顺利：
4. The interviewer spends a lot of time answering your questions. Whether or not candidates are strong contenders, I always ask what questions they have for me. But when I'm very interested in someone, it's much more in depth. I'll often probe to make sure that I've answered questions to their satisfaction and encourage them to be forthcoming about any reservations they might have.
面试官花很多时间回答你的问题。不论应试者是不是是强有力的面试人，我总会问他们有哪些问题。但当我对某个人很有兴趣的时候，回答会深入不少。我常常会去核实自己对问题的回答是不是让他们感到认可，并鼓励他们坦露任何有所保留的想法。
5. The interview runs over the allotted3 time. If I'm not especially interested in a candidate, I'm looking for opportunities to wrap the interview up -- not drawing it out. So if this happened to you, it's a very positive sign.
面试超越时限。假如我对某个应试者不是特别有兴趣，那样我会探寻机会结束面试不会拖时间。所以假如你的面试时间超时，那样就是一个非常不错的征兆有哪些。 on these sorts of extras.
面试结束后，面试官把你介绍给别的人、或带你参观办公室。 同样地，假如我了解自己不会招聘某位面试者，我不会做这类额外功，浪费其他人的时间(包含应试者）。
7. You hear from your references that the employer has called them. Reference-checking is time-consuming, so I don't start it unless I'm interested in a candidate.
从你的推荐人那里听说雇主曾给他们打过电话。向推荐人核实状况十分浪费时间，所以假如我对一位面试者不有兴趣是不会去做的。
Again, none of these are foolproof. An interviewer might do one or two of these without meaning anything. And of course, the interviewer can be very interested in you and still ultimately go with a different candidate. But when you start to see a pattern of the things above, you at least know that you're not out of the running.
话又说回来了，以上这类都不是绝对的。面试官或许没任何意图地做了其中一两件事。当然，面试官或许对你的非常有兴趣，可最后还是选择了另一位应试者。但当你看到类似上面的状况时，至少会了解自己还没被淘汰。
Alison Green is chief of staff for a medium-sized nonprofit where she oversees5 day-to-day management of the staff as well as hiring, firing, and staff development. Her writings have been published in the Washington Post, the New York Times, Maxim6, and dozens of other newspapers. She blogs at Ask a Manager.
艾利森格林是一个中等大小非盈利组织的雇员统领。她负责职员平时管理、招聘、解雇及职员进步。她发表的文章曾在《华盛顿邮报》、《纽约时报》、《箴言》与其它很多种报纸上发表。她的博客在Ask a Manager网站
