你及时赶到面试地点，职位描述非常适合你，再看一眼办公室，你更加确信这就是你想要的。 那还可能会出什么差错呢？
　　很多。
　　每个人都会犯错误。 但是据那些面试官的经验之谈，技术职位的求职者容易犯许多常见的面试大忌。为了避免犯这些错误，你必须知道它们是什么。下面就是10个最常见的技术工作面试误区。

　　面试着装
　　Stascom科技是一间不断壮大的公司，其总裁Harvey Bass说过：有时候技术人员只注重他们上身的着装。 他描述说：“技术职位面试者穿着起皱的卡其色军服和胶底鞋，全然不是他们应有的形象。”全球科技领域妇女组织的创立者，人力资源顾问Liz Ryan说：“因为穿着太过保守而被面试官淘汰的时代已经过去了。”

　　面试时态度傲慢
　　Fieldglass，软件技术公司，它的技术主任Sean Chou说，太多的技术工作求职者在面试中表现得很傲慢。 他接着说：“许多技术工作求职者非常有才能，然而在面试中他们表现出来的却只有傲慢。”Chou指出：“面试者所需要的是信心而非傲慢。傲慢的态度暗示着他们不可能成为优秀团队工作中的一员。”

　　面试时过多的强调技巧
　　证书及其他证书可以当作你的技术能力的证明，但是记住一点：你到这里来是为了一个组织的需要而提供服务的，不是仅仅因为技术本身，不要把重心放到J2EE或Cisco上。 你需要给面试官留下深刻的整体印象，超越你的总体技术水平给他们的印象。数控咨询公司的业务总裁Chris Little指出：“有时候技术面试者过多的强调他们的技术能力， 他们不明白这有别于一个本垒打。他们受到挫折，就在面试过程中表露出来。”

　　面试缺少交流
　　面试者经常喜欢提开放性的问题，但是有时候技术职位面试者只做简略的回答，不能精心设计或表现他们的交流技巧。 Ryan说：“你应该回忆所有的论点，用它们来打开话题。”她说，对于如“你有过使用C++工作的经验吗？”的问题，用“是”一个字来回答是极其不合适的。 面试者必须把问题视为谈论他们即将给公司带来的价值的良机。或是如Chou所说的，不愿意与他人交流的人，将很难在一个团队环境中好好工作。

　　面试前毫无准备
　　计算机科学公司，负者代理程序管理工程的经理，女性技工的顾问，致力于非赢利的网络工作和专业训练的Leslie Norko说：“尽管他们有很多可利用的信息，但这不应该是不做面试准备的借口。Norko指出，准备面试，不仅仅是对一家公司的普通层面上的认识，更加是对这家公司和它的产业的深层次研究。

　　面试时不提问 表现缺乏兴趣
　　Ryan说，面对这家公司时，有时候面试者没有询问公司的产业，竞争对手或重要的工作问题，而被面试官认定为对该公司缺乏兴趣。通常面试时，面试官会问面试者是否有什么问题。Norko告诉面试者：“永远不要说“不”这个字，因为那意味着他们对此不感兴趣，或一点准备都没有。”

　　面试时太过注重小利益
　　关于停车场、病假期间的待遇与保险、软饮料的免费提供及其他利益和奖金，最好等到录用了以后再问，不然将被记录在一份人力资源报告里面。 Bass说：“抛弃那些‘我能从中得到什么好处’之类的问题。”

　　面试时太随意
　　面试可能是非常正式的事情。 面试性质由面试官确定，而非面试者。Bass指出，技术职位面试者在面试中些许的随意，都会给面试官留下不够严肃，更甚至于对该工作缺乏兴趣的印象。

　　面试时情绪低落
　　一些技术工作的求职者遭遇了工作开始的失败，被公司解雇等等不幸事件。可能会对面试官的亲切的态度产生错觉，以为面试官有心听他们倾诉。 Ryan告诉应试者，这种在面试中宣泄自己感情的方式是不可取的。应试者必须知道不可以把面试当做心理访谈时间。

　　不知道如何结束面试
　　技术职位面试者经常不知如何结束面试。Bass提醒到：不像反复强调他们很高兴加入该公司或询问面试的下一步程序是什么，技术职位面试者会让面试结束的无声无息。Bass说：“他们不知做收尾，他们不会出卖自己。

Ten Tech Interview Errors
You're there on time, the job description is a perfect match and one look at the office tells you this is the job for you. So what could go wrong?

Plenty.

Everyone makes mistakes. But according to those who do the interviewing, job seekers for tech positions are prone to a number of common interview blunders. To avoid them, you've got to know what they are. Here are 10 of the most common.

Appearance

Techies sometimes dress "from the waist up," says Harvey Bass, CEO of Stascom Technologies, a recruiting firm. They've got "wrinkled khakis and rubber-soled shoes" -- not exactly the image they should be projecting, he says.

"The days when you would not be considered because you're dressed too conservatively are over," says Liz Ryan, a human resources consultant and founder of the group World Women in Technology.

Arrogance

Too many techies come across as arrogant in interviews, says Sean Chou, CTO of Fieldglass, a software technology company. "A lot of techies are very talented," he says, "but what comes out is arrogance."

Confidence is desirable, not arrogance. Arrogance suggests "they can't be a team player," Chou notes.

Overemphasizing Skills

Certifications and other credentials matter, as does your technical know-how, but remember: You're there to serve an organization's needs, not to focus on J2EE or Cisco just for the sake of the technology itself. You want to come across as more than an amalgam of your skills.

"Sometimes they just overemphasize the skills," says Chris Little, COO of Dominion Digital, a consulting company. "They don't understand why that's not a home run. They get frustrated, and it shows."

Not Communicating

Interviewers often favor open-ended questions, but techies sometimes respond with too-brief answers, failing to elaborate or convey their communication skills.

"You should think of each question as an opening to a conversation," says Ryan. A simple "yes," she says, isn't an appropriate answer to the question, "Have you worked with C++?" Candidates need to see questions as an opportunity to discuss the value they will bring to a company.

Or, as Chou notes, "People who are unwilling to communicate will have a hard time working in a team environment."

Unprepared

"With all the information available, there is no excuse for someone not being prepared for an interview," says Leslie Norko, deputy program manager of engineering at Computer Sciences Corp. and a mentor for Women in Technology, a nonprofit devoted to networking and professional development.
Preparation, Norko says, doesn't just mean passing knowledge about a company, but rather in-depth research about the firm and its industry.

Lack of Interest

Candidates sometimes display a lack of interest by not asking about the company's industry, competitors or "the larger business problems" facing the firm, says Ryan.

This comes through, quite often, when candidates are asked if they have any questions. Never say no. "It communicates that they're not interested, or they're not prepared," says Norko.

Too Eager for Perks

Questions about parking spaces, sick days, free soft drinks, and other benefits and perks should be reserved for a human resources rep, preferably after a job offer. "Stay away from what's-in-it-for-me questions," says Bass.

Too Casual

Interviews can be formal affairs. The interviewer, not the candidate, should set the tone. "Techies tend to be a little casual in the interview," Bass says. This may come across as a lack of seriousness, or even a lack of interest in the job.

Too Negative

Some techies smarting from tough times -- failed startups, corporate layoffs and the like -- may mistake an interviewer's friendly demeanor as an invitation to confide. Ryan says this focus on "the highest highs to the lowest lows" isn't appropriate during an interview. "Candidates use interviews as therapy sessions and don't even know it," she says.

Failure to Close

Techies often fail to close the interview, says Bass. Rather than emphasizing how much they would love to join the company or asking what the next step in the process will be, techies may let the interview "fade out," Bass says.

"They're not closing," he says. "They're not selling themselves."

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