簡(jiǎn)歷被刷為哪般？
In a typical week I spend on average 10% of my time screening resumes, interviewing or reviewing interview notes and offers for candidates we want to join the team. Talent management is a core pillar of our company strategy and one of my most important responsibilities. I have reviewed thousands of resumes over my career and built a system to categorize them into yes, no and the dreaded maybe buckets. The resumes that go into either the yes or the no piles are usually very easy to identify. But I often think about the maybes. These resumes get saved as a backup but in reality, never get a chance to be in the field of play.
在我比較典型的一個(gè)工作周里，我平均要花10%的時(shí)間篩選簡(jiǎn)歷、面試、回顧面試筆記以及為那些我們團(tuán)隊(duì)需要的人才提供offer。人才管理是我們公司戰(zhàn)略的核心支柱，也是我最重要的職責(zé)之一。在我整個(gè)職業(yè)生涯中瀏覽過(guò)成千上萬(wàn)份簡(jiǎn)歷，我為此建立了一套分類(lèi)體系，將它們分成“yes”、“no”和令人頭疼的“maybe”三類(lèi)。那些進(jìn)入“yes”或“no”的簡(jiǎn)歷非常容易處理，但我經(jīng)常思考那些屬于“maybe”的簡(jiǎn)歷。那些簡(jiǎn)歷會(huì)得到備份，但事實(shí)上，從來(lái)都沒(méi)有機(jī)會(huì)真正進(jìn)入我們的考慮范圍。
I find there are three big mistakes that usually cause an otherwise great resume to be filtered out in a screening process:
我發(fā)現(xiàn)這三個(gè)大錯(cuò)誤往往是導(dǎo)致那些很好的簡(jiǎn)歷無(wú)法通過(guò)篩選系統(tǒng)的原因：
1) Focusing on the wrong thing: I often see candidates explain their responsibilities and list them in great detail, but forget to highlight their results. The unique things they did that their predecessors had not. What were their specific accomplishments and what sets them apart? The more quantitative, the easier for a screener or hiring manager to understand and select them for the next discussion. Numbers and metrics speak louder than words. Vague generalities are the kryptonite of a resume.
1）關(guān)注在了錯(cuò)誤的事上：我經(jīng)常看到求職者在他們的簡(jiǎn)歷里解釋他們的職責(zé)，并且寫(xiě)得非常詳細(xì)，卻忘了突出他們得到的成果以及那些他們的前輩沒(méi)有做但他們卻做了的獨(dú)特的事情。他們特有的成就在哪里？是什么使他們與眾不同？這樣的內(nèi)容越多，就越容易讓篩選簡(jiǎn)歷者或人事部經(jīng)理理解并且選擇他們進(jìn)入下一輪面試。數(shù)字和指標(biāo)比文字更有說(shuō)服力，而籠統(tǒng)模糊的描述則是一份簡(jiǎn)歷最大的軟肋。
2) Writing a thesis when a synopsis is needed: Mark Twain once said, “if only I had more time, I would write thee a shorter letter”. When writing a resume, it is important to heed these words and take the time to really write succinctly and precisely. The longer and more dense a resume, the harder it is for a recruiter to get to the heart of your achievements and contributions. Precise, clear, factual, numbers driven resumes will always get more traction.
2）寫(xiě)概況時(shí)長(zhǎng)篇大論：馬克·吐溫曾經(jīng)說(shuō)過(guò)，“只要我有更多時(shí)間，我就會(huì)寫(xiě)一封更短的.信給你”。當(dāng)撰寫(xiě)簡(jiǎn)歷時(shí)，必須把這句話(huà)牢記在心，并且花時(shí)間把簡(jiǎn)歷寫(xiě)得簡(jiǎn)潔而精確。簡(jiǎn)歷越是冗長(zhǎng)混亂，招聘者就越不容易領(lǐng)會(huì)你的成就和貢獻(xiàn)的核心。精確、簡(jiǎn)潔、真實(shí)、數(shù)字導(dǎo)向型的簡(jiǎn)歷總能吸引更多的注意。
3) Leaving unanswered red flags: Candidates will often wait for the interview process to explain any red flags or gaps that may be on their resume, but by that time it may be too late. In most cases, they won’t make it that far if the issues are not explained on the resume, cover letter or LinkedIn profile itself. Candidates should put on the hiring manager’s hat and look at their own resumes with this filter and then proactively address any of these issues in a clear and unambiguous way. A couple of examples of what I mean:
3）對(duì)敏感內(nèi)容不加解釋?zhuān)呵舐氄呖偸菚?huì)等到面試環(huán)節(jié)再來(lái)解釋那些他們簡(jiǎn)歷上的敏感內(nèi)容或者空缺，但到那時(shí)候恐怕太晚了。在大部分情況下，假如他們的簡(jiǎn)歷和求職信上沒(méi)有解釋那些內(nèi)容，他們根本就得不到面試的機(jī)會(huì)。求職者必須把自己想象成人事部經(jīng)理，自己用這種篩選原則審視他們的簡(jiǎn)歷，然后預(yù)先就那些問(wèn)題作出清楚而不含糊的解釋。下面舉幾個(gè)例子：
Let’s say someone has moved around a lot in their career. A screener may see this as an inability finish things they start or an indication that they aren’t a committed candidate. It behooves you to explain the reasons for the movement where possible. Was it a corporate change, like an acquisition, that caused the moves? Or is it an indication that you were looking for more of a challenge?
比方說(shuō)某人經(jīng)常換工作。一位篩選者或許會(huì)認(rèn)為這個(gè)人不能善始善終或是不忠心。你有必要盡可能解釋頻繁換工作是因?yàn)槠髽I(yè)變更的原因，比方說(shuō)一次收購(gòu)，導(dǎo)致了你換工作？還是因?yàn)槟阍趯で蟾嗟奶魬?zhàn)？
Let’s say someone is applying for an engineering role but doesn’t have an engineering degree. This should be addressed in the objectives and the resume should reflect any and all skills that do relate to the job you are looking for. Do you have any relevant certifications? Are you self-taught? Can you link to any code you have written?
比方說(shuō)某人申請(qǐng)一個(gè)工程師的職位卻并沒(méi)有工程學(xué)位。這必須在目標(biāo)中加以解釋?zhuān)⑶液?jiǎn)歷中應(yīng)該反映所有和你想找的工作相關(guān)的技能。你是否有相關(guān)的證書(shū)？你是不是自學(xué)的？你能不能把你和你所寫(xiě)的代碼聯(lián)系起來(lái)？
Oh and one other thing, in this day and age, there is no excuse for typos and grammar mistakes in a resume. Those types of errors demonstrate a lack of detail orientation and commitment, and may result in your resume going into the no bucket.
噢，還有一件事，在今時(shí)今日，簡(jiǎn)歷中沒(méi)有任何理由出現(xiàn)錯(cuò)別字和語(yǔ)法錯(cuò)誤。這種錯(cuò)誤說(shuō)明了你缺少對(duì)細(xì)節(jié)的關(guān)注，可能會(huì)導(dǎo)致你的簡(jiǎn)歷進(jìn)入“no”類(lèi)。
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