職場(chǎng)求職被拒的原因
許多求職者都會(huì)有個(gè)疑問(wèn)，自己投了求職信或者簡(jiǎn)歷，可是卻沒(méi)有得到回音，希望有一個(gè)面試的機(jī)會(huì)都很難，而當(dāng)有了面試機(jī)會(huì)，面試之后卻被拒絕，不知道自己究竟哪里表現(xiàn)的不滿意，那就該看看下面這篇研究調(diào)查了。
At first glance, it’s puzzling. The job market is finally looking something like its old self, with unemployment at 5.9%, a bit below its 6% pre-recession rate.
乍一看很令人費(fèi)解。美國(guó)就業(yè)市場(chǎng)終于開(kāi)始展露復(fù)蘇跡象，目前的失業(yè)率(5.9%)僅僅比大衰退之前(6%)低一點(diǎn)點(diǎn)。
Yet, as anyone trying to change jobs (or get one) these days knows all too well, plenty of employers are dragging their feet, taking longer to hire than at any time in more than a decade.
然而，許多雇主卻躊躇不決，其聘用員工花費(fèi)的時(shí)間比過(guò)去十多年的任何時(shí)候都要長(zhǎng)，相信每一位最近正嘗試著換份工作，或者找份工作的人都對(duì)此深有體會(huì)。
What’s the holdup? Patty Prosser, chair of executive development and recruiting firm OI Global Partners, says at least some of it is “due to the way candidates present themselves, and how they perform during interviews.” That’s not all bad, since, unlike the state of the economy as a whole, “these are issues that are within job seekers’ control.”
為什么如此遲疑?高管培訓(xùn)與招聘公司OI Global Partners的董事長(zhǎng)帕蒂•普羅塞表示，至少部分原因在于“招聘者自我展示的方式，以及他們?cè)诿嬖嚻陂g的表現(xiàn)。”這種情況不算太壞，因?yàn)楦?jīng)濟(jì)基本面的狀況不同，“這些問(wèn)題畢竟在求職者的控制范圍之內(nèi)。”
OI Partners recently asked its hundreds of North American headhunters and career coaches to list the most common mistakes they see interviewees make. Here are the top five:
OI Partners公司最近對(duì)北美獵頭與職業(yè)教練進(jìn)行了調(diào)查，要求他們列出求職者犯過(guò)的最常見(jiàn)的錯(cuò)誤。以下是前五種錯(cuò)誤：
1. Don’t stand out enough from other candidates (mentioned by 67% of those surveyed). Most job seekers don’t talk enough, or at all, about “which personal attributes differentiate them from their competition, and describe what unique value they can bring,” Prosser says. One way to do that persuasively is to “read the job description carefully and perfect your pitch to include accomplishments that match the job specs.”
1. 在眾多競(jìng)爭(zhēng)者中表現(xiàn)不夠突出(67%的受訪者提到這一點(diǎn))。普羅塞說(shuō)道，在被問(wèn)到：“哪些個(gè)人特質(zhì)讓他們區(qū)別于其他競(jìng)爭(zhēng)對(duì)手，并且描述他們能夠帶來(lái)哪些獨(dú)特價(jià)值”時(shí)，大多數(shù)求職者談得不夠多，甚至根本沒(méi)有正面回答。更有說(shuō)服力的方法是“仔細(xì)閱讀職務(wù)說(shuō)明，完善自己的說(shuō)辭，其中要包含與職務(wù)要求相匹配的成就。”
2. Don’t explain how their experience is a good fit for the job opening (64%). “Job seekers often don’t see the forest for the trees. They don’t evaluate what the company really needs—not just listing buzzwords, but showing from their past experience how they can solve problems,” says Prosser. Oddly, the survey suggested that candidates too often downplay their leadership experience, a “strength that should be communicated, even if it isn’t part of the formal requirements for the job.”
2. 沒(méi)有解釋自己的經(jīng)驗(yàn)為什么適合空缺的職位(64%)。普羅塞表示：“求職者往往只見(jiàn)樹(shù)木不見(jiàn)林。他們沒(méi)有評(píng)估公司的真正需求——求職者不僅應(yīng)列出專(zhuān)業(yè)術(shù)語(yǔ)，而且要在介紹經(jīng)驗(yàn)的時(shí)候展示自己解決問(wèn)題的能力。”奇怪的是，調(diào)查顯示，求職者往往不重視他們的領(lǐng)導(dǎo)經(jīng)驗(yàn)。但領(lǐng)導(dǎo)經(jīng)驗(yàn)“是應(yīng)該展示的優(yōu)勢(shì)，即便它不屬于職位空缺的正式要求。”
3. Don’t show enough interest and excitement (56%). A job interview isn’t the time to play it cool, yet it seems some people do. “Telling a story can have a big impact,” Prosser advises. “Try to find something in your research on the company, the job, or the interviewer that really resonates with you and then share a personal story about it.” Candidates often underestimate the value of enthusiasm, she adds. “Remember, employers hire people, not resumes.” If you already seem to be just going through the motions, hiring managers wonder what you’ll be like to work with day in and day out.
3. 沒(méi)有表現(xiàn)出足夠的興趣和熱情(56%)。面試可不是擺酷的場(chǎng)合，但許多求職者似乎并未意識(shí)到這一點(diǎn)。普羅塞說(shuō)道：“講個(gè)故事能帶來(lái)不錯(cuò)的效果。在調(diào)查公司、工作或面試官的時(shí)候，盡量尋找一些能夠與你產(chǎn)生共鳴的東西，然后分享一個(gè)與此有關(guān)的個(gè)人經(jīng)歷。”她補(bǔ)充道，求職者往往會(huì)低估熱情的價(jià)值。“記住，雇主招聘的是人，而不是簡(jiǎn)歷。”如果你擺出一副走走過(guò)場(chǎng)的樣子，招聘經(jīng)理會(huì)考慮每天與你一起共事會(huì)是什么情形。
4. Focus too much on what they want, instead of on what the interviewer is saying (54%). Alas, according to this survey, most people aren’t good listeners. “In the initial phase of interviewing, the employer is mainly concerned about their needs and how the candidate might be able to fulfill those,” says Prosser. “So you need to get the interviewer talking in detail about what the real issues are, why the company is looking to hire, and what the ideal candidate for the job would be like.” Persuade an interviewer that you’re a great fit, she adds, and then you’ll have his or her attention when you bring up your own needs and goals—but not before.
4. 過(guò)于關(guān)注自己想要什么，而不是面試官在說(shuō)什么(54%)。調(diào)查顯示，大多數(shù)人并不是好的傾聽(tīng)者。普羅塞說(shuō)道：“面試一開(kāi)始，雇主主要關(guān)心他們的需求，以及求職者如何滿足這些需求。所以你需要讓雇主詳細(xì)介紹公司的真正問(wèn)題，為什么公司要進(jìn)行招聘，以及職位空缺的`理想人選是什么樣子。”她補(bǔ)充道，設(shè)法讓面試官相信你是恰當(dāng)人選，然后當(dāng)你提出自己的需要和目標(biāo)時(shí)，才能得到他們的關(guān)注——但不能操之過(guò)急。
5. Believe they can “wing it” without enough preparation (53%).“Prepare for an interview the same way you would for a presentation to a boss or a client,” Prosser suggests. That includes “practice, practice, practice,” plus doing enough background research on each company, and each interviewer, to “anticipate what the hiring manager is likely to ask, and prepare substantive questions to ask them.” That might sound obvious, but about 40% of headhunters and coaches in the OI poll said they’ve seen candidates go in to an interview knowing zip about the employer or the job.
5. 沒(méi)有做足準(zhǔn)備，相信自己可以“即興表演”(53%)。普羅塞建議：“要像為老板或客戶準(zhǔn)備演示一樣，準(zhǔn)備自己的面試。”需要做的準(zhǔn)備工作包括“練習(xí)、練習(xí)、再練習(xí)”，對(duì)每一家公司和每一位面試官進(jìn)行充分的背景調(diào)查，“預(yù)想招聘經(jīng)理會(huì)提哪些問(wèn)題，并準(zhǔn)備一些向他們提問(wèn)的實(shí)質(zhì)性問(wèn)題。”雖然這聽(tīng)起來(lái)理所當(dāng)然，但在OI公司的調(diào)查中，約有40%的獵頭和職業(yè)教練表示，他們見(jiàn)過(guò)許多來(lái)面試，但卻對(duì)雇主或公司一無(wú)所知的求職者。
One more suggestion: Be yourself. One in three (33%) lamented the number of candidates who “lack humor, warmth, or personality” in interviews. To be sure, that may be partly because some people freeze up when they’re nervous. Even so, Prosser says, “Be real and sincere. Most hiring managers will see through an act.”
外一條建議：做好自己。有三分之一(33%)受訪者感嘆“缺乏幽默、熱情或個(gè)性”的求職者太多了。確實(shí)，人們?cè)诰o張的時(shí)候容易怯場(chǎng)。但即便如此，普羅塞還是建議：“要做到真實(shí)誠(chéng)懇。大多數(shù)招聘經(jīng)理都能看穿一個(gè)人的行為。”
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