美联英语:HR告诉你求职被拒的原因

As a senior recruiter at Waltham, Mass.-based search firm WinterWyman, the most common complaint Cesar Ulloa hears from irritated job seekers is that headhunters seem to be ignoring their phone calls. Frustrating, of course, to hear nothing -- but the reason, according to Ulloa, is almost always one of these five:

凯撒•乌略亚是马萨诸塞州沃尔瑟姆市猎头公司WinterWyman 的资深猎头。他听到愤怒的求职者们抱怨最多的是，猎头们似乎对他们的电话视而不见。投递的简历杳无音信，确实令人懊恼，但乌略亚认为，根本原因不外乎以下五点：

1.An unpolished resume. "In addition to showcasing your background, experience, and education, your resume can demonstrate your attention to detail and even your intelligence," Ulloa says. He's seen plenty of CVs with spelling mistakes, typos, missing information, or hard-to-follow formats.

1. 简历毫无亮点。乌略亚表示：“简历除了展示求职者的背景、经历和教育外，还可以展示求职者对细节的关注，甚至一个人的智商。”他见过许多简历中有拼写错误、打印错误、信息不全，或者简历的格式令人难以理解。

"Be sure to have someone proofread your resume and critique it for format and content," he suggests. Simple as it sounds, skipping this one step can cost you a meeting with a client company where you'd like to work -- and most headhunters won't be in a hurry to tell you so.

他建议：“一定要找人对你的简历进行校对，对格式和内容提出意见。”这听起来很简单，但如果忽略了这一步，可能让你丧失去梦寐以求的公司面试的机会——而猎头的时间都

很宝贵，很少有人会主动告诉你该怎么做。

2.Gaps in your work history. Even if you have terrific experience and skills, "a long period of unemployment can make it difficult for a recruiter to place you, since hiring managers typically prefer candidates who are employed," notes Ulloa. "But sometimes being between jobs is unavoidable."

2. 工作经历中的空白。乌略亚认为，即便你有出色的经历和能力，“很长一段时间未就业，你可能很难获得猎头的青睐，因为招聘经理们更青睐在职的求职者。但有时候，在两份工作之间出现空白期不可避免。”

If that's your situation, he recommends lining up some contract work, including short-term projects: "It's an effective way to keep yourself in the game, polish your skills, and meet new contacts." It will also make the recruiter's job easier.

遇到这种情况，他建议在简历中列举一些合约工作，包括短期项目：“这是一种有效的方式，可以让自己不远离职场，提高技能同时接触新的人脉。而且，也可以让猎头的工作更加轻松。”

3.Missing skills. "Many employers have specific requirements for the degrees, skills, and certifications they want in new hires," usually spelled out in the formal job description, Ulloa notes. Yet, in some resumes, the relevant information is buried or not mentioned at all.

3. 遗漏关键技能。乌略亚表示：“许多雇主对于求职者的学位、能力和证书，都有具体的要求”，在正式的职位说明中通常说得很清楚。但在有些简历中，相关信息却被掩盖，甚至根本没有提及。

He urges job seekers to "be sure that all your talents are clearly listed on your resume. Repeat and highlight, in your cover letter, the ones that relate particularly to this role." If a recruiter has to explain to clients how exactly you would fit into their job opening, he is probably not seeing the kind of enthusiasm that he can't wait to tell you about.

他告诫求职者“保证在简历中清楚地列出自己的所有才能。在求职信中，尤其要重复并重点强调与求职岗位相关的技能。”如果猎头不得不向客户解释求职者为什么适合他们的招聘岗位，那你就别指望他们会迫不及待告诉你好消息了。

4.Inconsistencies in your background. Now that hiring managers can look you up on different social media sites, and perhaps find your resume on job boards like Monster and CareerBuilder too, "consistency is critical," Ulloa says. "If your LinkedIn profile shows different titles or dates than your resume, for example, it will create misgivings in the recruiter's mind, and it could be a reason you aren't called back." Make sure that, everywhere in cyberspace where your name may show up, each detail attached to it matches up with your current resume.

4. 背景信息不一致。如今，招聘经理可以在不同的社交媒体网站找到你，甚至可能在Monster 和CareerBuilder 等求职网站找到你的简历。乌略亚表示：“信息一致非常关键。例如，如果LinkedIn 资料中的职务或日期，与简历中的信息不一致，这会给猎头带来疑虑，而这可能是导致你没有收到猎头电话的原因之一。”凡是网络上有自己名字出现的地方，其中的信息与你投递的简历中的信息要完全一致，这一点一定要做到。

5.There's nothing to report. "If a recruiter called you and then hasn't reached out again after an initial conversation, it's okay to follow up," says Ulloa.

"But at most, call every few weeks." Finding the right fit between client company and candidate can take months, and Ulloa avers that recruiters rarely, if ever, overlook qualified applicants or forget to call with important news.

5. 没有最新进展。乌略亚说道：“如果猎头给你打过电话，但在第一次谈话之后便没有了音信，在这种情况下，求职者可以继续跟进。但最多隔几周打一次电话。”要在客户公司和求职者之间找到合适的搭配，可能需要数月时间，而且，乌略亚断言，猎头很少会漏掉符合条件的求职者，或者忘记打电话告诉求职者重要的进展，即使有也只是个别情况。

"If there's a fit, a next step, or a question, you will get a call," he says. It may take longer than you'd like, but Ulloa counsels patience. Constantly calling or emailing the recruiter often gets an otherwise promising candidate written off as "overly aggressive," he says -- which may mean the recruiter will never call back at all.

他说：“如果找到合适的匹配，接下来求职者肯定会接到电话(或是猎头有新的问题需要进一步询问) 。”这个过程需要的时间可能会超出你的预期，但乌略亚建议求职者要有耐心。他表示，不断打电话或发电子邮件给猎头，通常会使一位本来前途无限的求职者被打上“过于咄咄逼人”的评语，而这可能意味着，猎头再也不会给他打电话。

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 公司最近对北美猎头与职业教练进行了调查，要求他们列出求职者犯过的最常见的错误。以下是排名前五的错误：

1.Don’t stand out enough from other candidates(mentioned by 67% of those

surveyed)

1. 在众多竞争者中表现不够突出（67%的受访者提到这一点）

Most job seekers don’t talk eno ugh, or at all, about "which personal attributes differentiate them from their competition, and describe what unique value they can bring". 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.

在被问到：“哪些个人特质让他们区别于其他竞争对手，并且描述他们能够带来哪些独特价值”时，大多数求职者谈得不够多，甚至根本没有正面回答。更有说服力的方法是仔细阅读职务说明，完善自己的说辞，其中要包含与职务要求相匹配的成就。

2.Don’t explain how their experience is a good fit for the job opening (64%)

2. 没有解释自己的经验为什么适合空缺的职位（64%）

Job see kers 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. 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.

求职者往往只见树木不见林。他们没有评估公司的真正需求——求职者不仅应列出专业术语，而且要在介绍经验的时候展示自己解决问题的能力。奇怪的是，调查显示，求职者往往不重视他们的领导经验。但领导经验“是应该展示的优势，即便它不属于职位空缺的正式要求。

3. Don’t show enough interest and excitement (56%)

3. 没有表现出足够的兴趣和热情（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. 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. 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.

面试可不是摆酷的场合，但许多求职者似乎并未意识到这一点。讲个故事能带来不错的效果。在调查公司、工作或面试官的时候，尽量寻找一些能够与你产生共鸣的东西，然后分享一个与此有关的个人经历。求职者往往会低估热情的价值。记住，雇主招聘的是人，而不是简历。如果你摆出一副走走过场的样子，招聘经理会考虑每天与你一起共事会是什么情形。

4.Focus too much on what they want, instead of on what the interviewer is saying (54%)

4. 过于关注自己想要什么，而不是面试官在说什么（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. 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, and then you’ll have his or her attention when you bring up your own needs and goals—but not before.

调查显示，大多数人并不是好的倾听者。面试一开始，雇主主要关心他们的需求，以及求职者如何满足这些需求。所以你需要让雇主详细介绍公司的真正问题，为什么公司要进行招聘，以及职位空缺的理想人选是什么样子。设法让面试官相信你是恰当人选，然后当你提出自己的需要和目标时，才能得到他们的关注——但不能操之过急。

5.Believe they can “wing it” without enough preparation (53%)

5. 没有做足准备，相信自己可以“即兴表演”（53%）

Prepare for an interview the same way you would for a presentation to a boss or a client. 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.

要像为老板或客户准备演示一样，准备自己的面试。需要做的准备工作包括“练习、练习、再练习”，对每一家公司和每一位面试官进行充分的背景调查，“预想招聘经理会提哪些问题，并准备一些向他们提问的实质性问题。虽然这听起来理所当然，但在OI 公司的调查中，约有40%的猎头和职业教练表示，他们见过许多来面试，但却对雇主或公司一无所知的求职者。

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, be real and sincere. Most hiring managers will see through an act.

外一条建议：做好自己。有三分之一（33%）受访者感叹“缺乏幽默、热情或个性”的求职者太多了。确实，人们在紧张的时候容易怯场。但即便如此，要做到真实诚恳。大多数招聘经理都能看穿一个人的行为。

美联英语：www.meten.com