How to make applying for jobs less painful | The Way We Work, a TED series

Applying for jobs online

Translator: Rusazziana Ahmad Reviewer: Aiman Manap

is one of the worst digital experiences of our time.

And applying for jobs in person really isn't much better.

[The Way We Work]

Hiring as we know it is broken on many fronts.

Memohon kerja secara online

It's a terrible experience for people.

adalah antara pengalaman pahit, permohonan

About 75 percent of people

kerja secara berhadapan juga taklah begitu bagus.

who applied to jobs using various methods in the past year

[Cara Kita Bekerja]

said they never heard anything back from the employer.

And at the company level it's not much better.

Pengkaderan dipecahkan kepada beberapa peringkat.

46 percent of people get fired or quit

Ia menggerunkan ramai orang.

within the first year of starting their jobs.

Sekitar 75 peratus pemohon yang

mengguna pelbagai cara pada tahun lepas

It's pretty mind-blowing.

It's also bad for the economy.

For the first time in history,

mendakwa ketiadaan maklum balas majikan.

we have more open jobs than we have unemployed people,

Situasi di syarikat juga tak begitu baik.

and to me that screams that we have a problem.

46 peratus pekerja dipecat atau berhenti

I believe that at the crux of all of this is a single piece of paper: the résumé.

dalam tempoh tahun pertama bekerja.

Ini amat mengejutkan.

A résumé definitely has some useful pieces in it:

Ia tak bagus untuk ekonomi.

what roles people have had, computer skills,

Pertama kali dalam sejarah,

pekerjaan melebihi penggangur,

what languages they speak,

but what it misses is what they have the potential to do

petanda wujudnya masalah.

Saya yakin punca utama isu ini adalah resume.

that they might not have had the opportunity to do in the past.

And with such a quickly changing economy where jobs are coming online

Resume pasti mempunyai maklumat berguna seperti:

that might require skills that nobody has,

jawatan terdahulu, kemahiran komputer,

if we only look at what someone has done in the past,

penguasaan bahasa,

tapi ia terlepas pandang akan potensi pemohon

we're not going to be able to match people to the jobs of the future.

yakni peluang penambahbaikan yang mereka terlepas.

So this is where I think technology can be really helpful.

Kepesatan perubahan ekonomi melahirkan kerjaya online yang

You've probably seen that algorithms have gotten pretty good

perlukan skil baru

at matching people to things,

but what if we could use that same technology

namun calon pekerja sukar didapati jika

pengalaman kerja yang lalu menjadi ukuran.

to actually help us find jobs that we're really well-suited for?

But I know what you're thinking.

Di sinilah teknologi akan sangat membantu.

Algorithms picking your next job sounds a little bit scary,

Kita sedia maklum bahawa sistem algoritma semakin mahir

but there is one thing that has been shown

memadankan citarasa pengguna.

to be really predictive of someone's future success in a job,

Mengapa tidak kita gunakan teknologi yang sama

and that's what's called a multimeasure test.

untuk membantu kita mencari kerjaya yang bersesuaian?

Multimeasure tests really aren't anything new,

Saya tahu kerisauan anda.

but they used to be really expensive

Algoritma menentukan kerjaya anda? Kedengaran menakutkan,

and required a PhD sitting across from you

and answering lots of questions and writing reports.

namun ada satu kaedah yang terbukti

mampu menilai bakal kejayaan seseorang dalam pekerjaan.

Multimeasure tests are a way

to understand someone's inherent traits --

Kaedah ini dinamakan ujian aneka ukuran

your memory, your attentiveness.

Ujian ini bukanlah sesuatu yang baru

tapi kosnya agak mahal. Ia perlu

What if we could take multimeasure tests

pemilik PhD menyelia ujian anda,

and make them scalable and accessible,

menjawab banyak soalan dan menulis laporan.

and provide data to employers about really what the traits are

Ujian aneka ukuran adalah satu cara

untuk memahami perwatakan, daya ingatan,

of someone who can make them a good fit for a job?

& daya perhatian seseorang.

This all sounds abstract.

Let's try one of the games together.

Mengapa tidak kita memanfaatkan ujian

You're about to see a flashing circle,

ini, meluaskan penggunaannya,

and your job is going to be to clap when the circle is red

dan menyediakan data kepada majikan tentang perwatakan yang sesuai

and do nothing when it's green.

bagi seseorang yang bakal mengisi jawatan itu?

[Ready?]

[Begin!]

Semua kedengaran abstrak?

Mari kita cuba satu permainan.

[Green circle]

Anda akan melihat bulatan berkelip.

[Green circle]

Tugas anda, tepuk tangan tika bulatan berwarna merah & berdiam

[Red circle]

[Green circle]

diri tika bulatan hijau.

[Red circle]

[Sedia?]

Maybe you're the type of person

[Mula!]

who claps the millisecond after a red circle appears.

[Bulatan hijau]

Or maybe you're the type of person

[Bulatan hijau]

who takes just a little bit longer to be 100 percent sure.

[Bulatan merah]

[Bulatan hijau]

Or maybe you clap on green even though you're not supposed to.

[Bulatan merah]

The cool thing here is that this isn't like a standardized test

Mungkin anda seorang yang menepuk

tangan selepas beberapa detik bulatan merah muncul.

where some people are employable and some people aren't.

Instead it's about understanding the fit between your characteristics

Mungkin juga anda seorang yang

mengambil sedikit masa untuk 100 peratus yakin. Mungkin

and what would make you good a certain job.

juga anda bertepuk tangan tika bulatan hijau walau tak boleh.

We found that if you clap late on red and you never clap on the green,

Yang menariknya, ini bukan ujian standard yang menentukan

you might be high in attentiveness and high in restraint.

kelayakan seseorang untuk pekerjaan atau tidak.

People in that quadrant tend to be great students, great test-takers,

Sebaliknya ia mengenai pemahaman tentang kepadananan perwatakan anda

great at project management or accounting.

dan kerjaya yang bersesuaian.

But if you clap immediately on red and sometimes clap on green,

Menurut ujian ini jika anda lambat tepuk tika merah dan tak tepuk tika hijau,

that might mean that you're more impulsive and creative,

anda mungkin mempunyai daya perhatian & kekangan yang tinggi.

and we've found that top-performing salespeople often embody these traits.

Orang dalam kelompok ini bakal menjadi pelajar dan calon ujian yang hebat,

The way we actually use this in hiring

pakar menguruskan projek atau perakaunan.

is we have top performers in a role go through neuroscience exercises

Namun jika anda tepuk cepat tika merah & kadang-kala tepuk tika hijau

like this one.

kemungkinan anda lebih mengikut gerak hati & kreatif.

Then we develop an algorithm

that understands what makes those top performers unique.

Kami mendapati jurujual yang cemerlang sering memiliki sifat ini.

And then when people apply to the job,

we're able to surface the candidates who might be best suited for that job.

Ujian ini diguna dalam pengkaderan dengan

memberi ujian neurosains kepada calon terhebat

So you might be thinking there's a danger in this.

seperti ini.

The work world today is not the most diverse

Kemudian kita bina algoritma

yang memahami faktor yang menjadikan mereka unik.

and if we're building algorithms based on current top performers,

Kemudian tika individu memohon kerja,

how do we make sure

that we're not just perpetuating the biases that already exist?

kita dapat menapis calon yang sesuai untuk kerja itu.

For example, if we were building an algorithm based on top performing CEOs

Mungkin anda khuatir kemungkinan bahayanya.

Dunia kerjaya kini taklah terlalu pelbagai.

and use the S&P 500 as a training set,

Jika algoritma dibina berdasarkan prestasi calon terhebat,

you would actually find

that you're more likely to hire a white man named John than any woman.

bagaimana cara memastikan

bahawa kita tidak meneruskan prasangka yang sudah wujud?

And that's the reality of who's in those roles right now.

Contoh, jika kita membina algoritma berdasarkan para CEO terhebat

But technology actually poses a really interesting opportunity.

dan menggunakan S&P 500 sebagai set latihan,

We can create algorithms that are more equitable

anda akan mendapati wujud

and more fair than human beings have ever been.

kecenderungan untuk melantik lelaki mat saleh berbanding wanita.

Every algorithm that we put into production has been pretested

Itu gambaran realiti semasa jawatan tersebut.

to ensure that it doesn't favor any gender or ethnicity.

Begitupun teknologi sebenarnya mempunyai potensi yang menarik.

And if there's any population that's being overfavored,

Kita boleh cipta algoritma yang lebih saksama

we can actually alter the algorithm until that's no longer true.

dan lebih adil daripada manusia.

Setiap algoritma yang kami hasilkan telah diprauji untuk kepastian bahawa

When we focus on the inherent characteristics

that can make somebody a good fit for a job,

ia tak memilih kasih terhadap mana-mana jantina atau etnik.

we can transcend racism, classism, sexism, ageism --

Sekiranya ada kelompok yang lebih disukai,

even good schoolism.

kami boleh mengubah algoritma itu sehingga ia tak lagi benar.

Our best technology and algorithms shouldn't just be used

for helping us find our next movie binge or new favorite Justin Bieber song.

Apabila kita mengutamakan perwatakan yang

sesuai untuk jawatan kosong tersebut, kita

Imagine if we could harness the power of technology

boleh mengatasi prejudis kaum, kasta kelas,jantina, umur --

to get real guidance on what we should be doing

bahkan sekolah yang bagus.

based on who we are at a deeper level.

Teknologi & algoritma terbaik tak sepatutnya hanya digunakan

untuk mencari filem seterusnya atau lagu kegemaran Justin Bieber yang terbaru.

Bayangkan jika kita dapat memanfaatkan potensi teknologi

bagi mendapatkan petunjuk untuk tindakan yang

bersesuaian dengan perwatakan sebenar kita.