How we can use the hiring process to bring out the best in people | The Way We Work, a TED series

95,593 views ・ 2020-11-29

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Transcriber: TED Translators Admin Reviewer: Ivana Korom
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A traditional job interview
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翻译人员: Jiaxuan Yang 校对人员: psjmz mz
传统意义上的工作面试
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is basically a one-sided, high pressure interrogation,
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可以说是单向的高强度讯问,
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almost guaranteed to create
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基本上都会造成
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significant psychological strain.
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很大的心理压力。
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Ironically, such stressful procedures
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讽刺的是,这些压力
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can totally obscure a person's true potential
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让人无法展示出自己 真实的能力与潜力,
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causing us to overlook a lot of people
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导致我们错过了许多
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who could be great employees.
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本可以成为优秀员工的人。
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We need a different way to interview and screen candidates.
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我们需要一个不同的方式 来面试和筛选候选人——
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One that will reveal hidden potential and talent.
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一种得以发现其潜力和天赋的方式。
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[The Way We Work]
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【我们的工作方式】
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[Made possible with the support of Dropbox]
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【由 Dropbox 倾情赞助】
00:30
Twelve years ago, I founded CY,
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十二年前,我成立了 CY 公司,
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an outsource call center
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一个人员配备和管理
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staffed and managed entirely by underdogs.
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完全由弱势群体负责的 外包呼叫中心。
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More than half of our hundreds of employees
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数百名员工中有超过一半
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are severely disabled.
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都是重度残疾的人。
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Others come from other disadvantaged populations
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其他人则来自其它弱势群体,
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or just suffer from anxiety,
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他们或患有焦虑症、
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low self-esteem and lack of confidence.
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自卑、缺乏自信。
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The problem I needed to solve when we started out was
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首先我们要解决的问题是,
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that traditional interviewing and screening,
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传统的面试和筛选,
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especially for entry-level positions,
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特别是对于初级职位,
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are totally biased towards people
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完全偏向于那些能在
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who function well under intense stress.
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巨大压力下出色工作的人。
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Now, if you're screening for Navy SEALS, I totally get it,
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如果你在面试海豹突击队, 我完全能够理解,
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but the capacity to function under duress
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但是,如果实际工作是 整理货架或折叠 T 恤,
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is totally irrelevant if the actual job is stocking shelves
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那么在压力下工作的能力 就完全无关紧要了,
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or folding T-shirts, unless of course it's Black Friday.
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当然,除非是在“黑色星期五” (注:感恩节促销日)。
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Clara is a classic example.
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克拉拉就是一个典型的例子。 【传统工作面试只能将
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We met in CY's early days
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早前我们在 CY 第一次见面, 预测新员工工作表现的能力
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while she was waiting for her job interview.
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那时她正等待面试。 提高 8%】
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Clara was 25 years old, had cerebral palsy
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克拉拉那时 25 岁,患有脑瘫,
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and used a walker.
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需要借助助步器行走。
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She seemed quite nervous,
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她看起来很紧张,
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but she was likable, intelligent and talkative.
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但她讨人喜欢、聪明、健谈。
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And yet just a short while later,
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然而过了一会儿,
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her interviewer told me that she had totally failed,
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面试官告诉我,她被淘汰了,
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that she couldn't string two words together.
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因为她不能把两个单词拼在一起。
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The screening philosophy
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这种“考察应聘者最不擅长的东西”的
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of "let's pick our employees by viewing them at their worst,"
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筛选哲学,
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not only overlooks disabled people
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不仅忽略了残疾人, 而且忽略了那些
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but anyone whose shine is diminished under harsh pressure.
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因被高压而遮蔽光芒的人。
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We developed the reverse screening process
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因此,我们提出了反向筛选流程,
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to find potential.
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来寻找有潜力的人才。
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And as the name implies,
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顾名思义,
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we go about things practically the opposite way
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我们的筛选方式跟传统的筛选机制
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traditional approaches do.
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完全相反。
02:03
In a nutshell, if you want to assess a candidate's true potential,
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简而言之,如果你想评估 候选人真正的潜力,
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see how they function at their best, not their worst,
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看他们最佳状态下的表现, 而非糟糕时的表现,
对我们大多人而言,这刚好 就发生在我们感到平静和放松,
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which for most of us is when we're calm and relaxed,
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02:13
not stressed and anxious.
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而非紧张和焦虑的时候。
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So build screening procedures specifically tailored
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所以,要构建能让候选人
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to help candidates feel
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感到尽可能舒服的
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as emotionally comfortable as possible.
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筛选流程。
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Three examples how you can achieve that.
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有三个例子可以说明 如何实现这个目的。
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Lower anxiety and insecurity.
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【缓解焦虑和不安全感】
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Start out by losing the whole interrogation vibe.
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首先是从丢弃 整个“审讯氛围”开始。
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Rather, interviewers should view themselves as hosts,
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而是,面试官应该把自己视为主人,
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be friendly and welcoming.
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要友善、热情。
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Choose an environment that's conducive
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选择一个有利于使面试人
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to putting a candidate at ease,
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放松的环境,
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like making your interview room look like a living room.
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让面试的房间像 家里的客厅一样。
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People are most confident discussing things
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人们讨论自己知识渊博、
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about which they are knowledgeable and passionate.
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充满激情的事情时最自信。
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So we ask candidates to fill out a short questionnaire
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所以我们会要求候选人 填一个关于他们爱好的
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about their hobbies,
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简短问卷,
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and we start out the interview by discussing those
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然后我们的面试 会从这些信息入手,
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so that candidates could bring forth their verbal skills,
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这样候选人就可以展现 他们的语言表达能力、
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strengths and personality.
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优点和个性。
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Assess skills in everyday life situations
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在候选人熟悉的日常环境中 【提供熟悉的背景信息】
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with which the candidates are familiar.
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评估技能。
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For instance, sales positions require the ability to use persuasion.
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例如,销售职位 需要的能力是说服力。
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So ask the candidate to role play
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所以我们会要求候选人 进行角色扮演,
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how they would persuade a neighbor
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看他如何说服邻居
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to pay an extra maintenance fee
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支付大厅装修的
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for the renovations of their lobby.
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额外维护费。
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Looking for tough, full-throttle negotiations?
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想要个艰难的、 全力以赴的谈判环境?
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Ask the candidate to describe
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那就让候选人描述
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how they would persuade a teenager
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他们如何说服小朋友
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to not look at their phone during a family dinner.
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不要在家庭聚餐时看手机。
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Help them move beyond the stuck points
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帮助他们走出困境, 【提供提示信息】
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to see how they adapt and learn.
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看他们如何适应和学习。
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In the reverse screening process,
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在反向筛选过程中,
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we offer candidates three lifelines.
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我们给候选人三次机会。
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We call it "Who Wants to Be an Employee?"
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我们叫它“谁想被雇用?”
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If the candidate asks for a hint,
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如果候选人想要一个提示的话,
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the interviewer will model a few correct arguments
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面试官会示范一些正确的论点,
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and ask the candidate to role play the scenario
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并让应聘者扮演其中的角色,
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to see how convincingly they absorb and convey those points.
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看看他们如何令人信服地 吸收并传达这些观点。
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Finding people's true potential makes for happier,
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发现人们的真正潜力 可以让公司和员工更幸福、
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more diverse, and more successful companies and employees.
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更多样化、更成功。
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Remember Clara? We hired her.
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还记得克拉拉吗?我们雇用了她。
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She gradually improved
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她的能力不断提高,
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until she hit her targets of calls per hour,
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最终达成了每小时的 工作通话目标,
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and then she kept on getting better.
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后来她变得越来越优秀。
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And nowadays Clara gives talks
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如今,克拉拉经常在演讲中 谈起多少年来,
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about how many years ago no one, including herself,
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没有一个人,包括她自己
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believed she had any potential at all.
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会认为她有任何潜力。
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A job is so much more than a paycheck,
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工作的意义不仅仅在于薪水的多少,
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especially for marginalized populations.
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尤其对那些被边缘化的人群而言。
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By finding and hiring those you might otherwise overlook,
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发现并雇用那些 你可能会忽略的人,
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you will not only benefit your own company,
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不仅会给你自己的公司带来利益,
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you will literally transform people's lives.
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而且会改变人们的生活。
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The opportunity to win with underdogs is all around you.
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让弱者成功的机会无处不在。
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Make sure to grab it.
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请牢牢抓住它。
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