5 Hiring Tips Every Company (and Job Seeker) Should Know | Nithya Vaduganathan | TED

翻译人员: Yeyun Deng 校对人员: Yip Yan Yeung

So there's an interesting thing happening in the labor market.

劳动力市场出现了 一个很有趣的现象。

On one hand, there are a whole lot of job openings.

一方面，存在很多工作空缺。

And on the other,

另一方面，

there are a lot of employers really struggling to fill them.

有很多雇主真的很难招到人。

Now we get this in part because we're experiencing

我们之所以面临这样的处境，

an unprecedented rate of change in the nature of work.

部分原因是工作性质正在以 前所未有的速度发生变化。

So many jobs today require new skills.

如今有很多工作需要新技能。

Ten years ago, companies didn't need entire teams of data engineers

十年前，公司不需要 一整个团队的数据工程师、

and social media content producers and sustainability experts.

社交媒体内容制作者 和可持续发展专家。

But now they can barely compete without them.

但现在，没有他们， 公司几乎没有竞争力。

But this isn't the whole story.

但这并不是全部。

Part of what's causing this disconnect

造成这种脱节的部分原因是，

is the fact that we're using outdated practices to fill 21st-century jobs,

我们正在使用过时的做法来 填补 21 世纪的工作岗位，

and it's just not working.

而这种做法根本行不通。

The consequences are real.

后果是真实的。

My job is to help executives rethink how they attract and retain talent.

我的工作是帮助高管们重新思考 如何吸引和留住人才。

And more so than ever, leaders are telling me

领导们更是给我强调，

they just cannot find the people to do the work.

他们只是找不到做这项工作的人。

For some, this means their strategic priorities are put on hold.

对一些人来说，这意味着 他们战略上的首要任务被搁置了。

And for others, their products are delayed to market,

对其他人来说， 他们的产品延迟上市，

and their revenues take a hit.

收入暴跌。

But I think there's a fix.

但我认为有一个解决方案。

We just have to find a way to unleash the talent that is hiding in plain sight.

我们只需要找到一种方法来 释放隐藏在眼前的才能。

And by doing so,

这样做的话，

we can help our leaders and managers shift their focus

我们可以帮助 我们的领导者和管理者将注意力

from stressing over unfilled positions

从为岗位空缺焦虑不安转向

to helping their teams deliver value.

帮助他们的团队实现价值。

And we can help employees and candidates

我们可以帮助员工和应聘者

find the opportunities to advance their careers.

找到提升职业生涯的机会。

So here's how I think we do it.

我认为我们该这样做。

OK.

好吧。

Leaders and managers, step one's on you.

领导和管理者，第一步就靠你了。

Before you post your next job opening,

在你发布下一个职位空缺或

or your next hundred,

之后 100 个职位空缺之前，

do us all a favor and figure out what work actually needs to get done.

请帮我们所有人一个忙， 弄清楚实际需要完成的工作。

I've seen many job openings

我见过很多职位空缺，

that look like they should belong in some kind of comedy show

看起来应该属于某种喜剧节目，

because the list of requirements is so ridiculous.

因为职位要求太荒谬了。

The ideal candidate must be able to: manage a billion-dollar P and L,

理想的候选人必须能够： 管理十亿美元级别的损益表，

code like a 20-year Google veteran,

像 20 年的谷歌老手一样编码，

build advanced forecasting models,

搭建高级预测模型，

design beautiful PowerPoint slides,

设计漂亮的幻灯片，

directly engage with the board of directors and oh, of course,

直接与董事会接触，

do all of their duties as assigned.

当然， 还要完成被安排的所有工作。

So as leaders write down every single thing

因此，当领导人写下他们

that their ideal candidate must be able to do,

理想的候选人必须能够 做到的每一件事时，

there's really only one kind of candidate that can do all those things.

实际上只有一种候选人 能够做到所有这些事。

A Pegasus.

珀伽索斯。

(Laughter)

（笑声）

So if you want to find the right real-life person to do the job,

如果你想找到一个合适的 现实生活中的人来做这项工作，

perhaps try a different approach.

也许可以尝试一种不同的方法。

Figure out what work needs to get done and design the profile based on that.

找出需要完成的工作， 并据此设计出一个候选人的大致描述。

OK, now we know the work that needs to get done

好，现在我们知道了需要做的工作，

so we can start screening candidates in instead of screening them out.

我们就可以开始把候选人筛进来， 而不是筛出去。

I'll be the first to admit

首先我承认，

that going through thousands of resumes for a single job opening

为一个空缺职位翻阅数千份简历

is intimidating.

是件令人生畏的事。

So it really doesn't bother me that companies design processes

公司设计了一些流程 来快速筛选不合格的候选人，

to quickly filter out unqualified candidates.

我当然喜闻乐见。

But what does bother me is the criteria that they use to screen,

但让我感到困扰的是 他们用来筛选的标准，

which is often archaic,

这些标准通常是过时的、

easily identifiable things, like time in role

容易识别的东西， 比如在岗时长

and degree requirements,

和学历要求，

that are not always predictive of success in the job.

这些要求并不 总能预测工作上的成功。

You know, I bet you there's someone listening to me right now

我敢打赌在场的听众之中

who hasn't applied to a job

有人放弃过申请某份工作，

because the requirements section said you needed five years of experience

因为岗位要求部分 你得有五年的经验，

and you only had four.

但你只有四年。

Lucky for us, there's some big-name companies working to address this.

幸运的是，有一些大公司 正在努力解决这个问题。

IBM, for example, has removed degree requirements

例如，IBM 为了扩充人才库，

from 50 percent of their US job listings in order to widen their talent pool.

已经取消了美国地区 一半招聘启事中的学历要求。

But I think we can do more.

但我认为我们可以做得更多。

BCG recently worked with a wealth management firm

波士顿咨询公司最近 与一家财富管理公司合作，

to figure out what predicts success for incoming financial advisers.

研究如何预测未来财务顾问的成功。

And the results were kind of interesting.

结果很有趣。

High GPA?

GPA高？

Important.

重要。

Top school?

顶尖学校？

Not important.

不重要。

Past client and sales experience?

过去的客户和销售经验？

Not important.

不重要。

Past call center experience?

过去的呼叫中心经验？

Not important.

不重要。

Past experience working on a team of any kind?

过去在任何类型的团队中 工作的经验？

Important.

重要。

So of course we have to remember

我们当然要记住，

that great candidates don't need to check every single thing on the list.

优秀的候选人不需要符合 岗位描述中的每一条要求。

And that's OK.

这没关系。

In fact, hiring managers at companies like Seagate Technology

事实上， 像希捷科技这样的公司的招聘经理

look at internal candidates first,

首先会考虑内部应聘者，

and they focus on the 70 to 80 percent of skills that matter the most.

他们关注的是 最重要的 70% 到 80% 的技能。

And then their upskilling programs help candidates get from 80 to 100 percent.

然后，他们的提升计划会帮助候选人 从 80% 提高到 100%。

One word of caution here, which is to check your own biases.

这里需要注意的一点是， 要注意自己的偏见。

If you've only hired people that have fit a narrow mold,

如果你招的都是相似类型的人，

you're going to have to look outside your team in order to get this right.

那么你必须看一眼 团队之外的情况，校正一下。

All of this is a little bit like dating to me.

我看这一切都像是约会。

You know,

你知道的，

you may think that you need someone who's handy and who can cook

你可能会认为你需要一个 手巧、会做饭、

and who loves camping and who wears designer clothes

喜欢露营、穿名牌服装的人，

and, well, nowadays plays pickleball.

最近还得加上一条 会玩匹克球。

But in reality,

但实际上，

perhaps the ideal partner is actually someone

也许理想的伴侣实际上是

who can make you laugh and gets along with your family.

能让你开怀大笑 并与你的家人和谐相处的人。

The dating metaphor is actually perfect for my next piece of advice,

约会的比喻实际上 非常适合我的下一条建议，

which is this:

那就是：

to up the odds of a good match, start with coffee.

为了提高一场好比赛的可能性， 从咖啡开始。

If you're a manager or a candidate,

如果你是一名经理或候选人，

don't feel like you need to jump into marriage or even commit to dinner.

不要觉得你得奔着结婚去， 你甚至连饭都不一定得吃。

Why not start with coffee?

为什么不从咖啡开始呢？

This is the concept behind micro internships,

这就是微实习背后的概念，

which are small-scale paid projects

微实习是通常由

usually completed by college and graduate students.

本科生和研究生 完成的小型带薪项目。

And for companies,

对于公司来说，

they actually provide a lower-risk path to hiring

微实习其实提供了一条 较低风险的招聘途径，

and allows them to reach students in schools

让公司能够接触到

that they otherwise might not have looked to.

不太有机会关注的在校生。

Talk about finding hidden talent.

说到发掘卧虎藏龙。

And amongst those experimenting with micro internships

微软和百事可乐等公司

are companies like Microsoft and PepsiCo.

都在尝试组织微实习。

We've talked a lot about talent hiding in the hiring process.

我们已经讨论了很多 关于招聘过程中隐藏人才的问题。

But surprise,

但令人惊讶的是，

there's so much talent hiding in your organizations.

你的组织中也隐藏着如此多的人才。

So my recommendation to everyone, managers and employees,

因此，我对所有人的建议， 包括经理和员工，

is to look beyond your floor.

请去别的楼层看一看吧。

I recently worked with a large company going through a reorganization and they,

我最近在一家 正在进行重组的大公司工作，

you know, designed logical groupings of job postings

他们设计了合理的职位分组，

and drafted responsibilities for each role.

并为每个岗位安排了职责。

But when it came time to staffing, interestingly enough,

但有趣的是， 当涉及到人员配置时，

not one single person suggested an opportunity

没有一个人提议

要为团队之外的候选人提供机会。

for a candidate outside their team.

Now, more often than not,

通常情况下，

the talent you need actually does exist in your company.

你的公司里确实有你需要的人才。

You may just need to look to a different floor.

你可能只需要看看不同的楼层。

In fact, in the early days of COVID,

事实上，在新冠疫情初期，

Unilever moved 9,000 people to new internal rolls.

联合利华将 9000 人 内部转岗。

So if they can do that,

如果他们能做到这一点，

I'm pretty sure you can find the person

我很肯定你能在公司的某个地方

for your one job opening somewhere in your company.

找到适合这个空缺职位的人。

And if you're listening to this and feeling frustrated

如果你听到这句话，

并且为自己目前担任的角色 缺乏机会感到沮丧，

by the lack of opportunity in your current role,

perhaps it's time for you to start to tell people outside your team

也许是时候开始告诉团队之外的人，

you're ready to try something new.

你已经准备好尝试新的东西了。

Now there’s a flip side to looking beyond your floor, and it’s this.

“看看别的楼层”的 另一面是这样的。

And here's my ask of managers and leaders.

这是我对经理和领导者的请求。

While it’s very natural to want to hold on to your rock star teammates,

虽然想要留住你的最佳队友 是很正常的，

doing so may actually keep them from their dream job.

但这样做实际上可能会让他们 远离梦想中的工作。

So please let your people go so they can grow.

所以请让你的人离开， 这样他们才能成长。

Sixty percent of people who left their jobs recently

最近 60% 的离职者表示，

cited the lack of career advancement as one of the main reasons for leaving.

缺乏职业发展 是离职的主要原因之一。

So leaders, please don't think you can keep someone in the same role

所以，领导们，请不要认为 你可以让一个人在同一个岗位上

for years without expecting them to leave.

工作多年且指望他们不会离开。

That's called talent hoarding, and it's not OK.

这就是所谓的人才囤积， 这是不好的。

(Laughter)

（笑声）

And on the other hand,

另一方面，

companies that actively support their talent to move internally

积极支持其人才在内部流动的公司

report more diverse, innovative and effective project teams.

反映他们有了更多元化、 创新和高效的项目团队。

So while it might be hard to support someone who's ready to move on,

虽然很难为一个 准备好要跑路的人提供支持，

trust me when I say you absolutely should.

但是，请你相信我， 你真的该这么做。

I know there's a lot going on in the labor market,

我知道劳动力市场上 发生了很多事情，

and these five tips are not going to address everything.

而且这五条建议 并不能解决所有问题。

But we're never going to discover something new

但如果我们几十年来 一直采取相同的视角，

if we keep using the same lenses we have for decades.

我们就永远不会发现新的东西。

So perhaps the way to discover hidden talent

也许发现隐藏人才的方法

is as simple as taking a fresh look.

就是重新审视这么简单。

Thank you.

谢谢。

(Applause)

（掌声）