Work Has Changed. Why Haven’t Resumes? | Nicos Marcou | TED

翻译人员: Yip Yan Yeung 校对人员: suya f.

Back in 1482,

时间回到 1482 年，

a young man heard that the region of Milan was looking for an engineer,

一位年轻人听说米兰地区 正在招聘一名工程师，

so he did what job applicants do.

于是就做了应聘者该做的事。

He wrote down his skills and his objectives

他写下了他的技能、目标、

and how they related to the role

与该岗位的关联，

in what is thought to be the first resume ever created.

这被认为是史上第一份简历。

That young man was Leonardo da Vinci.

这位年轻人就是 列奥纳多·达·芬奇。

You see, Da Vinci, in his resume, never put anything down

达·芬奇在他的简历中 从来没有写下任何

about his past achievements.

有关他过往成就的信息。

For context, Da Vinci was one of the most talented people

提供一些背景信息： 达·芬奇是存在于地球上的

to ever walk on the face of the planet, right?

最有才华的一个人，对吧？

He was the father of architecture and palaeontology,

他是建筑学和古生物学之父、

an expert botanist, astronomer and cartographer.

植物学专家、天文学家及制图师。

The guy that painted the Mona Lisa.

绘制了《蒙娜丽莎》的那位。

Yet if you took a look at his resume,

但如果你看看他的简历，

you would never guess that he was capable of achieving any of those things.

你根本猜不到他能 取得其中任何一项成就。

If resumes failed to capture the genius and the potential

如果简历无法描述达·芬奇 这样的人的才华和潜力，

of someone like Da Vinci,

why do we think that it'll work for you and me?

那我们凭什么认为 它会在你我身上有用呢？

Why will they work for anyone?

怎么会对任何人有用呢？

Centuries later,

几个世纪之后，

why do resumes play such an important part in recruiting and our careers

为什么尽管几乎没有任何证据 可以表明简历有用处，

despite little to no evidence that they actually work?

它依然在招聘和 我们的职业生涯中如此重要呢？

In fact, since the 1950s,

其实自从 20 世纪 50 年代以来，

they've become a mainstay in the job application process.

它就成为了应聘流程中的主要部分。

And although we have since put a man on the moon,

虽然我们把一个人发射上了月球，

cracked the human genome, created a metaverse

破解了人类基因组， 创造了元宇宙，

and somehow kept up with all of the Kardashians,

还一直《与卡戴珊姐妹同行》着，

the biggest --

最重大……

(Laughter)

（笑声）

the biggest innovation when it comes to resumes

说到简历，最重大的创新

has been converting it from paper to PDF.

就是让它从纸质变成了 PDF。

Why are we not questioning this?

我们为什么没有质疑这一点呢？

Where we have seen innovation is with applicant tracking systems,

我们看到创新出现在了 申请人跟踪系统、

bots, AI that scan thousands and thousands of resumes

机器人程序、AI 中， 能够扫描上万份简历

looking for keywords that match the job description.

寻找符合岗位描述的关键词。

These bots are used by nearly all Fortune 500 companies,

这些机器人程序用于 几乎所有财富 500 强公司中，

so although most of the time you're preparing your resume

虽然大概率你在准备简历的时候

for it to be reviewed by another human being,

都是为了给另一个人类看，

they often get rejected by AI before it even reaches a person.

但通常在抵达人类手上 之前就被 AI 拒绝了。

If this is all news to you and you're looking for a job,

如果你闻所未闻， 而且正在找工作，

then you’re playing the job search game, and you don’t know the rules.

那你就是在玩一个找工作游戏， 却不知道游戏规则。

Hardly anyone does.

几乎所有人都不知道。

And the problem there is that AI still has a long way to go,

问题是 AI 和机器学习

and machine learning is nowhere near

to making predictions on candidates’ success.

在预测候选人的成功与否上 还有很长的路要走。

I've been working in HR now for more than a decade.

我在人力资源行业 工作了超过 10 年。

During this time, I've reviewed thousands of resumes

时至今日，我已经看过了上万份简历，

and made many countless hiring decisions.

做过无数的录用决定。

Which, by default, makes me the resume doctor

这就让我默认成为了 所有认识的人眼中的“简历医生”。

for everyone that knows me.

You see, whenever a friend, a friend's friend, their husband,

每次有朋友、朋友的朋友、 朋友的丈夫、

their wives, their kids, their friends are looking for a job,

太太、孩子、朋友在找工作，

I'm the first person they call when they need help with their resume.

他们一需要有关简历的帮助， 就会第一个打给我。

Irrespective of where they are in their careers,

无关他们的职业发展阶段，

there's all this insecurity and anxiety when it comes to their resume.

一谈到简历， 他们都是心神不定、局促不安。

Why do people get so nervous about something so silly

为什么人们会在更新简历 这么傻的事情上这么紧张呢？

as updating a resume?

We've all been there,

我们都经历过这些，

up late at night, trying to apply for that dream role,

挑灯夜战，想申请那个梦幻职位，

obsessing over each bullet point and detail.

纠结每一点、每一条细节。

As if, if we spend 20 more minutes on the resume,

好像我们在简历上再花上 20 分钟，

it'll somehow be perfect.

它就完美了。

It will become the ideal resume.

它就是那份理想的简历了。

As if the ideal resume exists.

说得好像“理想的简历”真的存在一样。

It doesn't, it's very subjective.

不存在，这是很主观的。

And because of that, there's so much conflicting information.

所以会产生很多矛盾的信息。

Depending on who you ask, resume should only be one page long.

你问问一些人， 会告诉你简历应该是一页长。

Others say two pages long.

也有人说两页长。

Others suggests a summary or objectives.

有人说该写一个总结或求职目标。

Others say try and make it visually pleasing.

有人说该把它弄得好看一些。

You can't have too much white space,

不能留太多空白，

but if you have too much text, it just looks too busy.

但如果放了太多字， 就看起来太挤了。

And then there's all these articles online

就简历这一话题，网上有一堆

that deep dive into the minutia all the way to the absurd

抠细节到离谱的文章，

when it comes to resumes,

arguing about things like font psychology

宣扬“字体心理”这些玩意儿，

and how using a sexy font like Arial or Calibri --

Arial 或 Calibri 这种性感的字体怎么……

(Laughter)

（笑声）

will better serve you in your job search

对你的求职过程更有帮助，

versus a boring one like Times New Roman.

而不是用 Times New Roman 这样无聊的字体。

(Laughter)

（笑声）

Who would have thought that that would have any correlation

谁会想到这和你如何 胜任这份工作有什么关系呢？

with how good you could do the job?

And the absurdity continues.

离谱的还有呢。

Hobbies and interests.

兴趣爱好。

Do you include them, or do you leave them out?

你会写吗？还是不写？

If you leave them out,

如果不写，

does it make your resume look too impersonal?

会不会让你的简历太冷冰冰了？

If you leave them in, what if your hobbies are weird?

如果写上，兴趣爱好很奇怪怎么办？

(Laughter)

（笑声）

What if you enjoy dressing up like Pokemon characters

你喜欢穿成神奇宝贝角色的样子，

or collecting Beanie Babies?

或者收藏豆豆娃怎么办？

Will that cost you a job?

你会因此得不到这份工作吗？

During the entire time,

一直以来，

as you're spiraling down this rabbit hole,

你在这个旋涡中越陷越深的时候，

you're not questioning the tool or the process itself.

都没有质疑工具或流程本身。

You're questioning yourself.

而是在质疑你自己。

Is it me? Am I the problem?

是我的问题吗？ 我自己就是问题所在吗？

The answer is no.

答案是：不是。

Resumes are a terrible metric for assessing who you are at work,

简历是评判你工作表现的 糟糕衡量标准，

and the world of work is constantly evolving.

而职场一直在进步。

There was a time, 10 years into your career,

曾几何时，你工作了 10 年，

you had two to three jobs at most.

最多只干过两到三份工作。

Now it's common for people to change jobs once every year

现在人们每年换一次工作，

and have multiple side hustles, too.

还有好多副业，已经司空见惯。

Those student loans are not going to pay for themselves, right?

学生贷款总不会自己缴清，对吧？

A resume doesn't do you justice if you have a non-traditional path.

如果你走的是非传统的路线， 简历是不会一视同仁的。

And a non-traditional path is now the norm.

而非传统的路线是如今的常态。

Although corporate America has made a ton of progress

虽然美国企业在公平与包容上 已经取得了巨大的进步，

in the way of equity and inclusion,

relying on resumes is a magnet for discriminatory practices

但是对简历的依赖就是 吸引歧视性做法

and unconscious bias.

和无意识偏见的吸铁石。

More specifically,

更具体地说，

when Black and Asian candidates whiten their names,

黑人和亚裔候选人在 “白人化”他们的名字之后，

they're more successful in their job search.

会在求职过程中更顺利。

The same applies to when women change their name to a man's.

女性改名为男性姓名也是如此。

But men were not immune to this either,

但男性也不能幸免，

and we often get rejected for roles in female-dominated fields.

我们也总是会在 女性占优的领域中被拒。

The pressure to fit your experience on one piece of paper

把你的经历塞进一张纸

for experienced candidates can be too much.

对于经验丰富的候选人来说 可能不堪重负。

And studies have shown that candidates as young as their 30s

研究表明 30 多岁的年轻候选人

face ageism with resume sourcing.

会在简历收集时遭遇年龄歧视。

So you can imagine what the experience is like

你可以想象退休返聘人士 会遭遇一些什么。

for someone coming out of retirement.

Don't believe me?

信不信？

Try applying for an entry-level role with an AOL.com email account.

试试用 AOL.com 后缀的邮箱 （指服务古老）申请一个初级职位。

(Laughter)

（笑声）

The great resignation has forced employers to revisit how they evaluate,

“大辞职”潮迫使雇主重新考虑评估、

treat and reward their employees,

对待、奖励员工的方式

but also how they attract new ones.

以及吸引新员工的方式。

But they're having candidates go through the same stupid process

但他们仍旧让候选人 走同样的愚蠢流程，

expecting different results.

还期待得到不同的结果。

As in, "Here's the job description, send us your resume,

举例：“岗位描述就是这样， 你把简历发来，

let's take six to seven seconds to review it,"

我们花个六七秒看一眼”，

rinse and repeat.

循环往复。

And then they wonder why they're not getting enough candidates.

然后还疑惑为什么招不够候选人。

So let's rethink one of the most redundant benchmarks

我们来重新思考一下 要应聘上任何岗位

for entry into any type of role.

最冗余的一个标准。

Summarizing a lifetime of achievements isn't just hard for someone like Da Vinci.

总结一生的成就 不仅对达·芬奇这样的人是个难题。

It's hard for everyone else.

对每个人都是如此。

During a time where we celebrate authenticity and creativity,

我们在鼓励真实性、创造力的同时，

why are we asking for something so conformative and, frankly, boring?

为什么还要要求这么千篇一律， 老实说，还无聊的东西呢？

We can do better.

我们可以有更好的做法。

Resumes not only force you to lie about your experience,

简历不仅逼迫你捏造经历，

they force you to use all these silly buzzwords

还会迫使你使用愚蠢的流行词，

that you would never use in the context of a real conversation.

在真实的对话里根本不可能会这么说。

Like "orchestrated" or "spearheaded."

比如“编排”（orchestrated）、 “身先士卒”（spearheaded）。

People don't talk like that.

谁会这么说话啊。

Who are you, Dr. Evil?

你谁啊，恶魔博士吗？ （指说话方式怪异）

(Laughter)

（笑声）

Yet if you're honest,

但如果你实话实说，

you're just increasing your chances of getting rejected.

你被拒绝的可能性就增加了。

So what can we ask as an alternative to a resume?

那不用简历，我们该收什么呢？

Well, we can conduct online skills assessments

我们可以进行在线技能测试，

or request portfolios of work,

或者像一些行业那样要求作品集。

like they already do in certain industries.

We can ask for a video testimonial

我们可以要求应聘视频，

so we can assess one of the most important skills

这样就能评估各个岗位中

in any type of role -- communication.

最重要的一项能力——沟通能力。

We can leverage technology to have candidates team with each other

我们可以通过科技 让候选人互相组队，

to solve a problem so we can assess how they work with other people.

解决某个问题，这样我们就能 评估他们与他人合作的能力。

We can put candidates through simulations or situational assessments

我们可以让候选人 进行模拟或情境测试，

like an in tray exercise so we can see how they act in a specific scenario.

如实际业务演练，这样就能看出 他们在特定情境下的反应。

Even better, we can gamify the entire process to engage candidates.

更好的情况是我们可以游戏化 整套流程，让候选人更感兴趣。

This could be an online quiz or a challenge

可以是线上小测试或挑战，

that would motivate goal-driven professionals.

激励目标导向的职业人士。

Heck, we can even invite candidates to our offices to solve a problem

我们甚至可以邀请候选人 来到办公室解决问题，

and then purposefully slow down their internet,

然后故意降低网速，

just so we can see how they react under pressure.

看看他们在压力之下的 反应是什么样的。

But joking aside, the list goes on and on.

不开玩笑了，但选项很多很多。

Better leveraging technology,

更好地利用科技，

being more creative

发挥更多的创意，

and having different options for people to apply

给予人们不同的应聘选项，

will not only produce a better talent pool,

不仅可以打造一个更好的人才库，

it will also create a much more equitable workplace.

还能创造一个更公平的职场。

And I know a lot of people won't agree with me.

我知道很多人无法苟同。

They'll say mixing things up costs time and money,

他们会说，多样化会消耗时间和金钱，

but hiring the wrong person has a higher price.

但招到错误的人的代价更高。

Almost 30 percent of their annual salary

他们年薪的将近 30%，

plus all the time it took for you to train them.

外加你花在训练他们上的时间。

Subsequently,

说到底，

it's all about building trust and a culture of belonging.

都是在说建立信任、 打造有归属感的文化。

If you ask any CEO about their culture, they'll say it's unique.

你问任何一位 CEO 他们的文化 怎么样，都会说是独特的。

But to apply to be a part of it

但要应聘成为它的一部分，

is exactly the same as their competitors,

那就和竞争对手是一样的，

which not only limits their options,

不仅限制了他们的选择，

they end up competing for the same type of talent

还在竞争同一类人才，

which results in workplaces that lack diversity.

导致职场缺乏多元化。

If your culture is inclusive,

如果你的文化是包容的，

have people choose how they want to apply

那就让人们选择 自己想要的应聘方式，

so they can customize their experience

这样可以调整自己的经历，

and put their best foot forward.

发挥出最好的水平。

Ultimately, there are better alternatives than the resume,

简历之外有很多更好的选择，

and maybe we don't need to get rid of them completely.

也许我们也没有必要 完全摒弃简历。

But do we need to obsessively rely on them

但我们有必要仅凭这是我们 习惯的方式而过分依赖它吗？

just for the sake of what we're used to?

You don't need to be as talented or gifted

你不需要才华横溢、天赋异禀，

or even have as much free time on your hands as Da Vinci

或者手头有达·芬奇这么多的空余时间，

to learn from him that you don't need to be defined by your resume.

才能从他的身上学到 你不该被你的简历定义。

And once employers realize this,

雇主一意识到这一点，

then we'll begin creating workplaces that feel welcoming to candidates

我们就能开始打造 在入职之前就能让候选人

even before they join.

感到热情友好的职场环境。

Plus, it will give us enough time to rethink cover letters,

还能让我们有时间 重新想想求职信，

because those are really terrible.

因为它也够糟糕的。

Thank you.

谢谢。

(Applause)

（掌声）