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

譯者: Lilian Chiu 審譯者: 麗玲 辛

Back in 1482,

1482 年，有位年輕人聽說 米蘭地區在找一名工程師，

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

so he did what job applicants do.

所以他做了求職者會做的事，

He wrote down his skills and his objectives

他寫下他的技能、

他的目標，以它們 和這個職務的關係，

and how they related to the role

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

這被認為是史上的第一份履歷。

That young man was Leonardo da Vinci.

這位年輕人就是李奧納多‧達文西。

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

要知道，達文西沒有 在他的履歷中納入任何

about his past achievements.

他過去的成就。

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

稍作解釋：達文西

是地球史上最有才華的人之一。

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

He was the father of architecture and palaeontology,

他是建築學和古生物學之父，

an expert botanist, astronomer and cartographer.

內行的植物學家、 天文學家，和地圖製作者。

The guy that painted the Mona Lisa.

蒙娜麗莎是他的作品。

Yet if you took a look at his resume,

但，如果你去看他的履歷，

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

你絕對料想不到 他能達成上述那些成就。

If resumes failed to capture the genius and the potential

如果履歷無法

展現出像達文西 這種人的天賦和潛力，

of someone like Da Vinci,

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

對你我而言，履歷怎麼可能會有用？

Why will they work for anyone?

對任何人都不會有用吧？

Centuries later,

為什麼履歷在數世紀後 變得這麼重要？

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

即便沒有證據顯示履歷有用， 它仍在招募和職涯上扮演要角？

despite little to no evidence that they actually work?

In fact, since the 1950s,

事實上，從 1950 年代起，

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

投履歷已經成為求職 過程中的常規做法。

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

雖然從那之後我們已經 把人送上月球、

cracked the human genome, created a metaverse

破解了人類基因組、創造了元宇宙，

還能追上所有卡戴珊 家族的最新八卦，

and somehow kept up with all of the Kardashians,

the biggest --

最大的——

(Laughter)

（笑聲）

the biggest innovation when it comes to resumes

在履歷上最大的創新

has been converting it from paper to PDF.

就只是把它從紙本變成 PDF 檔。

Why are we not questioning this?

我們怎麼都沒有任何質疑？

Where we have seen innovation is with applicant tracking systems,

我們可以看到一些創新， 包括求職者追蹤系統、

bots, AI that scan thousands and thousands of resumes

用機器人和人工智慧掃描大量履歷，

looking for keywords that match the job description.

尋找符合工作內容描述的關鍵字。

These bots are used by nearly all Fortune 500 companies,

財富五百強企業幾乎全部 都有使用這種機器人，

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

所以雖然通常你準備的履歷 是打算要給另一個人類看的，

for it to be reviewed by another human being,

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

在送到人類手上之前，它通常 就先被人工智慧給篩掉了。

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

如果你以前沒聽過這些情況， 而現在正在找工作，

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

那你就是在不知道規則的情況下， 參與了工作搜尋遊戲。

Hardly anyone does.

幾乎沒人知道規則。

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

這裡的問題在於， 人工智慧還有很長的路要走，

而機器學習根本也還不能

and machine learning is nowhere near

to making predictions on candidates’ success.

預測出求職者將來是否會成功。

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

我在人力資源領域 已經有十年以上的時間。

During this time, I've reviewed thousands of resumes

在這段時間，我檢閱過數千份履歷，

and made many countless hiring decisions.

做過無數個僱用的決策。

Which, by default, makes me the resume doctor

因為這些經歷，所有認識我的人 認定我是履歷診斷大師，

for everyone that knows me.

每當我的朋友、

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

朋友的朋友、他們的丈夫、 妻子、孩子、朋友在找工作，

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

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

他們在履歷上需要協助時， 最先打電話找的人就是我。

Irrespective of where they are in their careers,

不論在職涯的哪個階段，

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

只要扯到履歷， 他們都有著不安全感和焦慮。

Why do people get so nervous about something so silly

更新履歷明明就是很蠢的事， 為什麼大家還如此緊張？

as updating a resume?

我們都幹過這種事：

We've all been there,

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

晚上熬夜，試圖應徵 自己夢想的工作職務，

obsessing over each bullet point and detail.

埋首在每一個項目和細節中。

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

就好像如果能多花 二十分鐘在履歷上，

it'll somehow be perfect.

它就會變完美。

It will become the ideal resume.

它就會成為理想的履歷。

As if the ideal resume exists.

好像世界上真有 理想的履歷存在一樣。

It doesn't, it's very subjective.

並沒有，這是非常主觀的。

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

因此，有許多資訊是彼此矛盾的。

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

看你問的是誰， 履歷的長度一頁為佳，

Others say two pages long.

也有人說最好兩頁。

Others suggests a summary or objectives.

有人建議加上摘要或目標。

Others say try and make it visually pleasing.

有人說要盡量讓履歷 在視覺上賞心悅目。

You can't have too much white space,

不要留太多空白，

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

但如果文字太多，看起來會太雜亂。

網路上還有各種文章，深入探討

And then there's all these articles online

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

履歷的細節，到了荒唐的程度，

when it comes to resumes,

arguing about things like font psychology

提出的主張包括字型心理學，

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

說用性感的字型， 如 Arial 或 Calibri——

(Laughter)

（笑聲）

will better serve you in your job search

能有助於你找到工作，

versus a boring one like Times New Roman.

比起 Times New Roman 這類無聊的字型更有用。

(Laughter)

（笑聲）

Who would have thought that that would have any correlation

誰會認為字型和 工作表現好壞有關呢？

with how good you could do the job?

And the absurdity continues.

荒唐還不止於此。

Hobbies and interests.

要納入嗜好和興趣，還是省略？

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

If you leave them out,

如果你選擇省略，

does it make your resume look too impersonal?

會讓你的履歷看起來 太沒有人情味嗎？

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

如果選擇納入，萬一 你的嗜好很怪異怎麼辦？

(Laughter)

（笑聲）

What if you enjoy dressing up like Pokemon characters

如果你很喜歡打扮成寶可夢的角色

or collecting Beanie Babies?

或收集豆豆娃呢？

Will that cost you a job?

那會讓你拿不到工作嗎？

During the entire time,

在整個身陷其中、無法自拔的過程中，

as you're spiraling down this rabbit hole,

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

你都沒有質疑這個工具或流程本身。

You're questioning yourself.

你都是在質疑你自己，

Is it me? Am I the problem?

是我嗎？問題在我嗎？

The answer is no.

答案是：不。

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

若要評估你在工作上是怎樣的人， 履歷是個很爛的指標，

and the world of work is constantly evolving.

而且職場環境也一直在改變。

There was a time, 10 years into your career,

以往人們工作十年裏，

you had two to three jobs at most.

最多就只做過兩到三份工作。

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

現在，每一年換一次工作， 且有不只一項副業都很常見。

and have multiple side hustles, too.

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

總得還學生貸款，對吧？

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

如果你走的不是傳統職涯途徑， 履歷就無法充份展現你的價值。

And a non-traditional path is now the norm.

而現在，非傳統職涯途徑已是常態。

Although corporate America has made a ton of progress

雖然美國企業界在平等 和包容上有相當大的進步，

in the way of equity and inclusion,

relying on resumes is a magnet for discriminatory practices

但仰賴履歷很容易就會吸引 歧視性的慣例和不自覺的偏見。

and unconscious bias.

More specifically,

更明確來說，

when Black and Asian candidates whiten their names,

當黑人和亞裔求職者改用白人的 名字，找工作的成功率就較高。

they're more successful in their job search.

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

女性改用男性的名字時也一樣。

But men were not immune to this either,

但男性也並非就不受影響，

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

在女性主導領域中， 男性找工作也常會被排拒。

The pressure to fit your experience on one piece of paper

對有經驗的求職者而言，

要將所有經歷塞進 一張紙上，可不容易。

for experienced candidates can be too much.

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

研究顯示，三十多歲的年輕求職者

face ageism with resume sourcing.

在履歷搜尋上會遇到年齡歧視。

So you can imagine what the experience is like

各位可以想像，退休後 再求職的人會有怎樣的經歷。

for someone coming out of retirement.

Don't believe me?

不相信我？

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

試試看用 aol.com 的電子郵件 去應徵一個初階的職缺。

(Laughter)

（笑聲）

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

大規模離職潮迫使雇主重新審視

他們如何評估、對待， 和獎賞他們的員工，

treat and reward their employees,

but also how they attract new ones.

以及如何吸引新員工。

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

但他們卻讓求職者 走同樣的愚蠢流程，

expecting different results.

還期望結果會不同。

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

也就是「工作內容如下， 把你的履歷寄給我們，

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

咱們花六到七秒來檢閱它」，

洗掉再重複。

rinse and repeat.

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

然後他們還很納悶為什麼 他們找不到足夠的求職者。

So let's rethink one of the most redundant benchmarks

咱們來重新想想，

進入任何工作職務時 最多餘的標準之一。

for entry into any type of role.

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

不只有達文西這種人會覺得

很難將一生的成就做成摘要，

It's hard for everyone else.

所有人都這麼覺得。

During a time where we celebrate authenticity and creativity,

在這個時代，我們 讚頌真實性和創意，

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

為什麼我們會要求這麼保守、 坦白說，也很無聊的東西？

We can do better.

我們可以做得更好。

Resumes not only force you to lie about your experience,

履歷不僅會迫使你粉飾經歷，

they force you to use all these silly buzzwords

還會迫使你使用各種

真實對話情境中， 你絕不會用的愚蠢流行語，

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

Like "orchestrated" or "spearheaded."

比如「精心策劃」或「打先鋒」。

People don't talk like that.

一般人不會這樣說話。

Who are you, Dr. Evil?

你是誰啊？邪惡博士嗎？

(Laughter)

（笑聲）

Yet if you're honest,

但，如果你很坦誠， 只會讓應徵不上的機率增加。

you're just increasing your chances of getting rejected.

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

所以，如果不用履歷， 有什麼替代方案？

Well, we can conduct online skills assessments

我們可以做線上技能評估，

or request portfolios of work,

或要求提供工作上的作品集，

like they already do in certain industries.

有些產業已經在這麼做了。

We can ask for a video testimonial

我們可以要求提供推薦影片，

so we can assess one of the most important skills

讓我們評估所有職務 都需要的最重要技能之一：

in any type of role -- communication.

溝通。

We can leverage technology to have candidates team with each other

我們可以運用科技， 讓求職者組成小團隊，

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

一起解決問題，讓我們評估 他們與人共事的狀況。

We can put candidates through simulations or situational assessments

我們可以讓求職者參與模擬，

或情境評估，如實際業務演練，

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

我們就能看到他們 在特定情境中的行為。

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

更棒的方法是把整個流程 都遊戲化，讓求職者參與。

This could be an online quiz or a challenge

可以是線上測驗或挑戰，

that would motivate goal-driven professionals.

驅使目標導向的專業人士去參與。

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

其實，我們甚至可以邀請求職者 到我們的辦公室來解決問題，

and then purposefully slow down their internet,

然後刻意降低他們的網路速度，

just so we can see how they react under pressure.

來看看他們在壓力下的反應如何。

But joking aside, the list goes on and on.

言歸正傳，有很多做法，不勝枚舉。

好好運用科技、施展更多創意，

Better leveraging technology,

being more creative

and having different options for people to apply

並提供不同的申請選項給求職者，

will not only produce a better talent pool,

這樣不僅能建造更理想的人才庫，

it will also create a much more equitable workplace.

也能創造更公平的工作場所。

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

我知道很多人不會認同我。

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

他們會說，改變模式需要時間與金錢，

but hiring the wrong person has a higher price.

但用錯人的代價更高：

Almost 30 percent of their annual salary

幾乎是他們 30% 的年薪，

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

還有你投入訓練員工的所有時間。

Subsequently,

因此，

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

重點是建立信任及有歸屬感的文化。

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

問任何一位執行長他們公司的文化， 他們都會說它是獨一無二的。

But to apply to be a part of it

但應徵參與他們文化的方式， 卻和競爭對手完全一樣，

is exactly the same as their competitors,

which not only limits their options,

這不僅限制了他們的選項，

they end up competing for the same type of talent

也讓他們最終都在搶同樣類型的人才，

which results in workplaces that lack diversity.

結果就是工作場所缺乏多樣性。

If your culture is inclusive,

如果你的文化是包容，

have people choose how they want to apply

那就讓大家選擇自己想要的應徵方式，

so they can customize their experience

讓他們可以把自己的經驗客製化，

and put their best foot forward.

展現出他們最出色的一面。

Ultimately, there are better alternatives than the resume,

到頭來，

有些替代方式比履歷更好， 也許我們不需要全然捨棄不用。

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

But do we need to obsessively rely on them

但我們需要這麼執迷、 仰賴履歷，只是因為習慣了？

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

You don't need to be as talented or gifted

你不需要像達文西那麼有才華、

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

有天賦，或甚至有那麼多空閒時間，

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

也可以從他身上學到， 你不必被你的履歷限定。

And once employers realize this,

一旦雇主能了解這一點，

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

那麼我們創造出來的工作場所，

就會能讓求職者在加入之前 就已經感到賓至如歸。

even before they join.

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

此外，還能讓我們有足夠的 時間重新想一下求職信，

because those are really terrible.

因為它們真的糟透了。

Thank you.

謝謝。

(Applause)

（掌聲）