Looking for a job? Highlight your ability, not your experience | Jason Shen

譯者: Lilian Chiu 審譯者: Sylvia He

You know who I'm envious of?

你們知道我羨慕誰嗎？

People who work in a job that has to do with their college major.

工作和大學主修有關的人。

(Laughter)

（笑聲）

Journalists who studied journalism,

主修新聞的新聞記者，

engineers who studied engineering.

主修工程的工程師。

The truth is, these folks are no longer the rule,

真相是，這些人已經不是常規，

but the exception.

而是例外了。

A 2010 study found that only a quarter of college graduates

2010 年的一項研究發現， 只有四分之一的大學畢業生

work in a field that relates to their degree.

到和自己學位相關的領域去工作。

I graduated with not one but two degrees in biology.

我畢業時拿的是生物學位， 不只一個，有兩個。

To my parents' dismay, I am neither a doctor nor a scientist.

讓我爸媽很失望的是， 我不是醫生，也不是科學家。

(Laughter)

（笑聲）

Years of studying DNA replication and photosynthesis

花了數年研究 DNA 複製和光合作用，

did little to prepare me for a career in technology.

對於我進入科技業工作 做準備的幫助不大。

I had to teach myself everything from sales, marketing, strategy,

我得要自學很多東西， 業務、行銷、策略，

even a little programming, on my own.

甚至要會寫一些程式。

I had never held the title of Product Manager

在我把履歷投到 Etsy 之前，

before I sent my resume in to Etsy.

我從來沒擁有過產品經理的頭銜。

I had already been turned down by Google and several other firms

我已經被 Google 及其他幾間公司拒絕，

所以覺得越來越挫折。

and was getting frustrated.

The company had recently gone public,

當時 Etsy 這間公司才剛上市，

so as part of my job application,

所以我申請工作的一部分，

I read the IPO filings from cover to cover

就是把首次公開募股的 檔案從頭讀到尾，

and built a website from scratch which included my analysis of the business

從無到有建立一個網站， 內容包括我對於業務的分析，

and four ideas for new features.

以及對新功能的四個點子。

It turned out the team was actively working on two of those ideas

結果，該團隊積極在 努力進行其中兩個點子，

and had seriously considered a third.

並很認真在考慮第三個。

I got the job.

我得到那份工作了。

We all know people who were ignored or overlooked at first

我們都認識這樣的人， 他們在一開始會被忽略或忽視，

but went on to prove their critics wrong.

但接著證明批評他們的人是錯的。

My favorite story?

我最愛的故事？

Brian Acton, an engineering manager

布萊恩艾克頓，工程經理，

who was rejected by both Twitter and Facebook

他被 Twitter 和臉書拒絕，

before cofounding WhatsApp,

後來共同創辦了 WhatsApp，

the mobile messaging platform that would sell for 19 billion dollars.

可以賣到 190 億美元的 行動訊息平台。

The hiring systems we built in the 20th century are failing us

我們在二十世紀所建立的 僱用系統，讓我們失望，

and causing us to miss out on people with incredible potential.

讓我們錯過了具有強大潛能的人。

The advances in robotics and machine learning

機器人學和機器學習的進步

and transforming the way we work,

在轉變我們工作的方式，

automating routine tasks in many occupations

在許多職業中， 重覆性工作都被自動化，

while augmenting and amplifying human labor in others.

在其他職業中， 則是擴增和放大了人力。

At this rate, we should all be expecting to do jobs we've never done before

以這個速度，我們都可以預期

在職涯剩下的時間中， 做我們從未做過的工作。

for the rest of our careers.

So what are the tools and strategies we need

所以，我們需要什麼工具和策略

to identify tomorrow's high performers?

來辨識出誰在未來會表現出色？

In search for answers, I've consulted with leaders across many sectors,

為了找到答案，我請教了 許多不同部門的領導人，

read dozens of reports and research papers

讀了數十篇的報告和研究論文，

and conducted some of my own talent experiments.

進行了一些我自己的人才實驗。

My quest is far from over,

我的探索離結束還很遠，

but here are three ideas to take forward.

但，以下是三個可以執行的想法。

One: expand your search.

一：擴展你的搜尋。

If we only look for talent in the same places we always do --

如果我們只在我們通常尋找 人才的地方尋找人才──

gifted child programs, Ivy League schools,

資優兒童專案、長春藤名牌大學、

prestigious organizations --

有名望的組織──

we're going to get the same results we always have.

那麼得到的結果會和過去都一樣。

Baseball was transformed when the cash-strapped Oakland Athletics

棒球之所以轉變，是因為 缺錢的奧克蘭運動家隊

started recruiting players who didn't score highly

開始徵用在傳統評價標準上 表現不特別的球員，

on traditionally valued metrics, like runs batted in,

比如上場打擊次數，

but who had the ability to help the team score points

但這些人有能力協助球隊得分

and win games.

並贏得比賽。

This idea is taking hold outside of sports.

這個想法也在運動之外產生影響。

The Head of Design and Research at Pinterest

Pinterest 的設計研究主管告訴我，

told me that they've built one of the most diverse

他們的團隊，是矽谷最多元化

and high-performing teams in Silicon Valley

且表現出色的團隊之一，

because they believe that no one type of person

因為他們相信，沒有絕對 哪一種型的人是人才。

holds a monopoly on talent.

They've worked hard to look beyond major tech hubs

他們很努力到主要 科技中心以外去尋找，

and focus on designers' portfolios,

把焦點放在設計師的作品輯，

not their pedigrees.

而非他們的家世背景。

Two: hire for performance.

二：針對績效來僱用。

Inspired by my own job experience,

我自己的工作經驗帶給我靈感，

I cofounded a hiring platform called Headlight,

讓我共同創辦了 聘僱平台 Headlight，

which gives candidates an opportunity to shine.

它讓候選人有發光的機會。

Just as teams have tryouts and plays have auditions,

就像球隊有選拔測試， 舞台劇有試演一樣，

candidates should be asked to demonstrate their skills

在候選人被僱用之前，

before they're hired.

他們應被要求展示他們的技能。

Our clients are benefiting from 85 years of employment research,

我們的客戶受惠於 85 年的聘僱研究，

which shows that work samples

研究顯示，工作樣本是

are one of the best predictors of success on the job.

工作上能否成功的 最佳預測因子之一。

If you're hiring a data analyst,

若你要找資料分析師，

give them a spreadsheet of historical data and ask them for their key insights.

給他們一張過去資料的試算表， 請他們提出關鍵洞見。

If you're hiring a marketing manager,

若你要找行銷經理，

have them plan a launch campaign for a new product.

讓他們規劃一項新產品上市活動。

And if you're a candidate, don't wait for an employer to ask.

若你是候選人，別等僱主來問。

Seek out ways to showcase your unique skills and abilities

去找看看有什麼方式可以把你 獨特的技能和能力呈現出來，

outside of just the standard resume and cover letter.

不要只用標準的履歷和求職信。

Three: get the bigger picture.

三：了解更宏觀的局勢。

I've heard about recruiters who are quick to label a candidate a job-hopper

我聽過招聘人員很快就認定 候選是經常更換職業的人，

based on a single short stint on their resume;

只因為他的履歷上 有一次工作時間很短；

read about professors who are more likely to ignore identical messages from students

我讀過有教授會根據 名字選人，同樣的訊息，

來自白人名字的學生他才讀， 黑人或亞洲人名字就會被忽略。

because their name was black or Asian instead of white.

I was almost put on a special needs track as a child.

我以前差點就被歸為 有特殊需求的孩子。

A month into kindergarten,

進幼稚園後的第一個月，

my teacher wrote a page-long memo

我的老師寫了一整頁的備忘錄，

noting that I was impulsive,

說明我很容易衝動，

had a short attention span,

注意力很不持久，

and despite my wonderful curiosity,

儘管我有很棒的好奇心，

I was exhausting to work with.

但帶我真的會累死人。

(Laughter)

（笑聲）

The principal asked my parents into a meeting,

園長和我的父母見面，

asked my mother if there had been complications at birth

問我母親，我在出生時 有沒有什麼併發症，

and suggested I meet with a school psychologist.

暗示我應該要去看學校的精神醫生。

My father saw what was happening

我父親了解發生的狀況，

and quickly explained our family situation.

很快解釋了我們家中的狀況。

As recent immigrants, we lived in the attic

我們才剛移民，住在閣樓，

of a home that cared for adults with mental disabilities.

心理障礙成人照護之家的閣樓。

My parents worked nights to make ends meet,

我父母晚上也得工作 才能讓收支平衡，

and I had little opportunity to spend time with kids my own age.

我很少有機會和同年齡的孩子相處。

Is it really a surprise that an understimulated five-year-old boy

沒有受到足夠刺激的五歲男孩， 整個夏天都獨自一人過，

might be a little excited in a kindergarten classroom

因此在幼稚園教室裡會有一點興奮，

after an entire summer by himself?

這狀況會很讓人吃驚嗎？

Until we get a holistic view of someone,

在我們對一個人有 全面性的了解之前，

our judgment of them will always be flawed.

我們對他們的評斷都 一定會是有瑕疵的。

Let's stop equating experience with ability,

別再把經驗當作是能力、

credentials with competence.

把證書當作是技能了。

Let's stop settling for the safe, familiar choice

別再妥協只做安全、熟悉的選擇，

and leave the door open for someone who could be amazing.

把門打開，讓有機會 發光發熱的人進來。

We need employers to let go of outdated hiring practices

我們需要僱主放掉過時的聘僱做法，

and embrace new ways of identifying and cultivating talent,

接受辨識和培養人才的新方式，

and candidates can help by learning to tell their story

候選人也能幫忙，學著 用強大且有說服力的方式

in powerful and compelling ways.

來說出自己的故事。

We could live in a world where people are seen for what they're truly capable of

這樣我們就能讓世上的人 因為自己真正的才能而被看見，

and have the opportunity to realize their full potential.

並且有機會去了解自己全部的潛力。

So let's go out and build it.

咱們走出去，開始行動吧。

Thank you.

謝謝。

(Applause)

（掌聲）