TED演讲：每个人都应该知道的5条招聘技巧
字幕摘录
| 时间 | 英文 | 中文 |
|---|---|---|
| 0:03 | So there's an interesting thing happening in the labor market. | 因此劳动力市场上发生了一件有趣的事情。 |
| 0:07 | On one hand, there are a whole lot of job openings, | 一方面,有很多职位空缺, |
| 0:10 | and on the other, | 和另一个, |
| 0:11 | there are a lot of employers really struggling to fill them. | 有很多雇主很难填补这些空缺。 |
| 0:15 | Now, I get this in part because we're experiencing | 现在,我得到这个部分 因为我们正在经历 |
| 0:17 | an unprecedented rate of change in the nature of work. | 工作性质发生了前所未有的变化。 |
| 0:20 | So many jobs today require new skills. | 今天许多工作需要新的技能。 |
| 0:23 | Ten years ago, | 10年前,我们... |
| 0:24 | companies didn't need entire teams of data engineers | 公司不需要所有的数据工程师 |
| 0:27 | and social media content producers and sustainability experts, | 以及社交媒体内容制作者和可持续性专家, |
展开字幕全文（164 条）
| 序号 | 英文 | 中文 |
|---|---|---|
| 1 | So there's an interesting thing happening in the labor market. | 因此劳动力市场上发生了一件有趣的事情。 |
| 2 | On one hand, there are a whole lot of job openings, | 一方面,有很多职位空缺, |
| 3 | and on the other, | 和另一个, |
| 4 | there are a lot of employers really struggling to fill them. | 有很多雇主很难填补这些空缺。 |
| 5 | Now, I get this in part because we're experiencing | 现在,我得到这个部分 因为我们正在经历 |
| 6 | an unprecedented rate of change in the nature of work. | 工作性质发生了前所未有的变化。 |
| 7 | So many jobs today require new skills. | 今天许多工作需要新的技能。 |
| 8 | Ten years ago, | 10年前,我们... |
| 9 | companies didn't need entire teams of data engineers | 公司不需要所有的数据工程师 |
| 10 | and social media content producers and sustainability experts, | 以及社交媒体内容制作者和可持续性专家, |
| 11 | but now they can barely compete without them. | 但是现在,没有他们,他们几乎无法竞争。 |
| 12 | But this isn't the whole story. | 但这不是整个故事 |
| 13 | Part of what's causing this disconnect | 造成这段断线的部分原因 |
| 14 | is the fact that we're using outdated practices | 是我们使用过时的做法 |
| 15 | to fill 21st century jobs. | 填补21世纪的工作。 |
| 16 | And it's just not working. | 和它只是没有工作。 |
| 17 | The consequences are real. | 后果是真实的。 |
| 18 | My job is to help executives rethink how they attract and retain talent. | 我的工作就是帮助高管们重新思考他们如何吸引和留住人才. |
| 19 | And more so than ever, | 更是这样, |
| 20 | leaders are telling me they just cannot find the people to do the work. | 领导人告诉我 他们就是找不到人来做这项工作 |
| 21 | For some, this means their strategic priorities are put on hold. | 对一些人来说,这意味着他们的战略优先事项被搁置。 |
| 22 | And for others, their products are delayed to market | 对其他人来说,他们的产品被推迟销售 |
| 23 | and their revenues take a hit. | 他们的收入会受到打击 |
| 24 | But I think there's a fix. | 但我觉得有问题 |
| 25 | We just have to find a way to unleash the talent | 我们只要想办法释放人才 |
| 26 | that is hiding in plain sight. | 隐藏在眼前 |
| 27 | And by doing so, | 通过这样做, |
| 28 | we can help our leaders and managers shift their focus | 我们可以帮助我们的领导人和管理人员转移他们的注意力 |
| 29 | from stressing over unfilled positions | 从强调未填补的职位 |
| 30 | to helping their teams deliver value. | 帮助他们的团队提供价值。 |
| 31 | And we can help employees and candidates | 我们可以帮助员工和候选人 |
| 32 | find the opportunities to advance their careers. | 寻找机会推进他们的事业。 |
| 33 | So here's how I think we do it. | 因此,我认为我们如何做到这一点。 |
| 34 | Leaders and managers, step one's on you. | 领导和经理,第一步在你身上。 |
| 35 | Before you post your next job opening or your next hundred, | 在你公布下个职位空缺或下100个职位之前 |
| 36 | do us all a favor and figure out what work actually needs to get done. | 帮我们一个忙 找出真正需要完成的工作 |
| 37 | I've seen many job openings | 我见过很多职位空缺 |
| 38 | that look like they should belong in some kind of comedy show | 看起来像他们应该属于某种喜剧表演 |
| 39 | because the list of requirements is so ridiculous. | 因为要求清单太荒谬了 |
| 40 | The ideal candidate must be able to manage a billion-dollar P&L, | 理想候选人必须能够管理十亿P&L, |
| 41 | code like a 20-year Google veteran, | 密码像一个20年的谷歌老兵, |
| 42 | build advanced forecasting models, | 建立先进的预测模型, |
| 43 | 设计美丽的PowerPoint幻灯片, | |
| 44 | directly engage with the board of directors, | 与董事会直接接触, |
| 45 | and, oh, of course, do all of their duties as assigned. | 并且,哦,当然,履行他们的所有职责。 |
| 46 | So as leaders, write down every single thing | 所以作为领导,写下每件事 |
| 47 | that their ideal candidate must be able to do, | 他们的理想候选人必须能够做到, |
| 48 | there's really only one kind of candidate | 其实只有一种候选人 |
| 49 | that can do all those things. | 它可以做所有这些事情。 |
| 50 | A pegasus. | 彼菩萨者. |
| 51 | So if you want to find the right real-life person to do the job, | 所以,如果你想找到合适的现实人物来做这项工作, |
| 52 | perhaps try a different approach. | 也许尝试另一种方法。 |
| 53 | Figure out what work needs to get done and design the profile based on that. | 找出需要完成的工作,并在此基础上设计简介. |
| 54 | Okay, now we know the work that needs to get done. | 好了,现在我们知道 需要完成的工作。 |
| 55 | So we can start screening candidates in instead of screening them out. | 这样我们可以开始筛选候选人 而不是筛选出他们。 |
| 56 | I'll be the first to admit | 我第一个承认 |
| 57 | that going through thousands of resumes for a single job opening | 经历上千个履历 只有一个职位空缺 |
| 58 | is intimidating. | 有点吓人 |
| 59 | So it really doesn't bother me | 这样我就不会烦恼了 |
| 60 | that companies design processes to quickly filter out unqualified candidates. | 公司设计程序 快速筛选出不合格的候选人。 |
| 61 | But what does bother me is the criteria that they use to screen, | 但让我烦恼的是 他们用来筛选的标准 |
| 62 | which is often archaic, easily identifiable things | 经常是古老的 容易识别的东西 |
| 63 | like time and role and degree requirements | 时间、作用和学位要求 |
| 64 | that are not always predictive of success in the job. | 并非总能预测工作的成功。 |
| 65 | You know, I bet you there's someone listening to me right now | 我打赌现在一定有人在听 |
| 66 | who hasn't applied to a job | 没有申请工作的人 |
| 67 | because the requirements section said you needed five years of experience | 因为要求部分说你需要5年的经验 |
| 68 | and you only had four. | 你只有四个 |
| 69 | Lucky for us, there's some big-name companies working to address this. | 幸运的是,有些大名公司在努力解决这个问题。 |
| 70 | IBM, for example, has removed degree requirements | 例如,IBM取消了学位要求 |
| 71 | from 50 percent of their US job listings | 从他们50%的美国工作列表 |
| 72 | in order to widen their talent pool. | 为了扩大他们的人才库。 |
| 73 | But I think we can do more. | 但我认为我们可以做得更多。 |
| 74 | BCG recently worked with a wealth management firm | 卡介苗最近与一家财富管理公司合作 |
| 75 | to figure out what predicts success for incoming financial advisors. | 找出对即将上任的财务顾问成功的预测。 |
| 76 | And the results were kind of interesting. | 结果有点有趣。 |
| 77 | 高GPA吗? | |
| 78 | Important. | 重要的东西 |
| 79 | Top school? | 顶级学校? |
| 80 | Not important. | 这不重要 |
| 81 | Past client and sales experience? | 过去客户和销售经验? |
| 82 | Not important. | 这不重要 |
| 83 | Past call center experience? | 过去呼叫中心的经验? |
| 84 | Not important. | 这不重要 |
| 85 | Past experience working on a team? | 过去在团队工作的经验? |
| 86 | Of any kind? | 任何种类的? |
| 87 | Important. | 重要的东西 |
| 88 | So of course we have to remember that great candidates | 所以,我们当然要记住那个伟大的候选人 |
| 89 | don't need to check every single thing on the list, and that's OK. | 不需要检查名单上的每一样东西,没关系。 |
| 90 | In fact, hiring managers at companies like Seagate Technology | 事实上,海门科技等公司的招聘经理 |
| 91 | look at internal candidates first, | 先看内部候选人 |
| 92 | and they focus on the 70 to 80 percent of skills that matter the most, | 他们专注于70%到80% 最重要的技能, |
| 93 | and then their upskilling programs help candidates get from 80 to 100 percent. | 然后他们的提高技能计划 帮助候选人从80%到100%。 |
| 94 | One word of caution here, which is to check your own biases. | 提醒你一件事 就是检查一下自己的偏见 |
| 95 | If you've only hired people that have fit a narrow mold, | 如果你只雇了 符合狭小模具的人 |
| 96 | you're going to have to look outside your team in order to get this right. | 你必须要去你的团队外面看看 才能把事情做好 |
| 97 | All of this is a little bit like dating to me. | 这一切都有点像约会我。 |
| 98 | You know, you may think that you need someone who's handy | 你知道,你可能会认为 你需要有人谁的帮助 |
| 99 | and who can cook and who loves camping | 谁能做饭,谁爱露营 |
| 100 | and who wears designer clothes and, well, nowadays plays pickleball, | 他们穿着设计师的衣服 现在还玩泡菜球 |
| 101 | but in reality, perhaps the ideal partner | 但实际上,也许理想的伙伴 |
| 102 | is actually someone who can make you laugh and gets along with your family. | 其实是能让你笑 和你家人相处的人 |
| 103 | The dating metaphor is actually perfect for my next piece of advice, | 约会的比喻其实是完美的 对于我的下一个建议, |
| 104 | which is this. | 这是这个。 |
| 105 | To up the odds of a good match, start with coffee. | 为了提高比赛的几率,从咖啡开始。 |
| 106 | If you're a manager or a candidate, | 如果你是经理或候选人 |
| 107 | don't feel like you need to jump into marriage or even commit to dinner. | 不要觉得你需要跳入婚姻 甚至承诺晚餐。 |
| 108 | Why not start with coffee? | 为什么不从咖啡开始? |
| 109 | This is the concept behind micro internships, | 这就是微型实习背后的概念, |
| 110 | which are small-scale paid projects, | 小规模付费项目, |
| 111 | usually completed by college and graduate students. | 通常由大学生和研究生完成. |
| 112 | And for companies, they actually provide a lower-risk path to hiring | 而对于公司来说,它们实际上提供了一种低风险的雇佣途径 |
| 113 | and allows them to reach students in schools | 并使他们能够接触学校的学生 |
| 114 | that they otherwise might not have looked to. | 否则,他们可能没有指望。 |
| 115 | Talk about finding hidden talent. | 说找隐藏的人才 |
| 116 | And amongst those experimenting with micro internships | 在那些实验微型实习的人当中 |
| 117 | are companies like Microsoft and PepsiCo. | 是微软和百事可乐公司 |
| 118 | We've talked a lot about talent hiding in the hiring process, | 我们经常谈论在招聘过程中隐藏人才 |
| 119 | but surprise, there's so much talent hiding in your organizations. | 但令人惊讶的是 你们的组织里藏着很多人才 |
| 120 | So my recommendation to everyone, | 所以我建议大家 |
| 121 | managers and employees, | 管理人员和雇员, |
| 122 | is to look beyond your floor. | 看着你的地板。 |
| 123 | I recently worked with a large company going through a reorganization, | 我最近和一家大公司合作 正在进行重组 |
| 124 | and they designed logical groupings of job postings | 他们设计了合理的职务分配 |
| 125 | and drafted responsibilities for each role. | 并起草每个角色的责任。 |
| 126 | But when it came time to staffing, | 但是,当时机到来 人员配置, |
| 127 | interestingly enough, | 有趣的是,够了, |
| 128 | not one single person suggested an opportunity | 没有一个人建议机会 |
| 129 | for a candidate outside their team. | 在他们的团队之外的候选人。 |
| 130 | Now, more often than not, | 现在,更经常的是, |
| 131 | the talent you need actually does exist in your company. | 你需要的人才确实存在于你的公司 |
| 132 | You may just need to look to a different floor. | 你也许需要找另一层楼 |
| 133 | In fact, in the early days of COVID, | 事实上,在COVID早期, |
| 134 | Unilever moved 9,000 people to new internal roles. | 联合利华将9000人转移到新的内部角色. |
| 135 | So if they can do that, | 所以如果他们能做到这一点, |
| 136 | I'm pretty sure you can find the person for your one job opening | 我敢肯定,你可以 找到一个人为你的工作空缺 |
| 137 | somewhere in your company. | 在你的公司某处 |
| 138 | And if you're listening to this and feeling frustrated | 如果你听了这个 觉得很沮丧 |
| 139 | by the lack of opportunity in your current role, | 由于你现在没有机会 |
| 140 | perhaps it's time for you to start to tell people outside of your team | 也许你该开始告诉外面的人了 |
| 141 | you're ready to try something new. | 你准备好尝试一些新的。 |
| 142 | Now, there's a flip side to looking beyond your floor, and it's this. | 现在,有一个翻转的一面 看你的地板,这是。 |
| 143 | And here's my ask of managers and leaders. | 这是我的要求 经理和领导。 |
| 144 | While it's very natural to want to hold on to your rock star teammates, | 虽然很自然地想留住你的摇滚明星队友 |
| 145 | doing so may actually keep them from their dream job. | 这样做实际上可能使他们无法从事梦想中的工作。 |
| 146 | So please, let your people go so they can grow. | 所以请放你的人走,让他们长大 |
| 147 | 60 percent of people who left their jobs recently | 最近离岗的60%的人 |
| 148 | cited the lack of career advancement as one of the main reasons for leaving. | 报告指出,缺乏职业晋升是离开的主要原因之一。 |
| 149 | So leaders, please don't think you can keep someone in the same role for years | 所以,领导人,请不要认为 你可以保持一个人 在同一个角色多年 |
| 150 | without expecting them to leave. | 并不想让他们离开 |
| 151 | That's called talent hoarding, | 这就是所谓的人才囤积, |
| 152 | and it's not OK. | 情况不妙 |
| 153 | And on the flip, on the other hand, | 而另一方面, |
| 154 | companies that actively support their talent to move internally | 积极支持人才内部流动的公司 |
| 155 | report more diverse, innovative and effective project teams. | 报告更加多样化、创新和有效的项目小组。 |
| 156 | So while it might be hard to support someone who's ready to move on, | 所以虽然很难支持一个准备继续前进的人 |
| 157 | trust me when I say you absolutely should. | 相信我,当我说,你绝对应该。 |
| 158 | I know there's a lot going on in the labor market, | 我知道劳动力市场上有很多事情 |
| 159 | and these five tips are not going to address everything, | 这五个小费不会解决一切 |
| 160 | but we're never going to discover something new | 但我们永远不会发现新的东西 |
| 161 | if we keep using the same lenses we have for decades. | 如果我们继续使用相同的镜头 我们拥有几十年。 |
| 162 | So perhaps the way to discover hidden talent | 所以也许可以找到隐藏的人才 |
| 163 | is as simple as taking a fresh look. | 和重新审视一样简单 |
| 164 | Thank you. | 谢谢 |
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