[摘要]怎樣才能獲得來(lái)自“最佳雇主”們的青睞？下面是來(lái)自美國(guó)頂尖公司10位“最佳雇主”的招聘官第一手信息，他們會(huì)告訴你什么樣的人才可以吸引名企招聘官的注意力，什么樣的應(yīng)聘者能最終應(yīng)聘成功。

 

 

 

 

 

Microsoft

微軟

• 2014 Best Companies rank:86

• 2014年最佳雇主排名：86

"The one page resume is a myth. Save the ambiguous objective statement for your cover letter. Instead write a hard-hitting summary with bullets that highlight key attributes, wins, skills, certifications and metrics. Show us you have the attention to detail required to be successful in a complex and demanding environment. Make a solid case for why we should drop everything and call you right now. --Kevin Lambsack, staffing consultant

“簡(jiǎn)歷只有一頁(yè)，很難把握。別在求職信上寫什么宏圖大志。相反，個(gè)人總結(jié)要有說服力，要突出自己的關(guān)鍵特質(zhì)、所獲獎(jiǎng)項(xiàng)、技能、資質(zhì)和指標(biāo)。你要讓我們看到，你注重細(xì)節(jié)，所以能在復(fù)雜而且高要求的環(huán)境下取得成功。用一個(gè)切實(shí)的例子來(lái)說明為什么我們應(yīng)該放下手頭所有的工作，馬上給你打電話。” ——凱文-拉姆薩克，人事顧問

Genentech

基因泰克

• 2014 Best Companies rank:6

• 2014年最佳雇主排名：6

"A candidate who can demonstrate smart risk-taking regardless of the outcome often provides us with valuable insight into their ability to thrive here." --Amanda Valentino, director of corporate staffing

“無(wú)論結(jié)果如何，能機(jī)智地承擔(dān)風(fēng)險(xiǎn)的求職者經(jīng)常為我們提供有價(jià)值的信息，借此我們就能判斷他們是否能夠勝任這里的工作。” ——阿曼達(dá)-瓦倫蒂諾，公司人事主管

Salesforce.com公司

• 2014 Best Companies rank:7

• 2014年最佳雇主排名：7

"Always be yourself -- our 'more human, less corporate' culture is a big part of who we are, and we want to get to know the real you," says Ana Recio, VP, global recruiting

“永遠(yuǎn)做自己——我們的文化是‘人性多一些，企業(yè)性少一些’，這在很大程度上決定了我們是誰(shuí)，而我們也想了解真實(shí)的你。” ——安娜-雷西奧，全球招聘副總裁

 

Burns & McDonnell公司

• 2014 Best Companies rank:14

• 2014年最佳雇主排名：14

"Don't dread the 'what is your weakness' question. What we are really asking our candidates is to highlight lessons learned. We recognize that past experience is invaluable for complex decision-making. Be able to describe what you've learned from past experiences and how you use those lessons to be better at your job today. --Stacy Venator, recruiter

“別害怕對(duì)方問‘你有什么缺點(diǎn)’。我們真正希望的是求職者能著重說明自己獲得的教訓(xùn)。我們認(rèn)識(shí)到，在進(jìn)行復(fù)雜決策的時(shí)候，以往的經(jīng)驗(yàn)非常寶貴。要能說出自己從以往的經(jīng)歷中學(xué)到了哪些東西，以及你怎樣通過這些教訓(xùn)來(lái)更好地開展現(xiàn)在的工作。”——史黛西-維納托，招聘人員

Ultimate 軟件公司

• 2014 Best Companies rank:20

• 2014年最佳雇主排名：20

"The secret is simple. Prove that you are the best of the best at what you do. Our recruiters like to see tangible indicators of success like goals achieved, regular promotions, versatility in skill sets, and awards or recognition earned." --Greg Miller, director of engineering talent acquisition

“秘訣很簡(jiǎn)單——證明你在同行中出類拔萃。我們的招聘人員喜歡看到實(shí)實(shí)在在的依據(jù)來(lái)證明你的成功，比如實(shí)現(xiàn)了目標(biāo)，定期得到升遷，技能全面，獲獎(jiǎng)或者得到認(rèn)可。”——格雷格-米勒，工程人才引進(jìn)負(fù)責(zé)人

Kimpton Hotels & Restaurants

Kimpton酒店餐飲公司

• 2014 Best Companies rank:21

• 2014年最佳雇主排名：21

"We want to get to know the candidate as a person, not just as a set of technical skills. Great candidates are the ones that come in prepared to engage us in conversation, ask us great questions, and are authentic. We have extensive training for employees to learn technical skills, but we cannot teach people to provide genuine heartfelt care to others. --Stephanie Troxel, Director, Diversity & Recruitment

“我們想了解的求職者是一個(gè)人，而不僅僅是一個(gè)技能聚合體。優(yōu)秀的求職者和我們見面時(shí)已經(jīng)為談話做好了準(zhǔn)備，他會(huì)提出很好的問題，而且可信。我們?yōu)閱T工提供了大量培訓(xùn)，方便他們掌握各種技能。但我們沒辦法教他們真正發(fā)自內(nèi)心地去關(guān)心別人。”——斯蒂芬妮-特羅克賽爾，多元化和招聘事務(wù)負(fù)責(zé)人

 

Qualcomm

高通公司

• 2014 Best Companies rank:32

• 2014年最佳雇主排名：32

"Ask questions that demonstrate your knowledge of the company in a unique way. Go beyond just the research that can be found on a company's website and make yourself sound like someone who has already been working there for 10 years, chatting with a colleague. Reach out to your LinkedIn connections before the interview as a way to further your insight." --Courtney Phillips, staffing specialist

“用獨(dú)特的方式提問，從而體現(xiàn)出你對(duì)這家公司的了解。研究這家公司時(shí)不要拘泥于它網(wǎng)站上的內(nèi)容。要讓自己聽起來(lái)就像是已經(jīng)在這里工作了10年的員工正在和同事聊天。面試前向LinkedIn上的好友求助，進(jìn)一步深入了解這家公司。”——考特尼-菲利普斯，人事專家

WellStar Health System

WellStar健康系統(tǒng)公司

• 2014 Best Companies rank:39

• 2014年最佳雇主排名：39

"Follow up with a handwritten note after the interview to the recruiter and also to the hiring manager. This act of gratitude helps candidates stand out in a very positive way." --Megan Groover, director of talent acquisition

“面試之后向招聘人員和招聘經(jīng)理遞上一張手寫的字條。這種表達(dá)感謝的方式非常有利于求職者脫穎而出。”——梅根-格魯弗，人才引進(jìn)負(fù)責(zé)人

Umpqua Bank

Umpqua銀行

• 2014 Best Companies rank:71

• 2014年最佳雇主排名：71

"Our recruiters have learned that it's not what a candidate says but how they say it. Is there a passion that shows through when sharing a story, whether an example of professional success or an experience that stands out as a customer? When that comes through in an interview, it's a powerful indicator that we've found someone who will inherently understand our culture and get excited about our absolute focus on serving our customers at the highest possible level." --Barbara Baker, EVP of cultural enhancement

“我們的招聘人員都知道，重要的不是求職者說了什么，而是他怎樣說。不管是事業(yè)上的成功還是作為顧客獲得的出色體驗(yàn)，求職者在向我們講述自己經(jīng)歷的時(shí)候，他的話語(yǔ)中是否流露著熱情?如果求職者表現(xiàn)出了這樣的熱情，那就是一個(gè)很有力的證據(jù)，表明我們已經(jīng)找到了這樣的員工——他天生就能理解我們的文化，我們?nèi)娜獾刂铝τ诒M量為顧客提供高水平的服務(wù)也能讓他感到興奮。”——芭芭拉-貝克，文化改進(jìn)執(zhí)行副總裁

Kiewit

Kiewit公司

• 2014 Best Companies rank:99

• 2014年最佳雇主排名：99

"I want candidates to ask tough questions on how they will be challenged and utilized if they were to select this opportunity." --Maximo Rocha, global head of talent acquisition

“我希望求職者問一些很難回答的問題，內(nèi)容是如果獲得聘用，他們將會(huì)面對(duì)怎樣的挑戰(zhàn)以及要發(fā)揮什么樣的作用。”——馬克西莫-羅恰，全球人才引進(jìn)負(fù)責(zé)人

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