中外企業(yè)對(duì)簡(jiǎn)歷的看法
小編導(dǎo)語(yǔ)：事實(shí)上，中外企業(yè)看簡(jiǎn)歷的方式是有所不同的，例如時(shí)間長(zhǎng)度上，閱讀的順序等，作為求職者，應(yīng)該根據(jù)企業(yè)不同的習(xí)慣，制作一份能突出自己的英文簡(jiǎn)歷。
中外企業(yè)對(duì)簡(jiǎn)歷的看法
根據(jù)國(guó)外企業(yè)對(duì)于英文簡(jiǎn)歷的看法，在閱讀時(shí)間上國(guó)內(nèi)招聘者比國(guó)外招聘者閱讀所花費(fèi)的時(shí)間更長(zhǎng)，一般國(guó)外平均閱讀時(shí)間僅僅只有十幾秒鐘而已，但是國(guó)內(nèi)閱讀簡(jiǎn)歷的平均時(shí)間則是達(dá)到了三十秒左右。為什么區(qū)別這么大了?主要原因在于國(guó)外招聘者對(duì)于簡(jiǎn)歷的看點(diǎn)非常直接，他們只是對(duì)當(dāng)中的重要內(nèi)容進(jìn)行閱讀而其他內(nèi)容甚至是看都不看。國(guó)內(nèi)企業(yè)則會(huì)按照求職者填寫的內(nèi)容順序一路看下去，鮮有進(jìn)行跳躍式的閱讀。
因此英文簡(jiǎn)歷的篇幅成為了一個(gè)相當(dāng)重要的東西，我們應(yīng)該完成一封只需要十秒鐘左右便可以讓招聘者閱讀完的簡(jiǎn)歷。要做到這個(gè)可能嗎?有些求職者會(huì)覺得這十秒鐘才剛剛看完個(gè)人信息吧，如何能夠把整個(gè)簡(jiǎn)歷內(nèi)容都讀完?老外喜歡簡(jiǎn)歷內(nèi)容的布置順序呈現(xiàn)出一個(gè)重要性遞減的趨勢(shì)，也就是說(shuō)重點(diǎn)內(nèi)容放在最前面而非重點(diǎn)內(nèi)容往后靠。這樣他們就能夠在開頭就閱讀完全篇內(nèi)容的重點(diǎn)部分。如此花費(fèi)的時(shí)間不就非常少嗎?
對(duì)于大學(xué)生而言，應(yīng)該在簡(jiǎn)歷開頭告訴招聘者自己所具有的社會(huì)實(shí)踐性能力有哪些，不管這些實(shí)踐能力到底達(dá)到的是一個(gè)什么樣的水平，只要自己知道大概怎么做就可以了，因?yàn)榇髮W(xué)生又不是常年做這個(gè)工作，所以能夠涉足就已經(jīng)足夠了。對(duì)于已經(jīng)具有工作經(jīng)驗(yàn)的人來(lái)說(shuō)，應(yīng)該在簡(jiǎn)歷開頭先把自己的工作能力體現(xiàn)出來(lái)，如此可以讓招聘者看到你的過(guò)去，你會(huì)什么東西、你做過(guò)什么東西、你的熟練程度等等。
延伸閱讀 網(wǎng)上求職：切忌這5個(gè)易錯(cuò)點(diǎn)
In a tight job market, building and maintaining an online presence is critical to networking and job hunting. Done wrong, it can easily take you out of the running for most positions.
在就業(yè)緊縮的大勢(shì)之下，在網(wǎng)上發(fā)布個(gè)人信息并進(jìn)行定期更新是拓展人脈、尋找心儀工作的重要方法。如果利用不得當(dāng)，沒(méi)準(zhǔn)你就會(huì)同多數(shù)工作機(jī)會(huì)失之交臂。
Here are five mistakes online job hunters make.
以下是網(wǎng)上求職者常犯的五個(gè)錯(cuò)誤。
1. Overkill.
隨意散布個(gè)人簡(jiǎn)介。
Blanketing social media networks with half-done profiles accomplishes nothing except to annoy the exact people you want to impress: prospective employees trying to find out more about on you.
在各種社交網(wǎng)絡(luò)上廣為散布不完整的個(gè)人簡(jiǎn)介只會(huì)讓你的目標(biāo)受眾備感困擾：你的潛在雇主還得費(fèi)勁巴拉地去了解更多有關(guān)你的信息。
2. Forgetting manners.
忽視網(wǎng)絡(luò)禮儀。
If you write a blog, you should assume that hiring managers and recruiters will read your updates and your posts. A December 2009 study by Microsoft Corp. found that 79% of hiring managers and job recruiters review online information about job applicants before making a hiring decision. Of those, 70% said that they have rejected candidates based on information that they found online. Top reasons listed? Concerns about lifestyle, inappropriate comments, and unsuitable photos and videos.
如果你開了博客，那么請(qǐng)做好這樣的心理準(zhǔn)備：人事經(jīng)理以及招聘人員很可能會(huì)瀏覽你的更新和帖子。微軟公司2009年12月開展的一項(xiàng)調(diào)查發(fā)現(xiàn)，79%的人事經(jīng)理及招聘負(fù)責(zé)人在做出錄用決定之前會(huì)通過(guò)網(wǎng)絡(luò)瀏覽應(yīng)聘者的相關(guān)信息。其中70%的人表示他們?cè)?jīng)因?yàn)榫W(wǎng)上的相關(guān)信息最終將應(yīng)聘者拒之門外。最主要的原因有：應(yīng)聘者對(duì)于生活方式的見解、不恰當(dāng)?shù)脑u(píng)論、不合宜的照片及視頻。
3. Not getting the word out.
沒(méi)有把你正在找工作這個(gè)信息傳遞給別人。
When accounting firm Dixon Hughes recently had an opening for a business development executive, Emily Bennington, the company's director of marketing and development, posted a link to the opportunity on her Facebook page. 'I immediately got private emails from a host of people in my network, none of whom I knew were in the market for a new job,' she says. 'I understand that there are privacy concerns when it comes to job hunting, but if no one knows you're looking, that's a problem, too.'
Dixon Hughes會(huì)計(jì)師事務(wù)所最近打算招聘一位業(yè)務(wù)拓展經(jīng)理，市場(chǎng)及開發(fā)總監(jiān)艾米麗·本寧頓在自己的Facebook上添加了相關(guān)鏈接。她說(shuō)，“很快我就收到一大群Facebook好友的私人郵件，我原來(lái)都不知道他們正在找工作。我知道在求職時(shí)需要考慮隱私問(wèn)題，不過(guò)如果別人都不知道你正在找工作，那也是個(gè)問(wèn)題�！�
4. Quantity over quality.
4. 重?cái)?shù)量不重質(zhì)量。
And there's really no excuse for sending an automated, generic introduction. Taking the extra five to 10 seconds to write a line or two about how you know the other person and why'd you'd like to connect to them can make the difference between them accepting or declining your connection request. It also doesn't hurt to mention that you're more than willing to help them or introduce them to other people in your network.
千萬(wàn)不要發(fā)送那種自動(dòng)生成的千篇一律的自我介紹。多花個(gè)10秒鐘時(shí)間寫個(gè)一兩行字，說(shuō)明你是怎么知道對(duì)方的信息以及為什么想要加他為好友，順便提一下你非常樂(lè)意幫助他或者把他介紹給自己的其他好友，絕對(duì)沒(méi)有壞處。
5. Online exclusivity.
只在網(wǎng)絡(luò)上尋求工作
Scouring the Web for a position and doing nothing else is rarely the best way to go. When job-seekers choose to search for jobs exclusively online- rather than also include in-person networking-they may be missing out on "hidden" opportunities. Higher-level jobs are not posted as often as lower-level jobs online. In-person networking may be needed to uncover these higher-level positions, which may be filled by executive recruiters.
僅僅通過(guò)網(wǎng)上尋找工作機(jī)會(huì)不是一個(gè)好的選擇。如果求職者只在網(wǎng)上搜索工作信息──而不調(diào)動(dòng)自己的人脈──很可能會(huì)錯(cuò)過(guò)一些“隱藏的”機(jī)會(huì)。高級(jí)別職位比低級(jí)別職位更少會(huì)在網(wǎng)上發(fā)布。你需要調(diào)動(dòng)自己的人脈資源來(lái)尋找高級(jí)別職位的信息，這類職位可能都是由人事主管親自負(fù)責(zé)招聘的。
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