TED演講者：Nithya Vaduganathan / 尼提亞·瓦杜加納坦

演講標(biāo)題：5 hiring tips every company (and job seeker) should know / 每個(gè)公司（和求職者）都應(yīng)該知道的5條招聘技巧

內(nèi)容概要：To keep up with a rapidly evolving job market, hiring practices need to change, too. In this practical talk, talent strategy expert Nithya Vaduganathan shares five crucial tips every hiring manager (and job seeker) should know in order to cultivate an inclusive work culture, inspire productivity and unleash talent hiding in plain sight.

為了跟上快速發(fā)展的就業(yè)市場(chǎng)，招聘做法也需要改變。在這場(chǎng)實(shí)戰(zhàn)演講中，人才戰(zhàn)略專家尼提亞·瓦杜加納坦（Nithya Vaduganathan）分享了每個(gè)招聘經(jīng)理（和求職者）應(yīng)該知道的五個(gè)關(guān)鍵技巧，以培養(yǎng)包容性的工作文化，激發(fā)生產(chǎn)力，釋放隱藏在眼前的人才。

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【1】So there's an interesting thing happening in the labor market.

勞動(dòng)力市場(chǎng)出現(xiàn)了 一個(gè)很有趣的現(xiàn)象。

【2】On one hand, there are a whole lot of job openings.

一方面,存在很多工作空缺。

【3】And on the other, there are a lot of employers really struggling to fill them.

另一方面, 有很多雇主真的很難招到人。

【4】Now we get this in part because we're experiencing an unprecedented rate of change in the nature of work.

我們之所以面臨這樣的處境, 部分原因是工作性質(zhì)正在以 前所未有的速度發(fā)生變化。

【5】So many jobs today require new skills.

如今有很多工作需要新技能。

【6】Ten years ago, companies didn't need entire teams of data engineers and social media content producers and sustainability experts.

十年前,公司不需要 一整個(gè)團(tuán)隊(duì)的數(shù)據(jù)工程師、 社交媒體內(nèi)容制作者 和可持續(xù)發(fā)展專家。

【7】But now they can barely compete without them.

但現(xiàn)在,沒有他們, 公司幾乎沒有競(jìng)爭(zhēng)力。

【8】But this isn't the whole story.

但這并不是全部。

【9】Part of what's causing this disconnect is the fact that we're using outdated practices to fill 21st-century jobs, and it's just not working.

造成這種脫節(jié)的部分原因是, 我們正在使用過時(shí)的做法來 填補(bǔ) 21 世紀(jì)的工作崗位, 而這種做法根本行不通。

【10】The consequences are real.

后果是真實(shí)的。

【11】My job is to help executives rethink how they attract and retain talent.

我的工作是幫助高管們重新思考 如何吸引和留住人才。

【12】And more so than ever, leaders are telling me they just cannot find the people to do the work.

領(lǐng)導(dǎo)們更是給我強(qiáng)調(diào), 他們只是找不到做這項(xiàng)工作的人。

【13】For some, this means their strategic priorities are put on hold.

對(duì)一些人來說,這意味著 他們戰(zhàn)略上的首要任務(wù)被擱置了。

【14】And for others, their products are delayed to market, and their revenues take a hit.

對(duì)其他人來說, 他們的產(chǎn)品延遲上市, 收入暴跌。

【15】But I think there's a fix.

但我認(rèn)為有一個(gè)解決方案。

【16】We just have to find a way to unleash the talent that is hiding in plain sight.

我們只需要找到一種方法來 釋放隱藏在眼前的才能。

【17】And by doing so, we can help our leaders and managers shift their focus from stressing over unfilled positions to helping their teams deliver value.

這樣做的話, 我們可以幫助 我們的領(lǐng)導(dǎo)者和管理者將注意力 從為崗位空缺焦慮不安轉(zhuǎn)向 幫助他們的團(tuán)隊(duì)實(shí)現(xiàn)價(jià)值。

【18】And we can help employees and candidates find the opportunities to advance their careers.

我們可以幫助員工和應(yīng)聘者 找到提升職業(yè)生涯的機(jī)會(huì)。

【19】So here's how I think we do it.

我認(rèn)為我們?cè)撨@樣做。

【20】OK.

好吧。

【21】Leaders and managers, step one's on you.

領(lǐng)導(dǎo)和管理者,第一步就靠你了。

【22】Before you post your next job opening, or your next hundred, do us all a favor and figure out what work actually needs to get done.

在你發(fā)布下一個(gè)職位空缺或 之后 100 個(gè)職位空缺之前, 請(qǐng)幫我們所有人一個(gè)忙, 弄清楚實(shí)際需要完成的工作。

【23】I've seen many job openings that look like they should belong in some kind of comedy show because the list of requirements is so ridiculous.

我見過很多職位空缺, 看起來應(yīng)該屬于某種喜劇節(jié)目, 因?yàn)槁毼灰筇闹嚵恕?/p>

【24】The ideal candidate must be able to: manage a billion-dollar P and L, code like a 20-year Google veteran, build advanced forecasting models, design beautiful PowerPoint slides,

理想的候選人必須能夠: 管理十億美元級(jí)別的損益表, 像 20 年的谷歌老手一樣編碼, 搭建高級(jí)預(yù)測(cè)模型, 設(shè)計(jì)漂亮的幻燈片,

【25】directly engage with the board of directors and oh, of course, do all of their duties as assigned.

直接與董事會(huì)接觸, 當(dāng)然, 還要完成被安排的所有工作。

【26】So as leaders write down every single thing that their ideal candidate must be able to do, there's really only one kind of candidate that can do all those things.

因此,當(dāng)領(lǐng)導(dǎo)人寫下他們 理想的候選人必須能夠 做到的每一件事時(shí), 實(shí)際上只有一種候選人 能夠做到所有這些事。

【27】A Pegasus.

珀伽索斯。

【28】(Laughter) So if you want to find the right real-life person to do the job, perhaps try a different approach.

（笑聲） 如果你想找到一個(gè)合適的 現(xiàn)實(shí)生活中的人來做這項(xiàng)工作, 也許可以嘗試一種不同的方法。

【29】Figure out what work needs to get done and design the profile based on that.

找出需要完成的工作, 并據(jù)此設(shè)計(jì)出一個(gè)候選人的大致描述。

【30】OK, now we know the work that needs to get done so we can start screening candidates in instead of screening them out.

好,現(xiàn)在我們知道了需要做的工作, 我們就可以開始把候選人篩進(jìn)來, 而不是篩出去。

【31】I'll be the first to admit that going through thousands of resumes for a single job opening is intimidating.

首先我承認(rèn), 為一個(gè)空缺職位翻閱數(shù)千份簡(jiǎn)歷 是件令人生畏的事。

【32】So it really doesn't bother me that companies design processes to quickly filter out unqualified candidates.

公司設(shè)計(jì)了一些流程 來快速篩選不合格的候選人, 我當(dāng)然喜聞樂見。

【33】But what does bother me is the criteria that they use to screen, which is often archaic, easily identifiable things, like time in role and degree requirements, that are not always predictive of success in the job.

但讓我感到困擾的是 他們用來篩選的標(biāo)準(zhǔn), 這些標(biāo)準(zhǔn)通常是過時(shí)的、 容易識(shí)別的東西, 比如在崗時(shí)長(zhǎng) 和學(xué)歷要求, 這些要求并不 總能預(yù)測(cè)工作上的成功。

【34】You know, I bet you there's someone listening to me right now who hasn't applied to a job because the requirements section said you needed five years of experience and you only had four.

我敢打賭在場(chǎng)的聽眾之中 有人放棄過申請(qǐng)某份工作, 因?yàn)閸徫灰蟛糠?你得有五年的經(jīng)驗(yàn), 但你只有四年。

【35】Lucky for us, there's some big-name companies working to address this.

幸運(yùn)的是,有一些大公司 正在努力解決這個(gè)問題。

【36】IBM, for example, has removed degree requirements But I think we can do more.

例如,IBM 為了擴(kuò)充人才庫(kù), 但我認(rèn)為我們可以做得更多。

【37】BCG recently worked with a wealth management firm to figure out what predicts success for incoming financial advisers.

波士頓咨詢公司最近 與一家財(cái)富管理公司合作, 研究如何預(yù)測(cè)未來財(cái)務(wù)顧問的成功。

【38】And the results were kind of interesting.

結(jié)果很有趣。

【39】High GPA?

GPA高？

【40】Important.

重要。

【41】Top school?

頂尖學(xué)校？

【42】Not important.

不重要。

【43】Past client and sales experience?

過去的客戶和銷售經(jīng)驗(yàn)？

【44】Not important.

不重要。

【45】Past call center experience?

過去的呼叫中心經(jīng)驗(yàn)？

【46】Not important.

不重要。

【47】Past experience working on a team of any kind?

過去在任何類型的團(tuán)隊(duì)中 工作的經(jīng)驗(yàn)？

【48】Important.

重要。

【49】So of course we have to remember that great candidates don't need to check every single thing on the list.

我們當(dāng)然要記住, 優(yōu)秀的候選人不需要符合 崗位描述中的每一條要求。

【50】And that's OK.

這沒關(guān)系。

【51】In fact, hiring managers at companies like Seagate Technology look at internal candidates first, and they focus on the 70 to 80 percent of skills that matter the most.

事實(shí)上, 像希捷科技這樣的公司的招聘經(jīng)理 首先會(huì)考慮內(nèi)部應(yīng)聘者, 他們關(guān)注的是 最重要的 70% 到 80% 的技能。

【52】One word of caution here, which is to check your own biases.

這里需要注意的一點(diǎn)是, 要注意自己的偏見。

【53】If you've only hired people that have fit a narrow mold, you're going to have to look outside your team in order to get this right.

如果你招的都是相似類型的人, 那么你必須看一眼 團(tuán)隊(duì)之外的情況,校正一下。

【54】All of this is a little bit like dating to me.

我看這一切都像是約會(huì)。

【55】You know, you may think that you need someone who's handy and who can cook and who loves camping and who wears designer clothes and, well, nowadays plays pickleball.

你知道的, 你可能會(huì)認(rèn)為你需要一個(gè) 手巧、會(huì)做飯、 喜歡露營(yíng)、穿名牌服裝的人, 最近還得加上一條 會(huì)玩匹克球。

【56】But in reality, perhaps the ideal partner is actually someone who can make you laugh and gets along with your family.

但實(shí)際上, 也許理想的伴侶實(shí)際上是 能讓你開懷大笑 并與你的家人和諧相處的人。

【57】The dating metaphor is actually perfect for my next piece of advice, which is this: to up the odds of a good match, start with coffee.

約會(huì)的比喻實(shí)際上 非常適合我的下一條建議, 那就是: 為了提高一場(chǎng)好比賽的可能性, 從咖啡開始。

【58】If you're a manager or a candidate, don't feel like you need to jump into marriage or even commit to dinner.

如果你是一名經(jīng)理或候選人, 不要覺得你得奔著結(jié)婚去, 你甚至連飯都不一定得吃。

【59】Why not start with coffee?

為什么不從咖啡開始呢？

【60】This is the concept behind micro internships, which are small-scale paid projects usually completed by college and graduate students.

這就是微實(shí)習(xí)背后的概念, 微實(shí)習(xí)是通常由 本科生和研究生 完成的小型帶薪項(xiàng)目。

【61】And for companies, they actually provide a lower-risk path to hiring and allows them to reach students in schools that they otherwise might not have looked to.

對(duì)于公司來說, 微實(shí)習(xí)其實(shí)提供了一條 較低風(fēng)險(xiǎn)的招聘途徑, 讓公司能夠接觸到 不太有機(jī)會(huì)關(guān)注的在校生。

【62】Talk about finding hidden talent.

說到發(fā)掘臥虎藏龍。

【63】And amongst those experimenting with micro internships are companies like Microsoft and PepsiCo.

微軟和百事可樂等公司 都在嘗試組織微實(shí)習(xí)。

【64】We've talked a lot about talent hiding in the hiring process.

我們已經(jīng)討論了很多 關(guān)于招聘過程中隱藏人才的問題。

【65】But surprise, there's so much talent hiding in your organizations.

但令人驚訝的是, 你的組織中也隱藏著如此多的人才。

【66】So my recommendation to everyone, managers and employees, is to look beyond your floor.

因此,我對(duì)所有人的建議, 包括經(jīng)理和員工, 請(qǐng)去別的樓層看一看吧。

【67】I recently worked with a large company going through a reorganization and they, you know, designed logical groupings of job postings and drafted responsibilities for each role.

我最近在一家 正在進(jìn)行重組的大公司工作, 他們?cè)O(shè)計(jì)了合理的職位分組, 并為每個(gè)崗位安排了職責(zé)。

【68】But when it came time to staffing, interestingly enough, not one single person suggested an opportunity for a candidate outside their team.

但有趣的是, 當(dāng)涉及到人員配置時(shí), 沒有一個(gè)人提議

【69】Now, more often than not, the talent you need actually does exist in your company.

通常情況下, 你的公司里確實(shí)有你需要的人才。

【70】You may just need to look to a different floor.

你可能只需要看看不同的樓層。

【71】In fact, in the early days of COVID, Unilever moved 9,000 people to new internal rolls.

事實(shí)上,在新冠疫情初期, 聯(lián)合利華將 9000 人 內(nèi)部轉(zhuǎn)崗。

【72】So if they can do that, I'm pretty sure you can find the person for your one job opening somewhere in your company.

如果他們能做到這一點(diǎn), 我很肯定你能在公司的某個(gè)地方 找到適合這個(gè)空缺職位的人。

【73】And if you're listening to this and feeling frustrated by the lack of opportunity in your current role, perhaps it's time for you to start to tell people outside your team you're ready to try something new.

如果你聽到這句話, 并且為自己目前擔(dān)任的角色 缺乏機(jī)會(huì)感到沮喪, 也許是時(shí)候開始告訴團(tuán)隊(duì)之外的人, 你已經(jīng)準(zhǔn)備好嘗試新的東西了。

【74】Now there’s a flip side to looking beyond your floor, and it’s this.

“看看別的樓層”的 另一面是這樣的。

【75】And here's my ask of managers and leaders.

這是我對(duì)經(jīng)理和領(lǐng)導(dǎo)者的請(qǐng)求。

【76】While it’s very natural to want to hold on to your rock star teammates, doing so may actually keep them from their dream job.

雖然想要留住你的最佳隊(duì)友 是很正常的, 但這樣做實(shí)際上可能會(huì)讓他們 遠(yuǎn)離夢(mèng)想中的工作。

【77】So please let your people go so they can grow.

所以請(qǐng)讓你的人離開, 這樣他們才能成長(zhǎng)。

【78】Sixty percent of people who left their jobs recently cited the lack of career advancement as one of the main reasons for leaving.

最近 60% 的離職者表示, 缺乏職業(yè)發(fā)展 是離職的主要原因之一。

【79】So leaders, please don't think you can keep someone in the same role for years without expecting them to leave.

所以,領(lǐng)導(dǎo)們,請(qǐng)不要認(rèn)為 你可以讓一個(gè)人在同一個(gè)崗位上 工作多年且指望他們不會(huì)離開。

【80】That's called talent hoarding, and it's not OK.

這就是所謂的人才囤積, 這是不好的。

【81】(Laughter) And on the other hand, companies that actively support their talent to move internally report more diverse, innovative and effective project teams.

（笑聲） 另一方面, 積極支持其人才在內(nèi)部流動(dòng)的公司 反映他們有了更多元化、 創(chuàng)新和高效的項(xiàng)目團(tuán)隊(duì)。

【82】So while it might be hard to support someone who's ready to move on, trust me when I say you absolutely should.

雖然很難為一個(gè) 準(zhǔn)備好要跑路的人提供支持, 但是,請(qǐng)你相信我, 你真的該這么做。

【83】I know there's a lot going on in the labor market, and these five tips are not going to address everything.

我知道勞動(dòng)力市場(chǎng)上 發(fā)生了很多事情, 而且這五條建議 并不能解決所有問題。

【84】But we're never going to discover something new if we keep using the same lenses we have for decades.

但如果我們幾十年來 一直采取相同的視角, 我們就永遠(yuǎn)不會(huì)發(fā)現(xiàn)新的東西。

【85】So perhaps the way to discover hidden talent is as simple as taking a fresh look.

也許發(fā)現(xiàn)隱藏人才的方法 就是重新審視這么簡(jiǎn)單。

【86】Thank you.

謝謝。

【87】(Applause)