職場秘籍：投簡歷最易陷入五大誤區

職場秘籍：投簡歷最易陷入五大誤區

　　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。

　　在就業緊縮的大勢之下，在網上發布個人信息并進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，沒準你就會同多數工作機會失之交臂。

　　Here are five mistakes online job hunters make. 以下是網上求職者常犯的五個錯誤。

　　1. Overkill. 隨意散布個人簡介。

　　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。

　　在各種社交網絡上廣為散布不完整的個人簡介只會讓你的目標受眾備感困擾：你的潛在雇主還得費勁巴拉地去了解更多有關你的信息。

　　One online profile done well is far more effective than several unpolished and incomplete ones. There is just not enough time. Pick two or three, then cultivate a presence there。

　　比起到處亂投未經潤色、不夠完整的網上簡歷，只在一家網站投遞一份完備的網上簡歷要有效得多。你的時間是很有限的。選兩三家網站，好好地經營自己吧。

　　Many people make the mistake of joining LinkedIn and other social media sites and then just letting their profiles sit publicly unfinished. Just signing up for an account simply isnt enough. At a bare minimum, make sure youre connected to at least 35 people and make sure your profile is 100 percent complete. Members with complete profiles are 40 times more likely to receive opportunities through LinkedIn。

　　很多人犯的一個錯就是，加入LinkedIn及其他社交網站后，自己的介紹沒有弄完整就向所有人公開了。僅僅去注冊一個賬戶是遠遠不夠的。至少得確保自己同35個人建起了關聯，確保自己的個人介紹是百分之百完整的。對于LinkedIn會員來說，填寫完整的個人介紹能讓你得到工作機會的可能性提高40倍。”

　　2. Forgetting manners. 忽視網絡禮儀。

　　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，那么請做好這樣的心理準備：人事經理以及招聘人員很可能會瀏覽你的更新和帖子。微軟公司2009年12月開展的一項調查發現，79%的人事經理及招聘負責人在做出錄用決定之前會通過網絡瀏覽應聘者的相關信息。其中70%的人表示他們曾經因為網上的相關信息最終將應聘者拒之門外。最主要的原因有：應聘者對于生活方式的見解、不恰當的評論、不合宜的照片及視頻。

　　3. Not getting the word out. 沒有把你正在找工作這個信息傳遞給別人。

　　When accounting firm Dixon Hughes recently had an opening for a business development executive, Emily Bennington, the companys director of marketing and development, posted a link to the opportunity on her fk 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 youre looking, thats a problem, too.

　　Dixon Hughes會計師事務所最近打算招聘一位業務拓展經理，市場及開發總監艾米麗本寧頓在自己的fk上添加了相關鏈接。她說，“很快我就收到一大群fk好友的私人郵件，我原來都不知道他們正在找工作。我知道在求職時需要考慮隱私問題，不過如果別人都不知道你正在找工作，那也是個問題�！�

　　Changing this can be as simple as updating your status on LinkedIn and other social networking sites to let people know that you are open to new positions.

　　改變這一點很容易，只需要在LinkedIn以及其他社交網站上更新你的狀態，別人就知道你正在物色新工作了。

　　If youre currently employed and dont want your boss to find out that youre looking, youll need to be more subtle. One way to do this is to give prospective employers a sense of how you might fit in.You canprepare a positioning, or personal brand statement, that depicts who you are, what you do, and what audience you serve, so that people get a feeling for how you can benefit their company.

　　如果你現在還在上班，不希望現任老板知道你打算另謀高就，那就需要謹慎一些了。有一個方法就是讓潛在雇主了解到你能為他們公司做什么。你可以弄一個自我定位或者說個人品牌陳述，包括你的基本情況、你做什么工作、可以為哪類公司效力，這樣別人就可以了解你能為他們公司做什么了。

　　4. Quantity over quality. 重數量不重質量。

　　Choose connections wisely; only add people you actually know or with whom youve done business. Whether its on LinkedIn, fk or any other networking site, its much more of a quality game than a quantity game. A recruiter may choose to contact one of your connections to ask about you; make sure that person is someone you know and trust.

　　審慎選擇好友，只添加那些自己認識或者有過工作往來的人。不管是在LinkedIn、fk還是其他社交網站，都是質量勝過數量。招聘方很可能會找你的某位好友來打聽你的情況，所以要確保這個好友是你認識而且信得過的。

　　And theres 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 whyd youd like to connect to them can make the difference between them accepting or declining your connection request. It also doesnt hurt to mention that youre more than willing to help them or introduce them to other people in your network.

　　千萬不要發送那種自動生成的千篇一律的自我介紹。多花個10秒鐘時間寫個一兩行字，說明你是怎么知道對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意幫助他或者把他介紹給自己的其他好友，絕對沒有壞處。

　　5. Online exclusivity. 僅僅通過網絡尋求工作機會。

　　With the larger number of people currently unemployed (and under-employed)， many employers are being inundated with huge numbers of applications for any positions they post. In order to limit the applicant pool, some have stopped posting positions on their websites and job boards.

　　如今有大量的失業(以及低薪屈就)人員，很多公司一發布招聘信息就會被如潮的應征信淹沒。為了控制應征者數量，有些公司選擇不在網站和就業版上發布招聘信息。

　　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.

　　僅僅通過網上尋找工作機會不是一個好的選擇。如果求職者只在網上搜索工作信息──而不調動自己的人脈──很可能會錯過一些“隱藏的”機會。高級別職位比低級別職位更少會在網上發布。你需要調動自己的人脈資源來尋找高級別職位的信息，這類職位可能都是由人事主管親自負責招聘的。

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