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求職被拒的前五大原因

求職被拒的前五大原因

Anne Fisher 2014年11月10日
與其怨天尤人,不如反躬自省,求職者首先還是搞清楚,究竟是什么原因?qū)е伦约罕挥萌藛挝痪苤T外。

????乍一看很令人費(fèi)解。美國(guó)就業(yè)市場(chǎng)終于開(kāi)始展露復(fù)蘇跡象,目前的失業(yè)率(5.9%)僅僅比大衰退之前(6%)低一點(diǎn)點(diǎn)。

????然而,許多雇主卻躊躇不決,其聘用員工花費(fèi)的時(shí)間比過(guò)去十多年的任何時(shí)候都要長(zhǎng),相信每一位最近正嘗試著換份工作,或者找份工作的人都對(duì)此深有體會(huì)。

????為什么如此遲疑?高管培訓(xùn)與招聘公司OI Global Partners的董事長(zhǎng)帕蒂?普羅塞表示,至少部分原因在于“招聘者自我展示的方式,以及他們?cè)诿嬖嚻陂g的表現(xiàn)?!边@種情況不算太壞,因?yàn)楦?jīng)濟(jì)基本面的狀況不同,“這些問(wèn)題畢竟在求職者的控制范圍之內(nèi)?!?/p>

????OI Partners公司最近對(duì)北美獵頭與職業(yè)教練進(jìn)行了調(diào)查,要求他們列出求職者犯過(guò)的最常見(jiàn)的錯(cuò)誤。以下是前五種錯(cuò)誤:

????1. 在眾多競(jìng)爭(zhēng)者中表現(xiàn)不夠突出(67%的受訪者提到這一點(diǎn))。普羅塞說(shuō)道,在被問(wèn)到:“哪些個(gè)人特質(zhì)讓他們區(qū)別于其他競(jìng)爭(zhēng)對(duì)手,并且描述他們能夠帶來(lái)哪些獨(dú)特價(jià)值”時(shí),大多數(shù)求職者談得不夠多,甚至根本沒(méi)有正面回答。更有說(shuō)服力的方法是“仔細(xì)閱讀職務(wù)說(shuō)明,完善自己的說(shuō)辭,其中要包含與職務(wù)要求相匹配的成就。”

????2. 沒(méi)有解釋自己的經(jīng)驗(yàn)為什么適合空缺的職位(64%)。普羅塞表示:“求職者往往只見(jiàn)樹(shù)木不見(jiàn)林。他們沒(méi)有評(píng)估公司的真正需求——求職者不僅應(yīng)列出專業(yè)術(shù)語(yǔ),而且要在介紹經(jīng)驗(yàn)的時(shí)候展示自己解決問(wèn)題的能力。”奇怪的是,調(diào)查顯示,求職者往往不重視他們的領(lǐng)導(dǎo)經(jīng)驗(yàn)。但領(lǐng)導(dǎo)經(jīng)驗(yàn)“是應(yīng)該展示的優(yōu)勢(shì),即便它不屬于職位空缺的正式要求?!?/p>

????3. 沒(méi)有表現(xiàn)出足夠的興趣和熱情(56%)。面試可不是擺酷的場(chǎng)合,但許多求職者似乎并未意識(shí)到這一點(diǎn)。普羅塞說(shuō)道:“講個(gè)故事能帶來(lái)不錯(cuò)的效果。在調(diào)查公司、工作或面試官的時(shí)候,盡量尋找一些能夠與你產(chǎn)生共鳴的東西,然后分享一個(gè)與此有關(guān)的個(gè)人經(jīng)歷?!彼a(bǔ)充道,求職者往往會(huì)低估熱情的價(jià)值。“記住,雇主招聘的是人,而不是簡(jiǎn)歷。”如果你擺出一副走走過(guò)場(chǎng)的樣子,招聘經(jīng)理會(huì)考慮每天與你一起共事會(huì)是什么情形。

????4. 過(guò)于關(guān)注自己想要什么,而不是面試官在說(shuō)什么(54%)。調(diào)查顯示,大多數(shù)人并不是好的傾聽(tīng)者。普羅塞說(shuō)道:“面試一開(kāi)始,雇主主要關(guān)心他們的需求,以及求職者如何滿足這些需求。所以你需要讓雇主詳細(xì)介紹公司的真正問(wèn)題,為什么公司要進(jìn)行招聘,以及職位空缺的理想人選是什么樣子。”她補(bǔ)充道,設(shè)法讓面試官相信你是恰當(dāng)人選,然后當(dāng)你提出自己的需要和目標(biāo)時(shí),才能得到他們的關(guān)注——但不能操之過(guò)急。

????At first glance, it’s puzzling. The job market is finally looking something like its old self, with unemployment at 5.9%, a bit below its 6% pre-recession rate.

????Yet, as anyone trying to change jobs (or get one) these days knows all too well, plenty of employers are dragging their feet, taking longer to hire than at any time in more than a decade.

????What’s the holdup? Patty Prosser, chair of executive development and recruiting firm OI Global Partners, says at least some of it is “due to the way candidates present themselves, and how they perform during interviews.” That’s not all bad, since, unlike the state of the economy as a whole, “these are issues that are within job seekers’ control.”

????OI Partners recently asked its hundreds of North American headhunters and career coaches to list the most common mistakes they see interviewees make. Here are the top five:

????1. Don’t stand out enough from other candidates (mentioned by 67% of those surveyed). Most job seekers don’t talk enough, or at all, about “which personal attributes differentiate them from their competition, and describe what unique value they can bring,” Prosser says. One way to do that persuasively is to “read the job description carefully and perfect your pitch to include accomplishments that match the job specs.”

????2. Don’t explain how their experience is a good fit for the job opening (64%). “Job seekers often don’t see the forest for the trees. They don’t evaluate what the company really needs—not just listing buzzwords, but showing from their past experience how they can solve problems,” says Prosser. Oddly, the survey suggested that candidates too often downplay their leadership experience, a “strength that should be communicated, even if it isn’t part of the formal requirements for the job.”

????3. Don’t show enough interest and excitement (56%). A job interview isn’t the time to play it cool, yet it seems some people do. “Telling a story can have a big impact,” Prosser advises. “Try to find something in your research on the company, the job, or the interviewer that really resonates with you and then share a personal story about it.” Candidates often underestimate the value of enthusiasm, she adds. “Remember, employers hire people, not resumes.” If you already seem to be just going through the motions, hiring managers wonder what you’ll be like to work with day in and day out.

????4. Focus too much on what they want, instead of on what the interviewer is saying (54%). Alas, according to this survey, most people aren’t good listeners. “In the initial phase of interviewing, the employer is mainly concerned about their needs and how the candidate might be able to fulfill those,” says Prosser. “So you need to get the interviewer talking in detail about what the real issues are, why the company is looking to hire, and what the ideal candidate for the job would be like.” Persuade an interviewer that you’re a great fit, she adds, and then you’ll have his or her attention when you bring up your own needs and goals—but not before.

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