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專欄 - 向Anne提問(wèn)

求職申請(qǐng)石沉大海怎么辦?

Anne Fisher 2012年01月31日

Anne Fisher為《財(cái)富》雜志《向Anne提問(wèn)》的專欄作者,這個(gè)職場(chǎng)專欄始于1996年,幫助讀者適應(yīng)經(jīng)濟(jì)的興衰起落、行業(yè)轉(zhuǎn)換,以及工作中面臨的各種困惑。
許多雇主由于整日收到無(wú)數(shù)求職申請(qǐng),無(wú)力對(duì)此一一回復(fù),而這種情況往往使求職者們備受煎熬。如何應(yīng)對(duì)?往下看吧。

????親愛(ài)的安妮:我上一趟找新工作的時(shí)候,大約是四年前,求職過(guò)程中最讓人氣餒的就是你申請(qǐng)了某個(gè)崗位,甚至還進(jìn)行了不止一輪面試,可之后就沒(méi)有任何回應(yīng)了。現(xiàn)在這種情形又重現(xiàn)了,一家我素來(lái)希望能加入的公司有崗位空缺,我申請(qǐng)之后,對(duì)方大約三周前打電話找我面試,我覺(jué)得面試相當(dāng)順利。此后我又用電話和郵件聯(lián)系對(duì)方數(shù)次,重申我對(duì)這份工作的興趣,可是沒(méi)有收到對(duì)方任何回應(yīng)。哪怕一個(gè)字也沒(méi)有。

????同時(shí),另一家公司向我提供了一個(gè)工作機(jī)會(huì),我估摸著這也不錯(cuò)——至少可以改善我現(xiàn)在的處境——我不知道該怎么做。我本可以接受這份邀約,可如果我真正偏愛(ài)的那家公司最終又聯(lián)系我,那怎么辦呢?等多長(zhǎng)時(shí)間之后我就該推測(cè)自己沒(méi)能獲得那份工作呢?——困惑之人

????親愛(ài)的困惑者:這簡(jiǎn)直讓人發(fā)瘋,不是嗎?我經(jīng)常聽(tīng)到這個(gè)問(wèn)題,有些人甚至是從美國(guó)這邊飛到那一邊,以參加幾輪面試,然后還是……全無(wú)回應(yīng)——甚至連一份電子郵件回復(fù)都沒(méi)有,盡管此類回復(fù)其實(shí)只需20秒鐘就能發(fā)送,比如可以這么說(shuō):“感謝您與我們見(jiàn)面,該崗位已有合適人選,但我們今后有合適崗位時(shí),會(huì)優(yōu)先考慮您”,或者意思差不多的表述。

????而這種絕對(duì)的沉默既粗魯又無(wú)禮,讓人極為不滿?!叭藗兌枷M心撤N形式的回復(fù),這是人類的天性,”求職申請(qǐng)追蹤網(wǎng)站StartWire的首席執(zhí)行官克里斯?弗曼指出,“如果求職者感到其申請(qǐng)墜入黑洞,特別是在他們投入了大量努力的情況下,不免深感憤怒?!?/p>

????“讓人干等著”不僅會(huì)影響求職者的情緒,對(duì)公司也沒(méi)好處?!叭肆Y源專員和招聘經(jīng)理什么時(shí)候才能開(kāi)始認(rèn)識(shí)到這個(gè)問(wèn)題呢,不及時(shí)告知求職者進(jìn)展會(huì)損害其所在公司的聲譽(yù)和品牌。”弗曼稱。StartWire進(jìn)行的一份新調(diào)查表明,77%的求職者對(duì)將其蒙在鼓里的公司評(píng)價(jià)有所降低,超過(guò)一半人還會(huì)拒絕購(gòu)買該公司產(chǎn)品或服務(wù),也不會(huì)向他人推薦之。

????此外,互聯(lián)網(wǎng)指數(shù)級(jí)地放大了不滿求職者散布不利言辭的能力?!盎ヂ?lián)網(wǎng)誕生之前,如果一家公司對(duì)你不厚道,你或許能向10個(gè)人陳述該經(jīng)歷,”弗曼指出,“如今,你可以在Glassdoor.com、Vault.com及Facebook之類的網(wǎng)站發(fā)布自己的遭遇,并在Twitter上講給所有關(guān)注者聽(tīng),一次負(fù)面的體驗(yàn)可能很快就傳遍網(wǎng)絡(luò)?!?/p>

????他補(bǔ)充說(shuō),通常,一家大公司每有一個(gè)崗位空缺,平均就能收到約30份求職申請(qǐng)。“因此,如果你每年招聘1000個(gè)人,那你差不多要和3萬(wàn)個(gè)求職者——具體數(shù)字或可增減——打交道,疏遠(yuǎn)3萬(wàn)個(gè)潛在顧客再加上他們所有的網(wǎng)上聯(lián)系人,恐怕不太明智。”

????頗具諷刺意味的是,同樣基于互聯(lián)網(wǎng),雇主其實(shí)可以避免上述問(wèn)題。過(guò)去五年來(lái),多數(shù)大公司都采用了完善成熟的基于網(wǎng)絡(luò)的招聘工具,其中內(nèi)置有追蹤每個(gè)求職者當(dāng)前情況的功能。

????Dear Annie: The last time I looked for a new job, about four years ago, the most discouraging part of the process was applying for a position, even going through more than one interview, and then hearing nothing back. Now, it's happening again. I applied for an opening at a company where I've always wanted to work. They called me in for an interview, which I think went really well, about three weeks ago. I've followed up by phone and email a few times to reiterate my interest since then, but I've heard nothing. Nada. Not a peep.

????Meanwhile, another company has offered me a job that I guess would be okay -- better than where I am now, anyway -- and I don't know what to do. I could accept this offer, but then what if the company I'd really prefer finally gets back to me? How long should I wait before assuming I didn't get that job? — In the Dark

????Dear I.D.: Maddening, isn't it? I hear this question constantly, sometimes even from people who have flown clear across the country for a round of interviews and then have heard…nothing -- not even an email that would take 20 seconds to send, saying for instance, "Thank you for meeting with us. The job has been filled, but we will keep you in mind for future openings," or words to that effect.

????Absolute silence is rude, inconsiderate, and makes people mad. "It's human nature to expect some kind of response," says Chris Forman, CEO of an application-tracking site called StartWire. "And when candidates feel an application has vanished into a black hole, especially if they've put considerable effort into it, they get p.o.'ed."

????Demoralizing as it is for job hunters, leaving people hanging is bad for companies too. "What HR people and hiring managers are just starting to realize is that neglecting to let candidates know where they stand is damaging their companies' reputations and their brands," Forman says. A new StartWire survey found that 77% of jobseekers think less of a company that leaves them in the dark, and more than half would decline to buy or recommend that company's product or service.

????Moreover, the Internet exponentially increased disgruntled candidates' ability to spread the bad word. "Before the Internet, if a company treated you shabbily, you'd tell maybe 10 people about it," says Forman. "Now, you can post your experience on sites like Glassdoor.com, Vault.com, and Facebook, and tweet all your followers. A negative experience can quickly go viral."

????He adds that a typical big company starts with an average of about 30 applications for each opening it fills, "so if you hire 1,000 people a year, you're interacting, for better or worse, with roughly 30,000 candidates. And alienating 30,000 potential customers, plus all their online contacts, is not very smart."

????The irony is that it doesn't have to be this way, again because of the Internet. Over the past five years or so, most large employers have adopted sophisticated web-based recruiting tools, which have built-in features that keep track of the status of each candidate's application.

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