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專欄 - 向Anne提問

如何讓獵頭發(fā)掘到你?

Anne Fisher 2016年04月20日

Anne Fisher為《財(cái)富》雜志《向Anne提問》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。
你可以回歸自己的圈子,通過聊天室、見面會(huì)和GitHub等網(wǎng)絡(luò)社區(qū),包括行業(yè)內(nèi)你認(rèn)識(shí)的每個(gè)人,讓他們把你推薦出去。你可以在領(lǐng)英的一個(gè)小組里發(fā)帖,說你正在找一個(gè)好的科技獵頭,那么你就會(huì)收到很多留言和建議。

親愛的安妮:我怎樣才能找到獵頭來幫我跳槽呢?我在目前這家公司干得不開心有一陣子了,而且我想換一份薪水更高的工作。我有11年的軟件開發(fā)經(jīng)驗(yàn),過去一兩年還自學(xué)了Scala、Apple Xcode和Ruby on Rails等時(shí)下熱門的編程語言。

和其他軟件開發(fā)人員一樣,我每天都會(huì)從所謂“獵頭”那里收到多達(dá)50封垃圾郵件,信中都稱能為我提供一份工作??赡芷渲杏幸徊糠质钦娴?,但我很難分辨,所以我干脆把它們都刪了。我試著聯(lián)系了一兩家獵頭公司,但目前為止還沒收到任何回復(fù)。怎樣才能找到一名稱職的獵頭,讓他幫我找到下一份工作?你有什么建議嗎?——硅谷貓

親愛的“硅谷貓”:首先,你選擇刪掉那些可疑的工作介紹郵件,顯然是個(gè)正確的選擇。科技獵頭公司“達(dá)芬奇科技”(DaVinciTek)的CEO安東尼?柯爾絡(luò)指出:“現(xiàn)在有一大批離岸公司,每天都在給全世界的每一個(gè)開發(fā)者發(fā)送群發(fā)郵件。”達(dá)芬奇科技公司的總部位于新澤西州的莫里斯敦,致力于為迪士尼、埃森哲、EY和強(qiáng)生等客戶尋找IT人才。“不過如果這些郵件看起來像是垃圾郵件,那么它就一定是垃圾郵件?!?/p>

柯爾絡(luò)補(bǔ)充道,如果一家獵頭公司真正對(duì)你有意的話,他們一般會(huì)先通過電話聯(lián)系你,而不是通過電子郵件?!耙嘈拍愕闹庇X,不過你也可以做一些調(diào)查。你只需要在谷歌和領(lǐng)英上簡單搜索一下,就知道這個(gè)人或這家公司是否有良好的聲譽(yù)?!蓖瑫r(shí),如果這些獵頭沒有給你回復(fù)的話,就不要再繼續(xù)指望他們了。里維埃拉合伙公司(Riviera Partners)是硅谷的一家獵頭公司,其負(fù)責(zé)人阿里?本哈姆表示:“如果某人沒有回你的電話,往往是因?yàn)樗X得他幫不上你的忙。”獵頭公司往往有著高度的細(xì)分,比如本哈姆本人主要負(fù)責(zé)為客戶尋找高級(jí)工程師。因此,如果對(duì)方遲遲不回電話,往往意味著你不應(yīng)該在這一棵歪脖樹上吊死。

因此,你不妨在周圍找熟人為你介紹工作。這時(shí)就凸顯出扎實(shí)的職業(yè)關(guān)系網(wǎng)的好處了??聽柦j(luò)建議道:“你可以回歸自己的圈子,通過聊天室、見面會(huì)和GitHub等網(wǎng)絡(luò)社區(qū),包括行業(yè)內(nèi)你認(rèn)識(shí)的每個(gè)人,讓他們把你推薦出去。比如說,你可以在領(lǐng)英的一個(gè)小組里發(fā)帖,說你正在找一個(gè)好的科技獵頭,那么你就會(huì)收到很多留言和建議?!?/p>

然后,你可以從你的“圈子”推薦的獵頭里選擇幾個(gè)來聯(lián)系,不要只聯(lián)系一個(gè)人??聽柦j(luò)表示:“不妨多試幾個(gè),直到你發(fā)現(xiàn)某人了解你對(duì)下一份工作的需求是什么,或者某人提供了你感興趣的工作機(jī)會(huì)?!蹦阕詈寐?lián)系兩三個(gè)不同的獵頭,不過,本哈姆也指出:“不要超過三個(gè)。你需要的那名獵頭要了解你想要的是什么,包括你想為多大規(guī)模的公司工作。而且他必須是一個(gè)靠譜的人?!?/p>

本哈姆把科技獵頭比作房產(chǎn)中介人員,因?yàn)橛行┓慨a(chǎn)中介喜歡“說得天花亂綴,如果你的房子只值50萬,而有個(gè)中介卻說他能替你賣出100萬的價(jià)格,那么你肯定會(huì)心存芥蒂。找工作也是一樣的,要盡力避免做過多承諾的人。

要想知道自己目前在職場(chǎng)上的身價(jià)是多少,你也可以自己“做做作業(yè)”,看看Salary.com 和 PayScale.com這種求職招聘網(wǎng)站,結(jié)合自己的經(jīng)驗(yàn)和技能,看看自己究竟值多少錢。本哈姆還補(bǔ)充道,另一個(gè)小竅門是“一致性。即如果你找到了三名獵頭,他們給你開出的條件應(yīng)該是差不多的?!?/p>

當(dāng)然,任何關(guān)系都是雙向的,求職招聘也不例外。如果你找到了一兩個(gè)獵頭替你運(yùn)作,那么你可以做三件事情加大他們成功匹配的機(jī)率。首先,確保你的簡歷簡明扼要,而且簡歷上的資歷和經(jīng)驗(yàn),要與雇主們通過社交網(wǎng)絡(luò)能查到的一致。

柯爾絡(luò)表示:“要把你的簡歷壓縮到最多兩張紙。盡管你可以針對(duì)不同的雇主對(duì)簡歷進(jìn)行一些修改,但你要記住,他們也會(huì)上領(lǐng)英等社交網(wǎng)絡(luò)。我曾經(jīng)見過,有的招聘經(jīng)歷到了最后一步,還是放棄了某個(gè)求職者,就因?yàn)樗暮啔v與領(lǐng)英的個(gè)人資料上有些微小的出入?!焙茱@然,如果一名獵頭因?yàn)槟愕倪@種低級(jí)失誤而翻了船,那么下次他可能就不會(huì)認(rèn)真替你求職了。

其次,要在簡歷和網(wǎng)上高調(diào)注明你的“軟實(shí)力”??聽柦j(luò)表示:“技術(shù)能力當(dāng)然是很重要的,但是客戶也會(huì)看你有沒有領(lǐng)導(dǎo)能力,包括溝通能力。你的個(gè)人品牌不能僅僅局限于IT技術(shù)。所以花點(diǎn)時(shí)間好好寫簡歷,表明你是個(gè)具有出色人際能力的人,還是很重要的?!?/p>

第三,本哈姆指出:“與此同時(shí),不管你是在看招聘網(wǎng)站,還是也請(qǐng)了別人替你找工作,也不管你進(jìn)行到了哪一步,總之要記得把你的進(jìn)展告訴大家。因?yàn)閷?duì)我們來說,最糟糕的莫過于我們剛聯(lián)系好了一家公司,正在準(zhǔn)備安排面試,結(jié)果卻在最后一刻得知,這名求職者已經(jīng)決定到另一家公司工作了。”

祝你好運(yùn)。(財(cái)富中文網(wǎng))

譯者:樸成奎

Dear Annie: How do I go about finding a recruiter who will help me change jobs? I’ve been unhappy with my current company for a while now, and I’d like to negotiate for a better deal than I have here. I have 11 years of experience as a software developer, and for the past year or two I’ve gone out of my way to get familiar with languages — Scala, Apple Xcode, Ruby on Rails — that I know are “hot” right now.

Like every other developer I know, I’m getting 50 spams a day from “recruiters” who claim to have job offers and, while some of them might be legit, it’s hard to tell, so I’m just deleting them. I tried contacting a couple of recruiting firms, but so far no one has gotten back to me. Any suggestions on locating a human being who will work with me on finding my next job? — Silicon Alleycat

Dear Alleycat: First of all, it seems you’re right to hit the “delete” button on those dubious job offers. “There are a myriad of offshore companies sending out broadcast emails to every developer in the world right now,” notes Anthony Curlo, CEO of tech headhunters DaVinciTek. Based in Morristown, N.J., the firm finds IT talent for clients like Disney, Accenture, EY, and Johnson & Johnson. “But if something looks like spam, it is spam.”

A bona fide recruiter is more likely to approach you initially by phone than via email, Curlo adds. If one does, “trust your gut, but do some checking. You can tell pretty quickly with a minimum of research on Google and LinkedIn whether this person, and their firm, has a solid reputation.”

Meanwhile, don’t count on hearing from those recruiters who haven’t gotten back to you. “If someone isn’t returning your calls, it’s because he doesn’t think he can help you,” says Ali Benham, head of Silicon Valley tech recruiters Riviera Partners. Headhunters are often highly specialized — Benham concentrates on clients seeking senior-level engineers, for instance — and it’s likely that, by cold calling, you’ve simply been barking up the wrong tree.

Instead, ask around for referrals. This is one situation where having a strong professional network really matters. “Go to your own ecosystem, including everyone you know in your field through chat rooms, MeetUp groups, and communities like GitHub,” Curlo suggests. “If you put it out there in, say, a LinkedIn group that you’re looking for a good tech recruiter, you’ll get plenty of comments and suggestions.”

Then, speak with more than one of the people your network recommends. “Try several, until you ‘click’ with someone who understands what you’re after in your next job, and who has interesting opportunities to suggest,” says Curlo. Ideally, you can find two or three but, Benham says, “not more than three. You want someone who understands what you’re looking for, including what size company you’d like to work for, and who will be honest with you.”

Benham likens tech recruiters to real estate agents, in that some are inclined to “happy talk. You don’t want someone who says he can sell your house for $1 million if it’s really only worth half that. Finding your next job is similar. Avoid people who over-promise.”

One way to do a reality check is by doing your own homework on what your skills and experience are worth, by looking at online job boards and sites like Salary.com and PayScale.com. Another clue, Benham adds, is “consistency. If you’re working with, say, three recruiters, they should all be telling you approximately the same thing” about your prospects.

Of course, any relationship is a two-way street and, once you’ve got a couple of headhunters in your corner, there are three big ways to make it easier for them to match you with the right job opening. First, make sure your resume is concise and that it matches up precisely with the credentials and experience that employers can find on social media.

“Narrow your resume down to two pages maximum,” says Curlo. “And, while you can certainly customize it for different employers, remember that they will be looking at LinkedIn too. I’ve seen hiring managers walk away from a talented candidate at the eleventh hour because of a slight discrepancy between a resume and a LinkedIn profile.” It should go without saying that a recruiter who loses out that way is a little less likely to bring his or her “A” game on your behalf next time.

In addition, make sure to highlight your “soft skills” on your resume and online. “Technical skills are essential, of course, but clients are looking for evidence of leadership ability too, including communication skills,” Curlo says. “Your personal brand now has to be more than just IT. It’s really important to take the time to write your resume so that it shows you as a well-rounded person.”

And third, remember to keep everyone up to date about “whether you’re also looking at job boards or anywhere else besides what the recruiter is doing for you, and where you are in that process,” Benham says. “There’s nothing worse for us than talking someone up at a company, and scheduling interviews — and then finding out at the last minute that the candidate has already decided to take an offer somewhere else.”

Good luck.

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