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很多人認為，新一年到來比較合適跳槽，所以1月也是一年里招聘人員和求職者最忙碌的時候。雖然很多雇主清楚想招怎樣的人，但描述崗位要求時不夠清晰準確，最終發(fā)布的招聘啟事里堆積術語，導致求職者，尤其是初級候選人和剛畢業(yè)的學生非常困惑。

所以，濫用術語的招聘廣告往往嚴重影響雇主招人，也影響潛在候選人求職。

為了深入理解招聘啟事常用的表述，我們公司AdView分析了超過一百萬個招聘廣告，找出最經(jīng)常使用的術語，以及美國和英國哪些城市招聘時特別愛用這些術語。美國市場上，技術行業(yè)扎堆的西雅圖和舊金山在使用術語方面名列前茅，在英國則是倫敦和鄰近城鎮(zhèn)占據(jù)前10位。

具體術語方面，“快節(jié)奏”、“活躍”和“具有團隊精神”在英美勞動力市場中最常見。我們發(fā)現(xiàn)，倫敦的招聘方最喜歡能將想法“病毒化”傳播的候選人，而西雅圖的公司招聘時最喜歡提到“范式轉變”。

企業(yè)里的人可能早就習慣了開會時常用的辦公室術語。然而，現(xiàn)在各級別員工的招聘廣告里術語也普遍出現(xiàn)。不管是招聘對象是新畢業(yè)生，還是經(jīng)驗數(shù)十年經(jīng)驗的資深人士，美國和英國的企業(yè)都喜歡“具有實際經(jīng)驗”，“積極進取”的“主動者”。根據(jù)我們的研究，這些術語都排在最常用的前10名中。

招聘過程中添加不必要的術語后，令不太熟悉術語的申請人求職更加困難，也很難判斷自己是否勝任工作。

最近的一項研究發(fā)現(xiàn)，申請人判斷某個職位是否適合自己時只花49秒至77秒。因此很重要的一點是，招聘方要盡可能清晰地向求職者介紹工作內(nèi)容，方便快速掌握崗位的要求。如果職位介紹很清楚，不熟悉行業(yè)術語的畢業(yè)生比起經(jīng)驗更豐富的候選人受益更多。

招聘廣告的目的不僅是解釋崗位要求，也可借機讓求職者了解公司的價值觀。介紹價值觀時，許多雇主也喜歡用行業(yè)術語，有經(jīng)驗的專業(yè)人士當然一看就懂，新入行的只會一頭霧水。

因此，招聘中避免使用行話，雇主才更有機會招徠符合要求也認同企業(yè)精神的求職者。（財富中文網(wǎng)）

Alex Paterson擔任AdView首席執(zhí)行官。

譯者：Charlie

審校：夏林

Many people see the new year as the ideal opportunity to change careers, making January the busiest time of the year for recruiters and job seekers alike. While employers know which type of candidate will best suit their company, many struggle to concisely describe exactly what they are looking for in an ideal candidate, resulting in jargon-heavy job postings that confuse job seekers—particularly junior candidates and recent graduates.

In that manner, a job ad muddled by jargon often stands between an employer and a potential candidate.

To better understand the language of job postings, my company AdView analyzed over a million job ads to find which jargon was used most regularly, and which cities in the U.S. and the U.K. are most guilty of using these buzzwords in this stage of the hiring process. The tech-fueled economies of Seattle and San Francisco came out on top in the U.S. market, whereas London and neighboring towns dominated the top 10 in the U.K.

In terms of specific jargon, “fast-paced,” “dynamic,” and “team player” were the most popular terms in both job markets. We found that recruiters in London were most keen to hire candidates who can make their ideas “go viral,” while the most popular phrase in Seattle job postings was “paradigm shift.”

Those in a corporate environment may be accustomed to office jargon being regularly used in meetings. However, this language is now prevalent in job ads on every rung of the career ladder. Whether the posting is for a recent graduate or a senior professional with decades of experience, businesses in both the U.S. and the U.K. are keen to interview “proactive” “self-starters” with a “proven track-record.” All these buzzwords ranked in the overall top 10 most used, according to our research.

Adding unnecessary jargon to the equation clouds the job hunting process for those applicants less well-versed in corporate jargon and makes it harder for them to judge whether they’re qualified for the job.

A recent study found that applicants take between 49 to 77 seconds to decide whether a job posting is right for them. With this in mind, it is important for recruiters to pitch the role to applicants so that they quickly grasp what the job demands. Clarity at this stage particularly helps graduates who are less familiar with industry terms than more experienced candidates.

The purpose of an ad is not just to explain the requirements of the job, but also to give the applicant a feel for the values of the hiring company. In expressing those values, many employers describe a job with industry terms obvious to experienced professionals but not to newcomers.

Consequently, by cutting through jargon at the beginning of the hiring process, employers have a much better chance of attracting applicants who best fit both their company’s requirements and ethos.

Alex Paterson is the CEO of AdView.