《財富》雜志近期發(fā)布了2016年度“最適宜工作的100家公司”榜單（文末有鏈接可查看），該排名備受關注。為此，我們向多位招聘專家咨詢，到底希望應聘者擁有哪些素質(zhì)。以下是他們傳授的小秘訣。

凱莉?瓦格納，Cooley律師事務所（最佳雇主排名第28）

法律人才招聘總監(jiān)

“要了解你要去面試的公司和辦公室。弄清楚這家公司哪里最吸引你，準備好跟面試官談論你對什么感興趣。面試前一天索要一份面試當日你的日程安排，通過公司網(wǎng)站或職業(yè)社交網(wǎng)站領英提前研究面試官的情況?！?/p>

克萊爾?普拉格The Cheesecake Factory（最佳雇主排名第98）

人才選拔副總裁

“想成功應聘進我們餐廳的秘訣就是，得知道我們在找特別熱情好客，而且充滿正能量的人。什么樣的人符合呢？舉例來說，我們希望應聘服務崗位的求職者笑容溫暖，散發(fā)著極具感染力的能量，細心體貼又有同情心。至于后廚崗位，成功的求職者應該對從零開始做出令人念念不忘的美食充滿熱情，愿意學習并接受新挑戰(zhàn)，享受與一個有趣的團隊共同工作的過程。另外，餐廳或公司里的任何職位招聘時，我們都希望找到那種渴望成功，也能激發(fā)周圍人潛質(zhì)的重要人才。”

尼克?麥利Intuit（最佳雇主排名第34）

人才招聘副總裁

“注意展現(xiàn)你的特長。我就很喜歡能表現(xiàn)自己如何在特定領域持續(xù)進步的人。因為這意味著他們很有激情，也很主動。一個音樂家若想加入交響樂團，就得每天花數(shù)個小時練習，我們要找的就是這種投入的精神。你的技能提升得怎樣了？有沒有持續(xù)練習？”

詹妮弗?安德森 Capital One (最佳雇主排名第88)

人才招聘副總裁

“我們希望求職者具有創(chuàng)新精神，也就是有挑戰(zhàn)現(xiàn)狀的勇氣，幫公司為客戶合理規(guī)劃資產(chǎn)，提升生活質(zhì)量。每當在求職者身上看到這些素質(zhì)：強烈的求知欲，完成使命以及推動變革的激情，聽從內(nèi)心關注人性，我們就知道眼前就是理想人選?！?/p>

凱爾?尤因，谷歌（最佳雇主排名第一）

全球招聘計劃負責人

“我們希望招到各種背景和經(jīng)歷的員工，尤其是不懼提出復雜的問題，然后卷起袖子找出答案的人。在谷歌一切節(jié)奏都非?？?，互聯(lián)網(wǎng)那么快！所以我們發(fā)現(xiàn)最成功的的谷歌員工都是能從紛繁復雜的線索中找到本質(zhì)，為創(chuàng)新甘冒大風險的人。”

杰西卡?卡爾頓，ARI（最佳雇主排名第24）

校園和經(jīng)理招聘負責人

“能讓我印象深刻的求職者都是事前對ARI做了很多功課的。我們公司身處一個很特別的行業(yè)，歷史也很獨特，如果求知者能對面試內(nèi)容準備充分的話就很好?！?/p>

羅德?亞當斯，普華永道（最佳雇主排名第53）

美國地區(qū)招聘組長

“要吸引我們的注意，最有效的辦法之一就是表現(xiàn)出你在努力思考，如何才能把自身的技能和功能與提升公司價值、推動公司實現(xiàn)目標和愿景結合起來。簡明扼要地解釋思路，說清楚自身優(yōu)勢，而且強調(diào)領導品質(zhì)——商業(yè)頭腦，打造關系網(wǎng)等等——都能在篩選求職者的過程中幫你脫穎而出?！?/p>

安德魯?卡吉斯，GoDaddy（最佳雇主排名第95）

人力副總裁

“求職者面試時穿什么并不重要，面試中能不能有問必答也不重要。關鍵是要理解公司的使命就是幫助用戶在互聯(lián)網(wǎng)上實現(xiàn)目標，而且要積極融入團隊對工作充滿熱情。要有創(chuàng)意。怎樣去做跟做什么一樣重要?！?/p>

鮑勃?格賴姆斯，NuStar能源（最佳雇主排名第19）

人力資源副總裁

“求職者最好通過志愿者服務和慈善活動等等，顯示自己愿意回饋社會。還應該表現(xiàn)出與公司核心價值相符的素質(zhì)，包括尊重他人，擅長溝通，為所做的事充滿自豪，以及嚴格的職業(yè)道德等?！保ㄘ敻恢形木W(wǎng)）

譯者：馮豐

We asked talent scouts what they look for in job candidates. Here are their secrets.

Carrie Wagner, Cooley (No. 28)

Director of legal talent

“Know the firm and the office in which you are interviewing. Identify what draws you most to the firm and be prepared to talk about your interests with your interviewers. Request a copy of your schedule the day before the interview and research your interviewers by looking them up on the website or on LinkedIn.”

Claire Prager, The Cheesecake Factory (No. 98)

VP of talent selection

Claire Prager, VP of Talent Selection, The Cheesecake Factory (No. 98)Illustration by Aleksandar Savic

“The secret to getting hired into a restaurant position is knowing that we look for people who genuinely ooze hospitality and radiate positivity. What does that look like? For service positions, we want to see candidates with warm smiles and infectious energy who are also caring and compassionate. For kitchen roles we look for candidates who are passionate about making memorable food from scratch, want to learn and take on new challenges, and enjoy working with a fun team. In all positions, both in our restaurants and corporate support center, we look for those special people who aspire to achieve and inspire excellence in those around them.”

Nick Mailey, Intuit (No. 34)

VP of talent recruitment

“Focus on your craft. I enjoy meeting people who demonstrate how they are continuing to improve in their chosen field. This denotes passion and initiative for me. Musicians who make it into the orchestra spend hours each day practicing—we look for the same commitment. How are you continuing to sharpen your skills? Are you continuing to practice?”

Jennifer Anderson, Capital One (No. 88)

VP of talent acquisition

“We seek candidates with an entrepreneurial mindset who have the courage to challenge the status quo and help us reimagine money for our customers and inspire life. We know we have found a good candidate when we see a deep intellectual curiosity, a passion for our mission and to drive positive change, and an inclination to lead with heart and humanity.”

Kyle Ewing, Google (No. 1)

Director, Global Staffing Programs

Kyle Ewing, Director, Global Staffing Programs, Google (No. 1)Illustration by Aleksandar Savic

“We’re looking for people of all backgrounds and experiences who aren’t afraid to bring the hard questions and roll up their sleeves to build the answers. Here at Google we move at an incredibly fast pace—at Internet speed!—so we find that our most successful Googlers are those who can navigate ambiguity and are comfortable taking big risks toward innovation.”

Jessica Carleton, ARI (No. 24)

Campus and executive recruiter

“What really impresses me in a candidate is when they’ve done their research on ARI. We’re a unique industry with a special history, and it’s great when the applicant knows that coming into the conversation.”

Rod Adams, PwC (No. 53)

U.S. recruiting leader

Rod Adams, U.S. Recruiting Leader, Pwc (No. 53)Illustration by Aleksandar Savic

“One of the best ways to get our attention is to demonstrate that you’re thinking about how your skills and contributions enhance value or propel an organization forward toward its goals or vision. A good elevator pitch that incorporates these ideas, articulates your strengths, and highlights your leadership attributes—business acumen, building relationships, etc.—will give us insight into your personal brand, which is what we find most helpful when comparing candidates.”

Andrew Carges, GoDaddy (No. 95)

VP of talent

“It’s not about what a candidate wears to an interview or if they have all the right formula answers when we talk. It’s about understanding our mission to help people succeed online, working passionately and as a team. It’s about getting creative. It’s as much about the how as the what.”

Bob Grimes, NuStar Energy (No. 19)

VP of Human Resources

“Exhibit a personal commitment to giving back to the community through volunteerism and philanthropy. Demonstrate characteristics that are in line with our core values, including being respectful of others, demonstrating strong communication skills, taking pride in everything you do, and exhibiting a strong work ethic.”