????Headhunter網(wǎng)站將從求職者個人檔案和求職申請中收集信息，并在30秒內(nèi)在線生成一份報告。若之后有其他人申請，求職者可查看更新后的報告。雇主也可利用這份報告指導(dǎo)之后的人才招聘工作。但凱業(yè)必達(dá)稱，目前，該服務(wù)僅面向求職者，未注冊的網(wǎng)站訪客尚無權(quán)使用。

????以昨天芝加哥的一個市場營銷總監(jiān)職位為例，“職位競爭情況報告”顯示，大部分求職者的期望薪酬在78,000至93,000美元之間。多數(shù)求職者均擁有20年以上工作經(jīng)驗，而且大部分都獲得了學(xué)士學(xué)位，其中約四分之一自稱持有碩士學(xué)位。求職者畢業(yè)的名校包括德堡大學(xué)（DePaul）、普渡大學(xué)（Purdue）和北密歇根大學(xué)（Northern Michigan）等，求職者曾經(jīng)就職的公司中最常見的是網(wǎng)絡(luò)設(shè)備制造商3Com Corp.、管理咨詢公司Statement Marketing，以及風(fēng)之城聯(lián)合公司（Windy City Inc.）。

????求職網(wǎng)站StartWire首席執(zhí)行官克里斯蒂安?福爾曼認(rèn)為，競爭情況報告對于求職者和雇主同等重要。StartWire公司主要為求職者提供在線工具，用于跟蹤和管理個人的求職申請。他說，最終這些信息將演變成一個“改變求職游戲規(guī)則”的工具，并可用來定位能力出眾的求職者和適合他們的工作崗位。

????目前，這類報告可以幫助求職者確定他們的期望薪酬是否已經(jīng)跟不上形勢，以及他們是否高估或低估了自己的能力。福爾曼稱：“求職者可以更加清晰地了解就業(yè)市場的形勢，這無疑對他們有利。”

????但這類報告或許無法全面、公允地反映市場的真實情況，甚至也無法如實反映出求職者的工作經(jīng)驗或薪酬水平。求職信息網(wǎng)站Job-Hunt.org發(fā)行人蘇珊?喬伊斯認(rèn)為：“這類‘競爭情況報告’對薪酬水平的統(tǒng)計可能并不準(zhǔn)確，也沒有特別的相關(guān)性?！眴桃了惯€認(rèn)為，公開這類數(shù)據(jù)，可能導(dǎo)致與隱私權(quán)相關(guān)的法律問題?！罢l知道他們還會怎么使用這些信息？”

????但Headhunter.com的加布羅卻表示，網(wǎng)站非常重視用戶的個人隱私。他希望能夠在未來幾個月，根據(jù)用戶的反饋對網(wǎng)站和競爭情況報告進(jìn)行一定的發(fā)展和調(diào)整。

????但也有人質(zhì)疑，這家網(wǎng)站的起步太晚，或者認(rèn)為它試圖用一些數(shù)據(jù)點來量化領(lǐng)導(dǎo)力技能。美國獵頭行業(yè)協(xié)會（Association of Executive Search Consultants）發(fā)言人艾林?費(fèi)恩蘇德稱：“領(lǐng)導(dǎo)力水平根本無法通過這種大眾化的方法進(jìn)行衡量。我認(rèn)為這種新功能充其量只是一個吸引用戶的噱頭，對于高管求職者沒有任何實質(zhì)價值?！痹搮f(xié)會旗下?lián)碛幸患遗cHeadhunter.com類似的網(wǎng)站BlueSteps.com。費(fèi)恩蘇德還表示，這類競爭情況報告中的數(shù)據(jù)存在偏差，因為這些數(shù)據(jù)的來源過于單一，其中可能包括不符合職位要求的求職者。

????但Headhunter目前對求職者免費(fèi)開放，而其競爭對手，如TheLadders則每月向用戶收取15到25美元不等的費(fèi)用。加布羅表示，除了工作列表外，網(wǎng)站中不會出現(xiàn)任何形式的廣告，包括彈出廣告。

????Headhunter網(wǎng)站上線時共有2,800個職位空缺，其中許多來自凱業(yè)必達(dá)或其旗下的其他七個小眾網(wǎng)站。加布羅稱，網(wǎng)站的“甜點”（此處指目標(biāo)客戶——譯注）在于經(jīng)理人、資深經(jīng)理人和副總裁級別的職位，并且在2到3個月內(nèi)，大部分職位僅限Headhunter網(wǎng)站獨家提供。而相對而言，據(jù)TheLadders網(wǎng)站CEO兼創(chuàng)始人馬克?塞南德爾透露，目前，TheLadders網(wǎng)站的職位空缺已經(jīng)達(dá)到120,000個。

????譯者：阿龍/汪皓

????Headhunter gathers information from candidate profiles and job applications and aggregates it in a report that takes about 30 seconds to generate online. After more people apply, candidates may view updated reports. An employer can also view the information and use it to guide the rest of their search. It is not available to individuals who browse the site, but only job applicants, CareerBuilder says.

????For one director of marketing posting in Chicago yesterday, a job competition report showed a wide range of desired salaries -- from $78,000 to $93,000. More applicants had over 20 years of experience and most had a bachelor's degree, though a quarter said they had earned a master's as well. The top alma maters were DePaul, Purdue and Northern Michigan and the most common companies that applicants had experience working at included 3Com Corp., Statement Marketing, and Windy City Inc.

????It's equally valuable to job-seekers and employers to compile such reports, says Christian Forman, chief executive of StartWire, which offers job-seekers online tools to track and organize their applications. Eventually, such information could evolve and become a "game-changing" tool to gauge where talented workers are located and where they are needed.

????Right away, the reports may help job candidates determine whether their salary expectations are outdated -- and that they may be over or undervaluing themselves. "It's beneficial for job-seekers to get a clear-eyed view of what the market is," Forman says.

????Yet the report may not give a full or fair picture of the market, or even the candidates' true experience levels or pay. "What 'the competition' states as their salary level may not be accurate and probably isn't particularly relevant," says Susan Joyce, publisher of career information site Job-Hunt.org. Joyce also argues that there may be legitimate privacy concerns about making this sort of data public. "What else will they do with that information?"

????Headhunter.com's Jablow says that the site takes user privacy seriously and that he expects the site and the report to grow and change partly based on users' feedback in the next few months.

????Others argue that the site is late to the game or trying to quantify leadership skills with a few data points. "Leadership qualities … are impossible to benchmark in such a mass market approach. I consider this new feature to be more of a bell and whistle, and not something of real value to the executive candidate," says Eryn Feinsod, a spokeswoman for the Association of Executive Search Consultants, which runs a competing site BlueSteps.com. Feinsod also argues that the data in the competition reports will be skewed because it comes through one source only and may include some people who are less qualified for the job.

????However, Headhunter is free of charge to job-seekers while competing executive job sites like TheLadders charges users $15 to $25 a month. Except for the job listings, Headhunter will be free of advertising, including pop-up ads, says Jablow.

????Headhunter launched with about 2,800 job listings, many of them from CareerBuilder or its seven other niche sites. The site's "sweet spot" will be manager, senior manager and vice president-level positions, and in two or three months, most of the jobs will be unique to the site, Jablow says. By comparison, TheLadders currently has 120,000 job listings, according to Marc Cenedella, the site's CEO and founder.