微軟招聘官支招：“技術(shù)宅”吸引獵頭4大法則
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親愛的安妮：一位朋友最近向我推薦了您的一篇專欄文章，其中提到明年科技行業(yè)的就業(yè)市場前景光明，但并沒有提到“技術(shù)宅”如何吸引招聘方的關(guān)注。我自信掌握了那篇專欄文章中所提到的幾項(xiàng)技能，而且我也想換一份工作，因?yàn)楝F(xiàn)在的工作讓我感到厭倦。然而，雖然許多公司很需要我的能力，但到目前為止，卻還沒有一家公司注意到我。我怎樣才能引起潛在雇主的關(guān)注呢？您有什么建議嗎？——隱身人 親愛的隱身人.：你似乎應(yīng)該加大力氣推銷自己，如果最近你沒有這么做過的話，那你就更應(yīng)該如此。微軟（Microsoft）操作系統(tǒng)部門的招聘人員科林?坎尼認(rèn)為：“IT行業(yè)的許多人天生就不擅長自我營銷及展示自己的最佳一面?！笨材嵊幸粋€博客專門介紹如何通過微軟的面試。 ????比如，坎尼最近面試了一位求職者。他不知道在自己的簡歷中是否應(yīng)該提到自己利用業(yè)余時間開發(fā)的一款應(yīng)用。她回憶道：“我的反應(yīng)是：‘為什么不提？’有些人過于自謙了?！?/p> ????如果你也有這樣的問題，現(xiàn)在是時候克服它了。紐約市科技招聘公司Harris Allied的執(zhí)行董事凱西?哈里斯說：“不必害羞。如果招聘方?jīng)]有給你打電話，不要傻等。主動聯(lián)系他們，談?wù)勛约旱哪芰统删?，還有自己的職業(yè)目標(biāo)?！?/p> ????她補(bǔ)充道，要接受獵頭對你的簡歷略作調(diào)整，甚至重新改寫，以突出那些你認(rèn)為理所當(dāng)然但卻是雇主迫切需要的技能：“我們會對大約90%的簡歷進(jìn)行修改。” ????還有哪些做法可以引起招聘方的注意？下面是建議清單： ????完善自己在網(wǎng)絡(luò)上的表現(xiàn)。坎尼說：“在我們看來，最重要的品質(zhì)是對工作的熱情。我們希望員工不要把他們做從事的職業(yè)僅僅看作是一份朝九晚五的工作——做過有趣的業(yè)余項(xiàng)目的人，創(chuàng)辦過公司的人，或者在業(yè)內(nèi)某個領(lǐng)域有知名度的人，更能引起我們的注意?！?/p> ????她補(bǔ)充道，再正規(guī)的教育也彌補(bǔ)不了熱情的缺失。她說：“就算你讀的是一流學(xué)校，GPA高達(dá)4.0，如果你對科技不感興趣，也不可能在求職中脫穎而出。”她表示，微軟網(wǎng)羅的最優(yōu)秀的人才，有許多人是部分、甚至完全靠自學(xué)成才的。 ????實(shí)際上，要在求職中脫穎而出往往意味著需要強(qiáng)大的網(wǎng)絡(luò)影響力。招聘人員和雇主比較關(guān)注的網(wǎng)絡(luò)板塊包括：編程大賽、代碼分享網(wǎng)站GitHub上的個人檔案、商務(wù)社交網(wǎng)站LinkedIn上的個人資料和討論組，以及個人網(wǎng)站與博客。保證招聘方很容易就能在所有板塊發(fā)現(xiàn)你的信息?？材嵴f：“我們最近錄用了一位‘被動求職者’，就是因?yàn)樗谧约旱牟┛蜕习l(fā)表了一些有意思的內(nèi)容?！彼F(xiàn)在是微軟Xbox部門的游戲設(shè)計(jì)師。 ????注意自己的關(guān)鍵詞。凱西?哈里斯表示，在投簡歷或在求職網(wǎng)站上張貼簡歷時，一定要針對自己所申請的工作對簡歷進(jìn)行相應(yīng)調(diào)整。她說：“不要發(fā)送千篇一律的簡歷。相反，一定要突出職位描述中提到的特定關(guān)鍵詞。”現(xiàn)在許多公司都在使用計(jì)算機(jī)篩選系統(tǒng)，錯誤的關(guān)鍵詞就意味著“你的簡歷最終只能被丟到數(shù)據(jù)庫中的某個角落，無人問津?！?/p> ????持續(xù)跟進(jìn)。哈里斯指出，“科技從業(yè)者并不太擅長聊自己，也不擅長談自己的成就”。她提到一種常見的錯誤做法是，在主動（或被動）與獵頭聯(lián)系之后，往往是人走茶涼，沒了下文。她說道：“任何求職實(shí)際上都是處理人際關(guān)系的過程?！倍P(guān)系需要努力維持：“如果你給一位招聘人員投遞簡歷卻一直沒有收到回復(fù)，可以在幾天后打電話詢問對方的反饋。不想打電話，也可以選擇發(fā)郵件。但一定要保持聯(lián)系?！?/p> ????開心面試。假如雇主有一個你非常想要的職位，而且你也進(jìn)入了面試階段。坎尼的建議是：讓自己放松，享受面試過程。眾所周知，每一次IT面試都有一個名為“秀技”的環(huán)節(jié)，供求職者展示自己的能力。然而，非技術(shù)性的談話環(huán)節(jié)卻讓許多求職者“偃旗息鼓”。 |
Dear Annie: A friend sent me your recent column about the bright outlook for the tech job market in the coming year, but it doesn't say how techies can get recruiters to notice them. I have several of the skills mentioned in that column, and I'd like to change jobs because I'm totally bored with what I do now, but so far, I seem to be off the radar of companies who might be looking for what I can offer. Have you got any suggestions about how to get noticed? -- Invisible Man Dear I.M.: It sounds as if maybe you need to toot your own horn a little more, even -- or especially -- if you haven't been selling yourself much lately. "This whole business of marketing yourself and putting your best foot forward really doesn't come naturally to many IT people," observes Colleen Canney, a recruiter in the operating systems group at Microsoft (MSFT) who writes a blog about getting hired there. ????Canney recently interviewed a candidate, for instance, who wondered if he should mention on his resume an app he had just developed in his spare time. "My reaction was, 'Why on earth wouldn't you?,'" she recalls. "Some people really are too modest." ????If that applies to you, now is the time to get over it. "Don't be shy," says Kathy Harris, managing director of New York City tech recruiters Harris Allied. "If recruiters aren't calling you, don't wait. Reach out to them and talk about your skills and achievements, and what your professional goals are." ????Be prepared for a headhunter to tweak your resume a bit, or even rewrite it, she adds, to highlight skills you may take for granted, but that particular employers want: "We make some changes in about 90% of the resumes we see." ????Here's a checklist of what else you can do to get noticed: ????Polish your presence online. "The No. 1 quality we look for in new hires is passion for the work," says Canney. "We like to hire people who don't see what they do as a 9-to-5 job -- people who have done interesting side projects, or started their own companies, or who are known for something in the industry." ????She adds that even a great formal education can't make up for a lack of enthusiasm. "Even if you went to a top school and had a 4.0 GPA, if you're not really excited about technology, you won't stand out," she says, adding that some of Microsoft's best hires have been partly or entirely self-taught. ????In practical terms, standing out usually means having a strong online presence. Some Internet trolling grounds for recruiters and employers: coding competitions, profiles on code-sharing site GitHub, LinkedIn profiles and discussion groups, and personal websites and blogs. Make sure you can be easily found on any or all of them. "We recently hired a 'passive' candidatebecause of something interesting he had written on his blog," says Canney. He's now a game designer at Xbox. ????Mind your keywords. If you're sending out resumes or posting them on job boards, says Kathy Harris, make sure that each resume is tailored to the job you're applying for. "Don't send out one-size-fits-all resumes," she says. "Instead, make sure each one highlights the specific keywords that are mentioned in the job description." So many companies use computerized screening systems now that the wrong keywords may mean "your resume just ends up sitting in a database somewhere, unseen by human eyes." ????Follow up. Noting that "tech people aren't really wired to talk about themselves or their accomplishments," Harris says a common mistake is getting in touch with a headhunter, or being contacted by one, and then letting the connection cool off. "Any job hunt is really all about relationships," she says. So keep them going: "If you send a résumé to a recruiter and then hear nothing, for example, pick up the phone after a couple of days and ask for feedback. If you don't connect on the phone, send an email. Stay in touch." ????Have fun. Let's say you reach the interview stage with an employer who has an opening you really want. Canney's advice: Relax and enjoy. As you probably know, every IT interview has a technical part, called a tech-out, where you get to showcase your skills, but where many candidates flame out is apparently in the non-technical talking part. |
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