揭秘最佳雇主如何招人Word文件下载.docx

1、相反，个人总结要有说服力，要突出自己的关键特质、所获奖项、技能、资质和指标。你要让我们看到，你注重细节，所以能在复杂而且高要求的环境下取得成功。用一个切实的例子来说明为什么我们应该放下手头所有的工作，马上给你打电话。” -凯文拉姆萨克，人事顾问Genentech基因泰克6866A candidate who can demonstrate smart risk-taking regardless of the outcome often provides us with valuable insight into their ability to thrive here. -Amanda Va

2、lentino, director of corporate staffing“无论结果如何，能机智地承担风险的求职者经常为我们提供有价值的信息，借此我们就能判断他们是否能够胜任这里的工作。” -阿曼达瓦伦蒂诺，公司人事主管SS公司7835Always be yourself - our more human, less corporate culture is a big part of who we are, and we want to get to know the real you, says Ana Recio, VP, global recruiting“永远做自己我们的文化是人

3、性多一些，企业性少一些，这在很大程度上决定了我们是谁，而我们也想了解真实的你。” -安娜雷西奥，全球招聘副总裁Robert W. Baird & Co. Co.公司960We consider the interview process a two-way street - not only are we interviewing candidates, but they are also interviewing us. -Leslie Dixon, chief human capital officer“我们把面试看做一个双向的过程不光是我们考察求职者，他们也在考察我们。” -莱斯利迪克逊

4、，首席人力资本官Burns & McDonnell McDonnell公司14600Dont dread the what is your weakness question. What we are really asking our candidates is to highlight lessons learned. We recognize that past experience is invaluable for complex decision-making. Be able to describe what youve learned from past experiences

5、 and how you use those lessons to be better at your job today. -Stacy Venator, recruiter“别害怕对方问你有什么缺点。我们真正希望的是求职者能着重说明自己获得的教训。我们认识到，在进行复杂决策的时候，以往的经验非常宝贵。要能说出自己从以往的经历中学到了哪些东西，以及你怎样通过这些教训来更好地开展现在的工作。”-史黛西维纳托，招聘人员CHG Healthcare ServicesCHG 保健服务公司1664What impresses me most is when a candidate shows true

6、 passion and conviction in their answers instead of telling me what I want to hear. -Chad Austin, senior talent acquisition specialist“给我印象最深的是求职者在回答问题时展现出真正的热情和信念，而不是我想听到的那些答案。”-查德奥斯汀，高级人才引进专家Ultimate SoftwareUltimate 软件公司20300Jobspage:JobBoard/Default.aspxThe secret is simple. Prove that you are t

7、he best of the best at what you do. Our recruiters like to see tangible indicators of success like goals achieved, regular promotions, versatility in skill sets, and awards or recognition earned. -Greg Miller, director of engineering talent acquisition“秘诀很简单证明你在同行中出类拔萃。我们的招聘人员喜欢看到实实在在的依据来证明你的成功，比如实现

8、了目标，定期得到升迁，技能全面，获奖或者得到认可。”-格雷格米勒，工程人才引进负责人Kimpton Hotels & RestaurantsKimpton酒店餐饮公司21164We want to get to know the candidate as a person, not just as a set of technical skills. Great candidates are the ones that come in prepared to engage us in conversation, ask us great questions, and are authentic

9、. We have extensive training for employees to learn technical skills, but we cannot teach people to provide genuine heartfelt care to others. -Stephanie Troxel, Director, Diversity & Recruitment“我们想了解的求职者是一个人，而不仅仅是一个技能聚合体。优秀的求职者和我们见面时已经为谈话做好了准备，他会提出很好的问题，而且可信。我们为员工提供了大量培训，方便他们掌握各种技能。但我们没办法教他们真正发自内心地

10、去关心别人。”-斯蒂芬妮特罗克赛尔，多元化和招聘事务负责人The Container StoreThe Container Store公司28270Im always impressed by candidates who have taken the time to visit one of our stores during the interview process - and who have visited our What We Stand For blog to understand more about our culture and leadership style. Tha

11、t kind of curiosity and attention to detail is a great fit for our company. -Eva Gordon, VP of stores, training, development, and recruiting“面试过程中抽时间参观一下我们的门店，同时浏览一下我们的博客What We Stand For，更多地了解我们的文化和领导风格，这样的求职者总能打动我。这种好奇心和对细节的关注非常适合在我们公司工作。”-伊娃戈登，门店、培训、开发和招聘副总裁Qualcomm高通公司32400Ask questions that dem

12、onstrate your knowledge of the company in a unique way. Go beyond just the research that can be found on a companys website and make yourself sound like someone who has already been working there for 10 years, chatting with a colleague. Reach out to your LinkedIn connections before the interview as

13、a way to further your insight. -Courtney Phillips, staffing specialist“用独特的方式提问，从而体现出你对这家公司的了解。研究这家公司时不要拘泥于它网站上的内容。要让自己听起来就像是已经在这里工作了10年的员工正在和同事聊天。面试前向LinkedIn上的好友求助，进一步深入了解这家公司。”-考特尼菲利普斯，人事专家WellStar Health SystemWellStar健康系统公司39890wellstarcareers.orgFollow up with a handwritten note after the inte

14、rview to the recruiter and also to the hiring manager. This act of gratitude helps candidates stand out in a very positive way. -Megan Groover, director of talent acquisition“面试之后向招聘人员和招聘经理递上一张手写的字条。这种表达感谢的方式非常有利于求职者脱颖而出。”-梅根格鲁弗，人才引进负责人ZZ网络公司38130We are looking for people who arent afraid to be them

15、selves, dont take themselves too seriously, and are constantly looking to improve both personally and professionally. While most companies dont pay much regard to cover letters, we love them! Make sure to personalize it. If youre really brave, submit a video cover letter to make your candidacy reall

16、y stand out. -Mike Bailen, recruiting manager“我们寻找的人既不能害怕做自己，也不能把自己看得过于重要，还要一直想着在个人和事业两方面都取得进步。虽然大多数公司都不太注意求职信，但我们非常喜欢看！如果你真的很勇敢，那就发给我们一段求职视频吧，它会让你成为真正突出的求职者。”麦克拜林，招聘经理Umpqua BankUmpqua 银行7177Our recruiters have learned that its not what a candidate says but how they say it. Is there a passion that

17、shows through when sharing a story, whether an example of professional success or an experience that stands out as a customer? When that comes through in an interview, its a powerful indicator that weve found someone who will inherently understand our culture and get excited about our absolute focus

18、 on serving our customers at the highest possible level. -Barbara Baker, EVP of cultural enhancement“我们的招聘人员都知道，重要的不是求职者说了什么，而是他怎样说。不管是事业上的成功还是作为顾客获得的出色体验，求职者在向我们讲述自己经历的时候，他的话语中是否流露着热情？如果求职者表现出了这样的热情，那就是一个很有力的证据，表明我们已经找到了这样的员工他天生就能理解我们的文化，我们全心全意地致力于尽量为顾客提供高水平的服务也能让他感到兴奋。”-芭芭拉贝克，文化改进执行副总裁General Mill

19、s通用磨坊公司80Be genuine, be real and authentic, have passion for the role and organization, bring your true self to the interviews and interview us just as much as we are interviewing you. -Jennifer Peterson, a senior recruiting manager“要真诚、真实并且可信，对工作职位和公司要有热情，把真正的自己带到面试中来，在我们考察你的同时也对我们进行同样的考察。”-詹妮弗彼得森，

20、高级招聘经理KiewitKiewit公司99966I want candidates to ask tough questions on how they will be challenged and utilized if they were to select this opportunity. -Maximo Rocha, global head of talent acquisition“我希望求职者问一些很难回答的问题，内容是如果获得聘用，他们将会面对怎样的挑战以及要发挥什么样的作用。”-马克西莫罗恰，全球人才引进负责人Mars玛氏公司76200Its about being passionate for a rewarding career, not just a job. We look for people who can take full accountability of their own development and the development of others. -Kelly Bartkiewicz, HR senior manager, talent management“要点在于对一项有价值的事业充满热情，而不仅仅把它当作一份工作。（我们寻找的）员工要能完全承担自身发展以及他人发展的责任。”-凯利巴特基维茨，人力资源高级经理，负责人才管理