找工作為何會被拒
當一位雇主拒絕你的時候，不要因此而消沉。拒絕背后的原因通常更多在于公司而不是你。接下來，小編給大家準備了找工作為何會被拒,歡迎大家參考與借鑒。
找工作為何會被拒
By Jeff Schmitt
You've probably read plenty of job-hunting articles. And they're all the same.
大概你已經(jīng)看過大量有關(guān)求職的文章。它們都萬變不離其宗。
A so-called expert will advise you to develop a plan, broaden your skills, and network. On résumés, they will counsel you to customize, use keywords, and quantify your accomplishments2. If you land an interview, they will remind you to mind your body language, ask good questions, and convey confidence and enthusiasm.
所謂的專家將建議你制定計劃、拓展技能以及人際關(guān)系網(wǎng)。在簡歷方面，他們會讓你定制簡歷、運用關(guān)鍵詞、量化成就。如果你獲得一次面試機會，他們會提醒你注意肢體語言、問好的問題然后傳遞出自信和熱情。
This isn't one of those articles.
可是本文要談的和其它文章都不一樣。
These are troubled times. We hear the horror stories daily. Unemployment swelling3. Nest eggs dissolving. Prices rising. Businesses failing. Debts mounting. Workloads4 crushing. Politicians squawking. We live at the mercy of larger forces; anxious about the lives we know; wondering what will happen next. For most, this is not the time to switch companies…or lose a job. But many will be forced to, through no fault of their own.
如今是糟糕的時期。每天我們都會聽到可怕的消息。不斷膨脹的失業(yè)率、養(yǎng)老儲蓄金消失、價格上漲、企業(yè)倒閉、債臺高筑、巨大的工作量、政治家們在發(fā)牢騷。在更大力量下身不由己、對生活感到焦慮、想知道下一步會發(fā)生什么。對多數(shù)人來說，這不是一個跳槽……或失業(yè)的時侯。但是許多人將被迫因為并非自己的錯誤而跳槽或失業(yè)。
Even worse, a job hunt is often a demeaning process. The rejection can leave you demoralized. You'll jump through countless5 hoops6 and operate on other people's terms. In the end, you'll still hear, "You're not quite what we're looking for" (if you hear anything at all).
更糟糕地是，求職經(jīng)常會成為一個貶低的過程。拒絕會讓你失去斗志。你要穿過數(shù)不清的“跳環(huán)”，遵照別人給定的條件去做。最終，你還是會聽到(如果還有得聽的話)：“你不太符合我們的人選要求。”
In today's economy, a job hunt requires more time, sweat, and money than ever. You'll follow the fundamentals and still have little to show for it. At some point, it is only natural to ask yourself, "What's wrong with me?"
在現(xiàn)今的經(jīng)濟狀況下，求職比以往任何時候都需要付出更多的時間、汗水和金錢。你得遵循那些基本原則，可是又不知該怎樣表現(xiàn)。所以有時問自己“我哪里有毛病”是件很自然的事。
Maybe nothing. Maybe it's them.
也許一切都正常。也許是他們的原因。
By Jeff Schmitt
So when your fruitless search fills you with angst and self-doubt, always remember the following truths about job hunting: 所以當你毫無結(jié)果的搜索讓你充滿焦慮和懷疑自己，一定得記住下面有關(guān)求職的事實:
• Job Hunting is Unfair 找工作是不公平的
The best person isn't always picked—and the playing field is rarely even. The cliché, "it's not what you know, but who you know" is extremely relevant. 公司選擇的并不總是最優(yōu)秀的人——而且，求職之路也極少平坦。那句“你知道什么不要緊，你認識誰才要緊”用在這里再合適不過。
There are so many ways to get passed over—and many reasons for it. A company may already have a candidate in mind, such as a proven internal applicant2 who represents little risk. They may hire someone who struck a chord, whose pop and polish masked his deficits3. It could come down to a gut4 feeling. There could be political, considerations too. 被忽略掉的情況簡直太多了——而且背后有許多原因。公司心中也許已有人選，比如一位已經(jīng)確定、不存在多少風險的內(nèi)部申請者。他們雇傭的也許是一位意氣相投，極好地掩飾了自己缺陷的人?？赡茏罱K還是憑感覺，還可能存在政治、報償考慮。
Bottom line: Companies want to deal with people they know. They want to hire people they like and implicitly5 trust. Like all of us, their judgment6 is sometimes faulty. Don't view it as an indictment7 of you as a person. 結(jié)論：公司希望與自己了解的人相處。他們希望聘用自己喜歡、并且信任的人。和我們每個人一樣，他們的評判有時是錯誤的。不要把它看成是對你本人的評判。
• Decision-Makers Aren't Always on Target 決策人眼光不準
Many times, screeners are far removed from the front lines. Don't assume they are aware of industry developments. Don't assume they study what works outside their company. Most important, don't assume they are well-versed in a position's daily responsibilities and requirements. 許多時候，篩選人與一線人員相差很大。不要認為他們了解行業(yè)的發(fā)展。不要認為他們研究過企業(yè)外部的情況。最重要的一點是，不要認為他們精通某個職位的日常責任和要求。
Even more, employers don't always apply the right formula in hiring decisions. They may apply a successful organization's methodology without taking underlying8 variables like stage of growth into account. They may mine the company history for specific traits and success stories, without examining how positions evolve. Worst of all, they may evaluate candidates based on the values they preach, not the ones they actually practice (or vice9 versa). 更有甚者，雇主在做出招聘決定的時候不會使用正確的程序。他們可能會使用一個成功組織的方法，而不將潛在的變化——比如成長階段——考慮在內(nèi)。他們也許根據(jù)公司歷史情況尋找特定品質(zhì)或成功故事，而沒有審視職位演變的情況。最糟糕的是，他們也許根據(jù)自己鼓吹的而不是實際身體力行的(反之亦然)價值觀來評估候選人。
Sometimes, hiring efforts get off track. Often, it is the candidates themselves who expose flawed suppositions during the interview process. In the end, all you can do is research, network, and be yourself. The rest takes care of itself. 有時候，招聘過程會“脫軌”。經(jīng)常是候選人本人在面試過程中揭露出了那些缺陷假設(shè)。最終，你能做的一切就是去調(diào)查、建立人際網(wǎng)絡(luò)、做你自己。讓其它事情順其自然吧。
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