When Jon Burke
decided earlier this year to look for a new job, he updated his LinkedIn
profile with a new
executivesummary and up-to-date
bullet points highlighting his recent accomplishments.
乔恩•布尔克(Jon Burke)今年早些时候决定找一份新工作时,他更新了自己LinkedIn账户中的资历简介和近期主要成就。
He hoped the changes would be enough of a signal to recruiters that he was serious about making a change and was someone worth contacting. He also hoped the changes were subtle enough not to
arouse the
suspicion of his coworkers or supervisors, he says.
他说,他希望这些变化足以向招聘人员表明他是认真考虑换工作,并且是一个值得与之联系的人。他还希望这些变化足够细微,从而不会引起同事或上司的怀疑。
He also wanted to make sure his
profile was
consistent and up-to-date with his résumé. Stealth job
hunting while employed has never been easy. But in today's workplace-where offices are more open and pressured managers more
regularly check in with employees-it can require a Herculean effort by
professionals. Plus, job seekers are often strapped with the workload of two or three people after the layoffs of the past two years. Still, savvy job
hunters and
careerexperts say there are a number of
creative and
traditional ways to ease the burden.
他还想确保他的个人资料与简历一致并同步更新。在有工作时偷偷摸摸地求职从来就不是件容易事。但是在如今的工作环境中──办公室更为开放,背负压力的经理们更经常地对员工进行检查──这可能需要职业人士付出异常艰巨的努力。而且,在前两年的裁员浪潮之后,求职者往往要担负两、三个人的工作量。但是,精明的求职者和职场专家仍然称,有许多创造性方法和传统方法可以减轻这种负担。
'In this market, having a
profile on LinkedIn doesn't
necessarily mean you're looking,' says Mr. Burke. Unlike wearing an
interview suit to work, using such websites isn't a clear sign of job
hunting, since many people use these portals as part of their job. For Mr. Burke, who uses the site daily as a sales tool, it was the easiest way to search for a job without being too
obvious.
"在这个市场上,有一个LinkedIn账户并不一定意味着你在找工作",布尔克说。和穿着面试装去上班不一样,使用这种网站并不是正在找工作的明显标志,因为许多人在工作中都会用到这些门户网站。布尔克每天都将该网站作为一种销售工具来使用,对他来说,这是找工作而又不会太显眼的最简单的方式。
After Mr. Burke, then employed by at NetSuite in San Mateo, Calif., made the changes to his
profile, he says he was contacted on a regular basis by recruiters. He'd
respond via LinkedIn to ask what they had to offer. Mr. Burke was able to quiz the recruiters almost
exclusively through email. 'I was very picky,' he says. 'I ... couldn't afford to waste my time.'
布尔克当时就职于加利福尼亚州圣马特奥(San Mateo)的NetSuite公司,他说,在他修改了个人资料后,经常有招聘人员和他联系。他通过LinkedIn进行回复,询问他们可以提供的条件。布尔克可以基本上只通过电子邮件向招聘人员提问。"我很挑剔,"他说。"我......耽误不起时间。"
For Mr. Burke, not using an online
profile would have required a bigger
investment of time. 'It would have been much more labor intensive,' he says, re
calling the 'nightmare' of looking for work in 2003 when he used Monster.com and Craigslist to search for jobs. 'It's like having a second job at night, and you're hoping people call you back. This way, people are
calling you.'
对于布尔克来说,如果不使用网络账户,就得投入更多时间。"那样的话,将要耗费多得多的精力,"他边说边回忆起2003年他用Monster.com和Craigslist找工作时的求职"噩梦"。"那就像有一份夜间第二职业,你希望别人给你回电。而用这种方式,别人会主动与你联系。"
Professional networking websites like LinkedIn are becoming particularly popular to recruiters who often have
specific needs to fill when hiring. 'Eighty-five percent of recruiters use LinkedIn to find
talent,' says Connie Thanasoulis-Cerrachio, a
career services
expert with Vault.com and a former Fortune 500 recruiter. 'It's a completely
passive job search tool.' To give yourself the best edge over the
competition, make sure that any online
profiles you have are up-to-date and complete, she says.
对于招聘时经常提出具体要求的招聘人员来说,LinkedIn这种职业社交网站正变得颇受欢迎。"85%的招聘人员使用LinkedIn来寻找人才,"康妮•萨纳索利斯-切拉基奥(Connie Thanasoulis-Cerrachio)说,她是Vault.com的一名职业服务专家,曾是一家财富500强企业的招聘人员。"这是一种完全被动的工作搜索工具。"她说,为了让你自己在竞争中脱颍而出,要确保你的任何网络账户资料都是最新的和完整的。
John Phillips, the
director of Global Talent Labs at Microsoft Corp., says that one of the first places his recruiters look is networking sites and LinkedIn in particular to find
candidates. 'Your
profile serves just like your résumé would,' he says. 'If you're not there, you would just be
missing out on being found.'
微软公司(Microsoft Corp.)全球人才实验室总监约翰•菲利普斯(John Phillips)说,他手下的招聘人员寻找求职者时首先查看的地方之一就是社交网站,尤其是LinkedIn。"个人资料的作用就像是简历,"他说。"如果你在那里没有账户,就会错过被发现的机会。"
Another way job
hunters are keeping their job searches secret is through meetings at odd times. Stephen Miles, vice chairman of
executive search firm Heidrick & Struggles International Inc. says those doing the hiring will make the time to see a
desirablecandidate, even it's outside business hours.
求职者让找工作这件事保密的另一种方法是利用闲余时间面试。猎头公司海德思哲国际咨询公司(Heidrick & Struggles International Inc.)的副主席斯蒂芬•迈尔斯(Stephen Miles)说,招聘人员愿意花时间去见理想的求职者,即使是在工作时间之外。
But don't be too restrictive when suggesting times, Mr. Miles
recommends. 'Give the person on the other end a lot of options,' he says,
offering some time slots before work and after. For his part, Mr. Miles, says he has held meetings as early as 6:30 a.m. and as late as 11 p.m. to
accommodatecandidates.
但迈尔斯劝告说,建议会面时间时不要限制得过死。"给另一方的人多一些选择,"他说,并给出了工作前后的一些时段。迈尔斯说,就他本人而言,为了方便求职者,他最早可以在早上6:30,最晚可以在晚上11点与求职者会面。
Mr. Burke
eventually accepted a national sales position with PanTerra Networks, a technology start-up in Sunnyvale, Calif. after five rounds of
interviews. For his first one, which was with the CEO, Mr. Burke suggested a 7 a.m. breakfast meeting in order to avoid having to leave work in the middle of the day. Subsequent rounds took place over lunch and dinner, also at Mr. Burke's request.
在5轮面试后,布尔克最终接受了PanTerra Networks公司的全国销售职位,这是加利福尼亚州森尼韦尔市(Sunnyvale)的一家科技创业企业。第一轮面试是由该公司的首席执行官亲自进行的,布尔克建议在早上7点会面共进早餐,这样可以避免在大白天离开工作岗位。后来的几轮面试是在午餐和晚餐时进行的,这也是应布尔克的要求。
For job
hunter Toni Unrein, a former
executive-level recruiter for Washington Mutual,
finding the time to
research the companies that interested her was too time-consuming. So she has outsourced the work to a virtual
assistant in India through Elance.com. For $8 an hour, the
assistant, a former
financial analyst with an M.B.A.,
researches business models,
executive bios, and the past year's most
significant press releases on the companies Ms. Unrein assigns him. 'It gives you time to focus on what's important, like the strategic information,' says Ms. Unrein. 'What are the
potential problems? Where is the company headed?'
求职者托妮•昂瑞恩(Toni Unrein)曾是华盛顿互惠银行(Washington Mutua)的主管级招聘人员,她发现研究让她感兴趣的公司太费时间了。于是,她将这项工作通过Elance.com委托给一位印度的远程助理。这位助理每小时收费8美元,是一位拥有MBA学位的前金融分析师,他研究了有关昂瑞恩委托他分析的公司的商业模型、高管简历和去年最重要的新闻稿。"这给了你专注于重要事务,例如战略信息的时间,"昂瑞恩说。"可能出现的问题是什么?这家公司的发展前景如何?"
She also uses the
assistant to do
research for
interviews and says he has done great work. 'It's as if he were
interviewing himself,' says Ms. Unrein, who has yet to land a job.
她还利用这名助理对面试进行了研究,并说他的工作很出色。"就好像他自己在面试一样,"昂瑞恩说。她尚未确定工作去向。
Recruiters say outsourcing
research is a tactic they're
seeing more often, and some
recommend it to their clients.
招聘人员说,他们发现,外包研究是一种越来越常见的策略,有些人向他们的客户推荐这种方式。
Even networking now can be done on the sly online. When Kevin Nichols, a paralegal, saw signs the San Francisco law firm he worked for would have layoffs, he knew he needed to make new
connections in order to find a new job. But his office was close enough to his boss's office that his phone calls could be heard and it would be
obvious if he left the office in the middle of the day.
现在,即使是建立人际关系也可以悄悄在网络上进行。当律师助理凯文•尼科尔斯(Kevin Nichols)发现他就职的那家旧金山法律事务所有裁员的迹象时,他知道他需要建立新的人际关系,好找到一份新工作。但他的办公室离老板的办公室太近,因此他的电话会被听到,而且如果他在大白天离开办公室会太显眼。
Mr. Nichols had already started an-in-person
professional networking group that met
regularly in
downtown San Francisco. So in 2008, he brought it online by making it a LinkedIn group
limited to locals. Today, the group has 1,200-plus members. 'If I had to meet each time to make a
connection, it would slow things down a lot,' says Mr. Nichols, who was laid off and later found a legal sales position through a former colleague.
尼科尔斯已经创建了一个真人职业社交小组,他们定期在旧金山市中心见面。2008年,他将其注册为一个仅限本地人加入的LinkedIn群组,从而使之网络化。如今,这个群组有1,200多名成员。"如果我每次必须见面才能建立关系,那就会大大拖延事情的进程,"尼科尔斯说。他被裁掉了,后来通过以前的同事找到了一份法律营销的工作。