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富有创造力的人往往能够坚持干满所需的六个月-第1页

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When looking for workers to staff its call centers, Xerox Corp. used to pay lots of attention to applicants who had done the job before. Then, a computerprogram told the printer and outsourcing company that experience doesn't matter.


从事打印机和外包业务的施乐公司(Xerox Corp.)以往招聘呼叫中心员工时非常重视有相关工作经验的求职者。但后来有一个电脑程序告诉这家公司，经验其实并不重要。



The software said that what does matter in a good call-center worker -- one who won't quit before the company recoups its $5,000 investment in training -- is personality. Data show that creative types tend to stick around for the necessary six months. Inquisitive people often don't.


该软件称，决定呼叫中心员工称职与否（不会在公司收回5,000美元培训投资之前辞职）的最重要因素是性格。数据显示，富有创造力的人往往能够坚持干满所需的六个月。而爱打探的人则通常干不满六个月。



'Some of the assumptions we had weren't valid,' said Connie Harvey, Xerox's chief operating officer of commercial services.


施乐公司商用服务业务首席营运长哈维(Connie Harvey)表示，"我们以前的一些假设是站不住脚的。"



After a half-year trial that cut attrition by a fifth, Xerox now leaves all hiring for its 48,700 call-center jobs to software that asks applicants to choose between statements like: 'I ask more questions than most people do' and 'People tend to trust what I say.'


在一次员工流失数较前减少了五分之一的半年试用期之后，现在施乐公司把招聘48,700名呼叫中心员工的任务全部交由软件完成，要求应聘者在"我问的问题比大多数人多"和"人们往往会信任我说的话"等说法之间进行选择。



For more and more companies, the hiring boss is an algorithm. Jobs that were once filled on the basis of work history and interviews are left to personality tests and data analysis. Under pressure to cut costs and boost productivity, employers are trying to predictspecific outcomes, such as whether a prospective hire will quit too soon, file disability claims or steal.


有越来越多的公司把招聘经理的职责交给了某个计算程序。以往根据工作经历和面试来招聘的岗位现在依据的是性格测试和数据分析。面临削减成本和提高生产效率压力的雇主试图对特定结果进行预测，比如潜在雇员是否会过快辞职、申请伤残补偿或偷窃。



Personality tests have a long history in hiring. What's new is the scale. Powerful computers and more sophisticated software have made it possible to evaluate more candidates, amass more data and peer more deeply into applicants' personal lives.


性格测试运用于招聘已有很长一段历史，如今与以往不同的地方在于应用规模。有了强大的电脑和更加复杂的软件，现在企业能够评估更多的候选者，收集更多数据并更深入地考察申请人的个人生活。



Some companies are screening for such variables as attitudes toward alcohol use or the distance an applicant lives from the job. The process could get companies into legal trouble if it ends up excluding minorities or the disabled. Even if it doesn't, it might come off as unfair, or even creepy.


一些企业以对使用酒精的态度或申请者住所与工作地的距离等变量作为筛选标准。如果该流程导致少数族裔或残疾者被筛除，公司就有可能陷入法律纠纷。即便公司不致遭遇法律纠纷，也有可能给人造成有失公平甚至令人畏惧的印象。



The new hiring tools are part of a broader effort to gather and analyze employee data. Globally, spending on so-called talent-management software rose to $3.8 billion in 2011, up 15% from 2010, according to research firm Gartner.


当前有许多企业在努力收集和分析员工数据，使用新的招聘工具便是其中的内容之一。研究公司Gartner称，2011年全球人才管理软件支出增至38亿美元，较2010年增加了15%。



Big tech companies are jockeying to serve the growing market. Last month,International Business Machines Corp. agreed to pay $1.3 billion for Kenexa Corp., which uses data analysis to help companies recruit and retain workers. Oracle Corp. acquired job-applicant tracking system company Taleo for $1.9 billion in February, andSAP AG bought SuccessFactors, which specializes in performance tracking, recruiting and compensation, for $3.4 billion in December.


大型科技公司纷纷尽力争取为这一不断扩大的市场提供服务。上个月，IBM公司(International Business Machines Corp.)同意以13亿美元收购Kenexa Corp.（一家运用数据分析来帮助企业招聘并保留员工的公司）。甲骨文(Oracle Corp.)2月份以19亿美元收购了求职者追踪系统公司Taleo。此外，思爱普集团(SAP AG)去年12月份以34亿美元收购了专门从事绩效追踪、招聘和薪酬服务的SuccessFactors公司.



Xerox is being advised by Evolv Inc., a San Francisco start-up. By putting applicants through a battery of tests and then tracking their job performance, Evolv has developed a model for the ideal call-center worker. The data say that person lives near the job, has reliabletransportation and uses one or more social networks, but not more than four. He or she tends not to be overly inquisitive, but is creative.


旧金山初创公司Evolv Inc.为施乐公司担任顾问。通过对求职者进行一系列测试并追踪他们的工作表现，Evolv已经建立了一个筛选呼叫中心理想员工的模型。数据显示，住在工作地点附近、有可靠的交通工具、使用一种或以上但不超过四种社交网络的求职者是理想的人选。此外，理想的人选不应该太喜欢打探，但应该富于创造力。



Applicants for the job take a 30-minute test that screens them for personality traits and puts them through scenarios they might encounter on the job. Then the program spits out a score: red for low potential, yellow for mediumpotential or green for high potential. Xerox accepts some yellows, but mostly hires greens.


求职者会接受一个30分钟的测试，该测试根据性格特点来筛选求职者，让他们置身于一些可能会在工作中碰到的场景。接下来，电脑程序会打出分数：红色为低潜能，黄色为中等潜能，绿色为高潜能。施乐公司会录用一部分评分为黄色的求职者，但主要聘用评分为绿色的求职者。



Though hiring is a crucial business function, conventional methods are remarkably short on rigor, experts say. Depending on who decides, what gets candidates hired can vary wildly -- from academicachievement to work experience to appearance. Managers who go with their gut might get it right sometimes, but their hunches generally have little value in predicting how someone will perform on the job. Companies peddling a statistical approach to hiring say they can improve results by reducing the influence of a manager's biases.


专家称，招聘是企业的一项关键业务职能，但传统招聘方法的严谨性严重欠缺。不同决策者对求职者的筛选标准可能相差甚远──有人重视学业成绩，有人重视工作经验或长相。管理者如果跟着感觉走，有时也能做出正确决定，但总体而言，他们的直觉对预测求职者的工作表现几乎没有什么价值。宣扬以统计方式进行招聘的公司称，它们能够减少管理者偏见所带来的影响，改善招聘效果。



Laszlo Bock, a senior vice president at Google Inc. and an Evolv director, said software will supplement, if not supplant, many of the personnel decisions long made by instinct and intuition. 'Over the years this can help companies pick who to advance, who to promote,' he said.


谷歌(Google Inc.)高级副总裁兼Evolv董事博克(Laszlo Bock)称，许多人事决策长期以来都是凭本能和直觉做出的，软件虽然无法完全替代决策流程，但将对其构成补充。他说，"经过一些年的使用，这类软件可以帮助公司挑选出升职和提拔的人选。"



It isn't just big companies that are turning to software for hiring help. Richfield Management LLC, a Flint, Mich., waste-disposal firm that employs 200 garbage collectors, was looking for ways to screen out applicants who were likely to get hurt and abuse workers' compensation.


运用软件来辅助招聘的不仅仅是大公司，一些小企业也在采用这类软件。密歇根州弗林特(Flint)的垃圾处理公司Richfield Management LLC雇用了200名垃圾收集员，该公司希望通过一些途径来筛除可能会受伤和滥用员工补偿金的求职者。



About a year and a half ago, Richfield turned to an online test developed by a small firm called Exemplar Research Group. It asks applicants to pick between statements like 'When I'm working for a company I take pride in making it as profitable as possible' and 'I'm only concerned with how well I can do financially in my job,' then rate how strongly they agree or disagree.


大约在一年半之前，Richfield开始采用一项在线测试，该测试是由一家名叫Exemplar Research Group.的小公司开发的。测试要求求职者在"为一家公司工作时，我为自己能尽可能多地为公司创造利润而骄傲"和"我只关心自己在工作中赚得多不多"等说法之间进行选择，然后按照求职者同意或不同意的程度来评分。



Those who score poorly are considered high disability risks. Richfield said its workers' comp claims have fallen 68% since it has used the test, and it now requires managers to use it to eliminate unsuitable applicants.


得分低的求职者被视为有较高的伤残风险。Richfield称，使用此项测试之后，申请伤残补偿的员工数量下降了68%，公司现在要求管理者使用该测试来剔除不合适的申请人。



Data-based hiring can expose companies to legal risk. Practices that even unintentionally filter out older or minority applicants can be illegal. If a hiring practice is challenged in court as discriminatory, a company must show the criteria it is using are proven to predict success in the job.


以数据为依据的招聘可能会让公司面临法律风险。滤除年纪较大或少数族裔申请者的做法即使是无意为之，也有可能成为非法。如果某一招聘行为在法庭上被视为涉嫌歧视，公司必须证明其采用的招聘标准能够预测应聘者能否胜任工作。



Matthew Camardella, a partner at law firm Jackson Lewis LLP, specializes in determining whether companies are in compliance with equal opportunity laws. He said an increasing number of them are asking him to evaluate new software tools.


律师事务所Jackson Lewis LLP的合伙人卡马尔代拉(Matthew Camardella)所从事的专业领域是判断企业是否遵循公平机会法。他说，越来越多的企业请他评估新的软件工具。



Bigger data sets can raise the risks of violating the law by increasing the number of statistical relationships that could unwittingly screen out protected groups, he said. But they also could make it easier to prove the factors being measured are relevant to the job being filled.


他说，规模较大的数据库可能会使触犯法律的风险加大，因为有可能导致受保护群体被无意筛除的统计关系数量会因此增加。但它们也能使企业更容易证明被测因素与职位要求的相关性。



Evolv is cautious about exploiting some of the relationships it turns up for fear of violating equal opportunity laws. While it has found employees who live farther from call-center jobs are more likely to quit, it doesn't use that information in its scoring in the U.S. because it could be linked to race.


因担心违反公平机会法，Evolv对利用数据揭示的部分统计关系持谨慎态度。Evolv发现住得离呼叫中心较远的员工更容易辞职，但该公司未在美国地区的评分中使用这一信息，因为该信息可能与种族有关联。



Kenexa, which tested 30 million applicants last year, asks applicants for call-center and fast-food jobs to describe their commute by picking options ranging from 'less than 10 minutes' to 'more than 45 minutes.' The longer the commute, the lower their score for these jobs, says Jeff Weekley, who oversees the assessments.


Kenexa去年对3,000万名申请者进行了测试，该公司要求呼叫中心和快餐店求职者从"少于10分钟"到"超过45分钟"等选项中进行选择，描述他们的通勤情况。评估负责人威克利(Jeff Weekley)称，通勤时间越长，申请者在这些职位中的得分就越低。



Bon-Ton Stores Inc. began using Kenexa in 2009 to screen applicants for hourly wage jobs. The retailer was looking in part to weed out candidates who might steal or miss work due to injury, said Denise Domian, senior vice president for human resources. Kenexa's 40-minute survey, she said, asks questions that the software scores for honesty. 'People who are trying to fool the system are going to get tripped up,' she said.


零售商Bon-Ton Stores Inc.从2009年开始聘请Kenexa筛选时薪岗位求职者。该公司人力资源高级副总裁多米安(Denise Domian)称，公司在一定程度上是希望筛除可能偷窃或因受伤而误工的申请者。Kenexa 40分钟的调查会问一些衡量诚实程度的问题，随后软件会进行评分。她说，"想糊弄系统的人会出现差错。"



Joseph Walker

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