人力资源经理系列I — ’工作能力‘的延伸
Eddy 2013年11月29日
我正计划在这个平台上发布一些职位，全部和人力资源相关。然后我们会在酒店启动一个新的招聘活动。对于我们网络杂志的忠实读者来说，你们或许已经熟悉了我在上面怒吼招不到充满热情的应聘者以及发表一些搞笑的遭遇。好了，你们猜猜怎么着？我还有更多内容和你们分享！
这次，我们来看看什么是最好的实践经验以及招聘者会考量哪些方面。你们其中一些人即将走到人生的转折点，或许是你人生中第一份正式工作？我在伦敦校区定期面试你们的同学并对其他来自布勒校区的校友（比如N.）提供远程协助，这让我对你们尤其牵挂。现在，我来分享一些鼓舞人心的经历！
好，我们开始。什么是”个人简历“？回答：是你的第一个也是最好的推销自己的工具。你知道吗？你只有一次机会，所以你最好制作正确的简历并使其充满竞争力。从一位招聘者的角度来看，你认为我们需要从多少份简历中挑出一份”金子简历“？几十份。这意味着什么？你要脱颖而出！否则我们压根就看不到你。
除了不同的趋势和文化差异（你可以将其命名为’个人简历‘或用别的名称，你可以在每一部分都加上红色标题或者不加标题…），我们需要找到你的基本信息（请尽量简洁！）：
你的姓名（如果姓氏和名字易混淆，请写清楚那个是你的名字哪个是你的姓氏）
有效的电话号码（如果可以把国家代码也写上）
你的邮箱地址（工作类型的邮箱，而不是Ipartyeveryweekend@drink.com这样一看就是业余娱乐用的非正式邮箱）
你觉得好笑吗？好吧，我还有更多这样的事例和你分享。
这周我们还收到了一份简历，简历上没有邮箱地址，且电话号码也是失效的。
我还收到过名为”个人简历“的附件 … 现在我的桌面上有多少份这样的简历？不会太多，因为招聘者们极有可能都不会把这样的简历下载下来。所以请以容易被招聘者看到的方式发送你的简历，把文件名写成你的全名（这么简单的方法，却仍然没有多少人实行）。
更严肃的事情（这是真实的例子，我保证），我已经对N.强调了这个事情，学校的地址很快就不能再用了，在申请工作时要记得这一点。因为你们毕业后可能很快就会离开，所以你的瑞士手机号也是一样的情况。
所以，你现在可能会问，内容应该怎么写？清楚地列出你曾经工作过的地方如何？又笑了？我们一共收到过两份简历需要我们对其工作经历进行凭空猜测，其中一份还需要我们研究，因为该求职者告诉我们随后再发过来相关专题内容…认真的吗？猜猜怎样？他们都没有通过！通常来说，我们（也）是正常人，大家都不喜欢被被人带着兜圈子。这样很公平，不是吗？
同时我们也谈到了公平问题。为什么不能开门见山直奔主题，或直接呈现最关键的信息？你真的以为我们有时间（和精力）来一遍又一遍地阅读“战争与和平”这样无关痛痒的信息吗？回答你：不可能！
如果你想让我们看你的信息，让这些信息容易被看到并做清楚地陈述。顺便说一下，5页的简历（噢是的，也是最近收到的）有一点太长了，或者最好是你确实很出众且简历令人过目难忘（我对这点不是绝对死板）
因此，怎样推销自己？嗯哼，回到那个老的“营销工具”。我们和N.做了一个非常有趣的实验。通过一个应聘者的简历及与他简短的交流，我们院长和我都可以看到该应聘者具有很强的竞争力，但是在更保守的酒店老板们看来（是的，几乎没有人离开），他不会获得入职机会。他的职业发展方向不清晰，有很多企业工作经历，但是没有直接的酒店工作经历（虽然一直在努力进入更大的国际酒店集团），并且一些夸夸其谈的信息并没有提供多少与面试职位十分相关的重要内容。
当我们开始谈论USP原则、个人品牌、参与企业社会责任、对行业的热爱…简而言之，你都有什么样的经历？我们只想看到”你“，从华丽的信息和职业评估中得出你的真实信息，看看你是不是适合我们或者双方是否可以各取所需！是的，就是这么简单。
“USP原则？”独特的卖点。当然，你是独特的。虽然这里指的不是你母亲认为你的独特（抱歉！），但是我们观察你独特的个性、技能、工作经历（即使很少）、精力、气质、兴趣或爱好 … 这些东西让你成为“你”，而不是别人。
你的个人品牌是什么？
你的价值观是什么？
你的竞争优势是什么？
你的立场是什么？
你的目标市场是什么？
你的”个人品牌“和团队中其他人的”个人品牌“兼容吗？
精神食粮充足吗？我还会再次谈论这个问题，不要担心，但是在这篇文章的末尾也会有比较明显的提示（邀请）…
总结出来就是，你需要展示出来你为这次面试都准备了什么，因为我们不会去挖掘你的才能（吃惊吗？），并且这个世界也不会因为等你而停止运转 … 外面的竞争很激烈。快醒醒，闻一下我的咖啡！
但是你当然可以让自己与众不同，你已经在很多求职者身上看到了他们一次又一次地犯相同的错误 … 他们也分散了我的注意力（一次又一次）！
下次我们将谈论面试技巧，和”服务范围“相类似（Fitzsimmons & Fitzsimmons, 2008），对”工作能力“的考量范围现在已经延伸了很多，从你进入一家公司之前递交个人简历开始，你是如何展现你的个人品牌的，随后招聘者的看法（招聘者是如何看待你的），你在线下（在我们下一篇文章中会谈到）和线上（领英（Linked In）、推特（Twitter）、 Facebook）的一致性。你和你的潜在雇主的关系基本从现在开始确立!
所以现在我为你们的简历做一个小诊断。想象一下我用（非常）严格的标准看你们的简历？把你们的简历带上来，我将告诉你们我看到的问题。
Eddy
参考资料：Fitzsimmons, J. A. & Fitzsimmons, M. J. (2008). Service management: Operations, strategy, information technology. New York, NY: 7th ed. – McGraw-Hill.
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HR Series I – The ‘Workscape’ has Extended
by Eddy 29 November 2013
I was planning to embark on a short series of posts, on this platform, all about Human Resources. And then, we started a new recruitment campaign at the hotel. For those who are regular readers of our webzine, you might be familiar with my rants on the lack of inspired candidates and other funny encounters. Well, guess what? I have more for you in store!
This time, let’s look at best practice and what recruiters may be looking at. Some of you are about to go into a life-changing experience, maybe your very first role? So I had you in mind, especially since I regularly meet your fellow students on our London campus and remotely support others from Bulle (like N.). Now, these are inspirational experiences!
Right, let’s get started. What is a ‘CV’? Response: your first and best selling tool. And you know what? You will only get one shot, so you better get it right and make it punchy. From a recruiter’s perspective now; how many CVs do you think we have to go through to find one ‘gem’? Dozens. Message to you? Stand out or we won’t see you.
Apart from trends and cultural differences (should you name it ‘CV’ or not, should you name each rubric or not..?), the basic information that we need to find (and easily please!):
• Your name (please make it clear which is your first name and which is your family name, if it is at all ambiguous)
• A valid telephone number (with country code if applicable)
• Your email address (of the professional type, not ‘Ipartyeveryweekend@drink.com’
You’re laughing? Well, we still find all these … and more.
This week, we had one with no email address and her phone number was not working.
I also received applications with attachments aptly named ‘CV’ … now how many of those will I find on my desktop? Not many, because they most probably would not have cut it that far. So please make it easy for us, feature your full name in the file name (silly, but still not that common).
More seriously (even though that was a real case, I promise), I highlighted to N. the fact that your school address will not be working soon, so please bear this in mind before you start applying. The same goes for your Swiss mobile, if you have one, or any other foreign network you may be leaving soon after your studies.
So, what about the content, you might ask. What about clearly stipulating the places where you worked? Laughing again? We just had two CVs where we had to apply guess work, or research for one of them as he told us it featured later on … seriously? Guess what. They didn’t make it! Generally, we are (also) human, and we don’t appreciate when people are taking us for a ride. Fair, isn’t it?
Whilst we’re talking about the issue of fairness, what about going straight to the point, maybe bullet points? Do you really think we have the time (and attention span) to read ‘War and Peace’ again and again? News for you: no!
If you want us to see the information, make it available and make it clear. By the way, 5 pages (oh yes, also received lately) is a little too long, or you better be stunning and deliver (I wouldn’t put the rope around my neck on that one).
Therefore, what about selling yourself? Hum, going back to that old “selling tool”. We did an interesting exercise with N.. Our Dean and I could see a strong candidate through his CV and a short exchange but, in the eyes of more conservative hoteliers (yes, there are quite a few left), he would not have stood a chance. No straight line in his career, a lot of entrepreneurship but no direct hotel experience (although trying to go for big international chains), also some blurb giving little of the important substance that was very relevant or very transferrable.
That’s when we start talking about USPs, personal branding, CSR involvement, passion … in short, what kind of substance are you made of? We just want to see YOU, get a true picture of that fabulous candidate and assess whether your brand would fit into ours or complement each other, rather! Yes, THAT simple.
“USPs”? Unique Selling Points. Of course, you are unique. Not the way your mum means it though (sorry!), but we’re looking at your unique personality, skill set, experience (even if still little), energy, ethos, passion(s) or hobbies … what makes YOU being YOU, and not someone else.
• What is Your Brand?
• What is your value proposition?
• What is your competitive advantage?
• What do you stand for?
• What is your target market(s)?
Is your ‘brand’ compatible with other ‘brands’ already in the team?
Enough food for thought? I shall write again about it, don’t worry, but there is also a not-so-subtle hint (invite) at the end of this post …
Thus to conclude, you need to show what you are bringing to the table, because we are NOT mind readers (surprised?), and the world is not just waiting for you … there is a tough market out there. Wake up and smell my coffee!
BUT you can certainly make a difference, since we keep seeing the same basic mistakes again and again from many applicants … and they still drive me to distraction (again and again)!
We will talk about interview skills next, but similar to the ‘serviscape’ (Fitzsimmons & Fitzsimmons, 2008), the ‘workscape’ has now extended way before you set foot in an organisation. It starts with the brochure (your ‘CV’), how you present your brand and the subsequent perception of it (how recruiters will picture you), then the consistency of your brand offline (that’s for our next post) and online (Linked In, Twitter, Facebook). Your relationship with a potential employer basically starts now!
So here you are for a little CV clinic. Fancy a (terribly) critical look at yours? Bring it on and I’ll tell you what I see.
Eddy
Sources: Fitzsimmons, J. A. & Fitzsimmons, M. J. (2008). Service management: Operations, strategy, information technology. New York, NY: 7th ed. – McGraw-Hill.
【原文引自】：http://www.gheac.com/thread-7502-1-1.html
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