如何在减少收到低质量简历的同时得到更多合格的简历

翻译自：Get more qualified candidates with less résumé spam

In a world where time is money, most of us lack the time and resources to wade through a sea of résumés to filter out résumé spammers and get a manageable number of highly-qualified candidates. One of the best ways to attract the best candidates and reduce the number of unqualified résumés is writing a great job posting. With a little extra work up front, you can use your job posting to make your screening efforts smoother, more efficient, and ultimately more effective.

在一个时间就是金钱的世界里，我们中的大部分人都缺少时间和资源通过去看大量简历来过滤掉不合格的简历从而得到屈指可数的高质量求职者。其中一个吸引好的求职者的同时可以减少收到低质量简历的最佳方法是写一份很棒的招聘信息。通过一点事前工作，你能用你的招聘信息来使你的筛选工作更顺畅、更有效率，并最终实现更高的效益。

To save time, most recruiters post the job description. In the old days, we used to pay by the word or line for job postings. Now that everything is online and a fixed price, we’ve become slackers, defaulting to posting the standard job description and wondering why we don’t get qualified candidates.

为了节省时间，大部分招聘人员都是发布工作描述型的招工启事。过去我们要发布招聘信息是要按字数或行数来收费的。既然现在很多事都可以在网上完成，价格都是固定的，我们就变懒虫了，一致发布着标准的工作描述型招聘启事的同时在疑惑为什么没有合格的应聘者。

Job descriptions are boring, boring, boring! Even worse, most look exactly the same. Dare to be different! Catch their eye. Stand out from the crowd; make ‘em go, “Whoa!”

工作描述型的招聘启事是无聊的，无聊的，无聊的！甚至更糟，大部分看起来都一样。招聘单位要敢于与众不同！吸引他们的目光。脱颖而出，让他们对你的招聘信息心动！

It’s a buyer’s market right now and you have to think like a marketer. This means understanding how to pull in great candidates. When you attract instead of screen, you’ll spend your time on a small number of qualified résumés and stop wasting time screening out the worst candidates.

现在是个买方市场，你需要像个营销人员一样去思考。这就意味着懂得如何吸引好的求职者。当你从搜索简历转换成自动吸引求职者来投简历这种招聘方式，你的时间就会花在少数合格的简历上不会再需要浪费时间去把糟糕的求职者简历筛选出来了。

Great candidates want to know what it’s really like to work for your company and how their work will contribute to your company’s success. I recently asked a candidate why he applied for the job I posted. He told me he was selective about applying for jobs. He felt you could throw most job postings in the air and pick one because they were all the same. But this one intrigued him because the job posting had things that made him say, “This is a company that wants to go beyond the general norm.” He was intrigued and wanted to know more.

好的应聘者会想知道在你公司工作的真实情况是怎样的和他们的工作将如何有助于公司的成功。最近我问了一名应聘者为什么他会申请我发布的在招职位。他告诉我他找工作是有选择性的。他觉得你发再多的招聘信息然后随便选一个都可以因为他们都是差不多的。但是现在这份招聘信息让他认为这家公司愿意打破常规所以吸引到他了然后想了解更多。

Marketing your job also means making sure your brilliant job posting gets noticed by high-quality candidates. Many candidates no longer look at job boards because the jobs are all the same and their time is in just as short supply as yours. You have to reach them in different ways.

推销你的招聘职位也意味着要确保你的招工启事能引起高质量求职者的注意。很多求职者已经不再看招聘网站了，因为上面的工作都差不多而且他们的花在这方面的时间跟你一样短。你要以不同的方式去让他们注意到你。

We can’t afford to use the “post and hope” method for recruiting. Actively work your personal and professional networks including social media, volunteer groups, networking groups, Chambers, Business Network International (BNI), trade associations, and other places where your candidates are likely to be either in person or virtually. If you do use a job board, do some market research and make sure your candidates will look there. Don’t forget your own website and your employees as ways to market your jobs.

我们不能以“守株待兔”这种方法去招聘。积极地去运用好你个人和专业网络，包括社交媒体、自愿者团体、网络群体、社团、世界商讯机构（BNI）、贸易协会和其他求职者可能会去的线上或线下的地方。如果你有在用招聘网站的话，去做个市场调查确保求职者会去浏览那个网站吧。除了这些地方之外别漏了会作为你的员工推销招聘职位途径之一的公司主页。

With a little work up front and some research, your job posting will stand out from the crowd of boring job descriptions and produce a manageable number of high quality candidates.

通过一点事前工作和一些调查，你的招聘信息就会从一堆乏味的工作描述型招聘信息中脱颖而出并产出一定的高质量求职者。