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招聘會(huì)五大“誤區(qū)”
知識(shí)庫(kù) > 招聘管理 > 招聘渠道 > 正文 872 2012-04-09 17:19:58

對(duì)于求職者們來(lái)說(shuō)，招聘會(huì)似乎具有不可思議的作用，能夠幫助他們找到合適的工作。但是實(shí)際上，招聘會(huì)所起到的作用只不過(guò)是分散求職者的精力罷了。從表面上來(lái)看，Terryn Barill在她最近的專欄中對(duì)招聘會(huì)所做的分...

對(duì)于求職者們來(lái)說(shuō)，招聘會(huì)似乎具有不可思議的作用，能夠幫助他們找到合適的工作。但是實(shí)際上，招聘會(huì)所起到的“作用”只不過(guò)是分散求職者的精力罷了。從表面上來(lái)看，Terryn Barill在她最近的專欄中對(duì)招聘會(huì)所做的分析似乎已經(jīng)讓大家對(duì)招聘會(huì)的有關(guān)事實(shí)有了一定的了解。但是，她在專欄中所做的一些假定同樣是危險(xiǎn)的，有可能會(huì)使求職者失去在一家合適的公司找到工作的機(jī)會(huì)。招聘會(huì)本身并不會(huì)毀掉求職者的職業(yè)生涯，但是它們會(huì)分散求職者的精力，讓求職者們無(wú)法把精力集中到能夠幫助他們找到合適的工作的真正有意義的求職活動(dòng)中去。

我認(rèn)為，Barill在她的專欄中所分析的“事實(shí)”可能是對(duì)招聘會(huì)的理解的更大的誤區(qū)。

誤區(qū)1：招聘會(huì)能夠讓求職者接觸到大量的招聘人員
誤區(qū)：“對(duì)于企業(yè)的招聘人員來(lái)說(shuō)，招聘會(huì)為他們提供了在盡可能短的時(shí)間內(nèi)接觸盡可能多的應(yīng)聘者的機(jī)會(huì)。對(duì)于應(yīng)聘者來(lái)說(shuō)，招聘會(huì)為他們提供了接觸到大量的招聘人員的機(jī)會(huì)。”

事實(shí)：Barill認(rèn)為在招聘會(huì)上能夠接觸到大量的個(gè)人和公司是一件好事，而這正是問(wèn)題的根源。

讓我們來(lái)看看招聘會(huì)在企業(yè)的招聘過(guò)程中到底占有怎樣的分量。有調(diào)查顯示，管理人員們認(rèn)為個(gè)人推薦的人選是最佳的招聘人選。有40%到70%的工作位置是被個(gè)人推薦的人選所獲得的，而不是通過(guò)廣告、簡(jiǎn)歷等方式獲得的。盡管企業(yè)通過(guò)獵頭所招聘的員工數(shù)量較少，但是當(dāng)他們通過(guò)獵頭招聘時(shí)他們?cè)诿總�(gè)人身上的花費(fèi)卻更多。這是為什么呢？因?yàn)楂C頭們本身就是最大的個(gè)人聯(lián)系人。他們手中掌握著大量高質(zhì)量的業(yè)內(nèi)聯(lián)系人的資料，所以他們收取的費(fèi)用就相對(duì)更高。通過(guò)廣告和招聘會(huì)的方式，企業(yè)可以接觸到大量的費(fèi)用低廉的聯(lián)系人——但是這些聯(lián)系人的質(zhì)量也比較低。

建議：在參加招聘會(huì)前一定要考慮清楚。優(yōu)秀的聯(lián)系網(wǎng)絡(luò)是建立在強(qiáng)大的人際關(guān)系基礎(chǔ)之上的，而不是建立在那些掌握著大量的不熟悉的人的信息的短期聯(lián)系人基礎(chǔ)之上的。你在招聘會(huì)上見(jiàn)到的人不太可能幫助你找到一份好的工作。事實(shí)上，他還有可能使你失去好的工作機(jī)會(huì)。稍后我將和大家進(jìn)一步探討這個(gè)問(wèn)題。

誤區(qū)2：在招聘會(huì)上，你可以在一天之內(nèi)接觸三百個(gè)雇主
誤區(qū)：“在招聘會(huì)上，你可以在一天之內(nèi)接觸三百個(gè)雇主，但要想接觸到三千個(gè)雇主就不切實(shí)際了。”

事實(shí)：讓我們來(lái)認(rèn)真思考一下。你真的可能在一天之內(nèi)接觸到三百個(gè)雇主嗎？即使你把這個(gè)數(shù)字降低到一百個(gè)，假設(shè)一個(gè)招聘會(huì)的時(shí)間為六個(gè)小時(shí)的話，你同每個(gè)雇主接觸的時(shí)間只有3.6分鐘。（更不用說(shuō)，如果在招聘會(huì)上逗留六個(gè)小時(shí)的時(shí)間來(lái)同那么多的雇主接觸，應(yīng)聘者的體力和精力根本就不可能吃得消了。）相信你的常識(shí)：這么短的時(shí)間根本不足以進(jìn)行有意義的接觸。

建議：與其在招聘會(huì)上同雇主進(jìn)行這種沒(méi)有什么意義的接觸，求職者倒不如訪問(wèn)一下各家公司的網(wǎng)站。你可以在那里更為簡(jiǎn)便的提交自己的簡(jiǎn)歷，既節(jié)省時(shí)間又節(jié)省精力。與在招聘會(huì)場(chǎng)中穿梭相比，通過(guò)網(wǎng)站你可以對(duì)用人公司又更多更全面的了解，也就能夠?yàn)槭欠竦侥臣夜緫?yīng)聘做出正確的決定。

誤區(qū)3：招聘會(huì)給了求職者“發(fā)光”的機(jī)會(huì)
誤區(qū)：“招聘會(huì)不是‘見(jiàn)面會(huì)’。它為求職者們提供了多重的面試機(jī)會(huì)，使求職者的能力能夠得到迅速的評(píng)估。這就給了求職者們‘發(fā)光’的機(jī)會(huì)。”

事實(shí)：盡管Barill說(shuō)這番話完全是出于好意，但是求職者們想要在招聘會(huì)上得到用人單位迅速的評(píng)估并且得到‘發(fā)光’的機(jī)會(huì)顯然是不可能的。首先，正如她在自己文章的其他部分所指出的，求職者在招聘會(huì)上所接觸到的用人單位的人員很可能不是這些單位的招聘經(jīng)理。（即使是的話，這些招聘經(jīng)理也不可能有時(shí)間去更多的了解求職者。這可能也正是他們?yōu)槭裁床粫?huì)在招聘會(huì)上浪費(fèi)時(shí)間的原因。）求職者所接觸到的只是招聘經(jīng)理的助手，這些助手在用人招聘方面缺乏經(jīng)驗(yàn)，根本就不知道什么是“發(fā)光”。

建議：要避免你會(huì)被迅速評(píng)估的正式接觸。這其中包括通過(guò)廣告遞交簡(jiǎn)歷以及打電話進(jìn)行接觸。因?yàn)榍舐氄咄ㄟ^(guò)這些方式所接觸的很可能是招聘經(jīng)理的助手。要尋找同招聘經(jīng)理直接接觸的機(jī)會(huì)。例如，你可以讓一個(gè)朋友邀請(qǐng)你去他工作的地方拜訪。然后，你們可以在一家能夠偶然與老板相遇的的咖啡廳吃午餐。這可能會(huì)給你帶來(lái)機(jī)會(huì)。

誤區(qū)4：求職者最大的希望就是下一次面試機(jī)會(huì)。
誤區(qū)：“盡管有的公司會(huì)在招聘會(huì)上給求職者提供工作機(jī)會(huì)，對(duì)于求職者們來(lái)說(shuō)，最大的希望就是下一次面試機(jī)會(huì)了。”

事實(shí)：當(dāng)人們?cè)谡劦秸夜ぷ鞯膯?wèn)題時(shí)談到“希望”一詞時(shí)，他們真正談到的是對(duì)求職過(guò)程失去了控制。在招聘會(huì)上，求職者是沒(méi)有任何控制力的。他們?cè)谝患矣忠患业挠萌藛挝恢g穿梭，希望自己能夠表現(xiàn)出與其他競(jìng)爭(zhēng)者相比的某些過(guò)人之處，給用人單位的代表留下印象，而這些用人代表在自己公司中的地位并不高，根本沒(méi)有決定聘用誰(shuí)的權(quán)利。在招聘會(huì)上，求職者們最大的希望就是不要被用人單位排斥了。

前面我曾經(jīng)說(shuō)到過(guò)，招聘會(huì)可能會(huì)使求職者失去好的工作機(jī)會(huì)。實(shí)際上，會(huì)使求職者失去好的工作機(jī)會(huì)的是那些淺薄的聯(lián)系人。那些在招聘會(huì)上收簡(jiǎn)歷的人雖然沒(méi)有能力去真正對(duì)求職者做出評(píng)估，但是他們手中卻握有給你的簡(jiǎn)歷評(píng)估的權(quán)力——要知道這些簡(jiǎn)歷是要進(jìn)入用人單位人事部門(mén)的數(shù)據(jù)庫(kù)的。這會(huì)使你失去進(jìn)一步的面試機(jī)會(huì)。這是很多人事部門(mén)都擁有的拒絕權(quán)。

建議：最好不要讓人事經(jīng)理的助手影響到你的求職過(guò)程。幾乎所有人都知道直接同招聘經(jīng)理進(jìn)行接觸要好得多，但是幾乎所有人在實(shí)際的求職過(guò)程中都忽視了這一點(diǎn)，因?yàn)橥耸陆?jīng)理接觸要比同招聘經(jīng)理接觸簡(jiǎn)單。但是，如果你在一名招聘經(jīng)理那里遭到了拒絕，你在其他的招聘經(jīng)理那里還有機(jī)會(huì)。如果你在招聘會(huì)上遭到了人事經(jīng)理的排斥的話，你那份遭到了差評(píng)的簡(jiǎn)歷可能會(huì)使你在整個(gè)公司中失去任何的機(jī)會(huì)。

誤區(qū)5：在招聘會(huì)上，求職者可以找到招聘廣告之外的機(jī)會(huì)
誤區(qū)：“如果你想要了解多方信息，建立聯(lián)系網(wǎng)，獲得招聘廣告之外的工作機(jī)會(huì)，招聘會(huì)是極佳的選擇。”

事實(shí)：招聘會(huì)上的招聘信息都已經(jīng)是過(guò)時(shí)的信息了。通常，招聘會(huì)只是用人單位的最后一次招聘活動(dòng)。當(dāng)一些求職者還在招聘會(huì)上浪費(fèi)時(shí)間，把自己的簡(jiǎn)歷和命運(yùn)交到缺乏經(jīng)驗(yàn)的人事助手的手中時(shí)，另外一些求職者已經(jīng)坐在招聘經(jīng)理的辦公室里，向他們展示自己勝任工作的能力了。這就是競(jìng)爭(zhēng)中的差距。

談到建立聯(lián)系網(wǎng)的問(wèn)題，讓我們來(lái)考慮一下聯(lián)系一些低級(jí)的人事助手和其他的求職者到底有多大的價(jià)值。所有的求職者都在尋找好的工作機(jī)會(huì)，別人怎么可能把真正好的工作機(jī)會(huì)介紹給你呢？不要在這方面毫無(wú)意義的浪費(fèi)時(shí)間了。

建議：不要把時(shí)間浪費(fèi)在人事助手出沒(méi)的地方，到招聘經(jīng)理和他們手下的員工所在的地方去：去職業(yè)會(huì)議、貿(mào)易展示會(huì)，去參加培訓(xùn)課程。當(dāng)然要帶上一份簡(jiǎn)歷，但首先要做的是交一些朋友。不要上來(lái)就詢問(wèn)工作機(jī)會(huì)，要先了解公司的情況，這才是明智的。只有這樣你才能夠真正獲得適合自己的工作機(jī)會(huì)。

Job fairs are portrayed as one of the magic cures for job hunters, but they’re actually nothing but a distraction that sucks up people’s energy. On the surface, Terryn Barill’s recent column seems to illuminate the myths surrounding job fairs. Off the bat, I agree with Barill completely: Job fairs are meat markets.

However, she makes some dangerous assumptions that could kill your chance of getting a good job with the right company. Job fairs by themselves aren’t going to ruin your career. But they will distract you from focusing on smart job hunting that will land you the right job.

I’m afraid her truths are just more myths. The first is the biggest one.

--------------------------------------------------------------------------------
The first of two parts
The first five myths will be discussed in this article. The remainder will be discussed in a follow-up installment next week.
--------------------------------------------------------------------------------

Myth: Job fairs allow you to meet a glut of hiring employers
Myth: "For the corporate recruiter, job fairs offer an opportunity to reach interviewing terminal velocity—the highest possible number of prospects in the shortest possible amount of time. For applicants, job fairs provide an opportunity to meet a large number of hiring employers."

Truth: This is where the trouble starts, with the assumption that meeting lots of people and companies is a good thing. I agree that the experience is terminal, because while you may be meat when you enter the fair, you could wind up dead meat by the time you leave.

Consider where job fairs fall out in the hierarchy of recruiting. Studies show that managers think personal referrals are the best source of good hires (e.g., "Still Hiring—But Wanting the Human Touch," by Tom Pohlmann, Forrester Research, 2002). Somewhere between 40 and 70 percent of jobs are found and filled through personal contacts—not through ads, resumes, or job postings. While companies hire relatively few people through headhunters, they spend more per head when they use headhunters than any other source of hires. Why? Because headhunters are the ultimate personal contact. They have lots of very high-quality industry contacts, and that’s what justifies their high fees. At the other end of the spectrum we have want ads and job fairs, which deliver daunting numbers of contacts inexpensively—but they’re low-quality contacts.

Suggestion: Think twice when you consider the conventional wisdom about job fairs. A good network of contacts is based on strong relationships, not on ephemeral contacts with lots of people you don’t really know. The people you will meet at a job fair are not likely to help you land a good job. In fact, one quick, superficial contact made at a job fair can cost you a good job. I’ll talk about that more in a minute.

Myth: You can cover a job fair with 300 employers in one day
Myth: "You can feasibly cover a job fair with 300 employers in one day. You can’t cover one with 3,000 employers, so do your homework."

Truth: Think about that. You’re really going to cover 300 employers in one day? Even if you slice it down to 100, a six-hour job fair will allow you 3.6 minutes for each employer. (Not to mention, if you spend anywhere near six hours at a job fair you will get dizzy and pass out.) Trust your common sense: That’s not enough time for a meaningful exchange.

Suggestion: Visit the companies’ Web sites instead. You can submit your resume there much more easily, save your shoe leather, and save your sanity. You will learn lots more on those Web sites than you will trolling booths at a fair, and you will develop sound reasons for deciding whether a company is right to pursue. Your investigations should lead you to one-on-one conversations with people affiliated with your target companies and long, comfortable conversations with peers—not meaningless key word chats with recruitment-booth rats.

Myth: Job fairs offer a chance to "shine"
Myth: "Job fairs are not ’get acquainted sessions.’ They are multiple interview sessions where candidates are sized up quickly. You are being evaluated—it is your chance to shine’"

Truth: Though Barill’s message is well intentioned, it’s patently impossible to be sized up quickly, get evaluated, and have a chance to "shine." First, as she points out elsewhere in her article, the company people you will meet are not likely to be hiring managers. (Even if they were, they’d have no time to learn much about you. That’s probably why they don’t waste their time at job fairs.) You’re meeting greenhorn HR clerks who don’t know what "shine" is.

Suggestion: Avoid formal encounters where you will be sized up quickly. These include submitting your resume to an ad and getting screened on the phone. Note that all of these encounters likely involve personnel clerks. Seek out opportunities to meet casually with a manager before you subject yourself to a cursory review by a clerk. For example, get a friend to invite you to visit him at his office. Have lunch in the cafeteria where you can meet the boss casually. Talk shop. Exchange insights on the work you all do. That’s how to get sized up accurately.

Myth: The most you can hope for is another interview
Myth: "While some companies make offers at job fairs, it is much more likely that the most you can hope for is another interview."

Truth: Any time someone talks about "hope" in the context of job hunting, what he or she is really talking about is loss of control over the process. At a job fair, the job hunter has zero control. You wander from booth to booth, hoping to out-shine thousands of other sides of beef and impress low-level company representatives who have no power to hire you. The most you can hope for at a job fair is not to get blackballed.

Earlier I said that job fairs can cost you good jobs. Actually, it’s superficial contacts that can cost you a job. While the resume-collectors at job fairs aren’t qualified to really evaluate you, they are empowered to put a big fat X on your resume, which then goes into the HR department’s database. If you come along months later as a result of a good personal contact inside the company, HR could use that X to prevent you from interviewing further. That’s the kind of rejection power many HR departments have.

Suggestion: You are better off not alerting HR clerks to your interest in their company. Almost everyone knows it’s a far better thing to go directly to a hiring manager, but almost everyone ignores that wisdom because it’s just easier to go to HR. HR is the big candidate clearinghouse. If a manager rejects you, you are still free to approach other managers. If HR blackballs you at a job fair, your X-marked resume can keep you blackballed throughout the company.

Myth: Job fairs are a great place to find unadvertised openings
Myth: "Job fairs are excellent places to network and exchange information regarding where openings are and aren’t."

Truth: Any job openings advertised at job fairs are already old news. Job fairs are often a company’s last recruitment resort. While a personnel jockey is scanning your resume at the job fair booth, my candidate (or some other headhunter’s) is sitting in the hiring manager’s office demonstrating how she’s going to do the job profitably for the manager. That’s who you’re competing with.

As for networking, consider the value of networking with lowly personnel clerks and other job hunters. How likely is another fair attendee to cue you in to a really good job, when he’s looking for the same thing? Think before you invest your time just because everyone else is doing it.

Suggestion: Skip the places where HR clerks hang out, and go where the hiring managers and their employees go: professional conferences, trade shows, and training courses. Yes, bring a resume, but first make some friends. Don’t ask for a job; ask for the gold ring that smart headhunters grab: insight about the person’s company and work. That’s what leads to real relationships, real personal contacts, and valuable personal referrals to hiring managers.
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  • 創(chuàng)建市場(chǎng)導(dǎo)向的流程型研發(fā)組織》 《研發(fā)質(zhì)量管理》 《研發(fā)人員的考核與激勵(lì)》 《從樣品走向量產(chǎn)》 《產(chǎn)品研發(fā)體系構(gòu)建與模板詳解》 流程管理與產(chǎn)品管理系列： 《流程體系規(guī)劃與流程設(shè)計(jì)實(shí)戰(zhàn)》 《產(chǎn)品戰(zhàn)略規(guī)劃與路標(biāo)管理》 《市場(chǎng)驅(qū)動(dòng)的產(chǎn)品開(kāi)發(fā)流程管理》 《成功的產(chǎn)品經(jīng)理》管理系列： 《從技術(shù)走向管理》 《研發(fā)人員的核心管理技能提升》
  • 職業(yè)化：
    1.《職場(chǎng)高效工作技能訓(xùn)練》
    2.《辦公室工作規(guī)范與技巧訓(xùn)練》
    3.《行政文秘綜合技能提升訓(xùn)練》
    4.《職場(chǎng)禮儀與溝通技能提升訓(xùn)練》
    5.《時(shí)間管理與工作效能提升訓(xùn)練》
    6.《高效會(huì)議管理》
    7.《高效溝通訓(xùn)練》
    公文寫(xiě)作：
    8.《職場(chǎng)寫(xiě)作力提升訓(xùn)練》
    9.《金字塔思維與公文寫(xiě)作訓(xùn)練》
    10.《最新黨政機(jī)關(guān)公文寫(xiě)作技巧訓(xùn)練

  • 《全球經(jīng)濟(jì)危機(jī)下的企業(yè)發(fā)展戰(zhàn)略》

    《低碳經(jīng)濟(jì)下的企業(yè)發(fā)展戰(zhàn)略》

    《企業(yè)戰(zhàn)略管理》

    《生產(chǎn)運(yùn)作管理》

    《供應(yīng)鏈與物流管理》

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