演講MP3+雙語文稿:在找工作嗎？突出你的能力，而不是你的經(jīng)驗(yàn)

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聽力課堂TED音頻欄目主要包括TED演講的音頻MP3及中英雙語文稿，供各位英語愛好者學(xué)習(xí)使用。本文主要內(nèi)容為演講MP3+雙語文稿:在找工作嗎？突出你的能力，而不是你的經(jīng)驗(yàn)，希望你會(huì)喜歡！

【演講人及介紹】Jason Shen

Jason Shen，企業(yè)家、人才專家，使用數(shù)據(jù)和技術(shù)來幫助領(lǐng)導(dǎo)者識(shí)別人才。

【演講主題】在找工作嗎?突出你的能力，而不是你的經(jīng)驗(yàn)

【演講文稿-中英文】

翻譯者 Ethan Ouyang 校對 Yolanda Zhang

00:12

You know who I'm envious of? People who work in a job that has to do with their college major.

你們知道我最嫉妒誰嗎？那些能找到和大學(xué)專業(yè)對口工作的人。

00:18

(Laughter)

（笑聲）

00:20

Journalists who studied journalism, engineers who studied engineering. The truth is, these folks are no longer the rule, but the exception. A 2010 study found that only a quarter of college graduates work in a field that relates to their degree.

新聞專業(yè)的記者，工程學(xué)專業(yè)的工程師。事實(shí)上，這些人的存在早已不再是正常情況了，而成了例外。2010年的一個(gè)調(diào)查顯示只有1/4的大學(xué)生，在從事和他們大學(xué)專業(yè)相關(guān)的工作。

00:36

I graduated with not one but two degrees in biology. To my parents' dismay, I am neither a doctor nor a scientist.

我畢業(yè)時(shí)拿到了生物學(xué)的雙學(xué)位。但令我父母失望的是，我既不是一個(gè)醫(yī)生，也沒有成為一個(gè)科學(xué)家。

00:44

(Laughter)

（笑聲）

00:46

Years of studying DNA replication and photosynthesis did little to prepare me for a career in technology. I had to teach myself everything from sales, marketing, strategy, even a little programming, on my own. I had never held the title of Product Manager before I sent my resume in to Etsy. I had already been turned down by Google and several other firms and was getting frustrated. The company had recently gone public, so as part of my job application, I read the IPO filings from cover to cover and built a website from scratch which included my analysis of the business and four ideas for new features. It turned out the team was actively working on two of those ideas and had seriously considered a third. I got the job.

在DNA復(fù)制與光合作用上數(shù)年的專心苦讀，對我將來的科技生涯幾乎沒有幫助。我必須從銷售，市場營銷，策略開始自學(xué)一切本領(lǐng)，甚至連簡單的電腦編程，都必須自學(xué)。在我送簡歷到 Etsy（電子商務(wù)網(wǎng)站）之前，我從來沒當(dāng)過產(chǎn)品經(jīng)理。我當(dāng)時(shí)十分沮喪，因?yàn)橐呀?jīng)被谷歌以及其他一些公司屢次拒絕。Etsy最近正式上市了，為了讓簡歷增色，我把首次公開募股的信息一行行認(rèn)真地讀，然后摸索著建立了一個(gè)網(wǎng)站，其中包括一些我對這個(gè)公司的分析 以及四個(gè)關(guān)于產(chǎn)品特色的新點(diǎn)子。結(jié)果發(fā)現(xiàn)這個(gè)公司的工作團(tuán)隊(duì)積極地研究了其中兩個(gè)， 并對第三個(gè)也進(jìn)行了慎重考慮。于是我得到了這份工作。

01:36

We all know people who were ignored or overlooked at first but went on to prove their critics wrong. My favorite story? Brian Acton, an engineering manager who was rejected by both Twitter and Facebook before cofounding WhatsApp, the mobile messaging platform that would sell for 19 billion dollars.

我們都知道有些人雖然一開始被忽略，但最終用實(shí)力證明了他人的錯(cuò)誤。我最愛的故事是什么呢？Brian Acton, 一個(gè)工程經(jīng)理，在成立whatsApp (聊天軟件)之前，他同時(shí)被谷歌和推特拒絕過，而現(xiàn)在這個(gè)手機(jī)軟件平臺(tái)價(jià)值190億。

01:57

The hiring systems we built in the 20th century are failing us and causing us to miss out on people with incredible potential. The advances in robotics and machine learning and transforming the way we work, automating routine tasks in many occupations while augmenting and amplifying human labor in others. At this rate, we should all be expecting to do jobs we've never done before for the rest of our careers. So what are the tools and strategies we need to identify tomorrow's high performers? In search for answers, I've consulted with leaders across many sectors, read dozens of reports and research papers and conducted some of my own talent experiments. My quest is far from over, but here are three ideas to take forward.

我們在20世紀(jì)建立的招聘系統(tǒng)已經(jīng)過時(shí)了，這導(dǎo)致我們錯(cuò)失了很多頗具潛力的人才。機(jī)器人技術(shù)和機(jī)器學(xué)習(xí)的進(jìn)步正在轉(zhuǎn)變我們工作的方式，把許多行業(yè)的日常事務(wù)自動(dòng)化，從而將人類的勞力轉(zhuǎn)向其他方面。這樣下去，我們在接下來的職業(yè)生涯中都要做從未做過的工作。 那么我們需要什么樣的工具以及技巧來辨別那些能夠馳騁未來職場的人才呢？為了尋得答案，我和許多部門的領(lǐng)導(dǎo)進(jìn)行了探討，讀了很多報(bào)告和研究資料，并分析了我自己的天賦與經(jīng)歷。我的尋找還遠(yuǎn)沒有結(jié)束，但有三個(gè)要點(diǎn)值得一提。

02:45

One: expand your search. If we only look for talent in the same places we always do -- gifted child programs, Ivy League schools, prestigious organizations -- we're going to get the same results we always have. Baseball was transformed when the cash-strapped Oakland Athletics started recruiting players who didn't score highly on traditionally valued metrics, like runs batted in, but who had the ability to help the team score points and win games. This idea is taking hold outside of sports. The Head of Design and Research at Pinterest told me that they've built one of the most diverse and high-performing teams in Silicon Valley because they believe that no one type of person holds a monopoly on talent. They've worked hard to look beyond major tech hubs and focus on designers' portfolios, not their pedigrees.

第一：擴(kuò)展你的搜索范圍。如果我們每次只去同樣的地方尋找自己的天賦——天才少年項(xiàng)目，常青藤名校，那些盛名遠(yuǎn)揚(yáng)的機(jī)構(gòu)——那我們只能得到一樣的結(jié)果。奧克蘭的運(yùn)動(dòng)員隊(duì)，由于囊中羞澀，只能聘用那些在傳統(tǒng)標(biāo)準(zhǔn)，如打點(diǎn)記錄中，雖然得分較低，但卻能夠幫助隊(duì)友得分，并最終贏得比賽的球員，而這最終導(dǎo)致了棒球的演變。這道理在體育之外也同樣適用。Pinterest研究與設(shè)計(jì)部門的負(fù)責(zé)人和我說，他們在硅谷打造了一支，全世界最高效，同時(shí)最具分化特色的團(tuán)隊(duì)。因?yàn)樗麄兿嘈艣]有哪一類特定的人具有壟斷性的天賦才能。他們的眼光超越了核心科技，并注重于設(shè)計(jì)者們的資歷，而不是他們的血統(tǒng)。

03:34

Two: hire for performance. Inspired by my own job experience, I cofounded a hiring platform called Headlight, which gives candidates an opportunity to shine. Just as teams have tryouts and plays have auditions, candidates should be asked to demonstrate their skills before they're hired. Our clients are benefiting from 85 years of employment research, which shows that work samples are one of the best predictors of success on the job. If you're hiring a data analyst, give them a spreadsheet of historical data and ask them for their key insights. If you're hiring a marketing manager, have them plan a launch campaign for a new product. And if you're a candidate, don't wait for an employer to ask. Seek out ways to showcase your unique skills and abilities outside of just the standard resume and cover letter.

第二：為了效率而雇傭。受到我自己工作經(jīng)歷的啟發(fā)，我和別人合建了一個(gè)招聘平臺(tái)Headlight，這個(gè)平臺(tái)給了應(yīng)聘者們一個(gè)展示自我的機(jī)會(huì)。就好似團(tuán)隊(duì)有路演，樂隊(duì)有試奏，應(yīng)聘者在被雇傭之前，應(yīng)該有展示自己技能的機(jī)會(huì)。從85年的職場雇傭研究資料里，我們的客戶可以看到預(yù)測職場成功與否的最好方式就是工作實(shí)例。如果你在招聘一個(gè)數(shù)據(jù)分析員，就給他們一張?zhí)顫M歷史數(shù)據(jù)的表格并要求他們給出解析。如果你在招聘一個(gè)市場經(jīng)理， 就讓他們計(jì)劃一場新產(chǎn)品的發(fā)布會(huì)。而如果你是一個(gè)應(yīng)聘者，別等著老板詢問你。尋找能夠展現(xiàn)你的獨(dú)特技巧與能力的方式，而不僅僅是依賴于簡歷以及推薦信。

04:21

Three: get the bigger picture. I've heard about recruiters who are quick to label a candidate a job-hopper based on a single short stint on their resume; read about professors who are more likely to ignore identical messages from students because their name was black or Asian instead of white.

第三：著眼全局。我見過招聘人員不假思索的給一個(gè)應(yīng)聘者貼上“跳槽者”的標(biāo)簽，僅僅是因?yàn)樗暮啔v上有一項(xiàng)短期的工作；我也聽說不少教授會(huì)因?yàn)閷W(xué)生的名字屬于黑人或亞洲人，就忽視他們發(fā)送的和白人學(xué)生一模一樣的消息。

04:40

I was almost put on a special needs track as a child. A month into kindergarten, my teacher wrote a page-long memo noting that I was impulsive, had a short attention span, and despite my wonderful curiosity, I was exhausting to work with.

我小時(shí)候幾乎被當(dāng)成有“特殊需要”的孩子。進(jìn)入幼兒園一個(gè)月后，我的老師記錄了一整頁的筆記，上面寫著我極易沖動(dòng)，注意力難以集中，雖然擁有極大的好奇心，但卻是一個(gè)使人筋疲力盡的孩子。

04:55

(Laughter)

（笑聲）

04:58

The principal asked my parents into a meeting, asked my mother if there had been complications at birth and suggested I meet with a school psychologist. My father saw what was happening and quickly explained our family situation. As recent immigrants, we lived in the attic of a home that cared for adults with mental disabilities. My parents worked nights to make ends meet, and I had little opportunity to spend time with kids my own age. Is it really a surprise that an understimulated five-year-old boy might be a little excited in a kindergarten classroom after an entire summer by himself?

校長叫我的家長們來開會(huì)，問我媽生我的時(shí)候有沒有遇到什么困難，還建議我去看學(xué)校的心理醫(yī)生。我的父親明白了是怎么一回事，并簡短的解釋了我們家的情況。作為剛剛移民的家庭，我們住在一家老年康復(fù)中心的閣樓里。我的父母為了維持生計(jì)，整日整夜工作，而我也幾乎沒有和同齡孩子玩耍的機(jī)會(huì)。對于一個(gè)交際經(jīng)驗(yàn)不足，又剛剛獨(dú)處了整整一個(gè)夏天的五歲小男孩來說，在幼兒園的教室里顯得有些過度興奮，也許不顯得那么令人驚訝吧？

05:33

Until we get a holistic view of someone, our judgment of them will always be flawed. Let's stop equating experience with ability, credentials with competence. Let's stop settling for the safe, familiar choice and leave the door open for someone who could be amazing. We need employers to let go of outdated hiring practices and embrace new ways of identifying and cultivating talent, and candidates can help by learning to tell their story in powerful and compelling ways. We could live in a world where people are seen for what they're truly capable of and have the opportunity to realize their full potential. So let's go out and build it.

在我們沒有看到一個(gè)人完整的一面的時(shí)候，我們對他的評判總是有失偏頗的。讓我們別再把經(jīng)歷和能力劃等號，也別把文憑和競爭力劃等號。讓我們不要再一昧的做出安全，熟悉的選擇，而是把機(jī)會(huì)給予那些能夠讓你眼前一亮的人。我們需要讓雇主們放棄那些過時(shí)的雇傭政策，去擁抱那些定義和培養(yǎng)天賦的新方法，而求職者們也可以通過用強(qiáng)勢且引人注目的方式， 來講述自己的人生故事。我們會(huì)生活在全新的世界里，在那里，人們的潛力將有望被完全激發(fā)，人人都能夠做自己真正勝任的工作。所以讓我們一起攜手建造這個(gè)世界吧。

06:21

Thank you.

謝謝

06:22

(Applause)

（掌聲）