找工作为何会被拒

　　当一位雇主拒绝你的时候，不要因此而消沉。拒绝背后的原因通常更多在于公司而不是你。接下来，小编给大家准备了找工作为何会被拒,欢迎大家参考与借鉴。

　　找工作为何会被拒

　　By Jeff Schmitt

　　You've probably read plenty of job-hunting articles. And they're all the same.

　　大概你已经看过大量有关求职的文章。它们都万变不离其宗。

　　A so-called expert will advise you to develop a plan, broaden your skills, and network. On résumés, they will counsel you to customize, use keywords, and quantify your accomplishments2. If you land an interview, they will remind you to mind your body language, ask good questions, and convey confidence and enthusiasm.

　　所谓的专家将建议你制定计划、拓展技能以及人际关系网。在简历方面，他们会让你定制简历、运用关键词、量化成就。如果你获得一次面试机会，他们会提醒你注意肢体语言、问好的问题然后传递出自信和热情。

　　This isn't one of those articles.

　　可是本文要谈的和其它文章都不一样。

　　These are troubled times. We hear the horror stories daily. Unemployment swelling3. Nest eggs dissolving. Prices rising. Businesses failing. Debts mounting. Workloads4 crushing. Politicians squawking. We live at the mercy of larger forces; anxious about the lives we know; wondering what will happen next. For most, this is not the time to switch companies…or lose a job. But many will be forced to, through no fault of their own.

　　如今是糟糕的时期。每天我们都会听到可怕的消息。不断膨胀的失业率、养老储蓄金消失、价格上涨、企业倒闭、债台高筑、巨大的工作量、政治家们在发牢骚。在更大力量下身不由己、对生活感到焦虑、想知道下一步会发生什么。对多数人来说，这不是一个跳槽……或失业的时侯。但是许多人将被迫因为并非自己的错误而跳槽或失业。

　　Even worse, a job hunt is often a demeaning process. The rejection can leave you demoralized. You'll jump through countless5 hoops6 and operate on other people's terms. In the end, you'll still hear, "You're not quite what we're looking for" (if you hear anything at all).

　　更糟糕地是，求职经常会成为一个贬低的过程。拒绝会让你失去斗志。你要穿过数不清的“跳环”，遵照别人给定的条件去做。最终，你还是会听到(如果还有得听的话)：“你不太符合我们的人选要求。”

　　In today's economy, a job hunt requires more time, sweat, and money than ever. You'll follow the fundamentals and still have little to show for it. At some point, it is only natural to ask yourself, "What's wrong with me?"

　　在现今的经济状况下，求职比以往任何时候都需要付出更多的时间、汗水和金钱。你得遵循那些基本原则，可是又不知该怎样表现。所以有时问自己“我哪里有毛病”是件很自然的事。

　　Maybe nothing. Maybe it's them.

　　也许一切都正常。也许是他们的原因。

　　By Jeff Schmitt

　　So when your fruitless search fills you with angst and self-doubt, always remember the following truths about job hunting: 所以当你毫无结果的搜索让你充满焦虑和怀疑自己，一定得记住下面有关求职的事实:

　　• Job Hunting is Unfair 找工作是不公平的

　　The best person isn't always picked—and the playing field is rarely even. The cliché, "it's not what you know, but who you know" is extremely relevant. 公司选择的并不总是最优秀的人——而且，求职之路也极少平坦。那句“你知道什么不要紧，你认识谁才要紧”用在这里再合适不过。

　　There are so many ways to get passed over—and many reasons for it. A company may already have a candidate in mind, such as a proven internal applicant2 who represents little risk. They may hire someone who struck a chord, whose pop and polish masked his deficits3. It could come down to a gut4 feeling. There could be political, considerations too. 被忽略掉的情况简直太多了——而且背后有许多原因。公司心中也许已有人选，比如一位已经确定、不存在多少风险的内部申请者。他们雇佣的也许是一位意气相投，极好地掩饰了自己缺陷的人。可能最终还是凭感觉，还可能存在政治、报偿考虑。

　　Bottom line: Companies want to deal with people they know. They want to hire people they like and implicitly5 trust. Like all of us, their judgment6 is sometimes faulty. Don't view it as an indictment7 of you as a person. 结论：公司希望与自己了解的人相处。他们希望聘用自己喜欢、并且信任的人。和我们每个人一样，他们的评判有时是错误的。不要把它看成是对你本人的评判。

　　• Decision-Makers Aren't Always on Target 决策人眼光不准

　　Many times, screeners are far removed from the front lines. Don't assume they are aware of industry developments. Don't assume they study what works outside their company. Most important, don't assume they are well-versed in a position's daily responsibilities and requirements. 许多时候，筛选人与一线人员相差很大。不要认为他们了解行业的发展。不要认为他们研究过企业外部的情况。最重要的一点是，不要认为他们精通某个职位的日常责任和要求。

　　Even more, employers don't always apply the right formula in hiring decisions. They may apply a successful organization's methodology without taking underlying8 variables like stage of growth into account. They may mine the company history for specific traits and success stories, without examining how positions evolve. Worst of all, they may evaluate candidates based on the values they preach, not the ones they actually practice (or vice9 versa). 更有甚者，雇主在做出招聘决定的时候不会使用正确的程序。他们可能会使用一个成功组织的方法，而不将潜在的变化——比如成长阶段——考虑在内。他们也许根据公司历史情况寻找特定品质或成功故事，而没有审视职位演变的情况。最糟糕的是，他们也许根据自己鼓吹的而不是实际身体力行的(反之亦然)价值观来评估候选人。

　　Sometimes, hiring efforts get off track. Often, it is the candidates themselves who expose flawed suppositions during the interview process. In the end, all you can do is research, network, and be yourself. The rest takes care of itself. 有时候，招聘过程会“脱轨”。经常是候选人本人在面试过程中揭露出了那些缺陷假设。最终，你能做的一切就是去调查、建立人际网络、做你自己。让其它事情顺其自然吧。

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