Economics Report - Using the Internet and Social Media to Search for a Job
This is the VOA Special English Economics Report.
这里是美国之音慢速英语经济报道。
The job market is more competitive than ever for millions of workers around the world. In America, one reason right now is the slow recovery in job growth after the recession.
对全球数百万员工来说，就业市场竞争比以往任何时候都更加激烈。在美国，当前出现这个问题的原因之一是经济衰退后就业增长复苏缓慢。
But other reasons involve changes in the needs of the American and global economies. In big developing economies like India and China, high turnover rates mean workers often move from job to job.
但其它原因还包括美国和全球经济体需求的变化。在主要发展中国家，例如印度和中国，人员的高流动率意味着员工经常跳槽。
These days, many job seekers go online to connect with employers. Job candidates want to show they have a lot to offer. But in many cases they simply apply for a job title and list their work experience. Instead, they should describe the talents and abilities they could bring to an organization.
近年来，很多求职者通过互联网和用人单位联系。应聘者想要展示他们的诸多价值。但在很多情况下，他们只是简单地申请一个职位，罗列出他们的工作经验。实际上，他们应该描述自己能够带给企业的才能。
That is the advice of Steve Langerud, director of professional opportunities at DePauw University in Indiana. He advises students on career planning and often talks about workplace issues in the media.
这是印第安纳州迪堡大学就业中心主任史蒂夫·兰吉路德（Steve Langerud）的建议。他为学生职业规划提供建议，并常常在媒体上谈到工作场所问题。
He says social media sites are valuable when they show the abilities of job candidates and not just their job title and experience.
他说，社交媒体网站是很有价值的，但是必须展示出应聘者的能力，而不只是工作职位和工作经验。
STEVE LANGERUD: "This really is a talent economy, and we're stuck with most job seekers presenting themselves in a job title mode. And I don't think it matches very well."
兰吉路德：“当今确实是人才经济。然而我们难以摆脱大多数求职者通过职位求职这种模式。我认为这种模式匹配不好。”
Steve Langerud says employers, too, should change their search methods. They should think harder about the skills they really need to help their organization reach its goals.
兰吉路德说，用人单位也应该改变他们发掘人才的方式。他们应该好好考虑一下能够帮助企业达到目标所真正需要的技能。
STEVE LANGERUD: "Because at the end of the day, its still about getting the right people in the right place at the right time and then keeping them."
兰吉路德：“因为说到底，发掘人才还是关于在适当的时间找到适当的人选，并留住他们。”
Ben Kirshner is the founder and chief executive of a media marketing company based in New York called Elite SEM. SEM is search engine marketing. His company's job is to help businesses improve their websites and search engine results.
本·科什纳（Ben Kirshner）是纽约一家名为Elite SEM的媒体营销公司的创始人和首席执行官。SEM意思是搜索引擎营销。该公司的工作是帮助企业优化网站和搜索结果。
Ben Kirshner says when his company is searching for candidates for new positions, it first looks within. It considers existing employees. After that, he says, social sites can be valuable for finding new people.
科什纳说，当他的公司寻找新职位候选人时，先考虑公司内部现有员工。然后，社交网站对发掘新人也有帮助。
BEN KIRSHNER: "Twenty-five percent of our new hires come from social media. Seventy-five percent typically come from word of mouth."
科什纳：“我们公司25%的新员工是通过社交媒体招聘的，另外75%一般则是通过口碑。”
In other words, three out of four people are found based on recommendations from others.
换句话说，3/4的员工是通过他人推荐而被发掘的。
Elite SEM uses sites like Facebook, Twitter and LinkedIn to learn about job candidates. LinkedIn is a networking site for professionals, so users might be more careful about what they say.
Elite SEM使用Facebook、Twitter和LinkedIn等网站了解求职者。LinkedIn是一家针对专业人士的社交网站，因此用户发言可能会更加谨慎。
Mr. Kirshner says a site like Facebook can also provide a lot of information -- good or bad -- about a person. So pay attention to what you put on the Internet and what others put online about you.
科什纳表示，像Facebook也能提供很多关于个人的好或不好的信息。因此要注意你传到网上的信息，也要注意别人传到网上的关于你的信息。 |