你会写电子履历吗？
Older does not necessarily mean wiser when it comes to applying for jobs in the computer age: younger job-seekers are stealing a big advantage with their digital CVs.
在计算机时代求职时，姜未必是老的辣：年轻求职者在制作电子履历上有着巨大的优势。
Yet it is not difficult to build up a succinct and effective digital CV – it just takes a little thought, research and time.
不过，制作一份简洁而有效的电子履历并不难，只需要的就是一点点思考、调查和时间。
“Your CV is a sales opportunity,” says Mark Moreau, commercial director at True North Human Capital. “The objective is to grab the reader’s attention at the earliest opportunity. Young people are digital savvy, they get that.”
猎头和人力资源咨询公司True North Human Capital商业主管马克?莫罗(Mark Moreau)表示：“履历就是一次自我推销的机会，目的是尽快引起读者的注意力。年轻人精通数字技术，所以他们有优势。”
True North, an executive search and talent and resource consultancy, finds those over 40 often let themselves down when applying for posts.
True North Human Capital发现，40岁以上的人在申请职位时往往会产生挫败感。
Mr Moreau says the inability to write a CV that will attract potential employers is not limited to any particular sector: many job seekers from all areas of business aged over 40 have CVs not fit for purpose and are missing out on positions. He says their CVs are too long, use too much CV jargon and are often not structured in a way that is relevant to the role for which they are applying.
莫罗表示，年长者制作不出吸引潜在雇主的履历，这个问题并不限于某一个领域：各行各业都有一些40岁以上的求职者，他们制作的履历做不到有的放矢，因此未能应聘成功。他表示，这些人的履历太长，用的套话太多，而且往往不能切中所申请职位的需要。
Kevin Chappell, managing director of Augment group, a resource and talent management consultancy, says: “Most people over 40 put a standard CV together that would have been OK 15 years ago. However, the person making the universal assessment of the CV is probably at the start of their career and their outlook has changed.
人力资源管理咨询公司Augment机构懂事总经理凯文? 查派尔(Kevin Chappell)表示：“大多数40以上的求职者投递的都是标准化履历，这种履历15年前或许还行得通。然而，负责对履历做出普遍评价的人或许刚参加工作不久，他们的观念已经变了。”
“That CV will be competing with possibly hundreds of others and getting it to have the right impact takes planning, effort and research. Each and every job application is unique – and if you’re not going to put the effort in, then why would you expect an interview?”
“你的履历可能要与成百上千份履历竞争，只有在下功夫研究之后认真制作，才能给人留下深刻的印象。每一次求职都有独特之处，如果你不好好对待，凭什么指望得到面试机会呢？”
Mr Chappell adds that a CV and standard covering letter no longer work and the “spray and pray” method is no longer effective either. “You need to approach each application uniquely and individually,” he advises.
查派尔接着表示，履历和标准化的求职信已过时，海投履历的方式也不管用了。他建议道：“我们每投一个职位时，都要采取针对性的策略。”
“Tech-savvy youngsters are born profile builders,” according to Philip Piper, sales and business development director at recruitment consultants Badenoch and Clark. “But those over 40 tend not be as prolific when using online technologies to help their profiles.”
招聘咨询公司公司Badenoch and Clark销售和业务发展主管菲利普?派珀(Philip Piper)表示：“懂技术的年轻人天生就是制作履历的高手。当需要使用网络技术制作履历的时候，40岁以上的人就不那么在行了。”
A CV is the advertisement that gets an applicant to the next stage of the recruitment process. It needs to be specific, personal and logical. “It’s all about the first screenshot [page one]. It has to make me want to scroll down and find out more,” explains Mr Moreau.
履历是一个让求职者进入招聘下一个环节的广告，需要内容具体、彰显个性并符合逻辑。莫罗解释道：“最重要的是第一张截屏（第一页），它必须让人有往下翻看的兴趣。”
“I get a lot of CVs and need to sift through them quickly. If they’re too long, full of CV language, then they’re irrelevant with no value and I can’t make an informed decision.”
“我收到很多履历，需要从中快速筛查。如果履历篇幅太长，又都是套话，那么就没有什么价值，跟所招聘的职位豪不粘边，所以我无法做出明智的决定。”
The experts say the first page, or “screenshot”, should consist of three sections. The first covers contact details: employers want name, email address, a link to a LinkedIn profile, details of where you are based and where you are willing to go.
专家表示，履历的第一页（或叫“截屏”）应该包含三个部分。第一个部分包括联系信息：姓名、邮箱地址、LinkedIn个人主页地址，以及当前所在地点和希望去何地任职的详细信息。
“Ensure you use a professional sounding email address to apply and receive replies,” says Mr Chappell. “It sounds simple, but however good your application, if you have ‘sexyboy@xxx.com’ or ‘iloveanightout@xxx.co.uk’ you will probably go no further in the process.”
“你一定要使用看来很专业的电子邮箱投递履历和接收回信，”查派尔表示，“这点听上去很简单，但不管你的履历本身有多棒，如果使用‘sexyboy@xxx.com’ 或者是‘iloveanightout@xxx.co.uk’这样的邮箱，你应聘这件事很可能就到此为止了。”
Section two is what Mr Moreau calls the “emotional” section, with descriptions of past positions. These need to be tailored to the role being applied for. Chief executives still need to distinguish themselves from other chief executives, so information is needed on the nature of the business – its size, whether it is a start-up etc.
第二个部分就是莫罗所说的“情感”部分，你介绍一下自己过去担任过那些职位。要围绕你所申请的职位来写。不同公司的首席执行官是有区别的，所以你要提供有关自己所在任职公司性质的信息，包括它的规模以及是否初创等。
“You have to talk about your achievements against the remit of the role. Use numbers: I achieved such and such, by doing such and such,” says Mr Moreau.
莫罗表示：“我们必须讲述自己在职权范围内取得了哪些成就。使用具体的数字：我是怎么做的，最终实现了多大的业绩。”
Mr Chappell adds that about six or eight accomplishments, with numbers, is ideal.
查派尔补充道，用数据说明6到8个项业绩是比较理想的。
The third section should be a career synopsis and again relevance is key. Mr Moreau says: “Many over-40s plateau and become consultants. Subsequently, I’ll get CVs in chronological order and read about projects that are unheard of. But scroll down and there’s much more relevant experience.”
第三个部分是职业生涯概述，这里相关性也非常关键。莫罗说：“很多40岁以上的人处于事业稳定期，成为了顾问级人物。接着，我就会按照时间顺序阅读他们的履历，了解到一些从前没听说过的项目。但再往下翻，就看到了更多相关的经历。”
He says the danger is that people end up being judged on their more recent consultancy work rather than their more relevant earlier posts: “They’ve often got plenty more in their kitbag, which is only brought to the fore on page two, three, four or five.”
他表示，危险在于我们对评判他们是否合适时，往往看的他们最近的顾问工作，而不是在早前相关性更大的职位上做过什么。“他们经常把履历写得太长了，到第二、第三页第四、甚至第五页上才能看到更相关的经历。”
Mr Chappell adds: “Think about what will be seen on the screen when the document is opened. It needs to capture and interest the reader from the get-go, or they simply won’t scroll down.”
查派尔接着表示：“要想象一下，打开履历的时候人们会在屏幕上看到什么。要从一开始就能吸引读者的兴趣，否则他们压根就不会往下看。”
Job seekers also need to understand what the recruiter or HR manager is looking for. They might have a list of criteria and any CV not containing the right key words will tend not to be read in full.
求职者还要明白招聘单位或者是人力资源经理想找什么样的人才。他们可能会准备一份招聘要求清单，那些与清单关键字不吻合的履历，他们往往都不会仔细地看下去。
Finding out what is needed is not as difficult as it might sound. Mr Chappell points out: “The job ad will tell you lots about what they are looking for, as will their website. Just as importantly, the website and other press material will inform you as to the organisation’s fit for you. It has to be a two-way fit or it won’t work for either party.”
要弄清楚招聘要求并没有想象中那么难。查派尔指出：“招聘广告中会有很多这类信息，公司的网站上也有。同样重要的是，研究公司网站和其他媒体材料也能得出该公司是否适合你的结论。必须‘两情相悦’才行，‘单恋’不会有结果。”
Today, however, a digital CV is just one part of the application process: there are also online social media to consider.
尽管如此，现在电子履历也只是整个求职过程的一个环节：还需要考虑网络社交媒体。
“A CV is a fantastic tool when you’re looking for a new job, but it can be one-dimensional,” says Mr Piper. “Your professional profile on LinkedIn, Twitter, and even Facebook gives you the chance to rub digital shoulders with the sort of interesting people you’d love to work with.
派珀表示：“找新工作时，履历是一个绝佳的工具，但那也只是一个方面。你在LinkedIn、Twitter，甚至是Facebook上的专业形象，也让你有机会通过电子手段跟自己愿与之共事的有趣的人进行交流。”
“But with so many people jumping on the social media bandwagon, catching people’s attention is no mean feat – so you need to get creative. A great way to do this is by creating videos instead of CVs – by uploading them to Facebook and YouTube to get your name out there in an innovative way. You could even develop a professional site of your own to showcase your work.”
“但如今使用社交网站的人这么多，吸引人们的注意力绝非易事，所以你得有创意才行。有个好办法就是制作视频履历取代普通履历，然后将上传到Facebook和YouTube上，这就通过新颖的方式为自己做了宣传。你甚至还可以建立一个专业的个人网站，在上面展示你的作品。”
Mr Moreau says LinkedIn is used regularly in decision making, so it must be used to its full capacity. “Your profile must give a grounding of who you are and what you do. It needs to be descriptive, succinct and accurate. And avoid management buzzwords.”
莫罗表示，雇主在做出招聘决策时经常会用到LinkedIn网站，所以求职者必须充分利用好它。“你的个人资料必须说明出你的身份和职业。你的介绍必须要客观、简洁和精确，不要使用时髦的管理术语。”
Twitter can also be an effective tool, but users need to be clear whether they are using it for a personal or professional purpose. “If you’re talking about your company and your work it can be very useful.”
Twitter也可能成为一种有效的工具，但用户需要明确是将其用于个人还是专业目的。“如果你想讲述你的公司和你的工作，Twitter会非常有用。”
But Mr Chappell has less praise for the use of social media: “Using social media links may be more relevant in niche areas, for example, advertising, PR, marketing, and web development. Many more mainstream opportunities will be less savvy from a technology point of view. Twitter can often be used by people with a strong leaning towards personal rather than professional related content.”
但查派尔却不怎么赞成使用社交媒体：“在某些细分领域使用社交网站链接或许更为妥当，比如广告、公关、营销和网络开发领域。从技术的角度来看，选择更多的主流技术并不明智。有些人对私人而不是专业相关内容感兴趣，他们通常可以使用Twitter。”
He advises against including LinkedIn, Twitter or Facebook links on a CV: “If the recruiter wants it they will ask specifically – and most candidates’ LinkedIn page is a static CV anyway, usually with a whole less thought than the actual CV for a specific application.”
他反对在履历中加上LinkedIn、Twitter 或者是 Facebook上的个人主页链接：“如果招聘单位需要的话，他们会特别提出这一点。况且大部分申请者的LinkedIn个人页面也不过相当于一份静态的履历，在申请具体职位时，它的效果往往比不上专门制作的履历本。”
Mr Piper disagrees: “One of the best things about LinkedIn is that it allows you to ask for endorsements from the people you’ve worked with, which are then displayed on your profile as a shining beacon of how great you are at your job. Some jobs are even filled through recommendations alone, as the good word of a former boss, professor or colleague makes it easier to trust you.”
派珀并不赞同：“LinkedIn最大的一个优点就是，你可以在那里请前同事替你背书，并在你的个人资料中呈现出来，让大家都看到你是一位多么出色的员工。有些工作甚至只需要推荐就能搞定，因为之前的上司、教授或者同事的褒奖之词让你更容易得到信任。”
Perhaps the ideal approach depends on the company, sector and role: the experts agree that tailoring is the key.
或许最理想的方法要视公司、行业和职位而定：专家们都认为，量体裁衣是王道。
So is there still any room for old-fashioned paper CVs? Mr Piper says definitely not: “Paper CVs are pretty much unheard of these days, although, as with anything, there is an exception to the rule and it does happen – but very rarely.”
那么传统的纸质履历还有生存的空间吗？派珀给出了绝对否定的回答：“如今纸质履历基本上已销声匿迹了。不过，凡事皆有例外，可例外极其罕见。”
译者:王慧玲
