????對(duì)于今天的應(yīng)屆畢業(yè)生們，或者希望在大公司取得成功的任何人，您的建議是什么？

????首先，你的工作必須比其他任何人干得更漂亮。否則，即使你是天才，也不會(huì)成功。面對(duì)當(dāng)前嚴(yán)峻的就業(yè)形勢(shì)，為了能夠跨進(jìn)門(mén)檻，應(yīng)屆畢業(yè)生們可能不得不先放棄薪酬，免費(fèi)工作一段時(shí)間。找一個(gè)自己真心希望工作的地方，通過(guò)努力的工作和出色的表現(xiàn)來(lái)證明自己。只要能做到這一點(diǎn)，我可以向大家保證，雇主們肯定會(huì)愿意聘用你，給你提供報(bào)酬。

????此外，我建議學(xué)生們多讀書(shū)。讀任何你能夠獲得的東西，因?yàn)槟憧偰軓闹袑W(xué)到一些有用的東西。我剛?cè)肼殘?chǎng)的時(shí)候，對(duì)我非常有幫助的是很薄的一本小書(shū)——《你本身多優(yōu)秀并不重要，重要的是你想要多優(yōu)秀》（It's Not How Good You Are, It's How Good You Want to Be，英國(guó)廣告人保羅·阿登著）。這本書(shū)其實(shí)是寫(xiě)給銷售人員的，但我們都可以從中學(xué)到很多智慧。到現(xiàn)在我還是會(huì)偶爾翻閱它。

????第三，尋找一個(gè)愿意坦誠(chéng)指出你的缺點(diǎn)和盲點(diǎn)的人做導(dǎo)師。因?yàn)槿藷o(wú)完人。即使你今天到我在南布朗克斯的老家，還會(huì)看到有一半的男性留著濃密的胡子。所以，如果沒(méi)有“媽媽”告訴我要刮掉胡子，我根本不可能想到這個(gè)問(wèn)題。

????德勤在聘用應(yīng)屆畢業(yè)生時(shí)更看重哪些方面？

????我們每年招聘約18,000人，其中一半是應(yīng)屆畢業(yè)生，一半是有經(jīng)驗(yàn)的職業(yè)人士，而我們每年要從500,000份簡(jiǎn)歷和求職申請(qǐng)中挑選出這些人。除了最基礎(chǔ)的證書(shū)和能力，我們尋找的是那些能脫穎而出的人。如果你是一個(gè)充滿熱情的人，就會(huì)引起我們的注意。如果你積極、熱情，其他人都想圍繞在你身邊，這也是杰出的品質(zhì)。

????你能做到有始有終嗎？聽(tīng)起來(lái)很容易，但許多人開(kāi)始的時(shí)候轟轟烈烈，最后卻是草草收?qǐng)觥Ｎ覀冞€希望聘用懂得關(guān)心別人的人。這些都是、而且將始終是我們衡量候選人的標(biāo)準(zhǔn)，我們用這個(gè)標(biāo)準(zhǔn)來(lái)區(qū)別“不錯(cuò)的候選人”和“優(yōu)秀的候選人”。

????您自己是少數(shù)族裔的一員，對(duì)于同樣是少數(shù)族裔的應(yīng)屆畢業(yè)生，您有什么特別的建議嗎？

????我想說(shuō)的是：不論現(xiàn)在你因?yàn)樽约旱姆N族可能面臨哪些劣勢(shì)，事情總是會(huì)變化的。現(xiàn)實(shí)情況是，有才華的少數(shù)族裔管理者或入門(mén)級(jí)管理者數(shù)量不足以反映美國(guó)人口日益變化的趨勢(shì)。截至2050年，“少數(shù)族裔”將超過(guò)美國(guó)總?cè)丝诘囊话搿Ｋ裕贁?shù)族裔很受歡迎。德勤一直在穩(wěn)步增加非洲裔和拉丁裔優(yōu)秀人才的招聘人數(shù)，因?yàn)槿绻F(xiàn)在不提前進(jìn)行人才儲(chǔ)備，未來(lái)我們可能會(huì)處于不利的位置。（財(cái)富中文網(wǎng)）

????譯者：劉進(jìn)龍/汪浩

????What advice do you have for new grads now, or for anyone who wants to succeed at a big company?

????First, you have to outwork everyone else. If you don't, talent will not help you. In this difficult job market, new grads may even have to work for free for a little while, in order to get a foot in the door. Find somewhere you really want to work and prove yourself by working hard and doing a great job, and I guarantee you that they will find a way to hire you and pay you.

????I would also recommend reading a lot. Read everything you can get your hands on, because you'll always learn something you can use. One thing that helped me early on was a little book called It's Not How Good You Are, It's How Good You Want to Be [by British ad man Paul Arden]. It's really for salespeople, but you can apply a lot of the wisdom in it to yourself. I still pick it up and read it now and then.

????Third, find a mentor who will be honest with you about your shortcomings and show you your blind spots, because everyone has them. If you walk through my old neighborhood in the South Bronx even today, half the men have these big mustaches, so I just never thought twice about it until my "mom" told me to get rid of it.

????What does Deloitte look for in hiring new grads?

????Altogether, we hire about 18,000 people each year, about half new grads and half experienced professionals, and we go through about 500,000 resumes and applications every year to find those 18,000. Beyond the basic credentials and competencies, we're looking for people who stand out. If you are a passionate person, that will stand out. If you are positive and enthusiastic and other people want to be around you, that will stand out.

????And do you finish what you start? It sounds basic, but so many people start out strong on something and then don't follow through. We also look for people who care about people. Those qualities are the difference-makers, and they will always be the difference-makers, between an okay candidate and a great candidate.

????As a member of an ethnic minority, do you have any special advice for new grads who are also minorities?

????I would say this: Whatever disadvantages you may have faced up to now, because of your ethnicity, that is all about to change. The fact is that there are not enough talented minority managers, or management-track entry-level people, to reflect the changing demographics of the U.S. population, which by 2050 will be more than half "minorities." So you are in demand. Deloitte has been steadily increasing recruitment of black and Latino talent, because if we don't get our share of it now, we won't be in a good place in the years ahead.