如何讓獵頭發掘到你？
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親愛的安妮：我怎樣才能找到獵頭來幫我跳槽呢？我在目前這家公司干得不開心有一陣子了，而且我想換一份薪水更高的工作。我有11年的軟件開發經驗，過去一兩年還自學了Scala、Apple Xcode和Ruby on Rails等時下熱門的編程語言。 和其他軟件開發人員一樣，我每天都會從所謂“獵頭”那里收到多達50封垃圾郵件，信中都稱能為我提供一份工作?？赡芷渲杏幸徊糠质钦娴模液茈y分辨，所以我干脆把它們都刪了。我試著聯系了一兩家獵頭公司，但目前為止還沒收到任何回復。怎樣才能找到一名稱職的獵頭，讓他幫我找到下一份工作？你有什么建議嗎？——硅谷貓 親愛的“硅谷貓”：首先，你選擇刪掉那些可疑的工作介紹郵件，顯然是個正確的選擇。科技獵頭公司“達芬奇科技”（DaVinciTek）的CEO安東尼?柯爾絡指出：“現在有一大批離岸公司，每天都在給全世界的每一個開發者發送群發郵件。”達芬奇科技公司的總部位于新澤西州的莫里斯敦，致力于為迪士尼、埃森哲、EY和強生等客戶尋找IT人才?！安贿^如果這些郵件看起來像是垃圾郵件，那么它就一定是垃圾郵件?！?/p> 柯爾絡補充道，如果一家獵頭公司真正對你有意的話，他們一般會先通過電話聯系你，而不是通過電子郵件?！耙嘈拍愕闹庇X，不過你也可以做一些調查。你只需要在谷歌和領英上簡單搜索一下，就知道這個人或這家公司是否有良好的聲譽?！蓖瑫r，如果這些獵頭沒有給你回復的話，就不要再繼續指望他們了。里維埃拉合伙公司（Riviera Partners）是硅谷的一家獵頭公司，其負責人阿里?本哈姆表示：“如果某人沒有回你的電話，往往是因為他覺得他幫不上你的忙?！鲍C頭公司往往有著高度的細分，比如本哈姆本人主要負責為客戶尋找高級工程師。因此，如果對方遲遲不回電話，往往意味著你不應該在這一棵歪脖樹上吊死。 因此，你不妨在周圍找熟人為你介紹工作。這時就凸顯出扎實的職業關系網的好處了?？聽柦j建議道：“你可以回歸自己的圈子，通過聊天室、見面會和GitHub等網絡社區，包括行業內你認識的每個人，讓他們把你推薦出去。比如說，你可以在領英的一個小組里發帖，說你正在找一個好的科技獵頭，那么你就會收到很多留言和建議?！?/p> 然后，你可以從你的“圈子”推薦的獵頭里選擇幾個來聯系，不要只聯系一個人?？聽柦j表示：“不妨多試幾個，直到你發現某人了解你對下一份工作的需求是什么，或者某人提供了你感興趣的工作機會?！蹦阕詈寐撓祪扇齻€不同的獵頭，不過，本哈姆也指出：“不要超過三個。你需要的那名獵頭要了解你想要的是什么，包括你想為多大規模的公司工作。而且他必須是一個靠譜的人。” 本哈姆把科技獵頭比作房產中介人員，因為有些房產中介喜歡“說得天花亂綴，如果你的房子只值50萬，而有個中介卻說他能替你賣出100萬的價格，那么你肯定會心存芥蒂。找工作也是一樣的，要盡力避免做過多承諾的人。 要想知道自己目前在職場上的身價是多少，你也可以自己“做做作業”，看看Salary.com 和 PayScale.com這種求職招聘網站，結合自己的經驗和技能，看看自己究竟值多少錢。本哈姆還補充道，另一個小竅門是“一致性。即如果你找到了三名獵頭，他們給你開出的條件應該是差不多的?！?/p> 當然，任何關系都是雙向的，求職招聘也不例外。如果你找到了一兩個獵頭替你運作，那么你可以做三件事情加大他們成功匹配的機率。首先，確保你的簡歷簡明扼要，而且簡歷上的資歷和經驗，要與雇主們通過社交網絡能查到的一致。 柯爾絡表示：“要把你的簡歷壓縮到最多兩張紙。盡管你可以針對不同的雇主對簡歷進行一些修改，但你要記住，他們也會上領英等社交網絡。我曾經見過，有的招聘經歷到了最后一步，還是放棄了某個求職者，就因為他的簡歷與領英的個人資料上有些微小的出入。”很顯然，如果一名獵頭因為你的這種低級失誤而翻了船，那么下次他可能就不會認真替你求職了。 其次，要在簡歷和網上高調注明你的“軟實力”。柯爾絡表示：“技術能力當然是很重要的，但是客戶也會看你有沒有領導能力，包括溝通能力。你的個人品牌不能僅僅局限于IT技術。所以花點時間好好寫簡歷，表明你是個具有出色人際能力的人，還是很重要的?！?/p> 第三，本哈姆指出：“與此同時，不管你是在看招聘網站，還是也請了別人替你找工作，也不管你進行到了哪一步，總之要記得把你的進展告訴大家。因為對我們來說，最糟糕的莫過于我們剛聯系好了一家公司，正在準備安排面試，結果卻在最后一刻得知，這名求職者已經決定到另一家公司工作了。” 祝你好運。（財富中文網） 譯者：樸成奎 |
Dear Annie: How do I go about finding a recruiter who will help me change jobs? I’ve been unhappy with my current company for a while now, and I’d like to negotiate for a better deal than I have here. I have 11 years of experience as a software developer, and for the past year or two I’ve gone out of my way to get familiar with languages — Scala, Apple Xcode, Ruby on Rails — that I know are “hot” right now. Like every other developer I know, I’m getting 50 spams a day from “recruiters” who claim to have job offers and, while some of them might be legit, it’s hard to tell, so I’m just deleting them. I tried contacting a couple of recruiting firms, but so far no one has gotten back to me. Any suggestions on locating a human being who will work with me on finding my next job? — Silicon Alleycat Dear Alleycat: First of all, it seems you’re right to hit the “delete” button on those dubious job offers. “There are a myriad of offshore companies sending out broadcast emails to every developer in the world right now,” notes Anthony Curlo, CEO of tech headhunters DaVinciTek. Based in Morristown, N.J., the firm finds IT talent for clients like Disney, Accenture, EY, and Johnson & Johnson. “But if something looks like spam, it is spam.” A bona fide recruiter is more likely to approach you initially by phone than via email, Curlo adds. If one does, “trust your gut, but do some checking. You can tell pretty quickly with a minimum of research on Google and LinkedIn whether this person, and their firm, has a solid reputation.” Meanwhile, don’t count on hearing from those recruiters who haven’t gotten back to you. “If someone isn’t returning your calls, it’s because he doesn’t think he can help you,” says Ali Benham, head of Silicon Valley tech recruiters Riviera Partners. Headhunters are often highly specialized — Benham concentrates on clients seeking senior-level engineers, for instance — and it’s likely that, by cold calling, you’ve simply been barking up the wrong tree. Instead, ask around for referrals. This is one situation where having a strong professional network really matters. “Go to your own ecosystem, including everyone you know in your field through chat rooms, MeetUp groups, and communities like GitHub,” Curlo suggests. “If you put it out there in, say, a LinkedIn group that you’re looking for a good tech recruiter, you’ll get plenty of comments and suggestions.” Then, speak with more than one of the people your network recommends. “Try several, until you ‘click’ with someone who understands what you’re after in your next job, and who has interesting opportunities to suggest,” says Curlo. Ideally, you can find two or three but, Benham says, “not more than three. You want someone who understands what you’re looking for, including what size company you’d like to work for, and who will be honest with you.” Benham likens tech recruiters to real estate agents, in that some are inclined to “happy talk. You don’t want someone who says he can sell your house for $1 million if it’s really only worth half that. Finding your next job is similar. Avoid people who over-promise.” One way to do a reality check is by doing your own homework on what your skills and experience are worth, by looking at online job boards and sites like Salary.com and PayScale.com. Another clue, Benham adds, is “consistency. If you’re working with, say, three recruiters, they should all be telling you approximately the same thing” about your prospects. Of course, any relationship is a two-way street and, once you’ve got a couple of headhunters in your corner, there are three big ways to make it easier for them to match you with the right job opening. First, make sure your resume is concise and that it matches up precisely with the credentials and experience that employers can find on social media. “Narrow your resume down to two pages maximum,” says Curlo. “And, while you can certainly customize it for different employers, remember that they will be looking at LinkedIn too. I’ve seen hiring managers walk away from a talented candidate at the eleventh hour because of a slight discrepancy between a resume and a LinkedIn profile.” It should go without saying that a recruiter who loses out that way is a little less likely to bring his or her “A” game on your behalf next time. In addition, make sure to highlight your “soft skills” on your resume and online. “Technical skills are essential, of course, but clients are looking for evidence of leadership ability too, including communication skills,” Curlo says. “Your personal brand now has to be more than just IT. It’s really important to take the time to write your resume so that it shows you as a well-rounded person.” And third, remember to keep everyone up to date about “whether you’re also looking at job boards or anywhere else besides what the recruiter is doing for you, and where you are in that process,” Benham says. “There’s nothing worse for us than talking someone up at a company, and scheduling interviews — and then finding out at the last minute that the candidate has already decided to take an offer somewhere else.” Good luck. |
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