10位“最佳雇主”招聘官解读招聘内幕

• 2014 Best Companies rank:21
• 2014年最佳雇主排名：21

"We want to get to know the candidate as a person, not just as a set of technical skills. Great candidates are the ones that come in prepared to engage us in conversation, ask us great questions, and are authentic. We have extensive training for employees to learn technical skills, but we cannot teach people to provide genuine heartfelt care to others. --Stephanie Troxel, Director, Diversity & Recruitment
“我们想了解的求职者是一个人，而不仅仅是一个技能聚合体。优秀的求职者和我们见面时已经为谈话做好了准备，他会提出很好的问题，而且可信。我们为员工提供了大量培训，方便他们掌握各种技能。但我们没办法教他们真正发自内心地去关心别人。”——斯蒂芬妮-特罗克赛尔，多元化和招聘事务负责人

Qualcomm
高通公司

• 2014 Best Companies rank:32
• 2014年最佳雇主排名：32

"Ask questions that demonstrate your knowledge of the company in a unique way. Go beyond just the research that can be found on a company's website and make yourself sound like someone who has already been working there for 10 years, chatting with a colleague. Reach out to your LinkedIn connections before the interview as a way to further your insight." --Courtney Phillips, staffing specialist
“用独特的方式提问，从而体现出你对这家公司的了解。研究这家公司时不要拘泥于它网站上的内容。要让自己听起来就像是已经在这里工作了10年的员工正在和同事聊天。面试前向LinkedIn上的好友求助，进一步深入了解这家公司。”——考特尼-菲利普斯，人事专家

WellStar Health System
WellStar健康系统公司

• 2014 Best Companies rank:39
• 2014年最佳雇主排名：39

"Follow up with a handwritten note after the interview to the recruiter and also to the hiring manager. This act of gratitude helps candidates stand out in a very positive way." --Megan Groover, director of talent acquisition
“面试之后向招聘人员和招聘经理递上一张手写的字条。这种表达感谢的方式非常有利于求职者脱颖而出。”——梅根-格鲁弗，人才引进负责人

Umpqua Bank
Umpqua银行

• 2014 Best Companies rank:71
• 2014年最佳雇主排名：71

"Our recruiters have learned that it's not what a candidate says but how they say it. Is there a passion that shows through when sharing a story, whether an example of professional success or an experience that stands out as a customer? When that comes through in an interview, it's a powerful indicator that we've found someone who will inherently understand our culture and get excited about our absolute focus on serving our customers at the highest possible level." --Barbara Baker, EVP of cultural enhancement
“我们的招聘人员都知道，重要的不是求职者说了什么，而是他怎样说。不管是事业上的成功还是作为顾客获得的出色体验，求职者在向我们讲述自己经历的时候，他的话语中是否流露着热情？如果求职者表现出了这样的热情，那就是一个很有力的证据，表明我们已经找到了这样的员工——他天生就能理解我们的文化，我们全心全意地致力于尽量为顾客提供高水平的服务也能让他感到兴奋。”——芭芭拉-贝克，文化改进执行副总裁

Kiewit
Kiewit公司

• 2014 Best Companies rank:99
• 2014年最佳雇主排名：99

"I want candidates to ask tough questions on how they will be challenged and utilized if they were to select this opportunity." --Maximo Rocha, global head of talent acquisition
“我希望求职者问一些很难回答的问题，内容是如果获得聘用，他们将会面对怎样的挑战以及要发挥什么样的作用。”——马克西莫-罗恰，全球人才引进负责人