疫情改变企业招人标准 不再寻找“完美”员工

前一阵的热播剧《平凡之路》让我们看到了没有高学历但却拥有高情商的“潘岩”们在职场上的价值。过去，硬技能是好工作的敲门砖，但是三年的疫情让企业的用人标准悄然改变，更加重视团队协作能力、沟通能力、同理心和适应力等软技能。

As the pandemic has changed many aspects of how we work and the workplace skills we value, it’s also evolved how companies are hiring new employees. In the past, a ‘perfect’ candidate may have attended a notable school, worked for high-profile companies and had proof of relevant hard skills – tangible technical abilities, suited specifically for a role.

疫情在许多方面改变了我们的工作方式和我们重视的职场技能，也改变了公司招人的标准。在过去，一个“完美的”候选人可能上过名校，曾就职于知名企业，而且拥有很多相关的专业技能（硬技能）证书。

Now, however, experts say many companies are shaking off the old definition of an ideal candidate, and broadening the search to include non-traditional candidates and different skill sets. And in some cases, they seem to be ditching the idea of looking for the singularly perfect candidate altogether.

然而，专家指出，现在许多公司都摒弃了对理想候选人的旧观念，扩大了搜索范围，开始接纳非传统候选人并寻求不同的技能组合。有些公司似乎已经完全放弃寻找非常完美的候选人。

Although hard skills have traditionally ruled the roost, some companies are moving away from choosing prospective hires based on technical abilities alone. That’s not to say that practical know-how is no longer required – some jobs still call for highly specific expertise, like advanced knowledge of spreadsheets, or being a master of video-editing software, for instance. But now, say experts, some job descriptions are frequently bringing less tangible criteria to the fore, asking for candidates to demonstrate soft skills, such as leadership or teamwork.

尽管传统招聘一直是硬技能至上，但是一些公司现在不再只根据专业能力来招人。这不是说不再需要实用技能，有些职位仍然要求高度专业化的技能，比如会熟练使用电子表格的高级功能或视频剪辑软件。但是专家表示，如今在一些职位描述中经常看到比较抽象的选拔标准，要求应聘者展现软技能，比如领导力或团队协作能力。

The move towards prioritising soft skills “is a natural response to three years of the pandemic” says Ed Han, senior recruiter at Cenlar FSB, based in New Jersey, US. For many companies, the turbulence of lockdowns, adapting to new work norms and weathering a disrupted economy showed the value of retaining employees with skills that enabled them to collaborate with team members, whatever the circumstances.

总部在美国新泽西州的Cenlar FSB公司的高级招聘专员艾德·汉表示，企业招聘变得更注重软技能是“对三年疫情的自然反应”。对许多企业而言，从封锁时期的动荡，到适应新的工作常规，再到顽强挺过经济困境，这一切都凸显出无论发生什么情况都能团结协作的员工的价值。

For potential hires who will work with or manage remote or hybrid employees, communication is particularly high on the list, says Jan Tegze, a tech recruiter based in the Czech Republic. He says qualities such as empathy, responsiveness, respect and good listening skills are essential. Ideal candidates also possess adaptability, adds Tegze.

捷克共和国的一名科技招聘专员扬·泰格泽指出，在招聘那些需要与远程工作或线上线下混合办公的人共事的员工及管理人员时，沟通能力特别重要。泰格泽指出，同理心、响应能力、尊重和倾听能力是必不可少的，此外，理想的候选人还应该具有较强的适应能力。

The pandemic also changed realities in the hiring pool, as many workers had reduced opportunities for professional development. In this way, de-emphasising hard skills on job ads “is opening up the options for those job seekers who might not, for example, have had the opportunity to attend or complete a four-year degree”, adds Han.

疫情也改变了人才资源状况，因为许多员工的职业发展机会都减少了。汉指出，因此在招聘广告中不过分强调硬技能给了一些求职者机会，比如那些没机会上大学或没上完大学的人。

Some job ads are even indicating that job-listing requirements themselves are a formality, by adding notes encouraging candidates that don’t meet the all-stated criteria to apply regardless.

一些招聘广告甚至表明，招聘要求只是形式，并鼓励那些不完全符合招聘标准的人也来应聘。

However, Han says that while many job listings today are encouraging applicants of different backgrounds to apply and de-emphasising hard skills, many also do still value highly specific technical abilities. And Tegze notes that many of these new ‘check-lists’ will include both soft skills and hard skills, as many companies are uNPRepared to train new hires on the latter.

不过，汉指出，尽管现在许多招聘广告都鼓励各种不同背景的求职者申请职位，也不再强调硬技能，但是许多企业仍然非常重视高度专业化的技能。泰格泽指出，许多新招聘要求都将“软硬兼包”，因为很多企业都不打算对新员工进行硬技能培训。

But ultimately, he continues, the definition of an ‘ideal’ candidate is broader than it’s ever been. “I really don’t care about a candidate’s schooling or past companies. I care if they have the right skills that the company needs, and the right mentality, meaning the right fit for the company culture.”

泰格泽表示，“理想候选人”的定义比以前更广了。“我不在乎候选人的学历或工作经历。我在乎的是他们是否拥有公司需要的技能，是否有符合企业文化的正确的心态。”