9家最佳雇主HR教你如何找到好工作

《财富》杂志近期发布了2016年度“最适宜工作的100家公司”榜单（文末有链接可查看），该排名备受关注。为此，我们向多位招聘专家咨询，到底希望应聘者拥有哪些素质。以下是他们传授的小秘诀。

凯莉•瓦格纳，Cooley律师事务所（最佳雇主排名第28）

法律人才招聘总监

“要了解你要去面试的公司和办公室。弄清楚这家公司哪里最吸引你，准备好跟面试官谈论你对什么感兴趣。面试前一天索要一份面试当日你的日程安排，通过公司网站或职业社交网站领英提前研究面试官的情况。”

克莱尔•普拉格The Cheesecake Factory（最佳雇主排名第98）

人才选拔副总裁

“想成功应聘进我们餐厅的秘诀就是，得知道我们在找特别热情好客，而且充满正能量的人。什么样的人符合呢？举例来说，我们希望应聘服务岗位的求职者笑容温暖，散发着极具感染力的能量，细心体贴又有同情心。至于后厨岗位，成功的求职者应该对从零开始做出令人念念不忘的美食充满热情，愿意学习并接受新挑战，享受与一个有趣的团队共同工作的过程。另外，餐厅或公司里的任何职位招聘时，我们都希望找到那种渴望成功，也能激发周围人潜质的重要人才。”

尼克•麦利Intuit（最佳雇主排名第34）

人才招聘副总裁

“注意展现你的特长。我就很喜欢能表现自己如何在特定领域持续进步的人。因为这意味着他们很有激情，也很主动。一个音乐家若想加入交响乐团，就得每天花数个小时练习，我们要找的就是这种投入的精神。你的技能提升得怎样了？有没有持续练习？”

詹妮弗•安德森 Capital One (最佳雇主排名第88)

人才招聘副总裁

“我们希望求职者具有创新精神，也就是有挑战现状的勇气，帮公司为客户合理规划资产，提升生活质量。每当在求职者身上看到这些素质：强烈的求知欲，完成使命以及推动变革的激情，听从内心关注人性，我们就知道眼前就是理想人选。”

凯尔•尤因，谷歌（最佳雇主排名第一）

全球招聘计划负责人

“我们希望招到各种背景和经历的员工，尤其是不惧提出复杂的问题，然后卷起袖子找出答案的人。在谷歌一切节奏都非常快，互联网那么快！所以我们发现最成功的的谷歌员工都是能从纷繁复杂的线索中找到本质，为创新甘冒大风险的人。”

杰西卡•卡尔顿，ARI（最佳雇主排名第24）

校园和经理招聘负责人

“能让我印象深刻的求职者都是事前对ARI做了很多功课的。我们公司身处一个很特别的行业，历史也很独特，如果求知者能对面试内容准备充分的话就很好。”

罗德•亚当斯，普华永道（最佳雇主排名第53）

美国地区招聘组长

“要吸引我们的注意，最有效的办法之一就是表现出你在努力思考，如何才能把自身的技能和功能与提升公司价值、推动公司实现目标和愿景结合起来。简明扼要地解释思路，说清楚自身优势，而且强调领导品质——商业头脑，打造关系网等等——都能在筛选求职者的过程中帮你脱颖而出。”

安德鲁•卡吉斯，GoDaddy（最佳雇主排名第95）

人力副总裁

“求职者面试时穿什么并不重要，面试中能不能有问必答也不重要。关键是要理解公司的使命就是帮助用户在互联网上实现目标，而且要积极融入团队对工作充满热情。要有创意。怎样去做跟做什么一样重要。”

鲍勃•格赖姆斯，NuStar能源（最佳雇主排名第19）

人力资源副总裁

“求职者最好通过志愿者服务和慈善活动等等，显示自己愿意回馈社会。还应该表现出与公司核心价值相符的素质，包括尊重他人，擅长沟通，为所做的事充满自豪，以及严格的职业道德等。”（财富中文网）

译者：冯丰

We asked talent scouts what they look for in job candidates. Here are their secrets.

Carrie Wagner, Cooley (No. 28)

Director of legal talent

“Know the firm and the office in which you are interviewing. Identify what draws you most to the firm and be prepared to talk about your interests with your interviewers. Request a copy of your schedule the day before the interview and research your interviewers by looking them up on the website or on LinkedIn.”

Claire Prager, The Cheesecake Factory (No. 98)

VP of talent selection

Claire Prager, VP of Talent Selection, The Cheesecake Factory (No. 98)Illustration by Aleksandar Savic

“The secret to getting hired into a restaurant position is knowing that we look for people who genuinely ooze hospitality and radiate positivity. What does that look like? For service positions, we want to see candidates with warm smiles and infectious energy who are also caring and compassionate. For kitchen roles we look for candidates who are passionate about making memorable food from scratch, want to learn and take on new challenges, and enjoy working with a fun team. In all positions, both in our restaurants and corporate support center, we look for those special people who aspire to achieve and inspire excellence in those around them.”

Nick Mailey, Intuit (No. 34)

VP of talent recruitment

“Focus on your craft. I enjoy meeting people who demonstrate how they are continuing to improve in their chosen field. This denotes passion and initiative for me. Musicians who make it into the orchestra spend hours each day practicing—we look for the same commitment. How are you continuing to sharpen your skills? Are you continuing to practice?”

Jennifer Anderson, Capital One (No. 88)

VP of talent acquisition

“We seek candidates with an entrepreneurial mindset who have the courage to challenge the status quo and help us reimagine money for our customers and inspire life. We know we have found a good candidate when we see a deep intellectual curiosity, a passion for our mission and to drive positive change, and an inclination to lead with heart and humanity.”

Kyle Ewing, Google (No. 1)

Director, Global Staffing Programs

Kyle Ewing, Director, Global Staffing Programs, Google (No. 1)Illustration by Aleksandar Savic

“We’re looking for people of all backgrounds and experiences who aren’t afraid to bring the hard questions and roll up their sleeves to build the answers. Here at Google we move at an incredibly fast pace—at Internet speed!—so we find that our most successful Googlers are those who can navigate ambiguity and are comfortable taking big risks toward innovation.”

Jessica Carleton, ARI (No. 24)

Campus and executive recruiter

“What really impresses me in a candidate is when they’ve done their research on ARI. We’re a unique industry with a special history, and it’s great when the applicant knows that coming into the conversation.”

Rod Adams, PwC (No. 53)

U.S. recruiting leader

Rod Adams, U.S. Recruiting Leader, Pwc (No. 53)Illustration by Aleksandar Savic

“One of the best ways to get our attention is to demonstrate that you’re thinking about how your skills and contributions enhance value or propel an organization forward toward its goals or vision. A good elevator pitch that incorporates these ideas, articulates your strengths, and highlights your leadership attributes—business acumen, building relationships, etc.—will give us insight into your personal brand, which is what we find most helpful when comparing candidates.”

Andrew Carges, GoDaddy (No. 95)

VP of talent

“It’s not about what a candidate wears to an interview or if they have all the right formula answers when we talk. It’s about understanding our mission to help people succeed online, working passionately and as a team. It’s about getting creative. It’s as much about the how as the what.”

Bob Grimes, NuStar Energy (No. 19)

VP of Human Resources

“Exhibit a personal commitment to giving back to the community through volunteerism and philanthropy. Demonstrate characteristics that are in line with our core values, including being respectful of others, demonstrating strong communication skills, taking pride in everything you do, and exhibiting a strong work ethic.”