德勤CEO的职场金玉良言

    对于今天的应届毕业生们，或者希望在大公司取得成功的任何人，您的建议是什么？

    首先，你的工作必须比其他任何人干得更漂亮。否则，即使你是天才，也不会成功。面对当前严峻的就业形势，为了能够跨进门槛，应届毕业生们可能不得不先放弃薪酬，免费工作一段时间。找一个自己真心希望工作的地方，通过努力的工作和出色的表现来证明自己。只要能做到这一点，我可以向大家保证，雇主们肯定会愿意聘用你，给你提供报酬。

    此外，我建议学生们多读书。读任何你能够获得的东西，因为你总能从中学到一些有用的东西。我刚入职场的时候，对我非常有帮助的是很薄的一本小书——《你本身多优秀并不重要，重要的是你想要多优秀》（It's Not How Good You Are, It's How Good You Want to Be，英国广告人保罗·阿登著）。这本书其实是写给销售人员的，但我们都可以从中学到很多智慧。到现在我还是会偶尔翻阅它。

    第三，寻找一个愿意坦诚指出你的缺点和盲点的人做导师。因为人无完人。即使你今天到我在南布朗克斯的老家，还会看到有一半的男性留着浓密的胡子。所以，如果没有“妈妈”告诉我要刮掉胡子，我根本不可能想到这个问题。

    德勤在聘用应届毕业生时更看重哪些方面？

    我们每年招聘约18,000人，其中一半是应届毕业生，一半是有经验的职业人士，而我们每年要从500,000份简历和求职申请中挑选出这些人。除了最基础的证书和能力，我们寻找的是那些能脱颖而出的人。如果你是一个充满热情的人，就会引起我们的注意。如果你积极、热情，其他人都想围绕在你身边，这也是杰出的品质。

    你能做到有始有终吗？听起来很容易，但许多人开始的时候轰轰烈烈，最后却是草草收场。我们还希望聘用懂得关心别人的人。这些都是、而且将始终是我们衡量候选人的标准，我们用这个标准来区别“不错的候选人”和“优秀的候选人”。

    您自己是少数族裔的一员，对于同样是少数族裔的应届毕业生，您有什么特别的建议吗？

    我想说的是：不论现在你因为自己的种族可能面临哪些劣势，事情总是会变化的。现实情况是，有才华的少数族裔管理者或入门级管理者数量不足以反映美国人口日益变化的趋势。截至2050年，“少数族裔”将超过美国总人口的一半。所以，少数族裔很受欢迎。德勤一直在稳步增加非洲裔和拉丁裔优秀人才的招聘人数，因为如果现在不提前进行人才储备，未来我们可能会处于不利的位置。（财富中文网）

    译者：刘进龙/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.