怎样才能获得来自“*佳雇主”们的青睐？下面是来自美国*公司10位“*佳雇主”的招聘官手信息
怎样才能获得来自“*佳雇主”们的青睐？下面是雅思英语培训的小编收集的来自美国*公司10位“*佳雇主”的招聘官手信息，他们会告诉你什么样的人才可以吸引名企招聘官的注意力，什么样的应聘者能*终应聘成功。
Microsoft
微软
• 2014 Best Companies rank:86
• 2014年*佳雇主排名：86
"The one page resume is a myth. Save the ambiguous objective statement for your cover letter. Instead write a hard-hitting summary with bullets that highlight key attributes, wins, skills, certifications and metrics. Show us you have the attention to detail required to be successful in a complex and demanding environment. Make a solid case for why we should drop everything and call you right now. --Kevin Lambsack, staffing consultant
“简历只有一页，很难把握。别在求职信上写什么宏图大志。相反，个人总结要有说服力，要突出自己的关键特质、所获奖项、技能、资质和指标。你要让我们看到，你注重细节，所以能在复杂而且高要求的环境下取得成功。用一个切实的例子来说明为什么我们应该放下手头所有的工作，马上给你打电话。” ——凯文-拉姆萨克，人事顾问
Genentech
基因泰克
• 2014 Best Companies rank:6
• 2014年*佳雇主排名：6
"A candidate who can demonstrate smart risk-taking regardless of the outcome often provides us with valuable insight into their ability to thrive here." --Amanda Valentino, director of corporate staffing
“无论结果如何，能机智地承担风险的求职者经常为我们*有价值的信息，借此我们就能判断他们是否能够胜任这里的工作。” ——阿曼达-瓦伦蒂诺，公司人事主管
Salesforce.com公司
• 2014 Best Companies rank:7
• 2014年*佳雇主排名：7
"Always be yourself -- our ''more human, less corporate'' culture is a big part of who we are, and we want to get to know the real you," says Ana Recio, VP, global recruiting
“永远做自己——我们的文化是‘人性多一些，企业性少一些’，这在很大程度上决定了我们是谁，而我们也想了解真实的你。” ——安娜-雷西奥，全球招聘副总裁
Burns & McDonnell公司
• 2014 Best Companies rank:14
• 2014年*佳雇主排名：14
"Don''t dread the ''what is your weakness'' question. What we are really asking our candidates is to highlight lessons learned. We recognize that past experience is invaluable for complex decision-making. Be able to describe what you''ve learned from past experiences and how you use those lessons to be better at your job today. --Stacy Venator, recruiter
“别害怕对方问‘你有什么缺点’。我们真正希望的是求职者能着重说明自己获得的教训。我们认识到，在进行复杂决策的时候，以往的经验非常宝贵。要能说出自己从以往的经历*到了哪些东西，以及你怎样通过这些教训来更好地开展现在的工作。”——史黛西-维纳托，招聘人员
Ultimate 软件公司
• 2014 Best Companies rank:20
• 2014年*佳雇主排名：20
"The secret is simple. Prove that you are the best of the best at what you do. Our recruiters like to see tangible indicators of success like goals achieved, regular promotions, versatility in skill sets, and awards or recognition earned." --Greg Miller, director of engineering talent acquisition
“秘诀很简单——*你在同行中出类拔萃。我们的招聘人员喜欢看到实实在在的依据来*你的成功，比如实现了*，定期得到升迁，技能全面，获奖或者得到认可。”——格雷格-米勒，工程人才引进负责人
Kimpton Hotels & Restaurants
Kimpton酒店餐饮公司
• 2014 Best Companies rank:21
• 2014年*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。*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*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*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
WellStar Health System
WellStar健康系统公司
• 2014 Best Companies rank:39
• 2014年*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*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*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*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
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