新求職簡歷：140字推特信息.

　　Twitter is becoming the new job board. It is also becoming the new Resume. 推特(Twitter)網(wǎng)站正在成為新的招聘信息發(fā)布平臺(tái)，推特信息也成了求職者的新簡歷。

　　Fed up with traditional recruiting sites and floods of irrelevant Resumes, some recruiters are turning to the social network to post jobs, hunt for candidates and research applicants. Twitter求職者用推特與那些潛在的雇主建立聯(lián)系。一些招聘公司厭倦了傳統(tǒng)的招聘網(wǎng)站和潮水般涌來的不相關(guān)簡歷，它們開始把目光投向社交網(wǎng)站，在社交網(wǎng)站上發(fā)布職位、尋找候選人以及對(duì)應(yīng)聘者進(jìn)行調(diào)查。

　　Job seekers, in turn, are trying to summarize their CVs in 140 characters or six-second videos. 另一方面，求職者也正努力把簡歷濃縮成140個(gè)字的推特信息或者長度為六秒鐘的視頻。

　　創(chuàng)辦于2006年的推特網(wǎng)站目前還沒有為招聘過程帶來革命性的改變，但是一些公司已經(jīng)開始利用推特進(jìn)行招聘，他們的理由是，通過推特可以快速、直接地聯(lián)系到應(yīng)聘者，也能廣泛接觸到人才網(wǎng)絡(luò)。

　　Twitter, which was founded in 2006, isn&apost yet revolutionizing recruiting, but some employers are already using it to great advantage, citing quick, direct contact with candidates and access to broad networks. Bersin by Deloitte是德勤咨詢公司(Deloitte Consulting LLP)旗下的人力資源研究公司，該公司的創(chuàng)始人和負(fù)責(zé)人喬希?貝辛(Josh Bersin)說，隨著推特網(wǎng)站的不斷發(fā)展，它在招聘方面的吸引力將會(huì)增強(qiáng)。企業(yè)已經(jīng)看到了它的潛力，他們知道未來推特將變得更加完備，通過推特廣告信息以及普通推特信息，招聘公司將可鎖定正確的人選。推特廣告信息主要指的就是招聘廣告。

　　The appeal will grow as the site develops, says Josh Bersin, principal and founder of Bersin by Deloitte, a human resources research firm owned by Deloitte Consulting LLP. &aposCompanies see its potential and they know that over time it&aposll get more sophisticated,&apos allowing recruiters to target the right individuals with both sponsored tweets─essentially, jobs ads─and regular tweets, he said. 另外一些人則對(duì)此表示懷疑。

　　Others remain skeptical. Twitter起草一份言簡意賅、只有140字卻涵蓋你的經(jīng)驗(yàn)和技能的簡歷。首先，在推特上的招聘規(guī)則仍然不明朗：求職者是不是應(yīng)該只發(fā)布與專業(yè)相關(guān)的信息呢?在推特上發(fā)布個(gè)人信息是否會(huì)影響招聘的公平性?如果求職者在推特上發(fā)起對(duì)話，招聘公司應(yīng)該回應(yīng)嗎?

　　For one, the rules of recruiting on Twitter are still unclear: Should job seekers only post on professional matters, or are personal updates fair game? Should recruiters respond to Twitter dialogues initiated by candidates? 此外，究竟怎樣才能寫一個(gè)只有140字的簡歷，或者，怎樣用一條推特信息來總結(jié)自己的經(jīng)歷和個(gè)人特點(diǎn)呢?

　　And how does one write a 140-character Resume─a single tweet summarizing one&aposs experience and unique attributes─anyway? 2月，波士頓的網(wǎng)絡(luò)基礎(chǔ)設(shè)施公司Enterasys決定利用推特網(wǎng)站來招聘一名社交媒體營銷人員。該公司通過推特信息發(fā)布了這個(gè)職位信息，應(yīng)聘者必須使用標(biāo)簽#社交簡歷#發(fā)布推特信息表達(dá)對(duì)該職位的興趣。對(duì)應(yīng)聘者的要求之一：在推特上擁有超過1,000名活躍關(guān)注者。

　　In February, Enterasys, a Boston network-infrastructure firm, decided to exclusively recruit for a social media marketing position using Twitter. The firm promoted the position via tweets and only accepted candidates who tweeted their interest using the hashtag #socialCV. Among the requirements for candidates: More than 1,000 active Twitter followers. Enterasys的首席營銷長瓦拉?阿夫沙爾(Vala Afshar)把招聘范圍縮小到最后的15名候選人，他說，他相信利用推特網(wǎng)站來招聘是未來的趨勢。

　　Having narrowed the field down to about 15 finalists, Vala Afshar, Enterasys&apos chi marketing officer, says he&aposs convinced Twitter recruiting is the way to go. 他說，“我非常確定我將會(huì)放棄接收傳統(tǒng)簡歷的流程。網(wǎng)絡(luò)就是你的簡歷，社交網(wǎng)就是你的推薦人?！?/p>

　　&aposI am fairly certain I am going to abandon the Resume process,&apos he says. &aposThe Web is your CV and social networks are your rerences.&apos 得克薩斯州奧斯汀GSD&M廣告公司的人才招聘經(jīng)理喬斯林?賴(Jocelyn Lai)說，她經(jīng)常使用推特來了解應(yīng)聘者。她說，“我觀察對(duì)方的互動(dòng)，試圖了解他們的立場、在推特上最好的朋友是誰，以及是否有幽默感，這樣可以對(duì)應(yīng)聘者有非常好的了解?！?/p>

　　Jocelyn Lai, a talent acquisition manager for advertising firm GSD&M in Austin, Texas, says she regularly uses Twitter to get a sense of a candidate. &aposI watch people interact, learn what their positions are, who their best friends on Twitter are, whether they have a sense of humor. From that you can get a pretty good picture,&apos she says. 盡管如此，大多數(shù)人力資源高管和招聘者還沒有經(jīng)常使用推特網(wǎng)站來招聘，他們認(rèn)為， LinkedIn等其他社交網(wǎng)站更有效。此外，他們不確定他們要找的人會(huì)利用推特來找工作。

　　Still, most HR executives and recruiters haven&apost embraced Twitter for filling jobs, finding other social-media sites like LinkedIn more fective. Moreover, they aren&apost sure their audience is using it for job-seeking purposes. 3月，人力資源咨詢公司CareerXroads發(fā)現(xiàn)，在37家大型美國公司中，沒有一家公司通過推特網(wǎng)站發(fā)布大量職位信息或者尋找候選人。但是調(diào)查顯示，招聘者預(yù)計(jì)未來將會(huì)更多地使用這一平臺(tái)，尤其是使用推特發(fā)布有關(guān)職位空缺的信息。

　　In March, HR consulting firm CareerXroads found that of 37 large U.S. companies, none was using Twitter extensively for posting jobs or for identifying candidates. But the survey did show that recruiters expect to use the platform more in the future, especially for getting the word out about openings. 在某些行業(yè)的求職市場中，比如媒體和科技行業(yè)，應(yīng)聘者和招聘企業(yè)都對(duì)推特的價(jià)值倍加推崇。

　　In corners of the job market, such as media and technology, candidates and recruiters swear by Twitter&aposs value. 美國國家公共電臺(tái)(NPR)人才招聘和創(chuàng)新高級(jí)總監(jiān)拉爾斯?施密特(Lars Schmidt)從之前供職的Ticketmaster跳槽到這家非營利公共廣播公司后開始使用推特進(jìn)行招聘。由于人才資源更加緊張，有創(chuàng)意的策略對(duì)于達(dá)到招聘目的至關(guān)重要。他創(chuàng)建了一個(gè)名為@NPRJobs的推特賬戶?，F(xiàn)在，他不僅用這個(gè)賬戶來發(fā)布職位信息，也在上面分享NPR的工作文化，在成員小站上發(fā)布職位信息，并通過提供職業(yè)建議建起了一個(gè)網(wǎng)絡(luò)社區(qū)。

　　Lars Schmidt, senior director for talent acquisition and innovation at NPR, turned to Twitter when he moved to the nonprofit public radio company from Ticketmaster. With tighter resources, creative strategies were essential to meeting his recruiting goals. He started an @NPRJobs Twitter account and now uses it not just to broadcast job openings but to share information about NPR&aposs work culture, publicize openings at member stations, and build community by offering career tips. 施密特說，優(yōu)秀的人通常不主動(dòng)找工作，他們也不一定會(huì)訪問我們的招聘網(wǎng)站，但他們在社交媒體上。施密特去年雇傭的兩個(gè)主要員工就是在他們關(guān)注的人的推特信息中看到職位信息的。

　　&aposThe people who are great aren&apost always looking for jobs, and they&aposre not necessarily going to our career site, but they are on social media,&apos said Mr. Schmidt. Two of his key hires last year applied for jobs after seeing postings on the Twitter feeds of people they followed. 施密特說，招聘者應(yīng)該與候選人以及潛在候選人進(jìn)行互動(dòng)，只有這樣才能讓這個(gè)工具發(fā)揮作用。他估計(jì)，自己回復(fù)了所收到的90%的推特信息。他說，那些只用推特網(wǎng)站來發(fā)布工作信息而不與他人互動(dòng)的公司無法通過推特達(dá)到招聘的目的。如果你只是發(fā)布職位，那它只是一個(gè)工作信息發(fā)布欄。

　　Mr. Schmidt says the interaction with candidates and potential candidates is what makes the tool work. He estimates he replies to about 90% of the tweets he receives. &aposCompanies that fail at recruiting on Twitter are the ones that only use it to broadcast jobs and don&apost interact with anyone. If you&aposre just posting jobs, it&aposs no better than a job board,&apos he said. 推特公司說，推特網(wǎng)站每月有超過2億活躍用戶。推特公司非常清楚自己的社交網(wǎng)絡(luò)在招聘方面的用途。

　　Twitter, which says it has more than 200 million monthly active users, is well aware of the network&aposs use as a recruiting tool. 今年早些時(shí)候，這家公司在舊金山總部聯(lián)合舉辦了一個(gè)“推特求職研討會(huì)”，相關(guān)的問題收到了數(shù)百條推特信息的回復(fù)。推特公司的發(fā)言人亞歷山德拉?瓦拉塞克(Alexandra Valasek)說，推特的公共特性允許你與招聘公司和企業(yè)建立一種密切的關(guān)系，這是其他平臺(tái)無法做到的。她說，發(fā)布一條推特信息比發(fā)送一封電子郵件或者打電話要容易多了。

　　Earlier this year the company co-hosted a job-search Twitter chat at its San Francisco headquarters, receiving several hundred tweets in response to questions. The public nature of Twitter &aposallows you to develop a certain rapport with recruiters and companies you otherwise would not have access to,&apos says Twitter spokeswoman Alexandra Valasek. &aposA tweet is much easier to send than an email or a phone call.&apos 2月，前電臺(tái)記者、求職者多恩?斯弗(Dawn Siff)使用推特新的視頻程序Vine制作了一個(gè)六秒鐘的視頻簡歷。在視頻中，斯弗擺弄著一系列古怪的道具，比如魔方、燈泡和一把武士光劍。她說她自己是一個(gè)創(chuàng)意機(jī)器，是一名記者、戰(zhàn)略家、經(jīng)理人，以及“截稿日絕地武士”。

　　In February, job seeker Dawn Siff, a former radio journalist, used Twitter&aposs new video program, Vine, to create a six-second video Resume. In the spot, Ms. Siff, wielding whimsical props such as a Rubik&aposs Cube, light bulb and a light saber, says she is an &aposidea machine,&apos as well as a journalist, strategist, manager and &aposdeadline Jedi.&apos 這個(gè)視頻在網(wǎng)上被大量轉(zhuǎn)發(fā)，她在推特上的關(guān)注者增加了三倍，電視上也對(duì)她進(jìn)行了報(bào)道。

　　The tweet went viral, leading her to increase her Twitter followers fourfold and earn television coverage. 斯弗剛剛得到了一家大型媒體公司項(xiàng)目經(jīng)理的工作。盡管Vine視頻并不是她得到這份工作的直接原因，但她說，她的視頻讓公司高管印象深刻。

　　Ms. Siff just started a new job as a project manager with a major media company. While the Vine video wasn&apost directly responsible for the job, she says that executives at the firm were impressed by it. 斯弗說，這是一個(gè)新的時(shí)代，人人都需要發(fā)出聲音，人們想要留下自己的數(shù)字軌跡。

　　&aposThis is a new era where everyone needs to have a voice, and you want to leave a digital trail of yourself,&apos says Ms. Siff. 然而，埃里克?懷特(Eric White)就沒那么幸運(yùn)了。懷特曾經(jīng)是一名記者，他想要進(jìn)入公關(guān)行業(yè)。他在推特上發(fā)了一個(gè)簡歷鏈接，但是由于他的賬戶只有幾十個(gè)關(guān)注者，他的簡歷并沒有引起太多注意。最后，他決定自己創(chuàng)辦一家公關(guān)公司。

　　Not so lucky was Eric White a former journalist seeking to break into public relations, who tweeted a link to his CV, but with only a few dozen followers, he didn&apost get much traction. In the end, he opted to start his own PR firm. 招聘公司和求職者在推特上找到對(duì)方之后，接下來就是傳統(tǒng)的招聘流程了：應(yīng)聘者可能會(huì)發(fā)一個(gè)簡歷的鏈接或是更完整的社交網(wǎng)絡(luò)簡歷，然后就是電話面試或現(xiàn)場面試。

　　After recruiters and job seekers find each other over Twitter, more traditional means of hiring usually take over: Candidates may tweet a link to a Resume or a more complete social-media profile, followed by phone or in-person interviews. 不過，在最初求職者與企業(yè)建立聯(lián)系的過程中，職業(yè)資源網(wǎng)站TheMuse.com的創(chuàng)始人兼首席執(zhí)行長凱瑟琳?敏舒(Kathryn Minshew)推薦使用這種140字的簡歷。

　　But for making that first connection, Kathryn Minshew, founder and chi executive of career-resource site TheMuse.com, for one, is an advocate of the 140-character Resume. 她解釋說，推特信息就是新的“電梯游說”。

　　A tweet, she explains, &aposis the new elevator pitch.&apos