專家指導(dǎo)：投簡(jiǎn)歷中最大的秘密!(共12篇)--資料下載頁(yè)
2025-04-05 12:21本頁(yè)面
【正文】 ays: “A lie told 20 years ago to get a job can bee part of the liar’s reality. So he tells it again when he switches jobs, even though he has bee a successful finance director.” 第三種，求職者為了填補(bǔ)工作經(jīng)歷中可疑的空白。 Third, applicants close up suspicious gaps in their employment history. Kroll調(diào)查過(guò)的一件案例中，一位求職者有3個(gè)月的空白被證明是因欺詐罪而關(guān)在監(jiān)獄中。 In one case investigated by Kroll, a candidate turned out to have spent a threemonth gap in prison for fraud。 英國(guó)特許人事和發(fā)展協(xié)會(huì)研究表明，約65%的企業(yè)會(huì)參看入圍求職者的推薦信。 About 65 per cent of businesses take up references for shortlisted job applicants, according to research by the Chartered Institute of Personnel and Development. 不足一半的企業(yè)表示，能從中得到一些有用的信息。 Fewer than half said they found out anything useful. 這并不令人驚訝，由于擔(dān)心會(huì)惹上官司，昔日的雇主們不會(huì)揭露真相，除了：“是的，德里克曾為我們工作。他留著胡子，對(duì)資料庫(kù)略懂一些?！? This is hardly surprising now that the fear of litigation prevents past employers from saying anything more revealing than: “Yes, Derek worked for us. He has a beard and knows a bit about databases。” 不足40%的企業(yè)會(huì)費(fèi)心核查教育和職業(yè)資歷。 Less than 40 per cent of businesses bother to check academic and professional qualifications. 誠(chéng)實(shí)的求職者怎樣去競(jìng)爭(zhēng)？ How can the honest candidate pete? 人力資源咨詢公司Penna的歐文摩根報(bào)告稱，經(jīng)濟(jì)衰退意味著，報(bào)紙上一個(gè)招聘廣告能吸引多至700名申請(qǐng)者， The recession means that one job advertisement in a broadsheet newspaper can attract up to 700 applicants, reports Owen Morgan of Penna, a human resources consultancy. 人力資源部門的低級(jí)員工通常會(huì)精減出一份初選名單，他們閱讀每份簡(jiǎn)歷的時(shí)間不超過(guò)15秒。 A junior HR officer will typically whittle these down to a long list, spending no more than 15 seconds examining each CV. 這個(gè)沒(méi)地位的人可能僅對(duì)電子版的簡(jiǎn)歷進(jìn)行一下
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