TED演讲：⼯作，应该突出你的能⼒⽽⾮经验！
如今，能到⼀份与专业对⼝的⼯作对很多⼈来说都不是⼀件容易的事情。本期TED演讲者Jason Shen⼤学主修⽣物学，后来却成为了⼀家科技公司的⾼级产品经理。他分享了⾃⼰如何在渺茫的希望下成功到⼀份好⼯作的经历，同时也对应聘者和HR们提出了宝贵的建议，整场演讲简洁⼜有洞见，希望对⼯作中迷茫的你有所帮助。
演讲⽂本（来⾃TED官⽹）
ignore和miss的区别You know who I m envious of? People who work in a job that has to do with their college major.
你们知道我最嫉妒谁吗？那些能到和⼤学专业对⼝⼯作的⼈。
Journalists who studied journalism, engineers who studied engineering. The truth is, these folks are no longer the rule, but the exception. A 2010 study found that only a quarter of college graduates work in a field that relates to their degree.
新闻专业的记者，⼯程学专业的⼯程师。事实上，这些⼈的存在早已不再是正常情况了，⽽成了例外。2010年的⼀个调查显⽰只有1/4的⼤学⽣，在从事和他们⼤学专业相关的⼯作。
I graduated with not one but two degrees in biology. To my parents dismay, I am neither a doctor nor a scientist.
我毕业时拿到了⽣物学的双学位。但令我⽗母失望的是，我既不是⼀个医⽣，也没有成为⼀个科学家。
Years of studying DNA replication and photosynthesis did little to prepare me for a career in technology. I had to teach myself everything from sales, marketing, strategy, even a little programming, on my own. I had never held the title of Product Manager before I sent my resume in to Etsy. I had already been turned down by Google and several other firms and was getting frustrated. The company had recently gone public, so as part of my job application, I read the IPO filings from cover to cover and built a website from scratch which included my analysis of the business and four ideas for new features. It turned out the team was actively working on two of those ideas and had seriously considered a third. I got the job.
在DNA复制与光合作⽤上数年的专⼼苦读，对我将来的科技⽣涯⼏乎没有帮助。我必须从销售，市场营销，策略开始⾃学⼀切本领，甚⾄连简单的电脑编程，都必须⾃学。在我送简历到Etsy（电⼦商务⽹站）之前，我从来没当过产品经理。我当时⼗分沮丧，因为已经被⾕歌以及其他⼀些公司屡次拒绝。
Etsy最近正式上市了，为了让简历增⾊，我把⾸次公开募股的信息⼀⾏⾏认真地读，然后摸索着建⽴了⼀个⽹站，其中包括⼀些我对这个公司的分析以及四个关于产品特⾊的新点⼦。结果发现这个公司的⼯作团队积极地研究了其中两个，并对第三个也进⾏了慎重考虑。于是我得到了这份⼯作。
We all know people who were ignored or overlooked at first but went on to prove their critics wrong. My favorite story? Brian Acton, an engineering manager who was rejected by both Twitter and Facebook before cofounding WhatsApp, the mobile messaging platform that would sell for 19 billion dollars.
我们都知道有些⼈虽然⼀开始被忽略，但最终⽤实⼒证明了他⼈的错误。我最爱的故事是什么呢？BrianActon,⼀个⼯程经理，在成⽴whatsApp(聊天软件)之前，他同时被⾕歌和推特拒绝过，⽽现在这个⼿机软件平台价值190亿。
The hiring systems we built in the 20th century are failing us and causing us to miss out on people with incredible potential. The advances in robotics and machine learning and transforming the way we work, automating routine tasks in many occupations while augmenting and amplifying human labor in others. At this rate, we should all be expecting to do jobs we ve never done before for the rest of our careers. So what are the tools and strategies we need to identify tomorrow s high perform
ers? In search for answers, I ve consulted with leaders across many sectors, read dozens of reports and research papers and conducted some of my own talent experiments. My quest is far from over, but here are three ideas to take forward.
我们在20世纪建⽴的招聘系统已经过时了，这导致我们错失了很多颇具潜⼒的⼈才。机器⼈技术和机器学习的进步正在转变我们⼯作的⽅式，把许多⾏业的⽇常事务⾃动化，从⽽将⼈类的劳⼒转向其他⽅⾯。这样下去，我们在接下来的职业⽣涯中都要做从未做过的⼯作。那么我们需要什么样的⼯具以及技巧来辨别那些能够驰骋未来职场的⼈才呢？为了寻得答案，我和许多部门的领导进⾏了探讨，读了很多报告和研究资料，并分析了我⾃⼰的天赋与经历。我的寻还远没有结束，但有三个要点值得⼀提。
有结束，但有三个要点值得⼀提。
One: expand your search.If we only look for talent in the same places we always do -- gifted child programs, Ivy League schools, prestigious organizations -- we re going to get the same results we always have. Baseball was transformed when the cash-strapped Oakland Athletics started recruiting players who didn t score highly on traditionally valued metrics, like runs batted in, but who had the ability to help the team score points and win games. This idea is taking hold outside of sports. The H
ead of Design and Research at Pinterest told me that they ve built one of the most diverse and high-performing teams in Silicon Valley because they believe that no one type of person holds a monopoly on talent. They ve worked hard to look beyond major tech hubs and focus on designers portfolios, not their pedigrees.
第⼀：扩展你的搜索范围。如果我们每次只去同样的地⽅寻⾃⼰的天赋——天才少年项⽬，常青藤名校，那些盛名远扬的机构——那我们只能得到⼀样的结果。奥克兰的运动员队，由于囊中羞涩，只能聘⽤那些在传统标准，如打点记录中，虽然得分较低，但却能够帮助队友得分，并最终赢得⽐赛的球员，⽽这最终导致了棒球的演变。这道理在体育之外也同样适⽤。Pinterest研究与设计部门的负责⼈和我说，他们在硅⾕打造了⼀⽀，全世界最⾼效，同时最具分化特⾊的团队。因为他们相信没有哪⼀类特定的⼈具有垄断性的天赋才能。他们的眼光超越了核⼼科技，并注重于设计者们的资历，⽽不是他们的⾎统。
Two: hire for performance.Inspired by my own job experience, I cofounded a hiring platform called Headlight, which gives candidates an opportunity to shine. Just as teams have tryouts and plays have auditions, candidates should be asked to demonstrate their skills before they re hired. Our clients are benefiting from 85 years of employment research, which shows that work samples are one of the best predictors of success on the job. If you re hiring a data analyst, give them a spreadsh
eet of historical data and ask them for their key insights. If you re hiring a marketing manager, have them plan a launch campaign for a new product. And if you re a candidate, don t wait for an employer to ask. Seek out ways to showcase your unique skills and abilities outside of just the standard resume and cover letter.
第⼆：为了效率⽽雇佣。受到我⾃⼰⼯作经历的启发，我和别⼈合建了⼀个招聘平台Headlight，这个平台给了应聘者们⼀个展⽰⾃我的机会。就好似团队有路演，乐队有试奏，应聘者在被雇佣之前，应该有展⽰⾃⼰技能的机会。从85年的职场雇佣研究资料⾥，我们的客户可以看到预测职场成功与否的最好⽅式就是⼯作实例。如果你在招聘⼀个数据分析员，就给他们⼀张填满历史数据的表格并要求他们给出解析。如果你在招聘⼀个市场经理，就让他们计划⼀场新产品的发布会。⽽如果你是⼀个应聘者，别等着⽼板询问你。寻能够展现你的独特技巧与能⼒的⽅式，⽽不仅仅是依赖于简历以及推荐信。
Three: get the bigger picture.I ve heard about recruiters who are quick to label a candidate a job-hopper based on a single short stint on their resume; read about professors who are more likely to ignore identical messages from students because their name was black or Asian instead of white.
第三：着眼全局。我见过招聘⼈员不假思索的给⼀个应聘者贴上“跳槽者”的标签，仅仅是因为他的简历
上有⼀项短期的⼯作；我也听说不少教授会因为学⽣的名字属于⿊⼈或亚洲⼈，就忽视他们发送的和⽩⼈学⽣⼀模⼀样的消息。
I was almost put on a special needs track as a child. A month into kindergarten, my teacher wrote a page-long memo noting that I was impulsive, had a short attention span, and despite my wonderful curiosity, I was exhausting to work with.
我⼩时候⼏乎被当成有“特殊需要”的孩⼦。进⼊幼⼉园⼀个⽉后，我的⽼师记录了⼀整页的笔记，上⾯写着我极易冲动，注意⼒难以集中，虽然拥有极⼤的好奇⼼，但却是⼀个使⼈筋疲⼒尽的孩⼦。
The principal asked my parents into a meeting, asked my mother if there had been complications at birth and suggested I meet with a school psychologist. My father saw what was happening and quickly explained our family situation. As recent immigrants, we lived in the attic of a home that cared for adults with mental disabilities. My parents worked nights to make ends meet, and I had little opportunity to spend time with kids my own age. Is it really a surprise that an understimulated five-year-old boy might be a little excited in a kindergarten classroom after an entire summer by himself?
校长叫我的家长们来开会，问我妈⽣我的时候有没有遇到什么困难，还建议我去看学校的⼼理医⽣。我的⽗亲明⽩了是怎么⼀回事，并简短的解释了我们家的情况。作为刚刚移民的家庭，我们住在⼀家
⽼年康复中⼼的阁楼⾥。我的⽗母为了维持⽣计整⽇整夜⼯作，⽽我也⼏乎没有和同龄孩⼦玩耍的机会。对于⼀个交际经验不⾜，⼜刚刚独处了整整⼀个夏天的五岁⼩男孩来说，在幼⼉园的教室⾥显得有些过度兴奋，也许不显得那么令⼈惊讶吧？
Until we get a holistic view of someone, our judgment of them will always be flawed. Let s stop equating experience
Until we get a holistic view of someone, our judgment of them will always be flawed. Let s stop equating experience with ability, credentials with competence. Let s stop settling for the safe, familiar choice and leave the door open for someone who could be amazing. We need employers to let go of outdated hiring practices and embrace new ways of identifying and cultivating talent, and candidates can help by learning to tell their story in powerful and compelling ways. We could live in a world where people are seen for what they re truly capable of and have the opportunity to realize their full potential. So let s go out and build it.
在我们没有看到⼀个⼈完整的⼀⾯的时候，我们对他的评判总是有失偏颇的。让我们别再把经历和能⼒划等号，也别把⽂凭和竞争⼒划等号。让我们不要再⼀昧的做出安全，熟悉的选择，⽽是把机会给予那些能够让你眼前⼀亮的⼈。我们需要让雇主们放弃那些过时的雇佣政策，去拥抱那些定义和培养
天赋的新⽅法，⽽求职者们也可以通过⽤强势且引⼈注⽬的⽅式，来讲述⾃⼰的⼈⽣故事。我们会⽣活在全新的世界⾥，在那⾥⼈们的潜⼒将有望被完全激发，⼈⼈都能够做⾃⼰真正胜任的⼯作。所以让我们⼀起携⼿建造这个世界吧。
Thank you.
谢谢。