網申時怎麼確保簡歷能順利過關

Dear Annie: What exactly is an applicant tracking system? I’ve applied for several job openings where my qualifications match the job descriptions for each position precisely, yet I’ve gotten called in for an interview only once (so far). A colleague at my current job told me he read somewhere that computerized applicant tracking systems reject most resumes before a human being even gets involved in the process. Is that true? If it is, how do you get past that and reach an actual person? — Left Hanging in Houston
親愛的安妮：到底什麼是申請人跟蹤系統？我申請過幾份工作，個人條件完全符合職位要求，但迄今爲止，我卻只等到了一次面試電話。一位同事告訴我說，他在哪讀過，計算機化的申請人跟蹤系統會在人工篩選之前就剔除掉大多數簡歷。這是真的嗎？如果是真的，求職者應該怎樣做，才能通過網申這一關，讓簡歷最終到達相關人員手中？——L.H.H.

Dear L.H.H.: An applicant tracking system (ATS), as the name implies, is how many big companies keep track of the hundreds or thousands of resumes that are constantly coming in. Designed to follow each candidate through each stage of the hiring process, from application to start date, the systems usually begin with computer software that “reads” each resume and weeds out the ones that don’t match up with specific job openings.
親愛的L.H.H.：顧名思義，申請人跟蹤系統（ATS），是許多大公司用來跟蹤不斷投遞進來的成千上萬份簡歷的一種方式。申請人跟蹤系統的設計目的是從申請開始，在招聘過程的各個階段跟蹤每一位求職者，而該系統首先會通過軟件“閱讀”每一份簡歷，淘汰不匹配具體職位要求的簡歷。

Unfortunately, that’s usually a lot less efficient than it sounds. That 75% rejection rate your friend cited probably came from a study by a job search services firm called Preptel (which was founded by its CEO Jon Ciampi, an alumnus of ATS maker SumTotal Systems).
不幸的是，這套系統遠沒有聽起來那麼高效。你的朋友所引用的75%的淘汰率，可能來自求職服務公司Preptel進行的一項調查（該公司創始人兼CEO喬恩•希安比曾供職於申請人跟蹤系統製造商SumTotal Systems公司）。

The huge number of rejections is due to some, shall we say, quirks in the software that screens resumes before they arrive on a hiring manager’s desk. You could be the perfect prospect for a given job, using all the right keywords, and still be kicked aside by the system because it couldn’t quite make out parts of your resume — like work experience, for instance.
如此高的淘汰率，原因是在招聘經理看到簡歷之前，軟件進行簡歷篩選時的一些怪癖。你使用了所有正確的關鍵字，可能是最適合某個崗位的人選，但結果仍可能被該系統淘汰出局，因爲它無法辨認部分簡歷內容——例如工作經驗。

Here are four ways that Preptel suggests to avoid:
如何避免被系統淘汰？Preptel公司提供了四條建議：

Go ahead and make your resume longer than the standard one page, if you have lots of experience. ATS software will scan it no matter how long it is. A 3-page document, for instance, may allow you to include more relevant keywords and phrases, which could move up your ranking in the system.
如果你有豐富的工作經驗，可以延長簡歷的篇幅，不必拘泥於一頁的標準。ATS軟件會對簡歷進行掃描，不會考慮簡歷的長度。例如，3頁的文件使你可以在其中包含更多相關的關鍵詞和短語，這將有助於提高你在系統中的排名。

Call your work experience “Work Experience.” Using less common headings, like “Professional Accomplishments,” may mean that section doesn’t appear at all in the formatted version of your resume created by the software. Likewise, never start each mention of a past (or current) job with dates of employment. The system looks for company names, so put them first, then the dates.
使用常用標題（如“工作經驗”）。如果使用不太常用的標題，例如“職業成就”，可能意味着這部分根本不會出現在軟件創建的標準版簡歷當中。同樣，在提到過去（或現在）的工作時，不要以入職日期開頭。系統會檢索公司名稱，因此要將名稱放在日期前面。

Don’t include tables or graphics, because most tracking systems can’t read them. Likewise, don’t use italics, although boldface type is usually fine, and stick with clear, easy-to-read typefaces. Preptel recommends Arial, Tahoma, Calibri, Georgia, Impact, Courier, Lucinda or Palatino.
簡歷中不要包含表格或圖片，因爲大多數跟蹤系統無法讀取這些格式。也不要使用斜體字，雖然粗體字通常是可以接受的，但最好使用清楚易讀的字體。Preptel建議使用Arial、Tahoma、Calibri、Georgia、Impact、Courier、Lucinda或Palatino等字體。

Never send a resume as a PDF. Since many systems lack a standard way to structure them, they’re often garbled. The same is true of resumes that are pasted into the body of an email. As ATS software gets more sophisticated, some of these limitations will go away. Most systems are already much better at reading Word documents than they used to be, for example, so Preptel now recommends uploading your resume as a Word attachment.
永遠不要發送PDF格式的簡歷。由於許多系統缺乏分析PDF結構的標準方法，因此它們往往會斷章取義。粘貼到電子郵件正文中的簡歷，同樣面臨該類問題。隨着ATS軟件變得更加先進，這些限制終將消失。例如，大多數系統在讀取Word文檔方面，已經比之前有很大改善，所以Preptel建議，以Word附件的形式上傳簡歷。

Once you get through the digital winnowing stage, your resume matters a lot less. “At that point, forget about keywords and focus on how you’re perceived on social media sites, including your own web site if you have one,” says Miranda Nash, president of onLine recruiting platform Jobscience. “You want to make sure you’re conveying a consistent personal image online that reinforces your expertise in your field.”
只要通過了數字海選，簡歷的重要性便會降低。在線招聘平臺Jobscience的總裁米蘭達•納什說道：“到達這個階段，就不要再想關鍵字了。要把重點放到自己在社交媒體網站上的形象，包括可能有的個人網站。你要保證在網上呈現出的個人形象始終如一，並且能夠增強你在相關領域的經驗。”

How, exactly? “Publish some of your best work on SlideShare and include that in your LinkedIn profile, for example,” Nash says. “Expand your presentation of your work, using a medium beyond your resume.” One of Jobscience’s clients is Cirque du Soleil, “so a resume is pretty useless,” she notes. “Most applicants submit videos instead, which is getting more common in other fields too.”
具體應該怎麼做？納什說道：“例如，你可以在幻燈片存儲與展示網站SlideShare上發佈一些你最好的作品，並將其列入LinkedIn的個人資料當中。使用簡歷之外的媒介展示你的工作。”太陽馬戲團（Cirque du Soleil）也是Jobscience的客戶。她表示：“（對於這樣的組織）簡歷基本毫無用處。大多數申請者會提交視頻，而且這種做法在其他領域也變得更加普遍。”

Nash also recommends “stepping into the interviewer’s shoes and doing some research from their point of view. News about the company, announcements they’ve made recently, what their competitors are doing — knowing these things will help you stand out from other applicants with the people who are making notes on your ATS file.”
此外，納什還建議“站在面試官的立場，從他們的角度出發進行一些調查。關於公司的新聞，他們最近發表的聲明，其競爭對手的動向等，瞭解這些信息，吸引面試官的注意，這將幫助你從衆多求職者中脫穎而出。”