想招到好员工，别用太多术语

很多人认为，新一年到来比较合适跳槽，所以1月也是一年里招聘人员和求职者最忙碌的时候。虽然很多雇主清楚想招怎样的人，但描述岗位要求时不够清晰准确，最终发布的招聘启事里堆积术语，导致求职者，尤其是初级候选人和刚毕业的学生非常困惑。

所以，滥用术语的招聘广告往往严重影响雇主招人，也影响潜在候选人求职。

为了深入理解招聘启事常用的表述，我们公司AdView分析了超过一百万个招聘广告，找出最经常使用的术语，以及美国和英国哪些城市招聘时特别爱用这些术语。美国市场上，技术行业扎堆的西雅图和旧金山在使用术语方面名列前茅，在英国则是伦敦和邻近城镇占据前10位。

具体术语方面，“快节奏”、“活跃”和“具有团队精神”在英美劳动力市场中最常见。我们发现，伦敦的招聘方最喜欢能将想法“病毒化”传播的候选人，而西雅图的公司招聘时最喜欢提到“范式转变”。

企业里的人可能早就习惯了开会时常用的办公室术语。然而，现在各级别员工的招聘广告里术语也普遍出现。不管是招聘对象是新毕业生，还是经验数十年经验的资深人士，美国和英国的企业都喜欢“具有实际经验”，“积极进取”的“主动者”。根据我们的研究，这些术语都排在最常用的前10名中。

招聘过程中添加不必要的术语后，令不太熟悉术语的申请人求职更加困难，也很难判断自己是否胜任工作。

最近的一项研究发现，申请人判断某个职位是否适合自己时只花49秒至77秒。因此很重要的一点是，招聘方要尽可能清晰地向求职者介绍工作内容，方便快速掌握岗位的要求。如果职位介绍很清楚，不熟悉行业术语的毕业生比起经验更丰富的候选人受益更多。

招聘广告的目的不仅是解释岗位要求，也可借机让求职者了解公司的价值观。介绍价值观时，许多雇主也喜欢用行业术语，有经验的专业人士当然一看就懂，新入行的只会一头雾水。

因此，招聘中避免使用行话，雇主才更有机会招徕符合要求也认同企业精神的求职者。（财富中文网）

Alex Paterson担任AdView首席执行官。

译者：Charlie

审校：夏林

Many people see the new year as the ideal opportunity to change careers, making January the busiest time of the year for recruiters and job seekers alike. While employers know which type of candidate will best suit their company, many struggle to concisely describe exactly what they are looking for in an ideal candidate, resulting in jargon-heavy job postings that confuse job seekers—particularly junior candidates and recent graduates.

In that manner, a job ad muddled by jargon often stands between an employer and a potential candidate.

To better understand the language of job postings, my company AdView analyzed over a million job ads to find which jargon was used most regularly, and which cities in the U.S. and the U.K. are most guilty of using these buzzwords in this stage of the hiring process. The tech-fueled economies of Seattle and San Francisco came out on top in the U.S. market, whereas London and neighboring towns dominated the top 10 in the U.K.

In terms of specific jargon, “fast-paced,” “dynamic,” and “team player” were the most popular terms in both job markets. We found that recruiters in London were most keen to hire candidates who can make their ideas “go viral,” while the most popular phrase in Seattle job postings was “paradigm shift.”

Those in a corporate environment may be accustomed to office jargon being regularly used in meetings. However, this language is now prevalent in job ads on every rung of the career ladder. Whether the posting is for a recent graduate or a senior professional with decades of experience, businesses in both the U.S. and the U.K. are keen to interview “proactive” “self-starters” with a “proven track-record.” All these buzzwords ranked in the overall top 10 most used, according to our research.

Adding unnecessary jargon to the equation clouds the job hunting process for those applicants less well-versed in corporate jargon and makes it harder for them to judge whether they’re qualified for the job.

A recent study found that applicants take between 49 to 77 seconds to decide whether a job posting is right for them. With this in mind, it is important for recruiters to pitch the role to applicants so that they quickly grasp what the job demands. Clarity at this stage particularly helps graduates who are less familiar with industry terms than more experienced candidates.

The purpose of an ad is not just to explain the requirements of the job, but also to give the applicant a feel for the values of the hiring company. In expressing those values, many employers describe a job with industry terms obvious to experienced professionals but not to newcomers.

Consequently, by cutting through jargon at the beginning of the hiring process, employers have a much better chance of attracting applicants who best fit both their company’s requirements and ethos.

Alex Paterson is the CEO of AdView.