面試后無(wú)回應(yīng)的原因及建議
以下內(nèi)容是應(yīng)屆畢業(yè)生職場(chǎng)英語(yǔ)網(wǎng)站為大家整理總結(jié)的面試后或提交申請(qǐng)后沒(méi)收到回音的最常見(jiàn)原因，希望對(duì)大家有一定幫助。
1. Looking for a superhero. Based on the candidates interviewed or résumés received, the hiring authorities may decide to switch the duties assigned. In some cases, the hiring manager may even decide not to fill the position. The company may repost the job to attract a new pool of candidates. It isn’t unusual for the company to stop communicating with candidates until a final decision about the job’s scope is determined. This can sometimes take weeks or longer.
1. 想找最合適的人選。根據(jù)面試過(guò)的'候選人或收到的簡(jiǎn)歷的情況，招聘部門可能會(huì)調(diào)整工作內(nèi)容。某些情況下，招聘經(jīng)理甚至?xí)䴖Q定這個(gè)職位不招人。公司可能為吸引新一批求職者重新寫工作要求。公司最終確定工作職責(zé)前不聯(lián)系候選人再平常不過(guò)了。有時(shí)需要幾周甚至更長(zhǎng)的時(shí)間。
2. Confusion and delay. Aligning schedules becomes challenging when multiple parties are involved, and it may cause delays in the hiring process. The reason you have not heard anything could be due to hectic schedules, a pressing deadline or emergency within the company or vacations. Acquiring hiring approval almost always requiressignatures from people who are traveling, sick or on vacation.
2. 忙亂和延遲。涉及的部門太多時(shí)，調(diào)整計(jì)劃變得困難，這會(huì)導(dǎo)致招聘流程的拖延。你沒(méi)有收到后續(xù)消息的原因可能是因?yàn)樗麄児ぷ髅Α⒆詈笃谙蘧o迫、有緊急事件發(fā)生或放假了。批準(zhǔn)招聘進(jìn)行幾乎總是需要那些旅游、生病或度假的人的同意。
3. Change, change, change. Was the company recently bought out? Were there changes in leadership? Perhaps budgets were frozen or the new position was put on hold. Changes within the company can and do impact the ability to respond to candidates in the interview process until after the dust settles. Often company executives, legal departments or human resources mandate this silence.
3. 公司內(nèi)部在整改。公司最近被收購(gòu)了?領(lǐng)導(dǎo)層有變化嗎?可能預(yù)算不夠或者新職位招聘計(jì)劃被擱置了。公司內(nèi)部的變化可以也確實(shí)影響了答復(fù)面試候選人的時(shí)間，直到一切都?jí)m埃落定。通常公司高管、法律部門或人力資源部門會(huì)讓招聘人員保持沉默。
4. Anticipation … Waiting for a candidate’s decision. Sometimes the process slows to a halt while the company waits for an answer from the No. 1 candidate. Based on this candidate’s response, the company may have to reach out to the second-choice candidate or maybe start from scratch.
4. 期待——等待候選人的決定。公司在等最合適的候選人的答案時(shí)，招聘有時(shí)會(huì)停滯。根據(jù)他的回應(yīng)，公司可能不得不接洽排名第二的候選人或者從頭開始挑選。
As the old saying goes, "love me or hate me, but spare me your indifference." This certainly applies to how employers and job seekers interact. Here are some suggestions for taking control of the situation.
老話說(shuō)的好：“愛(ài)我恨我都行，但不能忽視我。”這很適合描述雇主和求職者之間的情況。這里有一些建議讓你掌控求職進(jìn)程。
Leverage insider information. If you haven’t found someone inside the company yet, now is the time to start asking and reaching out. When you find someone – and if you try hard enough, you usually can – ask what is going on inside the company.
利用內(nèi)幕信息。如果你沒(méi)找到內(nèi)部員工，現(xiàn)在是時(shí)候開始打聽和接觸他們了。當(dāng)你聯(lián)系到某個(gè)公司員工時(shí)——如果你很努力，通常能找到——問(wèn)問(wèn)公司里發(fā)生了什么事。
Keep looking. Don’t stop campaigning for your new job. Continue to network, apply for jobs and keep your job search momentum going.
繼續(xù)找工作。不要不找新工作。繼續(xù)搭人脈、申請(qǐng)職位以及保持你的求職動(dòng)力。
Persistence pays. Never make assumptions. Instead, get facts. Whenever you have the chance to speak with a live person, ask when you should follow up next. In the absence of data, checking in every week or two isn’t necessarily being a pest, especially if you really want the job.
堅(jiān)持會(huì)有回報(bào)。別胡思亂想而是根據(jù)事實(shí)說(shuō)話。你有機(jī)會(huì)和別人聊天時(shí)，問(wèn)問(wèn)你接下來(lái)應(yīng)該怎么辦。信息不多時(shí)，一兩周問(wèn)一下不會(huì)有壞處，特別是你真的想要這份工作時(shí)。
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