旧金山州立大学(San Francisco State University)管理学教授约翰•沙利文(John Sullivan)建议,企业的求职软件能充当另一个反馈来源,尽管它的反馈是自动生成的。
These applicant-tracking systems, which are used by almost every large employer, score candidates based on rough measures like the number of keyword matches between a job description and a resume. Employers could theoretically send candidates their scores, says Mr. Sullivan.
几乎每家大企业都采用了此类求职者跟踪系统,它会根据职位描述和简历之间关键词的匹配次数这样的大致标准来给求职者打分。沙利文称,从理论上说,雇主可以将求职者的评分发给他们。
'If you scored 90 out of 100, you might apply again later. But if you scored a 20, you know you applied for the wrong job, ' he said. So far, none of the companies for which he has recommended this, have adopted it.
他说:“如果100分的总分你得了90分,或许以后你还可以再申请。不过如果你只得了20分,你就知道你申请错了工作。”他向一些企业推荐了上述这个方法,但迄今为止还无一企业采纳。
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