每到毕业季，众多毕业生都面临一个头疼的问题，即在众多的求职者中如何脱颖而出?如何让自己脱颖而出?其实学习成绩好，社会实践丰富，这些并不能确保你在求职过程中快速脱颖而出。求职最重要的，不仅要证明自己的优秀，还要证明自己与未来雇主之间的联系，自己能够给雇主带来什么价值。

　　Dear Annie: I&aposll be graduating from college at the end of May, and although I&aposve had interesting conversations with campus recruiters at a career fair and been interviewed afterwards by four of them, I haven&apost gotten a job offer yet. I know that each of the companies I&aposd like to work for is interviewing a lot of people, but I think my chances are pretty good, because I have a 3.8 GPA, have been a leader in campus activities (currently president of the Student Union and captain of the lacrosse team), and have done two solid internships, with excellent rerences.

　　亲爱的安妮：五月底，我就要大学毕业了。虽然在一次校园招聘会上，我与一些招聘人员聊得很投机，而且之后有四家公司对我进行了面试，但至今也没有收到任何工作邀请。我知道，我理想中的那些公司面试了许多人，但我认为自己有很大的机会。因为我的平均分达到3.8，在校园活动中，我都是领导者(目前任学生会主席和曲棍球队队长)，并且有两次很棒的实习，得到的评价非常出色。

　　Even so, my impression is that everybody else who gets to the interview stage -- my roommate, for example -- has a very similar resume. Do you have any advice on how to stand out? What do employers really want? --Pick Me

　　可即便如此，我总感觉，凡是能够参加面试的人，比如我的室友，大家的简历都大同小异。我怎样才能脱颖而出呢?雇主到底看重的是什么?您有什么建议吗?——应届求职者

　　Dear P.M.: Great question, especially since most of the answers apply not just to new grads, but to anyone who&aposs looking for a job. First of all, although your 3.8 GPA is impressive, it isn&apost as important to employers as you might suppose. "One thing we look for is a strong work ethic," says Alexa Hamill, who is in charge of campus recruiting at PwC. The firm expects to hire more than 4,000 new grads full-time this year, along with about 3,500 interns.

　　亲爱的P.M.：你提的问题很好，尤其是这些问题的答案不仅适用于应届毕业生求职，对所有求职者而言也非常有用。首先，3.8分的平均分确实很了不起，可这对于雇主而言，或许并没有你想象中那么重要。普华永道会计事务所(PwC)负责校园招聘的亚力克莎•哈米尔说：“我们看重的是强烈的职业道德。”这家公司今年计划招聘4,000名应届毕业生，同时提供3,500个实习机会。

　　"Good grades do show you&aposve worked hard at your studies," says Hamill. "But we&aposre really looking for people who are well-rounded, and who have a passion that they have stuck with and developed that is outside of &aposbook learning.&apos"

　　哈米尔说：“好的成绩确实能证明毕业生的学习非常刻苦努力。但我们希望招聘全面的员工，他们应该在‘书本学习’之外，全面发展，并且始终热情不减。”

　　Your extracurricular bona fides suggest you can check that box, but here&aposs an essential question: How well can you describe what you&aposve achieved, and how it might apply to the working world? "Year after year, one of the biggest difficulties I see in applicants is their communication skills," says Dylan Schweitzer, Northeast head of talent acquisition for Enterprise Rent-a-Car, which hires more than 8,500 new grads annually for its management training program.

　　你在课外活动中的优异表现，表明你符合上面的要求，但还有一个关键问题：你会如何描述自己的成就?这些成就又将如何应用到工作当中?企业租车公司(Enterprise Rent-a-Car)人才招聘东北地区负责人迪伦•施维泽说：“我发现，每年的求职者所面临的最大障碍就是他们的沟通技能。”企业租车公司每年为管理培训项目招聘超过8,500名应届毕业生。

　　"Many people coming out of college have had great activities and internships, but often we find they&aposre unable to explain what they&aposve done," Schweitzer observes. "I&aposm looking for someone to say things in a positive way, who is excited about what they&aposve accomplished so far, and who sees the failures they&aposve had as learning experiences, as opposed to obstacles." Alexa Hamill agrees and adds, "This generation is used to communicating online but often not as fective in face-to-face situations like job interviews."

　　施维泽发现：“许多大学毕业生在校园里参加过大量活动，也有很出色的实习经验。但我们发现，他们通常都无法解释自己做过的事情。我心目中的员工应该有一种积极的表达方式，对于自己到目前为止取得的成就感到兴奋，能将曾经的失败视为一种学习经验，而不是障碍。”亚力克莎•哈米尔同意这种观点，并补充道：“这一代人都习惯了在线交流，一旦遇到求职面试这种面对面交流的场合，他们就会显得无所适从。”

　　The solution to that problem, she says, is practice, and asking for feedback: "Rehearse what you&aposre going to say about your experiences with as many people as you can -- a friend, a parent, a professor. Try to practice with a wide variety of people, because you&aposll get different feedback from each one."

　　她说道，要想解决这个问题，唯有不断练习和请求反馈。“尽量多在其他人面前练习讲述自己的经历，比如自己的朋友、父母、教授等等。尝试在不同类型的人面前进行练习，因为这样就可以得到不同的反馈。”

　　A few other suggestions on how to wow interviewers:

　　如何打动面试官?下面是其他几条建议：

　　• Be persistent. "Job hunters who want an edge over other candidates today need to engage employers in multiple ways," Schweitzer says. "We&aposve had applicants meet us at a job fair, then connect with us on LinkedIn, call our offices, and send us emails." That may sound pesky, but Schweitzer says not: "The people who make a serious fort to get my attention show me they&aposrewilling to go the extra mile to accomplish tasks."

　　•坚持不懈。施维泽说道：“求职者要想战胜竞争对手，必须通过各种方式来吸引雇主。有的求职者在招聘会上见过我们之后，会在商务社交网站LinkedIn上联系我们，打办公室的电话，还会给我们发电子邮件。”这听起来虽然有些令人生厌，可施维泽却认为：“那些愿意通过各种努力来吸引我注意的人，让我相信，他们也愿意为了完成任务而加倍努力。”

　　• Remember, it&aposs not all about you. Schweitzer says that, when an interviewer asks why you want to work for Acme Corp., "the proper response is, &aposI&aposm a hard-working person with experience in [fill in the blank], and here is what I want to contribute.&apos" Too often, he says, applicants&apos responses are "all about them, when it needs to be more about their connection to my organization. Tell us what you bring to the table, not just what you want."

　　•切记，不要只谈自己。施维泽称，当面试官问为什么希望到Acme公司工作时，“恰当的回答应该是：‘我工作非常努力，在 ()(自行填空) 方面拥有丰富经验，我能在这些方面给公司做出贡献。’”但他说，自己经常遇到的情况是，求职者往往都“大谈特谈自己。实际上，求职者应该更多谈论他们与公司之间的联系。告诉我们你能给公司带来什么，而不仅仅是你想要什么。”

　　• Research each employer thoroughly. Just taking a look at the company web site won&apost do it. "When I ask candidates what they know about us, it&aposs rare that someone tells me something that isn&apost on our web site," Schweitzer says. "A person who researches the company and mentions something else about us is someone who stands out, because he or she has done more than the typical applicant."

　　•全面调查每一位雇主。仅靠浏览公司的网站没有什么用处。施维泽说：“每当我问求职者对我们公司有什么了解时，很少有人能说出一些没在公司网站上出现的内容。求职者如果对公司做过详细调查，并能说出一些其他人不知道的事情，必然能脱颖而出，因为他或她比其他求职者做了更多功课。”

　　• Emphasize your leadership skills. "Not everyone we hire is a 4.0 student with a perfect resume," says Schweitzer. "The person who is willing to work hard and put in the extra fort is going to come out ahead. For example, a military veteran with a 3.0 GPA but who has experience leading others, and is used to hard work in extreme situations, is often a better candidate than a 4.0 student who is unable to demonstrate those qualities."

　　•重点强调自己的领导能力。施维泽说：“我们聘用的员工，不全是平均成绩4.0，履历也都无可挑剔的优秀学生。只有能吃苦耐劳和愿意额外付出努力的求职者才能获得青睐。比如，一位退伍老兵平均成绩只有3.0，但他有过领导其他人的经历，而且习惯了在极端状况下努力工作。因此，相比那些无法证明自己具备这些能力的优秀学生，这样的老兵自然是我们更中意的人选。”

　　• Polish your online presence. When prospective employers Google you (and they will), you want them to be impressed by what they find. "A candidate&aposs online image is so much more important than it was in the past," notes Alexa Hamill.

　　•打磨自己的网络形象。当潜在雇主通过谷歌(Google)搜索你的时候(他们肯定会这么做)，你肯定希望他们搜索到的结果能令他们心动。亚力克莎•哈米尔说：“求职者的网络形象前所未有地重要。”

　　Creating the right persona in cyberspace these days goes way beyond just keeping your frat-party photos off Facebook. To help you do it right, PwC has put together a detailed (and free) online tutorial on building your personal brand, including a workbook that will walk you through it step by step.

　　如今，打造良好的网络形象不仅仅是不在Facebook上发布学生联谊会派对照片这么简单。为了帮助求职者建立个人品牌，普华永道综合了一套详细的(免费的)在线培训课程，其中包括一套工作手册，可以为求职者提供逐项指导。

　　Incidentally, since you mention that you&aposve already had four interviews with recruiters, it might interest you to know that the average wait between interview and job offer is 24 business days, according to the National Association of Colleges and Employers. Companies in some industries take longer -- 30 days in engineering services, for instance, and 39 days in hospitality. Computer manufacturers are the quickest, taking just 16 days to ask when you can start.

　　顺便说一下，既然你提到自己已经进行了四次面试，有一则消息或许会让你感兴趣。据美国学院与雇主联合委员会(National Association of Colleges and Employers)披露，面试与工作邀请之间的平均等待时间约为24个工作日。而在个别行业，等待时间则更长，比如工程服务行业为30天，酒店业则是39天。最快的是计算机制造业，只要等16天，就会有人问你何时能上班?

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