前一陣的熱播劇《平凡之路》讓我們看到了沒有高學歷但卻擁有高情商的“潘巖”們在職場上的價值。過去，硬技能是好工作的敲門磚，但是三年的疫情讓企業的用人標準悄然改變，更加重視團隊協作能力、溝通能力、同理心和適應力等軟技能。

As the pandemic has changed many aspects of how we work and the workplace skills we value, it’s also evolved how companies are hiring new employees. In the past, a ‘perfect’ candidate may have attended a notable school, worked for high-profile companies and had proof of relevant hard skills – tangible technical abilities, suited specifically for a role.

疫情在許多方面改變了我們的工作方式和我們重視的職場技能，也改變了公司招人的標準。在過去，一個“完美的”候選人可能上過名校，曾就職于知名企業，而且擁有很多相關的專業技能（硬技能）證書。

Now, however, experts say many companies are shaking off the old definition of an ideal candidate, and broadening the search to include non-traditional candidates and different skill sets. And in some cases, they seem to be ditching the idea of looking for the singularly perfect candidate altogether.

然而，專家指出，現在許多公司都摒棄了對理想候選人的舊觀念，擴大了搜索范圍，開始接納非傳統候選人并尋求不同的技能組合。有些公司似乎已經完全放棄尋找非常完美的候選人。

Although hard skills have traditionally ruled the roost, some companies are moving away from choosing prospective hires based on technical abilities alone. That’s not to say that practical know-how is no longer required – some jobs still call for highly specific expertise, like advanced knowledge of spreadsheets, or being a master of video-editing software, for instance. But now, say experts, some job descriptions are frequently bringing less tangible criteria to the fore, asking for candidates to demonstrate soft skills, such as leadership or teamwork.

盡管傳統招聘一直是硬技能至上，但是一些公司現在不再只根據專業能力來招人。這不是說不再需要實用技能，有些職位仍然要求高度專業化的技能，比如會熟練使用電子表格的高級功能或視頻剪輯軟件。但是專家表示，如今在一些職位描述中經常看到比較抽象的選拔標準，要求應聘者展現軟技能，比如領導力或團隊協作能力。

The move towards prioritising soft skills “is a natural response to three years of the pandemic” says Ed Han, senior recruiter at Cenlar FSB, based in New Jersey, US. For many companies, the turbulence of lockdowns, adapting to new work norms and weathering a disrupted economy showed the value of retaining employees with skills that enabled them to collaborate with team members, whatever the circumstances.

總部在美國新澤西州的Cenlar FSB公司的高級招聘專員艾德·漢表示，企業招聘變得更注重軟技能是“對三年疫情的自然反應”。對許多企業而言，從封鎖時期的動蕩，到適應新的工作常規，再到頑強挺過經濟困境，這一切都凸顯出無論發生什么情況都能團結協作的員工的價值。

For potential hires who will work with or manage remote or hybrid employees, communication is particularly high on the list, says Jan Tegze, a tech recruiter based in the Czech Republic. He says qualities such as empathy, responsiveness, respect and good listening skills are essential. Ideal candidates also possess adaptability, adds Tegze.

捷克共和國的一名科技招聘專員揚·泰格澤指出，在招聘那些需要與遠程工作或線上線下混合辦公的人共事的員工及管理人員時，溝通能力特別重要。泰格澤指出，同理心、響應能力、尊重和傾聽能力是必不可少的，此外，理想的候選人還應該具有較強的適應能力。

The pandemic also changed realities in the hiring pool, as many workers had reduced opportunities for professional development. In this way, de-emphasising hard skills on job ads “is opening up the options for those job seekers who might not, for example, have had the opportunity to attend or complete a four-year degree”, adds Han.

疫情也改變了人才資源狀況，因為許多員工的職業發展機會都減少了。漢指出，因此在招聘廣告中不過分強調硬技能給了一些求職者機會，比如那些沒機會上大學或沒上完大學的人。

Some job ads are even indicating that job-listing requirements themselves are a formality, by adding notes encouraging candidates that don’t meet the all-stated criteria to apply regardless.

一些招聘廣告甚至表明，招聘要求只是形式，并鼓勵那些不完全符合招聘標準的人也來應聘。

However, Han says that while many job listings today are encouraging applicants of different backgrounds to apply and de-emphasising hard skills, many also do still value highly specific technical abilities. And Tegze notes that many of these new ‘check-lists’ will include both soft skills and hard skills, as many companies are unprepared to train new hires on the latter.

不過，漢指出，盡管現在許多招聘廣告都鼓勵各種不同背景的求職者申請職位，也不再強調硬技能，但是許多企業仍然非常重視高度專業化的技能。泰格澤指出，許多新招聘要求都將“軟硬兼包”，因為很多企業都不打算對新員工進行硬技能培訓。

But ultimately, he continues, the definition of an ‘ideal’ candidate is broader than it’s ever been. “I really don’t care about a candidate’s schooling or past companies. I care if they have the right skills that the company needs, and the right mentality, meaning the right fit for the company culture.”

泰格澤表示，“理想候選人”的定義比以前更廣了。“我不在乎候選人的學歷或工作經歷。我在乎的是他們是否擁有公司需要的技能，是否有符合企業文化的正確的心態。”

英文來源：BBC

翻譯&編輯：丹妮