So when your fruitless search fills you with angst and self-doubt, always remember the following truths about job hunting:
所以當(dāng)你毫無結(jié)果的搜索讓你充滿焦慮和懷疑自己，一定得記住下面有關(guān)求職的事實(shí):

? Job Hunting is Unfair 找工作是不公平的

The best person isn't always picked—and the playing field is rarely even. The cliché, "it's not what you know, but who you know" is extremely relevant.
公司選擇的并不總是最優(yōu)秀的人——而且，求職之路也極少平坦。那句“你知道什么不要緊，你認(rèn)識(shí)誰才要緊”用在這里再合適不過。

There are so many ways to get passed over—and many reasons for it. A company may already have a candidate in mind, such as a proven internal applicant who represents little risk. They may hire someone who struck a chord, whose pop and polish masked his deficits. It could come down to a gut feeling. There could be political, considerations too.
被忽略掉的情況簡(jiǎn)直太多了——而且背后有許多原因。公司心中也許已有人選，比如一位已經(jīng)確定、不存在多少風(fēng)險(xiǎn)的內(nèi)部申請(qǐng)者。他們雇傭的也許是一位意氣相投，極好地掩飾了自己缺陷的人?？赡茏罱K還是憑感覺，還可能存在政治、報(bào)償考慮。

Bottom line: Companies want to deal with people they know. They want to hire people they like and implicitly trust. Like all of us, their judgment is sometimes faulty. Don't view it as an indictment of you as a person.
結(jié)論：公司希望與自己了解的人相處。他們希望聘用自己喜歡、并且信任的人。和我們每個(gè)人一樣，他們的評(píng)判有時(shí)是錯(cuò)誤的。不要把它看成是對(duì)你本人的評(píng)判。

? Decision-Makers Aren't Always on Target 決策人眼光不準(zhǔn)

Many times, screeners are far removed from the front lines. Don't assume they are aware of industry developments. Don't assume they study what works outside their company. Most important, don't assume they are well-versed in a position's daily responsibilities and requirements. 許多時(shí)候，篩選人與一線人員相差很大。不要認(rèn)為他們了解行業(yè)的發(fā)展。不要認(rèn)為他們研究過企業(yè)外部的情況。最重要的一點(diǎn)是，不要認(rèn)為他們精通某個(gè)職位的日常責(zé)任和要求。

Even more, employers don't always apply the right formula in hiring decisions. They may apply a successful organization's methodology without taking underlying variables like stage of growth into account. They may mine the company history for specific traits and success stories, without examining how positions evolve. Worst of all, they may evaluate candidates based on the values they preach, not the ones they actually practice (or vice versa).
更有甚者，雇主在做出招聘決定的時(shí)候不會(huì)使用正確的程序。他們可能會(huì)使用一個(gè)成功組織的方法，而不將潛在的變化——比如成長(zhǎng)階段——考慮在內(nèi)。他們也許根據(jù)公司歷史情況尋找特定品質(zhì)或成功故事，而沒有審視職位演變的情況。最糟糕的是，他們也許根據(jù)自己鼓吹的而不是實(shí)際身體力行的（反之亦然）價(jià)值觀來評(píng)估候選人。

Sometimes, hiring efforts get off track. Often, it is the candidates themselves who expose flawed suppositions during the interview process. In the end, all you can do is research, network, and be yourself. The rest takes care of itself.
有時(shí)候，招聘過程會(huì)“脫軌”。經(jīng)常是候選人本人在面試過程中揭露出了那些缺陷假設(shè)。最終，你能做的一切就是去調(diào)查、建立人際網(wǎng)絡(luò)、做你自己。讓其它事情順其自然吧。

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