你是否想知道當(dāng)你申請(qǐng)一份工作時(shí)，招聘幕后發(fā)生的事情？盡管招聘程序會(huì)因行業(yè)、公司、甚至部門而異，結(jié)果卻是一樣的：眾多應(yīng)聘者中只有一個(gè)會(huì)拿到聘書。

Ever wonder what goes on behind the scenes when you apply for a job? While the recruiting process varies by industry, company and even department, the result is the same: One person out of many receives an offer.

　　
對(duì)于那些未被聘用的人來說，可能很難搞清楚招聘過程中自己作為應(yīng)聘者出了什么問題。并非每家公司都會(huì)通知應(yīng)聘者他們被拒了，告訴你被拒原因的更是少之又少。不過，明白招聘過程背后的秘密可能會(huì)使求職者在找工作時(shí)獲得有利地位。

For those who aren't hired, understanding what happened to their candidacy along the way can be a mystery. Not every firm notifies applicants they've been rejected, and few say why. But knowing what goes on in the hiring process may give prospects the inside track for a job.

　　
很多雇主在開始招聘高管以下級(jí)別人員時(shí)，會(huì)利用一個(gè)招聘小組或人力資源團(tuán)隊(duì)來剔除未能滿足工作基本要求的應(yīng)聘者。西雅圖一家小型電子商務(wù)公司首席營(yíng)銷長(zhǎng)里奇說，他們應(yīng)該只是排除那些明顯不合格的人選。

Many employers start filling vacancies below the executive level by using a team of recruiters or human-resources personnel to weed out applications that fail to meet a job's basic qualifications. 'They should only be removing candidates who are a clear miss,' says Peter Leech, chief marketing officer for , a small Seattle e-commerce company.

　　
篩選的方式、時(shí)間長(zhǎng)短和進(jìn)入下一輪選拔的應(yīng)聘者人數(shù)會(huì)因公司而異，不過也有一定的模式可尋。有些進(jìn)行初選的招聘人員會(huì)把所有的申請(qǐng)都一一過目，而有些則會(huì)在申請(qǐng)中找某些關(guān)鍵詞。同樣，有些人會(huì)在進(jìn)行評(píng)估時(shí)看附在簡(jiǎn)歷前的求職信，有些則會(huì)忽視求職信。職業(yè)專家建議，寧可過于謹(jǐn)慎也不要粗心。每份申請(qǐng)都要提供一份認(rèn)真撰寫的求職信，并鍵入關(guān)鍵詞，也就是通常能夠在招聘廣告中找到的資格要求。

How this is done, the time it takes, and the number of applicants selected to go on to the next step varies, but there are some patterns. Some screeners eyeball every submission that comes in, while others search for certain keywords among applications. Likewise, there are screeners who consider cover letters in their evaluations and those who ignore them. Career experts suggest erring on the side of caution. Submit a carefully written cover letter and insert keywords -- must-have qualifications usually found in the job posting -- with every application.

　　
新罕布什爾州職業(yè)策略師奧唐納說，如果你擔(dān)心自己的申請(qǐng)無(wú)法送達(dá)，等上五天，然后給雇主打電話確認(rèn)他們是否收到了。

If you're worried that your application never arrived, wait five days and call the employer to ask for confirmation, suggests J.T. O'Donnell, a career strategist in North Hampton, N.H.

　　
位于明尼阿波利斯的General Mills Inc.副總裁、首席招聘長(zhǎng)萊勒克說，公司只向在網(wǎng)上填寫了某個(gè)職位申請(qǐng)表的求職者發(fā)電子郵件確認(rèn)收到申請(qǐng)。她說，此外招聘人員只會(huì)看那些根據(jù)篩選標(biāo)準(zhǔn)滿足工作基本要求的應(yīng)聘者的申請(qǐng)。

General Mills Inc. sends email confirmations only to job hunters who complete an online application for a specific opening at the Minneapolis-based company, says Stephanie Lilak, vice president, chief staffing officer. What's more, recruiters will only review applications that show a person meets a job's basic qualifications, based on screening questions, she says.

　　
不過很多公司常常會(huì)有這樣的特例：由員工或其他可靠來源推薦的應(yīng)聘者。一位受到推薦的人選可能會(huì)立刻獲得注意，有可能會(huì)加快他們進(jìn)入面試階段的過程。43歲的法斯克茲說，她上個(gè)月獲得了應(yīng)聘一份高級(jí)營(yíng)銷職位的電話面試，這要多虧了招聘經(jīng)理的一個(gè)朋友推薦了她。法斯克茲后來受邀接受數(shù)位高級(jí)經(jīng)理的面試，不過她后來沒有得到這份工作。她說，我不用填寫網(wǎng)上申請(qǐng)表，直接就進(jìn)入了面試階段。

One common exception many firms make: A job hunter who is referred by an employee or other trusted source. A referred candidate may be given immediate attention, potentially speeding them to the interview stage. Michelle Vasquez, 43, says she landed a phone interview for a senior marketing job last month thanks to a referral from a friend of the hiring manager. Ms. Vasquez was later invited to interview with several senior managers, though she later found out she didn't get the job. 'I didn't have out to fill an online application,' she says. 'I went straight into the interview pool.'