Beware The Phantom Job Listing
John Nottingham says he was planning to hire a new design manager eventually. But when he heard a talented fellow alumnus of his design school was looking for a job, he wasted no time: He created an opening and hired the man right away.约翰•诺丁汉(John Nottingham)是克里夫兰市(Cleveland)产品设计工程公司Nottingham Spirk的联席总裁，他说，他曾计划通过公开招聘方式选一名新的设计经理，然而，当他听说自己毕业的设计学校有位才华横溢的校友正在找工作，就毫不犹豫地新设了一个职位，直接将其纳入麾下。
Under normal circumstances, Mr. Nottingham, co-president of product design and engineering firm Nottingham Spirk, might have posted the opening on the Cleveland-based company's website or LinkedIn page. But in this case, he says, he couldn't afford to wait. 'Someone good was available, and we just grabbed him, ' Mr. Nottingham says.
在正常情况下，诺丁汉可能会在公司网站或LinkedIn页面上发布招聘信息；但这次，他说自己实在等不及了。他说：“正好有合适的人选出现，我们唯一要做的就是把他牢牢抓住。”
With the labor market remaining weak, such back-channel methods are becoming the rule, not the exception, when companies hire.
美国的就业市场依然疲软，而当企业招聘人才时，这种内定方式正成为一种普遍做法，而非偶尔的例外。
Many open jobs are never advertised at all, or are posted only after a leading candidate -- an internal applicant or someone else with an inside track -- has been identified.
许多空缺职位是从来不会对外发布的；另一种情况是，只有合适的人选出现后──如公司内部应聘者或与公司关系密切的人──相应的职位招聘信息才会对外发布。
Sometimes, as in Mr. Nottingham's case, a hiring manager creates a new position ahead of schedule to accommodate a favored prospect.
有时候，负责招聘的经理会为某个被看中的人专门创造一个新职位，就像诺丁汉的做法一样。
While this 'hidden' job market frustrates applicants, companies point out that it is perfectly legal to hire without advertising a job or to advertise one almost certain to be filled by an insider. They say internal hires generally perform better than external ones, at least initially, as research has shown.
虽然这种“隐性”招聘方式让应聘者颇有微词，但招聘企业指出，不发布招聘启事就雇佣一个人或者发布一个几乎肯定适合内部人员的招聘启事是完全合法的。他们说，根据研究显示，内部招聘的人员通常都要比外部招聘的人员工作表现更好，至少在一开始是这样。
Duncan Mathison, an outplacement executive and co-author of the 2009 book 'Unlock the Hidden Job Market, ' concedes that anything hidden is difficult to measure but, by parsing labor statistics and recruiting surveys, he calculates that around 50% of positions are currently filled by informal means.
邓肯•麦西森(Duncan Mathison)是一名从事再就业咨询的高管，也是2009年出版的《解密隐藏的就业市场》(Unlock the Hidden Job Market)一书的合着者。他承认任何非公开的事情都难以衡量公平与否。通过对就业数据和招聘调查进行分析和计算，他认为目前市场中约有50%的职位是通过非正式渠道选人的。
Even though federal labor rules don't require employers to post openings, human-resources departments at many companies require them to be listed on a job board or career site for some period, says Debra Feldman, an executive career consultant based in Greenwich, Conn.
康涅狄格州格林威治市(Greenwich)的猎头专家黛布拉•费尔德曼(Debra Feldman)说，即使联邦劳动法规不要求企业必须发布招聘启事，许多公司的人力资源部门也会把招聘岗位的信息放在招聘公告版或求职网站上一段时间。
Such postings are meant to make hiring fair and transparent, and may help to protect employers from discrimination lawsuits or audits by the Equal Employment Opportunity Commission.
发布这种信息旨在让招聘过程更加公开透明，并有可能让企业避免遭到反歧视诉讼，或受到美国同等就业机会委员会(Equal Employment Opportunity Commission)的审查。
But hiring managers frequently sidestep personnel requirements, forcing HR representatives to step in and 're-educate managers about the reasons for the policies, ' says Lynn Hutson, director of talent acquisition at Brookdale Senior Living Inc. in Brentwood, Tenn.
不过，田纳西州布伦特伍德市(Brentwood) Brookdale Senior Living Inc.公司人才招聘经理琳恩•哈森(Lynn Hutson)说，用人部门的经理往往会忽视一些人事规定，迫使人力资源部门介入，“对他们重申人事规定存在的意义和必要性”。
'We tell them we have resources to help them, and we can find them a bigger pool to draw from, ' she adds.
哈森说：“我们告诉有意招聘的经理，人力资源部有能力帮助他们，为他们找到更多的合适人选。”
At a previous job, Ms. Hutson says, she sometimes warned hiring managers that the organization could lose federal grant money if they didn't recruit widely, and added that the established recruitment process occasionally turned up better prospects, especially when a manager's preferred candidate proved to be a bad fit.
哈森表示，她在以前的公司任职时，有时候会提醒那些想招人的经理，如果他们的选人范围过于狭窄，公司就可能失去联邦政府的相关补贴，并强调现有的招聘流程往往能选拔到更优秀的应聘者，而经理看中的人员有时会被证明是一个错误的选择。
Not all HR departments are willing to fight that fight, and not all managers want to sift through a pile of strangers' resumes.
并非所有的人事部门都愿意据理力争，也并不是所有的用人经理都愿意翻阅一大堆陌生人的履历表。
Nottingham Spirk's Mr. Nottingham says his 40-year-old firm has built up a reliable workforce mainly through word-of-mouth hiring.
Nottingham Spirk公司的诺丁汉说，他的公司已有40年历史，并主要通过熟人介绍建立起一支可靠的员工队伍。
The company often recruits on the campus of Case Western Reserve University, where its offices are located. 'We can go to a professor and say, 'Who's your best student?'' he says.
公司经常去当地的凯斯西储大学(Case Western Reserve University)招聘新人。诺丁汉说：“我们会问某个教授，‘谁是你最好的学生？’”
Some HR officers don't mind being bypassed. Tim Sackett, a former staffing director at Applebee's International Inc. who often had hundreds of openings to fill, says he was relieved when hiring managers chose not to involve him in recruiting.
有些人力资源经理并不介意用人部门绕过自己。提姆•赛克特(Tim Sackett)曾任Applebee's International Inc.公司的人事经理，经常忙于招聘数百个空缺职位，现在他是密歇根州兰辛市(Lansing)一家IT行业职介公司HRU Technical Resources的总裁。赛克特说，如果有用人需求的经理不要求他介入招聘过程，他会觉得轻松许多。
The size of the so-called hidden job market fluctuates with the broader economy, according to Mr. Mathison.
麦西森说，这种所谓的隐性就业市场的规模随着宏观经济的冷暖而发生变化。
When the talent market is tight, companies must advertise to fill key positions, making more open jobs public. In a soft economy, however, companies do more 'opportunity hiring, ' creating jobs specifically to lure or keep promising individuals, he says.
当就业市场趋紧时，企业的重要岗位必须公开招聘，将更多的空缺职位公之于众。当经济疲软时，企业可以多一些“即兴招聘”，为吸引某人加入或留住优秀员工而专门设立新的位置。
Using data from the Bureau of Labor Statistics, Mr. Mathison calculated the difference between the number of jobs that employers said they hoped to fill in the following month and the number of employees they actually hired. When a company hired more employees than it officially estimated, he surmised that they were filling unadvertised positions. To that he added another 30% of all jobs filled to account for the number of advertised positions that ended up going to inside candidates.
根据美国劳动统计局(Bureau of Labor Statistics)的数据，麦西森观察了企业发布的未来一个月计划招聘职位数量和后来实际招聘的人数是否存在差别。如果实际招聘的人数比计划多，他猜测该企业也通过非公开渠道招聘人员。比较之后，他发现总体而言，实际招聘的人数要比计划招聘岗位多30%，而多出来的这部分职位应该就是被内部应聘者获得了。
'Managers are still looking for people and keeping track of the best talent, ' even when hiring is frozen; when jobs do open, companies already have a handy pool of candidates, Mr. Mathison says.
麦西森说，即使公司暂停对外招聘，“经理们仍在寻找合适的员工，跟踪人才动向”。当出现空缺岗位时，公司早就有不少中意的候选人了。
Fair or not, the practice irritates many job seekers, who feel shut out of companies and often don't know they are applying for phantom positions.
这种做法是否公平暂且不论，但肯定会惹怒不少求职者，他们在应聘时往往不知道该职位早就名花有主，事后会有一种被愚弄的感觉。
'You never get a fair opportunity to show what you have to offer, ' says Jo Ann Bullard, an HR specialist who was laid off in April by Orc Software. She says she has since applied for more than 500 jobs and has interviewed for several of them, only to later learn from HR contacts that those companies preferred to promote insiders.
乔•安•布拉德(Jo Ann Bullard)说：“你永远不可能有一个完全公平的机会来展示自己。”她曾是Orc Software公司的人事专员，2012年4月份因裁员下岗。她说自己失业后申请了500多份工作，并得到几次面试机会，但后来才从其人力资源部门得知，那些公司在招聘时就已倾向于提拔内部员工。
It can be nearly impossible to know whether a posted job is real, Ms. Feldman says.
费尔德曼说，你几乎不可能知道公开招聘的岗位哪个是真的，哪个只是摆设。
She recommends staying current with people who work in a given company: they will be among the first to know when someone is being transferred to another division, or when a firm is building a new team for a product launch.
她建议求职者与意向企业的员工保持接触：如果公司有人事调动，或要组建一个新的产品团队，他们将是第一批知道的人。
Sometimes, it is obvious when a listing refers to an all-but-filled position. Take, for instance, a recent posting for a head football coach at the University of Wisconsin-Madison, a Division I Big Ten school.
有时候，我们也很容易看出一个公开招聘的岗位是不是已经内定。举例而言，威斯康辛大学麦迪逊分校(University of Wisconsin-Madison)是美国大学体育一级联盟(Division I)中十大联盟(Big Ten)学校之一，最近在公开招聘一名橄榄球首席教练。
'There are probably four or five people in the country who would be considered for that job, and I doubt any one of them will hear about the job from the ad, ' says Mr. Sackett, the former HR manager, who is now president of HRU Technical Resources, an information-technology staffing agency in Lansing, Mich.
赛克特说：“整个国家可能只有四五个人适合这个职位，而我怀疑他们都没机会看到这则招聘启事。”
The university, which has a policy of posting ads for all openings, admits the ad was 'a formality.'
威斯康辛大学麦迪逊分校有一项政策，要求所有招聘必须公开发布。其承认，这则招聘启事“只是走个程序”。
The eventual hire, former Utah State University head coach Gary Andersen, was recruited by the school's athletic director, says spokeswoman Amy Toburen.
该校发言人艾米•托布伦(Amy Toburen)表示，根据学校体育指导主任的挑选，该职位最终被犹他州立大学(Utah State University)前首席教练盖瑞•安德森(Gary Andersen)获得。
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