人類正經(jīng)歷一個算法上的時代，人工智能加大數(shù)據(jù)算法是目前更為炙手可熱的新型產(chǎn)業(yè)之一，與之前的工業(yè)自動化技術不同，智能算法技術不但沖擊了以勞力為基礎的勞動市場，正逐步影響著以腦力為主導的白領市場。

Human beings are experiencing an era of algorithm supremacy. Artificial intelligence data augmentation algorithm is one of the hottest new industries at present. Different from the previous industrial automation technology, intelligent algorithm technology has not only impacted the labor-based labor market, but also gradually affected the white-collar market dominated by brain power.

為了跟上更前沿技術，快速獲得競爭優(yōu)勢，人力資源公司紛紛研究基于人才履歷的智能算法，試圖能更快更精準地“刷選”出合適的候選人。這里我為篩選一詞打上引號，是因為刷和選都必須滿足一個前提，就是這個將要被選中的候選人的履歷我必須要有，且真實和完整。

In order to keep up with the most cutting-edge technology and quickly gain competitive advantage, human resources companies have studied intelligent algorithms based on talent resume, trying to "brush" the right candidates faster and more accurately. I put quotation marks on the word "screening" here because both brushing and selection must meet a premise, that is, the resume of the candidate to be selected must be true and complete.

大型的企業(yè)人才庫和人才網(wǎng)站都保有大量的人才簡歷，這份資源不正是可以用來智能篩選嗎？那么，的人才真能被算法算出來嗎？

Large enterprise talent pools and talent websites keep a large number of talent resumes. Isn't this resource just for intelligent screening? So, can high-end talents really be calculated by the algorithm?

答案是，不能。相信很多操作過智能搜索的HR或獵頭都有同感，通過智能篩選出類的大部分都不太精準，準的往往都存在各種與用人方不符的問題。之中存在的矛盾是“死簡歷”無法替代有經(jīng)驗的活人判斷，個人經(jīng)歷虛構(gòu)、缺失、修飾、過時等各種人為產(chǎn)生的問題不可能通過非人為的方式分辨。

The answer is, No. I believe many HR or headhunters who have operated intelligent search feel the same way. Most of the categories selected through intelligent screening are not accurate, and there are often various problems that are inconsistent with the employer. The contradiction is that the "dead resume" can not replace the judgment of experienced living people, and various man-made problems such as the fiction, lack, modification and obsolescence of personal experience can not be distinguished by non-human ways.

除了人為問題，數(shù)據(jù)庫里面的信息不能完全反映一個人的實際情況。 生產(chǎn)管理類人才可以簡單判定為“勝任同行業(yè)同工種的工作”，但能管理舊公司的人不代表能管理好新公司的人，這是領導學和人際關系學的問題。 財務類人才也可以簡單判定為“勝任同行業(yè)同工種的工作”，但同樣無法肯定其溝通交流能力和抗壓能力。 營銷類人才就更難，無論過往的業(yè)績多么的耀眼，都不代表未來能再造輝煌，能影響銷售成果的因素太多，企業(yè)的銷售戰(zhàn)略、產(chǎn)品定位、產(chǎn)品質(zhì)量和、市場的競爭、政策、甚病*封城都可能影響業(yè)績。過去不好不代表未來不行，過去很好也不代表未來就肯定行。甄別銷售人才的方式就是考察他的思*方式和做事風格，這恰恰不是人工智能可以在數(shù)據(jù)層面判斷的。

In addition to human problems, the information in the database can not fully reflect a person's actual situation. Production management talents can be simply judged as "competent for the work of the same industry and type of work", but those who can manage the old company do not mean those who can manage the new company well. This is a problem of leadership and interpersonal relationship. Financial talents can also be simply judged as "competent for the work of the same industry and type of work", but they are also unable to confirm their communication ability and pressure resistance. Marketing talents are even more difficult. No matter how dazzling the past performance is, it does not mean that they can rebuild brilliance in the future. There are too many factors that can affect the sales results. The enterprise's sales strategy, product positioning, product quality and price, market competition, national policies, and even disease * closure may affect the performance. A good past does not mean a bad future. A good past does not mean a sure future. The only way to identify sales talents is to examine their thinking style and work style, which is precisely not what artificial intelligence can judge at the data level.

用對人、用好人，除了人選是的以外，更重要的是要與企業(yè)和崗位匹配。再好的人放在一個不匹配的地方，也不會發(fā)揮出作用。相反，就算目前各方面都有所欠缺，用對了合適的人，一點一滴地積累力量，終能沉淀出實實在在的競爭優(yōu)勢。

In addition to high-quality candidates, it is more important to match with enterprises and positions. No matter how good people are placed in a mismatched place, they will not play a role. On the contrary, even if there are deficiencies in all aspects, using the right people and accumulating strength bit by bit will eventually precipitate a real competitive advantage.

戰(zhàn)略的真諦不是追求一鳴驚人，而是合理調(diào)配資源，讓今天的狀況比昨天好。用人的真諦不是“算出”哪個的人，而是適合企業(yè)，能共同成長的同伴。

The essence of strategy is not the pursuit of a blockbuster, but the rational allocation of resources to make today's situation better than yesterday. The essence of employment is not to "figure out" which is the best person, but a companion who is suitable for the enterprise and can grow together.

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