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Traits of the key players
1.
What exactly
is a key player? A key player is a phrase that
I’
ve heard about from
employers during just about every
search
I’
ve
conducted.
核心员工究竟是什么样子的
?
几乎每次进行调查时，我都会从雇主们那里听到“核心员工”这个名词。
I asked a client- a hiring manager
involved in a recent search- to define it for me.
我请一位客户——一位正参与研究的人事部经理，给我解释一下。
Every company has a handful of staff
in a given area of expertise that you can count on
to get the job done.
“每家公司都
有少数几个这样的员工，在某个专业领域，你可以指望他们把活儿干好。
On my team of seven process engineers
and biologists,
I’
ve got two
or three whom I just
couldn
’
t live
without,
”
he said.
在我的小组中，有七名化工流程工程师和生物学家，其中有那么两三个人是我赖以生存的，
< br>”他说，
”
Key
players are essential to my organization. And when
we hire your company to recruit for us, we expect
that you
’
ll
be
going
into
other
companies
and finding
just
that:
the
staff
that
another
manager will
not
want
to
see
leave.
We
recruit only key
players.
”
“他们对我的公
司而言不可或缺。当请你们公司替我们招募新人的时候，我们期待你们会去其他公司找这样的人：其他公司经理不
想失去的员工。我们只招募核心员工。
”
2.
This
is
part
of
a
pep
talk
intended
to
send
headhunters
into
competitor
’
s
companies
to
talk
to
the
most
experienced staff about making a
change.
这是一段充满了鼓动性的谈话，目的是把猎
头们派往竞争对手的公司去游说经验丰富的员工们做一次职业变更。
They want to hire a
“
key
player
”
from another
company.
Every company also hires from
the ranks of newbies, and what they are looking
for is exactly the same.
他们想从另一家公司招募核心员
工。然而，每家公司也从新人中招人。他们要寻找的是完全一样的东西。
”W
e hold them up to the
standards we see in our top people. If it looks
like they have these same traits.
we’
ll place a
bet
on them.
”
It
‘
s just a bit riskier.
“我们把他们和公司顶级员工表现出的特质进行对照。假如他们看起来有同样特征的话，我们就
在他们身上赌一把。
”只是这样有
点儿冒险。
< br>
3.
“
It
is
an
educated
guess.
”
Says
my
hiring
manager
client.
Your
job
as
a
future
employment
is
to
help
the
hiring
manager mitigate that risk. You need to
help them identify you as a
prospective
”
key
player.
”
“这是一种有根据
的猜测，
”我的人事经理客户说。作为未来的一名员工，你的工作是帮助人事部经理降低
这种风险，你需要帮助
他们认定你有潜力成为一名核心员工。
4.
Trait 1: the selfless collaborator
John Fetzer, career consultant and
chemist, first suggested this trait, which has
already been written about a great deal.
职业顾问和化学家约翰·费策尔最早提出了这个特征。关于这
个特征，人们已经写了大量的文章。
It deserves
repeating because it is the single most public
difference between academia and
industry.
”
It is
teamwork,
”
says
Fetzer.
它之所以值得被反复谈及，是因为这一特征是学术界和企业间最明显的
差别。
“这里需要合作，
”费策尔说，
”
The business environment
is less lone-wolf and competitive, so signs of
being collective and selfness stand out. You
just can
’
t
succeed in an industry environment without this
mindset.
”
“企业的环境并
不需要单打独斗，争强好胜，所以表现出合作和无私精神的员工就脱颖而出了。在企业环境中，没有这样的思维方
式就不可能成功。
”
5.
Many postdocs and grads students have a
tough time showing that they can make this
transition because so much
of their
life has involved playing the independent-
researcher role and outshining other young stars.
许多博士后和研究生在进行这种过渡的过程中表现得相当费力
。
5
因为生命中有那么长一段时间他们都在扮演一个独立研究者
的角
色，并且要表现得比其他年轻的优秀人才更出色。
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