Twitter is becoming the new job board. It is also becoming the new Resume. 推特(Twitter)网站正在成为新的招聘信息发布平台，推特信息也成了求职者的新简历。
　　Fed up with traditional recruiting sites and floods of irrelevant Resumes, some recruiters are turning to the social network to post jobs, hunt for candidates and research applicants. Twitter求职者用推特与那些潜在的雇主建立联系。一些招聘公司厌倦了传统的招聘网站和潮水般涌来的不相关简历，它们开始把目光投向社交网站，在社交网站上发布职位、寻找候选人以及对应聘者进行调查。
　　Job seekers, in turn, are trying to summarize their CVs in 140 characters or six-second videos. 另一方面，求职者也正努力把简历浓缩成140个字的推特信息或者长度为六秒钟的视频。
　　创办于2006年的推特网站目前还没有为招聘过程带来革命性的改变，但是一些公司已经开始利用推特进行招聘，他们的理由是，通过推特可以快速、直接地联系到应聘者，也能广泛接触到人才网络。
　　Twitter, which was founded in 2006, isn't yet revolutionizing recruiting, but some employers are already using it to great advantage, citing quick, direct contact with candidates and access to broad networks. Bersin by Deloitte是德勤咨询公司(Deloitte Consulting LLP)旗下的人力资源研究公司，该公司的创始人和负责人乔希•贝辛(Josh Bersin)说，随着推特网站的不断发展，它在招聘方面的吸引力将会增强。企业已经看到了它的潜力，他们知道未来推特将变得更加完备，通过推特广告信息以及普通推特信息，招聘公司将可锁定正确的人选。推特广告信息主要指的就是招聘广告。
　　The appeal will grow as the site develops, says Josh Bersin, principal and founder of Bersin by Deloitte, a human resources research firm owned by Deloitte Consulting LLP. 'Companies see its potential and they know that over time it'll get more sophisticated,' allowing recruiters to target the right individuals with both sponsored tweets─essentially, jobs ads─and regular tweets, he said. 另外一些人则对此表示怀疑。
　　Others remain skeptical. Twitter起草一份言简意赅、只有140字却涵盖你的经验和技能的简历。首先，在推特上的招聘规则仍然不明朗：求职者是不是应该只发布与专业相关的信息呢？在推特上发布个人信息是否会影响招聘的公平性？如果求职者在推特上发起对话，招聘公司应该回应吗？
　　For one, the rules of recruiting on Twitter are still unclear: Should job seekers only post on professional matters, or are personal updates fair game? Should recruiters respond to Twitter dialogues initiated by candidates? 此外，究竟怎样才能写一个只有140字的简历，或者，怎样用一条推特信息来总结自己的经历和个人特点呢？
　　And how does one write a 140-character Resume─a single tweet summarizing one's experience and unique attributes─anyway? 2月，波士顿的网络基础设施公司Enterasys决定利用推特网站来招聘一名社交媒体营销人员。该公司通过推特信息发布了这个职位信息，应聘者必须使用标签#社交简历#发布推特信息表达对该职位的兴趣。对应聘者的要求之一：在推特上拥有超过1,000名活跃关注者。
　　In February, Enterasys, a Boston network-infrastructure firm, decided to exclusively recruit for a social media marketing position using Twitter. The firm promoted the position via tweets and only accepted candidates who tweeted their interest using the hashtag #socialCV. Among the requirements for candidates: More than 1,000 active Twitter followers. Enterasys的首席营销长瓦拉•阿夫沙尔(Vala Afshar)把招聘范围缩小到最后的15名候选人，他说，他相信利用推特网站来招聘是未来的趋势。
　　Having narrowed the field down to about 15 finalists, Vala Afshar, Enterasys' chief marketing officer, says he's convinced Twitter recruiting is the way to go. 他说，“我非常确定我将会放弃接收传统简历的流程。网络就是你的简历，社交网就是你的推荐人。”
　　'I am fairly certain I am going to abandon the Resume process,' he says. 'The Web is your CV and social networks are your references.' 得克萨斯州奥斯汀GSD&M广告公司的人才招聘经理乔斯林•赖(Jocelyn Lai)说，她经常使用推特来了解应聘者。她说，“我观察对方的互动，试图了解他们的立场、在推特上最好的朋友是谁，以及是否有幽默感，这样可以对应聘者有非常好的了解。”
　　Jocelyn Lai, a talent acquisition manager for advertising firm GSD&M in Austin, Texas, says she regularly uses Twitter to get a sense of a candidate. 'I watch people interact, learn what their positions are, who their best friends on Twitter are, whether they have a sense of humor. From that you can get a pretty good picture,' she says. 尽管如此，大多数人力资源高管和招聘者还没有经常使用推特网站来招聘，他们认为， LinkedIn等其他社交网站更有效。此外，他们不确定他们要找的人会利用推特来找工作。






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