Page 45 - CCFA Journal - Sixth Issue

加中金融 Job Market 职场分析

The last step in optimizing your job search experience is to:

3) Apply with intent. Mass mailing resumes to every open role on the market will definitely get you results, albeit perhaps not the
outcomes that you are looking for! A career is so much more than just a job, therefore searching for the right career should not be
treated like a lottery. Be purpose driven on why that opportunity, team, company and or culture is a good fit for you. If you’re
new to the market, leverage your network for opportunities to shadow someone in the role or have a coffee-chat to learn more
about what the role entails before applying for the job. When you are clear and can articulate what you want, it makes it all the
easier for others to help. A couple of pointers here – especially for women, “Apply anyways…!” Job descriptions are not tick
boxes…you do not have to satisfy every single requirement before you can apply. Remember that a capability or competency is
different from experience. One of the top barriers to achieving our ED&I targets, is that for a number of reasons, fewer women
apply for increasingly more senior roles. And for the newcomers to Canada where you’ve been told time and time again that you
need Canadian experience; I disagree with that stance and say that you ‘do not have to have Canadian experience’. Many of us
have depth and breath of experiences that has attributed to our transferable skills and capabilities. Confidently articulate how you
can leverage these assets to benefit any potential employer in any market.

求职建议的最后一点是:

3) 有目标的投简历。大量向市场上每个公开职位发送简历肯定会给你带来结果，尽管这可能不是你想要的结果! 职业不
仅仅是一份工作，因此，寻找合适的职业不应该被视为彩票。要有目的性，说明为什么这个机会、团队、公司或文化
适合你。如果你是新手，在申请这份工作之前，利用你的人际网络，找机会联系到在职的人，和他喝杯咖啡，了解这
个职位更多的信息。当你能清楚地表达出你想要的东西时，别人就更容易帮助你了。这里有几条建议——尤其是对女
性，“不论怎样，先申请!”职位描述不是任务清单，你不需要在申请之前满足每一个要求。记住，能力或竞争力不等
于工作经验。实现公司的 ED&I 目标的最大障碍之一是，出于多种原因，越来越少的女性申请高的职位。对于刚到加
拿大的人来说，你会被告知你需要加拿大的经验。 我不同意这种观点，我认为你“不一定要有加拿大的经验”。我们
中的许多人拥有的深度和广度，是来源于我们可转移的技能和能力。自信地阐述你可以如何利用这些隐形资产，在市
场上为你的未来雇主创造利益。

Companies in 2022 will continue to question and realign their core values to represent their employees and customers. The workplace
of the future will be powered by employee’s laser-focused on leveraging technology to solve problems, who value diverse and
inclusive teams. They will drive employee engagement, transform company culture and communication. Ways of working will
continue to evolve in rapid pace forcing change in capability demands and remote workspaces. Therefore, invest time in yourself; re-
evaluate your value structure, cultivate deeper relationships and find opportunities to upskill capabilities to meet the demands of the
future workforce. Create innovative ways of building a more inclusive future in all of your plans. Although disruptive change may
come in sprints, the sustainability of our economies requires strategic endurance and individual resiliency.

2022 年，企业将继续以员工和客户为准来质疑并调整其核心价值观。未来的职场将由重视多样化和包容性的团队和员工
所驱动。他们专注于利用技术来解决问题，他们将提高员工的敬业度，改变公司文化和沟通。而工作形式的转变也将继续
迫使市场对能力的需求和远程的工作方式的需求产生变化。因此，投资时间在自己身上，重新评估你的价值结构，培养更
深层次的关系网络，并找到提升能力的机会，以满足未来职场对劳动力的需求。在你所有的计划中都要嵌入创新性来建设
更具兼容性的未来。尽管变革可能只有一瞬，但经济的可持续性发展需要我们每个人的战略耐力和韧性。

备注：文章的中文翻译是由 CCFA 的志愿者吴瑶瑶提供的。

CCFA JOURNAL OF FINANCE February 2022
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