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小佛爷说
任务变化难以防止。当任务时机稀缺时，考虑某份新任务的优劣似乎有些豪侈。出于财务缘故，有时你不能不承受一份契合度没那末高的任务。但你要斟酌的是职业生涯，而不是一份任务那末简略。偶然的失误能够谅解，但无意识地审慎评价理想和危险，将帮忙你防止得多小过错，以及一些严重挫折。
最常犯的过错
为总结换任务时最多见的过错，咱们采集并剖析了3类数据：对高管猎头参谋的考察、对跨国企业HR担任人的考察，以及对寰球各地企业C级高管的采访。
下列5类过错是猎头参谋提到至多的（HR担任人的反馈和高管的亲自教训经验也提供了左证）：
过错1：没做足作业
猎头参谋告知咱们，求职者常常无视在4个首要方面做作业。
首先，得多求职者没有去理解相干行业或职位的招聘市场情况。因为掌握信息不敷，他们在找任务时的冀望不切实际。
其次，求职者不敷留意潜伏雇主的财务不乱性和市场位置。办理者在并购时都会子细扫视标的公司的财务报表，却想固然地以为请他们去任务的企业财务情况良好。事实却是，得多企业明知快要有费事了，仍会寻觅初级办理者，因此求职者必需评价这份任务6个月之后是不是还存在。
第三，得多办理者无视文明契合问题。猎头本应关注这点，但经常做不到。假如气场分歧，好受的是新入职的人。
第四，求职者认为正式头衔和职位形容精确反应任务内容。但咱们都知道，为吸引顶尖人材，企业会丑化任务。另外，在办理程度低下的组织，员工会发现职位形容不明晰，职位称号和实际任务内容差异微小。一名高管说，他最蹩脚的一次换任务阅历是，跳槽到一家很小的公司做CFO，而实际上次要干COO的活。因为任务内容与职位不符，他很难使人服气，致使任务无奈进行。求职者通常不会要求雇主明白形容诸如绩效评价形式之类的任务内容。但是，短少这些信息，要想胜利就只能靠运气。
过错2：为钱分开
人们很容易遭到高薪引诱。猎头参谋告知咱们，高管斟酌换任务时只把支出列为第四或第五位要素，而在做抉择时却将其视为最首要的要素。有些咱们采访的高管就抵赖本人犯过这个过错。一家国内博彩公司担任人材和员工团队建立的副总裁讲了他的故事：“新公司多给我1万美元，任务是同样的，但回头看，我失去的人脉的价值要高很多。”
得多时分，过分关注金钱也会致使作业做不充沛。“升职和加薪的吸引力盖过了中心信息的首要性。”一名猎头参谋说。
过错3：为分开而分开
得多时分，求职者对当下处境太过不满，急于开脱。他们不去感性方案，而是四处奔忙，毫无须要地急着跳槽，不肯等候适合的时机。求职者认为别之处一定更好，不只无视了做作业，更无奈感性剖析目前任务中的潜伏时机。
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“跳槽的5个常见过错+解决措施”双语版
英文原文节选
The Most Co妹妹on MisstepsTo identify the most frequent job-hopping errors, we analyzed data from three research streams: a survey of executive search consultants, a survey of HR heads at multinational companies, and interviews with C-level executives around the world.
Mistake 1: Not doing enough research.
Search consultants told us that job hunters neglect due diligence in four important areas.
First, they often don’t do their homework on the job-market realities for their industry or function. Since they’re not fully informed, they have unrealistic expectations when it comes to the search.
Second, they don’t pay enough attention to a potential employer’s financial stability and market position. Executives who would scrutinize the balance sheet of any firm they might acquire nevertheless assume that companies offering them a job must be on solid ground. Yet plenty of businesses will hire for senior jobs even when they know there’s trouble ahead, so it’s up to the applicant to assess how likely it is that the new job will still exist in six months.
Third, executives fail to consider cultural fit. Although hiring managers are supposed to attend to that, they often don’t—and it’s the new hire who will suffer most if the fit is a poor one.
Fourth, recruits assume that the official job title and description accurately reflect the role. But companies have been known to sweeten a title to attract top talent. Additionally, in a badly managed organization, people may find themselves in ill-defined jobs that have little relationship to their formal titles. One executive described his worst career move as leaving one company for a much smaller firm, where he was given the CFO title even though the bulk of his duties were really those of a COO. He found it hard to establish the credibility he needed to get the job done, given the misalignment of his tasks and title. Job candidates frequently fail to press potential employers for such specifics, including how their performance will be measured. Without that information, the success of any move depends on the luck of the draw.
Mistake 2: Leaving for money.It’s easy to fall for a financially attractive offer. Search consultants told us that executives contemplating a job change rank income fourth or fifth in terms of importance but bump it to first place when making their decision. Our executive interviewees occasionally owned up to this error. Here’s how the vice president of talent and engagement at an international casino company characterized his own move based on pay: “I was doing the identical role for $10K more, but leaving behind the relationships and connections was just not worth it in hindsight.” Excessive focus on money is a frequently cited reason for inadequate research. “Opportunity for advancement and more money overrides the need to pursue core information,” said one search consultant.
Mistake 3: Going “from” rather than “to.”
Often, job seekers have become so unhappy with their present positions that they are desperate to get out. Instead of planning their career moves, they lurch from one place to the next, applying artificial urgency to the job hunt rather than waiting for the right offer. Candidates not only skimp on research in the belief that the grass has to be greener elsewhere but also fail to look strategically at their current companies for opportunities that might still exist for them.
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鲍里斯·格罗伊斯伯格（Boris Groysberg） 罗宾·亚伯拉罕（Robin Abrahams）| 文
鲍里斯·格罗伊斯伯格是哈佛商学院副传授，著有《追赶明星》（Chasing Stars，普林斯顿大学出版社，2010年）。罗宾·亚伯拉罕是哈佛商学院助理钻研员。
王晨 | 译 蒋荟蓉 | 校 万艳 | 编纂
把握未知的症结是，别把它当成一种要挟
守业容易成瘾，你上瘾了吗？
具有弱小集体品牌的人，历来不耽心失去任务
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