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Yet if you're honest, you're just increasing your chances of getting rejected.
但如果你实话实说，你被拒绝的可能性就增加了。
So what can we ask as an alternative to a resume?
那不用简历，我们该收什么呢？
Well, we can conduct online skills assessments or request portfolios of work, like they already do in certain industries.
我们可以进行在线技能测试，或者像一些行业那样要求作品集。
We can ask for a video testimonial so we can assess one of the most important skills in any type of role -- communication.
我们可以要求应聘视频，这样就能评估各个岗位中最重要的一项能力——沟通能力。
We can leverage technology to have candidates team with each other to solve a problem so we can assess how they work with other people.
我们可以通过科技让候选人互相组队，解决某个问题，这样我们就能评估他们与他人合作的能力。
We can put candidates through simulations or situational assessments like an in tray exercise so we can see how they act in a specific scenario.
我们可以让候选人进行模拟或情境测试，如实际业务演练，这样就能看出他们在特定情境下的反应。
Even better, we can gamify the entire process to engage candidates.
更好的情况是我们可以游戏化整套流程，让候选人更感兴趣。
This could be an online quiz or a challenge that would motivate goal-driven professionals.
可以是线上小测试或挑战，激励目标导向的职业人士。
Heck, we can even invite candidates to our offices to solve a problem and then purposefully slow down their internet, just so we can see how they react under pressure.
我们甚至可以邀请候选人来到办公室解决问题，然后故意降低网速，看看他们在压力之下的反应是什么样的。
But joking aside, the list goes on and on.
不开玩笑了，但选项很多很多。
Better leveraging technology, being more creative and having different options for people to apply will not only produce a better talent pool, it will also create a much more equitable workplace.
更好地利用科技，发挥更多的创意，给予人们不同的应聘选项，不仅可以打造一个更好的人才库，还能创造一个更公平的职场。
And I know a lot of people won't agree with me.
我知道很多人无法苟同。
They'll say mixing things up costs time and money, but hiring the wrong person has a higher price.
他们会说，多样化会消耗时间和金钱，但招到错误的人的代价更高。
Almost 30 percent of their annual salary plus all the time it took for you to train them.
他们年薪的将近 30%，外加你花在训练他们上的时间。
Subsequently, it's all about building trust and a culture of belonging.
说到底，都是在说建立信任、打造有归属感的文化。
If you ask any CEO about their culture, they'll say it's unique.
你问任何一位 CEO 他们的文化怎么样，都会说是独特的。
But to apply to be a part of it is exactly the same as their competitors, which not only limits their options, they end up competing for the same type of talent which results in workplaces that lack diversity.
但要应聘成为它的一部分，那就和竞争对手是一样的，不仅限制了他们的选择，还在竞争同一类人才，导致职场缺乏多元化。
If your culture is inclusive, have people choose how they want to apply so they can customize their experience and put their best foot forward.
如果你的文化是包容的，那就让人们选择自己想要的应聘方式，这样可以调整自己的经历，发挥出最好的水平。
Ultimately, there are better alternatives than the resume, and maybe we don't need to get rid of them completely.
简历之外有很多更好的选择，也许我们也没有必要完全摒弃简历。
But do we need to obsessively rely on them just for the sake of what we're used to?
但我们有必要仅凭这是我们习惯的方式而过分依赖它吗？
You don't need to be as talented or gifted or even have as much free time on your hands as Da Vinci to learn from him that you don't need to be defined by your resume.
你不需要才华横溢、天赋异禀，或者手头有达·芬奇这么多的空余时间，才能从他的身上学到你不该被你的简历定义。
And once employers realize this, then we'll begin creating workplaces that feel welcoming to candidates even before they join.
雇主一意识到这一点，我们就能开始打造在入职之前就能让候选人感到热情友好的职场环境。
Plus, it will give us enough time to rethink cover letters, because those are really terrible.
还能让我们有时间重新想想求职信，因为它也够糟糕的。
Thank you.
谢谢。
