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Bartleby
巴托比专栏
CareerTok
职场Tok
For Generation Z, TikTok is the new LinkedIn.
对Z世代而言，TikTok就是新的领英。
Young job-seekers are different from their elders.
年轻的求职者与他们的长辈不同。
They expect employers to be cuddlier, more forgiving and more generous with perks and pay cheques.
他们希望雇主更亲切、更宽容、在福利和薪酬方面更慷慨。
The way they go about hunting for work is also distinct.
他们寻找工作的方式也是不同的。
Rather than relying on family and friends, a growing number of Americans are turning to TikTok in search of advice that will help them climb those all-important first steps up the career ladder.
越来越多的美国人不再依赖家人和朋友，而是转向TikTok寻求建议，帮助他们踏上事业阶梯中至关重要的第一步。
Scrolling through their feeds on the short-video app they might come across a creator called Lauren Spearman.
刷一下TikTok上的推送，他们可能会遇到一位名叫劳伦·斯皮尔曼的创作者。
Ms Spearman uploads videos about "red-flag job postings" and "unreasonable job applications".
斯皮尔曼女士会上传关于“招聘信息中的危险信号”和“不合理的求职申请”的视频。
Or they might find Kennie Bukky, who shares her "salary journey" and hot tips for pay negotiations.
或者，他们可能会发现肯妮·巴基，她会分享自己的“加薪之旅”和薪酬谈判的热门建议。
If they scroll down further, sooner or later they are likely to happen upon Brittany Peatsch.
如果他们再往下刷，就迟早可能会遇见布列塔尼·佩奇。
She went viral after posting a video account of her own experience being laid off from Cloudflare, a software company, and now creates videos offering advice to others suffering through similar ordeals.
在发布了一个讲述自己被软件公司Cloudflare解雇的视频后，她迅速走红，现在她拍摄视频，为其他遭遇类似痛苦的人提供建议。
Videos like these, with the hashtag CareerTok, have had over 2bn views on the app.
这类带有CareerTok标签的视频在TikTok上的浏览量已超过20亿次。
Their creators are a diverse bunch: people old enough to be former chief executives, 30-somethings recounting their own early career mistakes, the youngsters themselves.
这些视频的创作者五花八门：有年龄大到可以成为前首席执行官的人，有30多岁的讲述自己早年职业生涯中所犯错误的人，也有年轻人。
Many of those viewing the clips belong, like your guest columnist, to Generation Z.
许多观看这些视频的人，和本专栏客座作者一样，都属于Z世代。
Given that this cohort, born between 1997 and 2012, will make up 27% of the workforce in the OECD club of mostly rich countries by 2025, social-media career counsel is likely only to grow in prominence.
鉴于这一群体（出生于1997年至2012年之间）到2025年将占经合组织成员国劳动力的27%，社交媒体上的职业咨询很可能只会变得越来越重要。
One thing the success of career-related content on TikTok makes clear as day is that Gen-Zers desire transparency in the workplace.
TikTok上与职业相关的内容取得了成功，这清楚地表明了一件事，那就是Z世代希望职场是透明的。
“I love that people are recording their lay-offs because it is exposing the people who are doing terrible lay-offs," says Chris Williams, formerly in charge of human resources at Microsoft, a software giant, who is now a career adviser and a content creator himself.
“我喜欢人们拍摄视频介绍自己的裁员情况，因为这是在曝光那些裁员做得很差的人。”克里斯·威廉姆斯说，他曾在软件巨头微软公司负责人力资源事务，现在是职业顾问，同时也是内容创作者。
Ms Spearman started posting videos on TikTok to document the difficulties she was having job-hunting.
斯皮尔曼最开始在TikTok上发布视频，是为了记录她在找工作时遇到的困难。
“There was a lack of salary transparency, I was set unreasonable tasks, I wasn't getting any feedback,” she recalls.
“工资缺乏透明度，我被安排了很不合理的任务，得不到任何反馈，”她回忆道，
“In some instances, it was complete ghosting.”
“在一些情况下，就是彻底消失不回复。”
Ms Spearman's videos are designed primarily to encourage companies to do better.
斯皮尔曼的视频主要是为了鼓励公司改进。
A surprising number respond -- probably a reflection of the power of TikTok, but also a sign of workers' expectations.
令人惊讶的是很多公司进行了回应，这可能反映了TikTok的影响力，但也表明了劳动者的期望。
After she posted a "red flag role" clip about Never Fully Dressed, the clothing firm replied to her and the job listing was updated to reflect her criticism.
在她发布了一段关于服装公司“从不穿好衣服”的“危险岗位”视频后，这家公司回复了她，并且根据她的批评更新了招聘列表。
In the aftermath of Ms Peatsch's viral lay-off video, Cloudflare's chief executive, Matthew Prince, tweeted on X that the video was painful to watch.
在佩奇女士的裁员视频被疯传之后，Cloudflare的首席执行官马修·普林斯在X上发推文称，这段视频看着让人心痛。
He added that the company was determined not to make similar mistakes in the future.
他补充说，公司决心在未来不再犯类似的错误。
Businesses have hired Ms Spearman to work on marketing campaigns.
很多企业已经聘请了斯皮尔曼来做市场营销。
CareerTok stardom can, it seems, lead to a career beyond social media.
职场Tok的明星光环似乎可以带来超越社交媒体的职业发展。
CareerTok gives the creators and viewers a sense of solidarity.
职场Tok给了创作者和观众一种团结的感觉。
More important, its roaring success and billions of views also give them strength in numbers.
更重要的是，它的巨大成功和数十亿的点击量也给了他们在人数上的力量。
Ms Bukky, a black woman, hopes that her thoughts and experiences regarding pay negotiations make her viewers more confident in their own professional lives.
巴基是一名黑人女性，她希望自己关于薪酬谈判的想法和经历能让她的观众对自己的职业生活更有信心。
TikTokers are, she says, forcing employers to ask themselves, “are we paying our employees properly and are we treating them fairly?”
她说，TikTok用户在迫使雇主扪心自问：“我们给员工的薪酬是否合理？我们是否公平地对待了他们？”
CareerTok videos do not always get the same positive reception.
职场Tok视频并不总是得到同样的积极反响。
Lay-off clips in particular have faced a backlash from certain quarters.
裁员视频尤其受到了来自某些群体的强烈反对。
Even if they do not admit to it, many older executives doubtless find them to be an expression of Gen-Z entitlement.
即使许多年长的高管不承认，但他们也无疑认为这是Z世代特权感的一种表达。
On X, Candace Owens, a prominent right-wing commentator, called Ms Peatsch's Cloudflare video "young and stupid".
在X上，著名的右翼评论员坎迪斯·欧文斯称佩奇的Cloudflare裁员视频“年轻且愚蠢”。
A bigger worry than grumpy managers and hectoring conservatives is potential legal liability.
比脾气暴躁的经理和咄咄逼人的保守派更令人担忧的是潜在的法律责任。
David Harmon, an employment lawyer, cautions creators to "be mindful".
劳工律师大卫·哈蒙提醒创作者要“小心”。
It is all too easy to post something that runs afoul of non-disclosure and confidentiality agreements, securities laws or trade secrets, he says -- valuable career advice in itself.
他表示，人们很容易发布一些与保密协议、安全法或商业秘密相抵触的内容--他的这句话本身就是宝贵的职业建议。
Neither the wrath of old fogeys nor fear of legal consequences is likely to stop venues like CareerTok becoming the site of a workplace struggle between the expectations of Gen-Z workers and their employers.
无论是老顽固们的愤怒，还是对法律后果的担忧，都不太可能阻止职场Tok之类的场域成为Z世代员工与雇主为各自的期望而进行职场斗争的地方。
The struggle is not going away, even if TikTok is banned in America.
就算TikTok在美国被禁止，这场斗争也不会消失。
Young professionals will simply find another outlet.
年轻的职场人士会直接找到另一个发声渠道。
