跨國公司最青睞怎樣的畢業生?

In an increasingly globalized employment market, Laura Altamirano Sainz's story could sound routine.

在日益全球化的就業市場上，阿爾塔米拉諾·賽恩斯(Altamirano Sainz)的故事可能聽起來司空見慣了。

After studying at the Xalapa campus of the Anahuac University, in Mexico, Ms. Altamirano, 23, a computer science graduate, traveled to Germany last year to take an internship with the automaker BMW. Once there, she realized just how fertile Munich's job market was for software engineers, so she decided to stay on and continue her studies in Germany.

去年在墨西哥阿納瓦克大學(Anahuac University)哈拉帕分校計算機專業畢業後，當時22歲的阿爾塔米拉諾女士前往德國，在汽車製造商寶馬公司(BMW)參加實習。但抵達德國後，她意識到慕尼黑就業市場對軟件工程師的需求龐大，所以她決定繼續留在德國深造。

Her search for a university master's program quickly brought her to the Technical University of Munich. A once-traditional German technical college, T.U.M. has in recent years developed into a global player that, as part of that development, now offers many courses in English.

在對當地碩士課程進行研究後，她很快鎖定了慕尼黑工業大學(Technical University of Munich)。慕尼黑工業大學曾經是一所傳統的德國理工大學，近年來已經發展成爲一家全球性的高校，有許多課程用英語授課。

The school "is really well known," said Ms. Altamirano. "When you have this in your curriculum vitae, they really take this into account," she added, referring to potential employers.

阿爾塔米拉諾女士說，慕尼黑工業大學“真的十分聲名顯赫”。她補充說：“如果簡歷上有它，潛在僱主們真的會很重視。”

According to a recent survey of university graduate employability, Ms. Altamirano could scarcely have made a better choice.

根據最近一項針對大學畢業生就業能力的調查，阿爾塔米拉諾女士做出的這一選擇幾乎是再好不過了。

The third annual Global Employability Survey, designed and commissioned by the French education consulting firm Emerging and carried out by the German market research firm Trendence, asked recruiters and senior international executives to profile an ideal university graduate — and the ideal university producing such graduates.

由法國教育諮詢公司Emerging設計並委託、由德國市場研究公司Trendence承辦的第三屆年度全球就業能力調查(Global Employability Survey)，讓招聘人員和資深跨國公司高管描述出他們心中的理想大學畢業生以及培養這種大學畢業生的理想高校。

Analyzing the responses, the Emerging/Trendence survey, published Oct. 28, ranked 150 top universities according to the employability of their graduates. Ms. Altamirano's choice — the Munich technical school — ranked number 11, up from 50th place a year earlier, a rise that Emerging says may point to a changing mind-set among recruiters.

Emerging/Trendence這一調查的結果於10月28日發佈。通過分析受訪者的反饋，研究人員列出了畢業生就業能力排名前150名的大學。阿爾塔米拉諾女士選擇的慕尼黑工業大學排名由去年的第50位升至第11位。Emerging諮詢公司稱，這一變化可能意味着招聘企業的心態正在改變。

"Recruiters are more and more acting and thinking globally," said Laurent Dupasquier, associate director of Emerging. Multinational companies are increasingly widening their recruitment pool, he said: Although the ranking's top 20, led by Oxford, Harvard and Cambridge, still reads like most conventional academic listings, institutions that focus on providing graduates with a broad skill set are winning more recognition, irrespective of their country or region.

“招聘者的行爲和想法越來越具有全球化特點，”Emerging諮詢公司的副總監洛朗·杜帕斯奎爾(Laurent Dupasquier)說。此外，他認爲跨國公司正在日益擴大它們的招聘池。排名前20位仍然由牛津大學(Oxford)、哈佛大學(Harvard)和劍橋大學(Cambridge)等名校佔據，這與大多數傳統的學術排名類似，但那些着力讓畢業生掌握廣泛技能的高校——不論它們在哪個國家或地區——正在贏得更多的認可。

"It's a complete globalization of the system," said Mr. Dupasquier: not only are more recruiters looking across borders for hires, but national recruiters are increasingly looking for the same thing in graduates: work experience and practical know-how, social and communication skills, motivation and willingness to learn, rather than narrowly focused academic qualifications.

“這是整個體系的全面全球化，”杜帕斯奎爾先生說。如今，不僅有越來越多的招聘人員跨越國界尋找人才，而且招聘人員對畢業生要求也越來越趨同化：工作經驗和實際應用知識、社交和溝通技能、動機和學習意願，而不再把重點狹隘地放在學歷這一項上。

Still, even if recruiters are looking at a wider pool, the survey suggests that past experience with graduates of specific universities remains an important determinant in hiring. Overall, 21.8 percent of recruiters surveyed said that the university attended by an applicant was the main criterion for selection, while another 45.1 percent cited it as an important factor. That compared with 33.1 percent who said they focused on the candidate's skills and experience.

不過，雖然招聘者面對的招聘池變大了，但該調查表明，與特定大學的畢業生打交道的過往經驗仍然是影響僱用決定的一個重要因素。總體而言，21.8%的受訪招聘人員稱應聘者的畢業院校是篩選的主要標準，而另外45.1%的受訪招聘人員將它視爲一個重要因素。相比之下，僅有33.1%的受訪招聘人員表示他們主要看應聘者的技能和經驗。

Recruiters in France and Brazil were most likely to consider the university in hiring decisions, with only 17.6 percent of recruiters saying it was not a major factor. In Mexico and the Netherlands, in contrast, nearly half — 49.6 percent in Mexico and 48.5 percent in the Netherlands — focused on other factors.

在法國和巴西，招聘人員在聘用決定方面最有可能以畢業院校爲考量標準，只有17.6%的招聘人員說這不是主要因素。相比之下，在墨西哥和荷蘭，近一半的招聘人員（墨西哥爲49.6%、荷蘭爲48.5%）則更關注其他因素。

More significantly, nearly two-thirds of the recruiters said they regularly used university lists provided by their company as a reference point for hiring.

最爲顯著的是，近三分之二的招聘人員表示，他們經常使用公司提供的高校名單作爲僱用決定的參考因素。

The survey initially tallied online responses from more than 2,700 recruiters in 20 countries to build a profile of the ideal graduate employee. Respondents had a minimum of four years' experience and the survey targeted those aiming to hire internationally. Countries covered were Australia, Brazil, Canada, China, France, Germany, India, Italy, Japan, Malaysia, Mexico, the Netherlands, Poland, Russia, Singapore, Spain, Switzerland, Turkey, Britain and the United States.

該調查最初通過在網上收集來自20個國家2700多名招聘人員的反饋信息，描繪出了他們心目中理想的應屆畢業生僱員特點。調查受訪者至少有四年從業經驗，並且該調查還特別針對了意在全球範圍內招募員工的招聘人員。調查所覆蓋的國家包括澳大利亞、巴西、加拿大、中國、法國、德國、印度、意大利、日本、馬來西亞、墨西哥、荷蘭、波蘭、俄羅斯、新加坡、西班牙、瑞士、土耳其、英國和美國。

The top-150 university ranking was derived from their responses, combined with those of a subsequent poll of 2,300 top executives in a total of 30 countries.

150強大學排名是根據他們的迴應以及隨後對30個國家共2300位企業高管的調查結果得出的。

Critics challenge academic rankings, often questioning their metrics and underlying assumptions. While the Emerging/Trendence study's focus on employability bypasses many of the issues associated with conventional rankings, its conclusions may be influenced by weighting anomalies in the respondent group in terms of factors including geographical location and sector of activity.

學術排名飽受詬病，批評人士常常質疑它們的衡量指標和潛在的假設。雖然Emerging/Trendence研究對就業能力的專注規避了許多與傳統排名相關的問題，但它的結論可能會受到地理位置和行業部門等因素在不同受訪組中權重異常的影響。

For example, of the 20 countries covered by the initial recruiter survey three together provided more than 25 percent of the respondent group — the United States, China and, perhaps surprisingly, Italy. Of 20 sectors surveyed, information technology hardware and software companies provided 14 percent of respondents; and of all respondents, nearly 24 percent were recruiting for I.T. departments.

例如，在最初招聘人員調查所涵蓋的20個國家中，美國、中國和意大利這三個國家共佔受訪組成員的25%以上。在被調查的20個行業中，來自信息技術硬件和軟件公司的受訪者佔14%。在所有受訪者中，近24%爲IT部門招聘員工。

Still, setting aside questions about the sample base, the survey offers some insights into recruitment attitudes. While about half the recruiters said that teaching practical know-how, the ability to combine theoretical with practical knowledge and soft skills were the most important characteristics of an ideal university, they put surprisingly little value on the school's international exposure and outlook.

不過，撇開有關調查樣本基礎的問題，通過調查可以洞察招聘者的一些態度。儘管大約一半的招聘人員稱傳授實踐專長、結合理論與實踐知識和軟技能的能力是理想大學最重要的特徵，但令人意外的是，他們不重視學校的國際視野和前景。

Internationalism is something recruiters say they look for in the individual job-seeker, not the institution.

招聘人員稱，他們期望個人求職者具備國際視野，而不是高校。

"We look for people that have a global mind-set," said Dan Black, the Americas director of recruiting at Ernst & Young. "It's people that are open to and excited about working with people from other cultures."

“我們期待求職者具備全球性思維方式，”安永會計師事務所(Ernst & Young)的美洲招聘主管丹·布萊克，“是那些在與其他文化背景的人合作時保持開放心態和期望的人才。”

According to the survey, in which Mr. Black did not take part, graduates from the United States, Britain and Germany were most favored by recruiters.

根據該調查（布萊克先生沒有參加），來自美國、英國和德國的大學畢業生備受招聘者青睞。

Respondents said China was their fourth most favored source country for recruitment — and five Chinese universities made it into the top 150 list, along with another three in Hong Kong, a combined total equal to Germany's. China's rise was one of the most striking trends identified in last year's survey.

受訪者稱，中國是第四大最受青睞的應聘者來源國，有五所中國大學入圍前150名榜單。再加上香港的三所入圍大學，總和與德國的入圍高校數量相當。中國的崛起是去年調查確定的最引人注目的趨勢之一。

The United States still dominates the employability ranking, with 45 U.S. universities in the top 150 list, but its dominance has been slightly reduced since the first survey three years ago, when American schools held 56 of the top spots. Britain has 14 schools in this year's top 150; France has 12; Germany 8; Switzerland 7 and the Netherlands 5.

美國在就業能力方面的排名仍然占主導地位，前150名榜單中有45所美國高校，但其霸主地位較三年前第一次調查時已經略有削弱，當時美國有56所高校躋身榜單。今年150強中包括英國的14所高校、法國的12所、德國8所、瑞士7所和荷蘭5所。

"Traditional small countries are punching far above their weight," said Mr. Dupasquier.

杜帕斯奎爾先生說，“傳統小國表現超常。”

Mexico, where Ms. Altamirano did her undergraduate degree in systems engineering and information technology before heading to Munich, has two universities in the top 150.

墨西哥有兩所大學躋身150強。阿爾塔米拉諾女士在前往慕尼黑之前正是在墨西哥獲得了系統工程和信息技術的本科學位。

MOOCs — massive open online courses — also figure in this year's survey, with a majority of recruiters viewing their use in post-secondary education favorably, according to Emergence.

Emergence稱，大規模在線開放課程(MOOC)也在今年的調查中有所反映，大多數的招聘人員積極看待高等教育中MOOC的運用。

While graduation from a top university plays a role in many new hires, Mr. Black, of Ernst & Young, stressed that the crest on the diploma should not be the only factor for talent scouts.

雖然畢業於頂尖大學這一優勢在許多新員工的受聘中起到了關鍵作用，但安永會計師事務所的布萊克先生強調，文憑不應該是唯一的人才考量因素。

"We firmly believe that talent exists at large and small schools, private and public universities," Mr. Black said. "I would encourage other employers to be very open about where they recruit from."

“我們堅信，無論是大型還是小型學校，無論是私立的還是公立的，都會培育出人才，”布萊克先生說，“我鼓勵其他僱主對人才的出處，心態可以更開放些。”