人类正经历一个算法上的时代，人工智能加大数据算法是目前更为炙手可热的新型产业之一，与之前的工业自动化技术不同，智能算法技术不但冲击了以劳力为基础的劳动市场，正逐步影响着以脑力为主导的白领市场。

Human beings are experiencing an era of algorithm supremacy. Artificial intelligence data augmentation algorithm is one of the hottest new industries at present. Different from the previous industrial automation technology, intelligent algorithm technology has not only impacted the labor-based labor market, but also gradually affected the white-collar market dominated by brain power.

为了跟上更前沿技术，快速获得竞争优势，人力资源公司纷纷研究基于人才履历的智能算法，试图能更快更精准地“刷选”出合适的候选人。这里我为筛选一词打上引号，是因为刷和选都必须满足一个前提，就是这个将要被选中的候选人的履历我必须要有，且真实和完整。

In order to keep up with the most cutting-edge technology and quickly gain competitive advantage, human resources companies have studied intelligent algorithms based on talent resume, trying to "brush" the right candidates faster and more accurately. I put quotation marks on the word "screening" here because both brushing and selection must meet a premise, that is, the resume of the candidate to be selected must be true and complete.

大型的企业人才库和人才网站都保有大量的人才简历，这份资源不正是可以用来智能筛选吗？那么，的人才真能被算法算出来吗？

Large enterprise talent pools and talent websites keep a large number of talent resumes. Isn't this resource just for intelligent screening? So, can high-end talents really be calculated by the algorithm?

答案是，不能。相信很多操作过智能搜索的HR或猎头都有同感，通过智能筛选出类的大部分都不太精准，准的往往都存在各种与用人方不符的问题。之中存在的矛盾是“死简历”无法替代有经验的活人判断，个人经历虚构、缺失、修饰、过时等各种人为产生的问题不可能通过非人为的方式分辨。

The answer is, No. I believe many HR or headhunters who have operated intelligent search feel the same way. Most of the categories selected through intelligent screening are not accurate, and there are often various problems that are inconsistent with the employer. The contradiction is that the "dead resume" can not replace the judgment of experienced living people, and various man-made problems such as the fiction, lack, modification and obsolescence of personal experience can not be distinguished by non-human ways.

除了人为问题，数据库里面的信息不能完全反映一个人的实际情况。 生产管理类人才可以简单判定为“胜任同行业同工种的工作”，但能管理旧公司的人不代表能管理好新公司的人，这是领导学和人际关系学的问题。 财务类人才也可以简单判定为“胜任同行业同工种的工作”，但同样无法肯定其沟通交流能力和抗压能力。 营销类人才就更难，无论过往的业绩多么的耀眼，都不代表未来能再造辉煌，能影响销售成果的因素太多，企业的销售战略、产品定位、产品质量和、市场的竞争、政策、甚病*封城都可能影响业绩。过去不好不代表未来不行，过去很好也不代表未来就肯定行。甄别销售人才的方式就是考察他的思*方式和做事风格，这恰恰不是人工智能可以在数据层面判断的。

In addition to human problems, the information in the database can not fully reflect a person's actual situation. Production management talents can be simply judged as "competent for the work of the same industry and type of work", but those who can manage the old company do not mean those who can manage the new company well. This is a problem of leadership and interpersonal relationship. Financial talents can also be simply judged as "competent for the work of the same industry and type of work", but they are also unable to confirm their communication ability and pressure resistance. Marketing talents are even more difficult. No matter how dazzling the past performance is, it does not mean that they can rebuild brilliance in the future. There are too many factors that can affect the sales results. The enterprise's sales strategy, product positioning, product quality and price, market competition, national policies, and even disease * closure may affect the performance. A good past does not mean a bad future. A good past does not mean a sure future. The only way to identify sales talents is to examine their thinking style and work style, which is precisely not what artificial intelligence can judge at the data level.

用对人、用好人，除了人选是的以外，更重要的是要与企业和岗位匹配。再好的人放在一个不匹配的地方，也不会发挥出作用。相反，就算目前各方面都有所欠缺，用对了合适的人，一点一滴地积累力量，终能沉淀出实实在在的竞争优势。

In addition to high-quality candidates, it is more important to match with enterprises and positions. No matter how good people are placed in a mismatched place, they will not play a role. On the contrary, even if there are deficiencies in all aspects, using the right people and accumulating strength bit by bit will eventually precipitate a real competitive advantage.

战略的真谛不是追求一鸣惊人，而是合理调配资源，让今天的状况比昨天好。用人的真谛不是“算出”哪个的人，而是适合企业，能共同成长的同伴。

The essence of strategy is not the pursuit of a blockbuster, but the rational allocation of resources to make today's situation better than yesterday. The essence of employment is not to "figure out" which is the best person, but a companion who is suitable for the enterprise and can grow together.

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