You know who I'm envious of? People who work in a job that has to do with their college major.
Znate li kome zavidim? Ljudima koji rade posao u svojoj struci.
(Laughter)
(Smeh)
Journalists who studied journalism, engineers who studied engineering. The truth is, these folks are no longer the rule, but the exception. A 2010 study found that only a quarter of college graduates work in a field that relates to their degree.
Novinarima koji su studirali novinarstvo, inženjerima koji su studirali inženjerstvo. Istina je da ovi ljudi više nisu pravilo, već izuzetak. Istraživanje iz 2010. godine je otkrilo da samo četvrtina diplomaca radi u oblasti povezanoj sa njihovom diplomom.
I graduated with not one but two degrees in biology. To my parents' dismay, I am neither a doctor nor a scientist.
Ja sam diplomirao ne sa jednom, već sa dve diplome iz biologije. Na užas mojih roditelja, nisam ni doktor ni naučnik.
(Laughter)
(Smeh)
Years of studying DNA replication and photosynthesis did little to prepare me for a career in technology. I had to teach myself everything from sales, marketing, strategy, even a little programming, on my own. I had never held the title of Product Manager before I sent my resume in to Etsy. I had already been turned down by Google and several other firms and was getting frustrated. The company had recently gone public, so as part of my job application, I read the IPO filings from cover to cover and built a website from scratch which included my analysis of the business and four ideas for new features. It turned out the team was actively working on two of those ideas and had seriously considered a third. I got the job.
Godine izučavanja replikacije DNK i fotosinteze nisu me mnogo pripremile za karijeru u tehnologiji. Morao sam da naučim sve od prodaje, marketinga, strategije, čak i malo programiranja; sve sam. Nikad nisam bio na poziciji menadžera proizvoda pre nego što sam poslao rezime „Etsiju“. Već su me odbili Gugl i nekoliko drugih kompanija i postajao sam frustriran. Kompanija je nedavno izašla na berzu, pa sam kao deo svoje prijave pročitao prvu javnu ponudu akcija, od početka do kraja, i napravio sajt od nule koji je sadržao moju analizu posla i četiri ideje za nove funkcije. Ispostavilo se da je tim aktivno radio na dve od tih ideja i ozbiljno razmišljao o trećoj. Dobio sam posao.
We all know people who were ignored or overlooked at first but went on to prove their critics wrong. My favorite story? Brian Acton, an engineering manager who was rejected by both Twitter and Facebook before cofounding WhatsApp, the mobile messaging platform that would sell for 19 billion dollars.
Svi poznajemo ljude koje su ignorisali ili zanemarili isprve, ali su kasnije pokazali da vrede. Moja omiljena priča? Brajan Akton, menadžer inženjeringa koga su odbili Tviter i Fejsbuk pre osnivanja Votsapa, mobilne platforme za razmenu poruka koja će se prodati za 19 milijardi dolara.
The hiring systems we built in the 20th century are failing us and causing us to miss out on people with incredible potential. The advances in robotics and machine learning and transforming the way we work, automating routine tasks in many occupations while augmenting and amplifying human labor in others. At this rate, we should all be expecting to do jobs we've never done before for the rest of our careers. So what are the tools and strategies we need to identify tomorrow's high performers? In search for answers, I've consulted with leaders across many sectors, read dozens of reports and research papers and conducted some of my own talent experiments. My quest is far from over, but here are three ideas to take forward.
Sistem zapošljavanja koji smo kreirali u 20. veku podbacuje i čini da propuštamo ljude sa neverovatnim potencijalom. Napredak u robotici i mašinskom učenju transformiše naše načina rada, automatizuje rutinske zadatake u mnogim profesijama i istovremeno povećava i pojačava ljudski rad u ostalim. Ovim tempom, svi treba da očekujemo da ćemo raditi poslove koje nikada ranije nismo do kraja naših karijera. Dakle, koje su nam tehnike i strategije potrebne da identifikujemo buduće uspešne radnike? U potrazi za odgovorima, konsultovao sam se sa liderima iz mnogih sektora, pročitao gomile izveštaja i istraživačkih radova i izvršio neke sopstvene eksperimente sa talentima. Moj zadatak je daleko od gotovog, ali ovo su tri ideje koje treba pratiti.
One: expand your search. If we only look for talent in the same places we always do -- gifted child programs, Ivy League schools, prestigious organizations -- we're going to get the same results we always have. Baseball was transformed when the cash-strapped Oakland Athletics started recruiting players who didn't score highly on traditionally valued metrics, like runs batted in, but who had the ability to help the team score points and win games. This idea is taking hold outside of sports. The Head of Design and Research at Pinterest told me that they've built one of the most diverse and high-performing teams in Silicon Valley because they believe that no one type of person holds a monopoly on talent. They've worked hard to look beyond major tech hubs and focus on designers' portfolios, not their pedigrees.
Pod jedan: proširi svoju potragu. Ako tražimo talente samo na istim mestima - programima za nadarenu decu, školama Ajvi Lige, prestižnim organizacijama - dobićemo isti rezultat koji uvek dobijamo. Bejzbol je transformisan kada su osiromašeni Oukland atletiksi počeli da regrutuju igrače koji nisu imali visoke rezultate po tradicionalnim merilima, kao što su „pokrenute trke“, ali su imali sposobnost da pomognu timu da ostvari bodove i pobede u igrama. Ova ideja se koristi i van sporta. Šef dizajna i istraživanja u Pinterestu rekao mi je da su napravili jedan od najraznovrsnijih i uspešnih timova u Silicijumskoj dolini, zato što veruju da ni jedan tip osobe ne drži monopol nad talentima. Vredno su radili da bi videli izvan velikih tehnoloških čvorišta i fokusirali se na portfolio dizajnera, a ne na poreklo.
Two: hire for performance. Inspired by my own job experience, I cofounded a hiring platform called Headlight, which gives candidates an opportunity to shine. Just as teams have tryouts and plays have auditions, candidates should be asked to demonstrate their skills before they're hired. Our clients are benefiting from 85 years of employment research, which shows that work samples are one of the best predictors of success on the job. If you're hiring a data analyst, give them a spreadsheet of historical data and ask them for their key insights. If you're hiring a marketing manager, have them plan a launch campaign for a new product. And if you're a candidate, don't wait for an employer to ask. Seek out ways to showcase your unique skills and abilities outside of just the standard resume and cover letter.
Pod dva: zapošljavaj zbog obavljanja posla. Inspirisan svojim radnim iskustvom, osnovao sam kompaniju pod nazivom „Hedlajt“, koja daje klijentima mogućnost da zablistaju. Kao što timovi imaju probe, a predstave audicije, kandidate bi trebalo zamoliti da demonstriraju svoja umeća pre nego što budu primljeni. Naši klijenti imaju korist od 85 godina istraživanja o zapošljavanju, koja pokazuju da su uzorci rada najbolji pokazatelji uspeha na poslu. Ako zapošljavate analitičare podataka, dajte im tabelu istorijskih podataka i tražite im ključne uvide. Ako zapošljavate menadžera marketinga, dajte mu da isplanira kampanju lansiranja novog proizvoda. A ako ste kandidat, ne čekajte da vas poslodavac pita. Tražite da načine da pokažete vaše jedinstvene veštine i sposobnosti izvan samo standardnog rezimea i propratnog pisma.
Three: get the bigger picture. I've heard about recruiters who are quick to label a candidate a job-hopper based on a single short stint on their resume; read about professors who are more likely to ignore identical messages from students because their name was black or Asian instead of white.
Pod tri: vidite širu sliku. Čuo sam o poslodavcima koji brzo pretpostave da kandidat stalno menja posao na osnovu jednog kratkog pogleda na rezime; pročitao sam o profesorima koji ignorišu identične poruke studenata zato što su im imena pokazivala da su tamnoputi ili Azijati, a ne belci.
I was almost put on a special needs track as a child. A month into kindergarten, my teacher wrote a page-long memo noting that I was impulsive, had a short attention span, and despite my wonderful curiosity, I was exhausting to work with.
Mene su zamalo stavili na listu dece sa specijalnim potrebama. Nakon mesec dana u vrtiću, moj vaspitač je napisao celu stranu o tome kako sam impulsivan, da imam kratak opseg pažnje i, uprkos mojoj predivnoj radoznalosti, da sam bio iscrpljujući za rad.
(Laughter)
(Smeh)
The principal asked my parents into a meeting, asked my mother if there had been complications at birth and suggested I meet with a school psychologist. My father saw what was happening and quickly explained our family situation. As recent immigrants, we lived in the attic of a home that cared for adults with mental disabilities. My parents worked nights to make ends meet, and I had little opportunity to spend time with kids my own age. Is it really a surprise that an understimulated five-year-old boy might be a little excited in a kindergarten classroom after an entire summer by himself?
Direktor je pozvao moje roditelje na sastanak, pitao moju majku da li je bilo komplikacija na porođaju i predložio da idem kod školskog psihologa. Moj otac je shvatio šta se dešava i brzo objasnio našu porodičnu situaciju. Kao nedavni imigranti, živeli smo u potkrovlju kuće koja se starala o odraslima sa mentalnim poremećajima. Moji roditelji su radili noću kako bi skrpili kraj s krajem, a ja sam retko imao mogućnost da budem sa decom mog uzrasta. Da li je stvarno iznenađujuće da nedovoljno stimulisan petogodišnjak bude malo više uzbuđen u učionici vrtića nakon celog leta samoće?
Until we get a holistic view of someone, our judgment of them will always be flawed. Let's stop equating experience with ability, credentials with competence. Let's stop settling for the safe, familiar choice and leave the door open for someone who could be amazing. We need employers to let go of outdated hiring practices and embrace new ways of identifying and cultivating talent, and candidates can help by learning to tell their story in powerful and compelling ways. We could live in a world where people are seen for what they're truly capable of and have the opportunity to realize their full potential. So let's go out and build it.
Dok ne dobijemo celokupnu predstavu o nekome, naš sud o njemu će uvek biti manjkav. Hajde da prestanemo sa izjednačavanjem iskustva sa veštinama, kvalifikacija sa sposobnošću. Hajde da prestanemo sa sigurnim, poznatim odlukama i da ostavimo otvorena vrata za nekoga ko može biti neverovatan. Poslodavci treba da odustanu od zastarelih načina zapošljavanja i da prihvate nove načine identifikacije i negovanja talenata, a kandidati mogu da pomognu učenjem da ispričaju svoju priču na moćan i privlačan način. Možemo da živimo u svetu gde su ljudi prepoznati po stvarnim sposobnostima i gde imaju mogućnost da realizuju svoj pun potencijal. Zato krenimo i izgradimo takav svet.
Thank you.
Hvala vam.
(Applause)
(Aplauz)