文案与商业写作2020thetechresume.com
Show HN：我写了一本关于写好开发者简历的书
Show HN: I wrote a book on writing good developer resumes
导读
这是一篇新书发布帖：一位做过多年招聘经理的作者，讲述自己如何从免费帮 300 多位被裁开发者改简历开始，把反复出现的共性问题整理成一份 15 页 PDF，再补充招聘官反馈和读者修改后的效果，最终写成 55,000 字的《The Tech Resume Inside Out》。评论区有人感慨简历写作已经成了一门不得不学的“元技能”，也有人指出书中“ATS 自动淘汰是迷思”的说法与另一处例子自相矛盾。对写作者来说，它示范了实用类写作如何从真实反馈中长出来，也提醒你：断言必须和例子对得上。
可以直接用的写作要点
- 01
选题可以从“你反复回答的同一个问题”里长出来：作者先给几十人深评简历，再把共性建议整理成文档，最后扩写成书。
- 02
每条建议都要有出处和验证：他不满初版缺乏依据，于是去问招聘官和招聘经理，并回收读者按建议修改后的实际结果。
- 03
用匿名化的真实案例代替抽象原则，让读者能照着改，而不是只点头认同。
- 04
查一遍“论点与例子是否自洽”：有读者就抓住“ATS 自动拒绝是迷思”与后文“要让机器识别出你匹配 80%”的矛盾，说明写作时不能只把话说得漂亮。
HN 评论精选
先整理反复出现的共性问题做成短文档，再用招聘方证据和读者反馈不断补充，短指南就能长成一本书。
作者自述成书过程：写这本书的起因是 COVID，年初他正在写一本关于软件工程师成长的书，随着疫情和四五月的裁员潮，他更想去帮受影响的人；他做过几年招聘经理，于是主动提出免费看简历，几天内就有 300 多位开发者找上门。他先给前几十人做深度点评，之后把共性问题整理成通用回复，最后汇成一份 15 页 PDF，这份 PDF 就是本书的雏形；他不满意指南里很多建议缺乏依据，于是去联系技术招聘官和招聘经理收集反馈，也请读者回报按建议改完简历后的效果并补进指南。四个月、55,000 字之后书成了，书中配有大量来自真实简历（均已匿名）的例子。
gregdoesit查看英文原文
I’m excited to share The Tech Resume Inside Out: a guide on how to write a developer (or engineering manager) resume that represents you fairly. The book is free for any developer currently out of a job [1]. COVID was what triggered me writing this book. At the beginning of the year, I was in the middle of writing a book on growing as a software engineer. However, as COVID started and the tech the layoffs followed in April and May, I found myself wanting to help people impacted. I’ve been a hiring manager for a few years, so I offered to do resume reviews for those laid off or applying for positions[2]. I had more than 300 developers take me up on this offer in a few days. I did in-depth reviews for the first few dozen people, then copied-and-pasted common observations for the next batch, and finally sent over a 15-page PDF with the most common advice, with a few pointers for the bulk of the people. Here’s an early version of this PDF[3] - which also was the basis of this book. I wasn’t that happy with how little backup I had for the advice in that guide, so I started to reach out to tech recruiters and hiring managers for more feedback. I also asked people to share back how their improved resumes worked out, applying the suggestions, and started adding this into a growing guide. Four months and 55,000 words later, the book is ready. I tried to give level-headed, but practical advice, with lots of examples from actual resumes (that are all anonymized). Happy to answer any questions here. [1] https://thetechresume.com/complimentary-copy [2] https://twitter.com/GergelyOrosz/status/1263855589861580800 [3] https://thetechresume.com/A_Good_Tech_Resume.pdf
简历写作成了不得不投入大量精力的“元技能”，它虽然必要，但值得反思其成本。
看起来很棒，也确实很必要。但有点让人唏嘘：我们竟然走到了这一步——要为一个如此“元”的环节投入这么多精力、甚至形成一个行业，而这些时间本可以用来做真正产出东西的事。这一切只是为了拿到面试、拿到工作，然后才开始为世界做点有用的事。当然这不是在贬低这本书，书本身看着很好，只是对今天职场的一点感慨。
llimos查看英文原文
It looks awesome, and very necessary. But isn't it sad that we've got to the point that so much effort - and a whole industry - has to go into this very meta side of work, time that is not spent doing something that actually produces something? All of this just to get to the point where you can get an interview to get a job to then start doing something productive for the world? Again, not to take anything away from the book itself, which looks great. Just a comment on the work world today, I guess.
“ATS 自动淘汰是迷思”的断言与后文“要让机器识别出你匹配 80%”的例子互相打架，断言必须与例证自洽。
样章“招聘流程”一章说，ATS 系统的自动淘汰是个“迷思”，绝大多数简历都会由人来筛。这是真的吗？我持怀疑态度。下一章样章里甚至有一段轶事，强烈暗示它并非迷思：“随着 ATS 系统、一键投递工具和 AI 的发展，招聘行业的关键就是优化漏斗顶端、简化流程。在这种设置下，你的简历必须能让机器识别出你具备公司所需条件的 80%。”
returningfory2查看英文原文
The sample "Hiring Pipeline" chapter says that auto-rejections from ATS systems are a "myth" and that most/all resumes are screened by a human. Is this really true? I'm suspicious. The next sample chapter even contains an anecdote strongly suggesting it's not a myth: > With how the recruitment industry is going with ATS systems, one-touch-tooling, and AI, it’s all about optimizing the top of the funnel to streamline the workflow. In this setup, it is key that you have a resume where a machine can identify that you have 80% of what the company is looking for.
引用来源的声誉会影响读者对整本书的信任，选谁背书本身就是写作决策。
说实话，来自 Uber 的贡献专家太多了；Uber 在招聘和文化上有系统性问题，我很难接受这本书。
ProAm查看英文原文
I'll be honest there are too many contributing experts from Uber, they have/had systemic problems in hiring and culture I would find it hard to accept the book.
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