根据总部位于伦敦的招聘平台 Sapia.ai 的创始人兼首席执行官 Barb Hyman 的说法，传统的简历（resume）已经“过时了”。
The resume is "broken," according to Barb Hyman, London-based founder and CEO of recruitment platform Sapia.ai.
Hyman 问道：“仅仅因为依赖传统的简历格式，我们错过了多少优秀的人才呢？”她补充说，如今人工智能（AI）完全可以根据不同的职位要求来定制简历（在英国，这种简历被称为 CV）。
"How many people are you missing out on because you're relying on an artefact?" Hyman said, adding that AI can now tailor a resume — or CV, as it's known in the U.K. — to any role.
根据英国学生雇主协会（Institute of Student Employers）的数据，2025 年每个工作岗位平均收到了 140 份求职申请，这一数字是过去三十年来的最高水平。在竞争激烈的就业市场中，求职者可以利用 AI 功能制作出无数份简历和求职信，因此找到合适的人选可能比以往任何时候都更加困难。
U.K. graduate employers received an average of 140 applications per vacancy in 2025, the highest level recorded in three decades, according to data from the Institute of Student Employers In a crowded market where candidates can use AI to create endless resumes and cover letters, finding the right person may be harder than ever.
Hyman 认为，未来的招聘决策将越来越依赖于求职者的技能，而非他们的就业经历。她举例说，一名理发师从表面上看可能并不适合从事客服工作，但实际上他们往往具备很强的同理心、善于倾听他人意见，并且能够花大量时间解决复杂问题，因此完全有可能胜任这个职位。
Skills, rather than employment history, will increasingly determine who gets hired, according to Hyman. A hairdresser, for example, might not look like an obvious fit for a contact center job on paper, she told CNBC, but could excel in the role because hairdressers tend to have high levels of empathy, listen to people all day and spend hours solving complex problems.
Hyman 表示，直接评估求职者的技能可以揭示那些传统简历所隐藏的优缺点——有时这些优点或缺点连求职者自己都不清楚。
Assessing skills directly can reveal strengths and weaknesses that a traditional resume hides, according to Hyman — sometimes painting a picture even the candidates themselves weren't sure of.
越来越多的雇主开始采用基于技能的招聘方式。根据总部位于英格兰萨里郡的招聘公司 Michael Page 在 2026 年发布的研究报告，大约三分之二的英国企业已经采用了这种招聘策略。近 60% 的求职者表示，他们更愿意申请那些以技能而非传统学历或工作经历为招聘标准的职位。
Skills-based hiring on the rise Hyman isn't alone in seeing hiring move in this direction. Around two-thirds of U.K. organizations have adopted skills-based hiring, according to 2026 research from Michael Page a recruitment firm headquartered in Surrey, England. Almost 60% of candidates said they were more likely to apply for roles defined by skills rather than traditional qualifications or career history.
这一趋势促使雇主们重新审视自己真正看重的技能。总部位于都柏林的 AI 决策公司 Taktile 的首席技术官 James Broadhead 告诉 CNBC，过去可能需要工程师花费三周时间才能开发出的软件原型，现在只需借助 AI 技术，就能在一天下午内生成多个类似的版本。
It's leading employers to think carefully about which skills they actually value. James Broadhead, the Dublin-based CTO of AI decision-making company Taktile, told CNBC that a prototype that might once have taken an engineer three weeks to build can now be one of 10 generated in a single afternoon, thanks to AI.
“直到真正考验一个人是否具备完成某项工作的能力时，你才能确定他们是否真的具备这些能力。”乔什·克里切夫斯基（Josh Krichefski）说道。
You don't really know whether someone's going to have the skills to do something until you challenge them to do it Josh Krichefski "The hard part has become having the judgement to decide which of those are any good," Broadhead said.
布罗德黑德（Broadhead）补充说：“如今，招聘团队更看重候选人的沟通能力（比如他们与客户交流的能力）、自我反思能力，以及他们是否愿意质疑自己已经开发出的技术或方法。同时，我们也关注候选人是否一直在积极尝试使用人工智能（AI）来改进工作流程。”
Taktile now looks for interpersonal skills — like how well candidates can speak to customers — as well as self-reflection and a willingness to question what they have built, he added. It's also interested in whether candidates are continually experimenting with AI.
“模型更新的频率非常快，因此你的能力上限每三个月就会发生变化，”布罗德黑德继续说道，“所以我们提出的问题是：在过去的三周里，你对自己的AI工具做了哪些改进？”其他公司则通过让候选人直接参与实际项目来评估他们的能力。在数字营销和广告机构PMG，应届毕业生需要亲自完成实际操作任务、团队协作，并处理客户委托的项目。PMG位于伦敦的欧洲、中东和非洲地区（EMEA）总裁乔什·克里切夫斯基向CNBC表示，这样的评估方式旨在了解候选人的实际工作能力和沟通方式。
"The pace of model releases is so fast that the ceiling of what you can do changes every three months," Broadhead said. "And so the question we're asking is: what have you changed about your AI tools in the last three weeks?" Other companies are assessing potential hires by throwing them in at the deep end. At digital marketing and advertising agency PMG, graduate candidates are asked to complete practical exercises in person, work in teams and tackle client briefs. Josh Krichefski, PMG's London-based EMEA president, told CNBC this is designed to assess how candidates actually interact and approach work.
“只有通过实际挑战，才能真正判断一个人是否具备完成某项工作的能力；过去的表现并不能说明一切，”克里切夫斯基强调。他认为，年轻候选人在这方面往往更有优势，因为Z世代对工作的传统模式抱有较少的刻板印象。
"You don't really know whether someone's going to have the skills to do something until you challenge them to do it," Krichefski said. "The past doesn't tell you that." Younger candidates are often well placed for this, he said, because Gen Z has fewer preconceived notions about what a job looks like.
“这也是我们之所以重视投资年轻人的原因之一——尤其是在这个世界变化如此迅速的时代，”克里切夫斯基说，“毕业生们不会带着关于工作传统方式的固定观念来到职场。”
"It's another reason for why we believe in investing in young people, particularly when we're at a time where the world's changing so bloody fast," Krichefski said. "Graduates don't arrive with fixed assumptions about how work has traditionally been done."
或许具有讽刺意味的是，尽管人工智能加剧了一些传统招聘过程中的问题，但它也可以被用来帮助寻找解决问题的方法。
Moving away from human bias Perhaps paradoxically, AI — despite exacerbating some of the problems with traditional hiring — can also be used to help find solutions.
例如，这项技术可以帮助发现来自不同背景的候选人。Sapia.ai 的 Barb Hyman 认为，简历和传统的面试方式一直容易受到人为偏见的影响；其中一种常见的偏见现象是“镜像招聘”（mirror hiring）——招聘经理会无意识地偏爱那些与自己背景相似的人。
For example, the technology can be used to help surface candidates from different backgrounds. Sapia.ai's Hyman argues that resumes and conventional interviews have always been vulnerable to human bias, including "mirror hiring," where hiring managers consciously or unconsciously favor people with backgrounds similar to their own.
真正的问题在于人为偏见，但我们都在否认这一事实。Barb Hyman 说：“我们总是用自己的经验来评判事物。”她补充道：“其实问题出在人为偏见上，但我们都在回避这个现实。”不过，她并不主张完全摒弃人工招聘环节——最终的决定应该由将与新员工共事的人来做出；而技术则更适合大规模地筛选候选人。她认为，评估过程应该是双向的（即既要评估候选人，也要评估招聘经理）。
What’s broken is human bias, but we’re all in denial about it Barb Hyman Sapia.ai "We see things through the prism of our own experience," she said. "Really what's broken is human bias, but we're all in denial about it." For Hyman, that doesn't mean taking humans out of hiring altogether. The final decision should rest with the people who will work alongside the new hire, while technology is better suited to screening candidates at scale. Assessment, she said, should always run both ways.
“雇佣错误的人对招聘经理来说是非常痛苦的，因为他们最清楚你是否适合他们和他们的团队，”她说，“而求职者也有权获得尽可能多的机会来证明自己的能力。”请将 CNBC 设为你的首选新闻来源，在 Google 上搜索即可随时获取最权威的商业新闻。
"Hiring the wrong person is extremely painful for the hiring manager and they're best placed to know whether you're the right person for them and their team," she said. "And the job seeker deserves to get as much opportunity to stress test you, as you do of them." Choose CNBC as your preferred source on Google and never miss a moment from the most trusted name in business news.