Back in 1482, a young man heard that the region of Milan was looking for an engineer, so he did what job applicants do.
时间回到 1482 年，一位年轻人听说米兰地区正在招聘一名工程师，于是就做了应聘者该做的事。
He wrote down his skills and his objectives and how they related to the role in what is thought to be the first resume ever created.
That young man was Leonardo da Vinci.
You see, Da Vinci, in his resume, never put anything down about his past achievements.
For context, Da Vinci was one of the most talented people to ever walk on the face of the planet, right?
He was the father of architecture and palaeontology, an expert botanist, astronomer and cartographer.
The guy that painted the Mona Lisa.
Yet if you took a look at his resume, you would never guess that he was capable of achieving any of those things.
If resumes failed to capture the genius and the potential of someone like Da Vinci, why do we think that it'll work for you and me?
Why will they work for anyone?
Centuries later, why do resumes play such an important part in recruiting and our careers despite little to no evidence that they actually work?
In fact, since the 1950s, they've become a mainstay in the job application process.
其实自从 20 世纪 50 年代以来，它就成为了应聘流程中的主要部分。
And although we have since put a man on the moon, cracked the human genome, created a metaverse and somehow kept up with all of the Kardashians, the biggest -- the biggest innovation when it comes to resumes has been converting it from paper to PDF.
Why are we not questioning this?
Where we have seen innovation is with applicant tracking systems, bots, AI that scan thousands and thousands of resumes looking for keywords that match the job description.
These bots are used by nearly all Fortune 500 companies, so although most of the time you're preparing your resume for it to be reviewed by another human being, they often get rejected by AI before it even reaches a person.
这些机器人程序用于几乎所有财富 500 强公司中，虽然大概率你在准备简历的时候都是为了给另一个人类看，但通常在抵达人类手上之前就被 AI 拒绝了。
If this is all news to you and you're looking for a job, then you’re playing the job search game, and you don’t know the rules.
Hardly anyone does.
And the problem there is that AI still has a long way to go, and machine learning is nowhere near to making predictions on candidates’ success.
问题是 AI 和机器学习在预测候选人的成功与否上还有很长的路要走。
I've been working in HR now for more than a decade.
我在人力资源行业工作了超过 10 年。