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5.Look for the right match. Big-company denizens looking to change careers often overlook smaller firms, including startups, notes Carolyn Hughes. That's a mistake. "Big companies usually have more rigid job descriptions," she says. "Your best bet might be companies with between 100 and 300 employees, which are big enough to have opportunities but small enough that individual roles are more broad, fluid, and flexible."
5.不选大的，只选对的。卡洛琳-休斯指出，大公司里准备跳槽的员工往往会忽视小企业的价值，如初创企业等，这种做法是错误的。她说：“大公司的招聘条件往往更加严格。员工规模在100至300人的公司是首选，这样规模的公司能够提供足够多的机会，同时员工个体角色的定位相对来说也更加宽泛、多变且灵活。”
Marc Dorio agrees: "Employers are not all the same. Some want a specific background and set of experiences, but others define jobs more creatively and are interested in how you present your own approach to the work." Dorio coached one former financial analyst who was hired by a market research firm because "they liked the way he proposed to apply his financial acumen to the role. It added a different dimension."
马克-多里奥对此表示赞同，并补充道：“企业老板的想法五花八门。一些老板希望员工具有特定领域的背景及相关经验；而另一些可能对职位的定义更具创造性，对求职者如何展开工作更感兴趣。”多里奥曾指导过一位财务分析师，现在就职于一家市场研究公司。他之所以能获得这份工作，是因为“他具有较高的财务敏感度，而且有意将之运用到市场研究领域。这种思路拓展了市场调研的维度。”
Some employers actually prefer people who, lacking industry experience, are also free of the bad habits and stale thinking that experience can engender. "We don't pay much attention to industry-specific experience," says Kenneth Wisnefski, founder and CEO of WebiMax, a search-optimization company in Mount Laurel, N.J. "We train them to become the type of employees we want." WebiMax has more than doubled its headcount so far in 2011, from 70 to 150.
事实上，还存在着这样一类雇佣者，他们更青睐于缺乏经验的求职者，因为这类求职者显然还未沾染上业内的某些坏习惯及陈腐思想。“是否具备行业经验并不是我们关注的重点，”肯尼斯-维斯尼夫斯基说。“我们会把他们培养成为我们需要的员工类型。”肯尼斯-维斯尼夫斯基在美国新泽西州月桂山市创办了自己的搜索引擎优化公司WebiMax，并担任CEO一职。
