在LinkedIn发布的全球最受欢迎雇主榜单上，消费品巨头联合利华高居第三位，仅次于风头正劲的谷歌和苹果公司。这家拥有140年历史的公司是如何做到的?拥有清晰的目标，并持之以恒地遵循目标是重要原因之一。

　　When LinkedIn unveiled its data-fueled list of “the most sought-after employers in the world” a few months ago, the companiesat the very top of the heap came as no surprise: Google,followed by Apple.

　　几个月前，LinkedIn基于大量统计资料，发布了“全球最受欢迎雇主”榜单。排名最靠前的公司毫不令人意外：谷歌，随后是苹果。

　　But coming in at No. 3—ahead of Microsoft and Facebook—was a very different breed of business:consumer-products giant Unilever, whose Dutch roots stretch back more than 140 years.

　　但在微软和Facebook之上，高居第三位的却是一个完全不同类型的公司：日用消费品巨头联合利华，这家创建于荷兰的公司的历史可以追溯到140多年前。

　　How did that happen? CEO Paul Polman is convinced that Unilever, which draws about 2 millionjob applicants annually, has turned into a magnet for recruiting and retaining workers because itis considered a place of purpose.

　　联合利华凭什么?该公司首席执行官保罗•波尔曼认为，每年吸引约200万求职者的联合利华，仿佛就像一块吸引和留住员工的磁铁，因为这里被认为是一家目标明确的公司。

　　With an original vision to “make cleanliness commonplace,” Unilever has a long of history ofthinking broadly about its mission. “It’s in the DNA of the company,” Polman says. But since takingthe helm in 2009, he has more closely tied Unilever’s core strategy to having a positive impact onthe environment and public health—and that, Polman says, is generating “enormousopportunities.”

　　联合利华起初的愿景是“使洁净成为寻常之事”，他们有着深入思考公司使命的悠久历史。波尔曼表示：“这是我们公司的特色。”但自从2009年接掌这家公司后，他就改变了联合利华的核心战略，致力于推动公司对环境和公共卫生产生更加积极的影响。波尔曼表示，这种战略创造了“巨大的机遇”。

　　联合利华首席执行官保罗•波尔曼

　　Not long ago, Polman notes, the keeper of Dove, Lifebuoy, Pond’s, Lipton, Ben & Jerry’s,Hellmann’s, Knorr, and hundreds of other brands was “not on the radar screen in the U.S.” Lastyear, the company saw a 65% rise in job applications from American college students compared to2013.

　　波尔曼指出，不久前，这家坐拥多芬、卫宝、旁氏、立顿、Ben & Jerry’s、Hellmann’s、家乐以及其他数百个品牌的公司仍“不在美国大众的视线之内。”然而到了2014年，联合利华收到的美国大学生求职申请数量比前一年提高了65%。

　　Meanwhile, Unilever’s employee engagement scores have climbed 12% since Polman started asCEO, according to the company. “If you peel the onion on that, it really is the pride peoplehave,” Polman says. Putting purpose at the center of everything the corporation does is“incredibly motivating for our employees.”

　　与此同时，联合利华的数据显示，自从波尔曼担任首席执行官起，公司员工的敬业度评分提高了12%。波尔曼说：“就其实质而言，这说明员工们真的拥有强烈的自豪感。”公司将目标置于一切事物的最中心，这“极大地激励了我们的员工。”

　　This is especially the case for members of the Millennial generation, who, in the words of a study byconsulting firm PwC, are eager “to contribute something to the world and … want to beproud of their employer.” Says Polman: If members of Gen Y don’t believe in what you’redoing, “they don’t want to work with you.”

　　对于80后和90后员工而言，情况尤其如此。用普华永道咨询公司一份研究报告中的话来说，这些年轻人迫切地“想要为世界做点什么……想要以他们的公司为傲。”波尔曼表示：如果80后和90后不认可你的做法，“他们就不想与你共事。”