想來應(yīng)聘？先把這盤游戲打了
想來應(yīng)聘？先把這盤游戲打了
為了招聘到更具多元化的人才，許多優(yōu)秀企業(yè)已經(jīng)在招聘環(huán)節(jié)嘗試做出改變，招聘流程“游戲化”的可貴在于，可以消除很多偏見與不公。
測試中可能遇到的詞匯和知識：
reflex 反應(yīng)能力['ri?fleks]
notwithstanding 盡管[n?tw?e'st?nd??; -w?θ-]
Scrap 取消[skr?p]
Ernst & Young 安永會計師事務(wù)所
Endlessly 不斷地；無窮盡地['?ndl?sli]
Homogenous 同質(zhì)的；同類的[h?'m?d??n?s]
Standardize 使…符合標準['st?nd?daiz]
閱讀馬上開始，建議您計算一下閱讀整篇文章所用的時間，對照下方的參考值就可以評估出您的英文閱讀水平。
如果您讀完全文用時為： 那么，您的閱讀速度相當于 每分鐘閱讀的英文單詞數(shù)
5分32秒 母語為英語者的朗讀速度 140
2分47秒 母語為英語的中學(xué)生的閱讀速度 250
2分25秒 母語為英語的大學(xué)生的閱讀速度 350
0分11秒 母語為英語的速讀高手 1000
Recruiters’ use of video games is a fad worth fighting for （718words）
By Sarah O’Connor
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“What is your biggest weakness?” The first time I encountered this classic interview question I was about 20 and I had no idea how to handle it. “I’m really bad at turning up on time for things,” I replied, which had the virtue of being true. The interviewer, frowning, drew a careful X on his clipboard.
The lesson I learnt is that persuading someone to hire you is like playing a game: there are rules and you need to find out what they are.
Some employers are now taking this idea to extremes by designing games for job candidates to play.
L’Oréal, Ernst & Young, Microsoft and Deutsche Bank have signed up to a smartphone app called Debut that promises to let young people “fast-track the recruitment process and land roles in blue-chip companies simply by playing mobile games”.
At first glance, it is hard to see why these employers thought this was a good idea. L’Oréal’s game involves running around a maze, jumping over walls and collecting things. Deutsche Bank’s requires you to roll a ball around the corporate logo without letting it fall off the edge. Do bankers need good balance? Do product designers need good reflexes?
Even if these games were testing for the right attributes, the obvious problem is that they can be gamed. It does not take a genius to set up several user accounts with different email addresses, practise the games endlessly, then log on with their real name once they have perfected them.
It would be like having the chance to answer that “biggest weakness” question over and over again until you found a response that did not elicit a frown.
Thankfully, these companies are not foolish enough to have overlooked this. Notwithstanding the app’s hype, these mobile games are really a marketing tool rather than an alternative selection process. They are a way for employers to engage with potential job applicants who they might not otherwise reach.
“It’s not as if we’re struggling for applications, but it’s about getting the right applicants,” says Dan Richards, EY’s head of UK recruitment. He does not want to keep fishing for recruits in the small and homogenous pool of university students who go along to recruitment fairs.
In that sense, these mobile games are indicative of an important shift taking place in recruitment.
Big employers are beginning to realise they have to change the way they do things if they want more diverse workforces.
Deloitte, for example, has changed its application process so recruiters do not know where the candidates went to school or university. It is running a video game trial of its own.
Many of the biggest law firms, meanwhile, have signed up to use a “contextual recruitment product” that identifies people who might not meet standard academic requirements but have outperformed relative to their backgrounds.
For its part, EY has scrapped all academic qualifications from its entry criteria and replaced them with a set of standardised online tests. Its research shows that a good score on these tests is a better predictor of professional success than academic performance. In the first few months of the new system, one in 10 applicants who made it to the interview stage would previously have been ineligible to apply.
“Name-blind” recruitment is also gaining ground to try to combat racial bias. Academic studies in the US and UK have shown that identical job applications make more progress when they have “white-sounding” names on them. Experiments in France, Germany, Sweden and the Netherlands suggest that anonymous job applications do increase the probability that applicants from ethnic minorities are invited for interview.
The evidence is too patchy to tell whether their chances of a job offer recede again at the interview stage.
Interviews, of course, are the final frontier in this battle to diversify recruitment. This is the stage where racial discrimination can creep back in. It is also where those candidates with polish and practice can still outgun the rest.
Employers will have to tackle this challenge next. “Gamification” is easy to dismiss as a passing fad involving online play. Yet in its broadest sense, it is something well worth fighting for: an attempt to make recruitment the sort of game where the playing field is level and everyone knows the rules.
請根據(jù)你所讀到的文章內(nèi)容，完成以下自測題目：
1. Why did those employers take use of video games?
A. to relax
B. to cater to customers
C. to get more diverse workforce
D. to establish corporate image
2. Which company has changed its application process that recruiters do not know where the candidates went to school or university?
A. Deloitte
B. EY
C. Microsoft
D. Deutsche Bank
3. Which kind of company has take use of “contextual recruitment product” that identifies people who might not meet standard academic requirements but have outperformed relative to their backgrounds?
A. banks
B. audit firms
C. software firms
D. law firms
4. Which company has scrapped all academic qualifications from its entry criteria?
A. EY
B. Deloitte
C. Microsoft
D. Deutsche Bank
[1] 答案 C. to get more diverse workforce
解釋：文中多次提到，企業(yè)想要多元化的勞動力就必須改變以往的招聘方式。
[2] 答案 A. Deloitte
解釋：文中提到，德勤采用了這種方式。
[3] 答案 D. law firms
解釋：一些律師事務(wù)所在招聘時會辨識求職者在其領(lǐng)域的突出能力而非僅僅是學(xué)術(shù)背景。
[4] 答案 A. EY
解釋：安永取消了所有學(xué)位證書的限制，而采取了一系列標準化的網(wǎng)上測試。
