Then both groups were asked to evaluate male and female job candidates.

接下来由两组经理来评估男性和女性求职者。

Social media screening is essentially scrutinising a job candidate's private life.

社交媒体筛选本质上是审查求职者的私人生活。

Incorporating the use of social media to screen job candidates is not an uncommon practice.

结合使用社交媒体来筛选求职者并不是一种罕见的做法。

Are adaptable: Good job candidates must show a flexible approach to problems.

优秀的工作应聘者面对难题时必须表现出灵活的解决方法。

Screening job candidates on social media must be done professionally and responsibly.

在社交媒体中对求职者进行筛选必须保证专业性和责任感。

Referrals of job candidates are so highly valued that many companies will pay staff to recommend new recruits.

职位候选人的内推具有如此高的价值以至于许多公司会给员工钱让其推荐新成员。

A) The advantage of using social media in screening job candidates.

A）使用社交媒体筛选求职者的优势。

D) Whether social media should be used to screen job candidates.

D）是否应该使用社交媒体来筛选求职者。

47. What might happen when social media is used to screen job candidates?

47. 当社交媒体被用来筛选求职者时，可能会发生什么？

That probably won't save job candidates from having to take these tests in future, because they winnow down the list.

这可能并不会阻碍求职者将来继续参加这些测试，因为公司能够以此对求职者名单进行筛选。

50. What does the author suggest doing before screening job candidates on social media?

50. 在社交媒体上筛选求职者之前，作者建议做什么？

So, a job candidate would be somebody who wanted to work at your company.

因此，求职者应该是想在贵公司工作的人。

According to a recent survey, managers decide quite quickly if they’re going to really consider giving a candidate a job or not.

就最近的调查而言，经理们在他们想决定一个职位的候选人的时候的考虑时间非常短。

Professor: That’s great, now you should know this job candidate is interested in the life cycle in the forest.

教授：太好了，现在你应该知道这位求职者对森林中的生命周期很感兴趣了。

Artificial-intelligence programs that pick job candidates exacerbate the racial and gender bias in the real-world data they are trained on.

挑选求职者的人工智能程序加剧了他们接受培训的现实世界数据中的种族和性别偏见。

Remember that you're competing with other job candidates and that you probably won't be asked for an interview everywhere you apply.

请记住，您正在与其他求职者竞争，而且您可能不会在任何申请的地方都要求您参加面试。

Recruitment processes and performance reviews reinforce the importance of additive activity; it is unusual for a job candidate to brag about the things they didn't achieve.

招聘过程和绩效评估强化了附加活动的重要性，求职者吹嘘自己没有完成的事情才是不正常的。

But before using social media to screen job candidates, consulting with management and legal teams beforehand is essential in order to comply with all laws.

但为了遵守各项法律，在使用社交媒体筛选求职者之前，应该事先咨询管理层和法律团队，这是至关重要的。

This common question is actually a critical test of a job candidate's communication skills, so it's important not to give an unprepared response or mess it up.

这个常见问题实际上是对求职者的沟通能力的一个重要测试，所以，不要给出一个没有准备好的回答或者把事情搞砸，这一点很重要。

Rambling is the worst mistake a job candidate can make when they don't know how to answer, according to Mary Abbajay, president of the leadership development consultancy Careerstone Group.

领导力发展咨询公司 Careerstone 集团总裁玛丽·阿巴杰认为，求职者在不知道怎么回答时东拉西扯是最糟的。