考研英语水平的进步，不仅要记单词，还需要阅读外语文献等资料。接下来，小编为2024考研者们，整理出——2024考研英语同源外刊5月:用mbti找工作靠谱吗?供考生参考。
2024考研英语同源外刊5月:用mbti找工作靠谱吗?
For 40 years, Alix has been collecting data on the core psychological needs of potential recruits — from its receptionists to its chief executive. The company’s findings show that by discovering what innately drives an individual, they can hire for the long term, weed out people who would not be a cultural fit and build teams that work more effectively.
40年来，Alix一直在收集从前台接待到管理等应聘者的核心心理需求数据。该公司的研究结果表明，通过发现个人的内在驱动力，他们可以用更加符合长远利益的方式招聘，淘汰那些不适合公司文化的人，并建立好的团队。
Many creators of personality assessment tools issue disclaimers that they should not be used to predict job performance. Executive headhunters say people lie, responses can change depending on the day and practice tests mean you can beat the system. Alix believes its assessment is a game-changer for the firm — it uses results to resolve problems within teams and, like other companies, believes testing helps diversify its workforce as it is not recruiting from certain schools or people with specific degrees. But even so, the consultancy admits the tests alone are not enough to hire someone.
许多性格评估工具的创作者都发布了免责声明，称这些工具不应用于预测工作表现。管理猎头表示，人是会撒谎的，反应也会随时间发生变化，而练习测试意味着你可以打败测试系统。但即便如此，该咨询公司也承认，仅靠测试还不足以决定是否招聘某个员工。
Only 10-15 per cent of companies on the Fortune 500. FTSE 100 and S&P 500 indices did not use some kind of pre-employment testing, according to Chamorro-Premuzic. Even though these corporations only tested a small percentage of their total workforce — perhaps at entry level or for an executive committee — companies from PepsiCo and Boeing to Shell, Maersk and Spotify all used them, he added.
查莫罗-普雷姆兹克表示，在《财富》500强、富时100指数和标准普尔500指数成分股公司中，只有10%-15%的公司没有用过招聘前性格测试。他补充说，尽管这些公司只对所有员工中的一小部分进行测试——可能是初级员工，也可能是管理委员会的员工——但百事可乐、波音、壳牌、马士基和Spotify等公司都使用过这类测试。
Yet there is no guarantee such hiring tools work. “That’s why we’re still here,” Reed said. “The most important thing for hirers is integrity. Is this individual honest and trustworthy? And none of these products will do that.” Reed does a lot of screening work for clients — from evaluating CVs to credit and criminal checks and getting references. “Around 40 per cent of them have an error, shall we say,” he said, alluding to the fact that people embellished their work histories and qualifications.
然而，并不能保证这些招聘工具有效。“这就是为什么我们还在这里，”里德说。“对招聘者来说，重要的是诚信。这个人诚实可靠吗?这些测试产品都不能做到这一点。”里德为客户做了很多筛选工作——从评估简历到信用记录、调查犯罪案底，再到获得推荐信。他说：“我们可以这么说，大约40%的人有问题。”他指的是人们会美化自己的工作经历和资历。
If testing technology improves and more accuracy could be guaranteed, the information it provided would be invaluable for all team leaders — they would be able to manage people better, individuals would be assigned work that was more suited to them, groups could function better and conflict could be dissipated swiftly. Until that happens, companies might be wise to take note of those disclaimers.
如果性格测试的技术可以改进并且能够保证一定的准确性，那么它所提供的信息对所有团队领导者来说都是无价的——他们将能够更好地管理员工，员工也可以分配到更适合的工作，团队可以更好地发挥作用，摩擦可以迅速化解。而在能做到这一切之前，公司应该理智考虑免责声明。
词汇：
1.headhunter
英/ ˈhedhʌntə(r) /美/ ˈhedhʌntər /
简明
柯林斯
n.猎头者;物色人才的人;猎取人头的蛮人
2.allude
英/ əˈluːd /美/ əˈluːd /
v.暗指，影射;略加提及;(艺术家，艺术品)使人想起(从前的作品或风格)
3.embellish
英/ ɪmˈbelɪʃ /美/ ɪmˈbelɪʃ /
vt.修饰;装饰;润色
vi.装饰起来;加以润色
4.dissipate
英/ ˈdɪsɪpeɪt /美/ ˈdɪsɪpeɪt /
v.(使某事物)消散，消失;挥霍，耗费;放荡
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