??假定你有过大学结业后找作业的阅历，那么你必定做过各类心思查验。如今，心思查验正广泛使用于人才招聘选拔的进程中，而且越是大型公司越是喜爱于心思查验。那么，心思查验究竟有啥作用呢，为啥越来越多公司热心于给应聘者做心思查验？
companies are relying more and more on psychometric tests公司招聘越来越依靠于心思查验
here is a?test. assign a score of 1 to 5, where 1 is “strongly agree” and 5 is “strongly disagree”, to the following statement: “i really care about my work.” if you have answered that kind of question before, you have probably applied for a job at a large company. psychometric tests, as they are called, have become increasingly popular.
这儿有一项查验，请根据下列陈述（例如，“我很在乎我的作业。”）打出1-5分，1分标明“非常认同”，5分标明“非常不认同”。假定你早年做过此类查验，那么很有可以应聘过一些大公司的职位。这种所谓的心思查验正在变得越来越盛行。
eager job-seekers may think the answers to these questions are glaringly obvious. for any statement, give a response that creates a portrait of a diligent, collaborative worker. of course, applicants care about their work, love collaborating with other people and pay careful attention to detail.?
急迫的求职者或许认为，这些疑问的答案都是清楚明晰的。不管标题怎么问，只需给出一个可以体现勤勉、乐于协作的职工形象的答案即可。显着，求职者在乎自个的作业、乐于与别人协作、非常注重细节之处。
but the people who set the tests know that candidates will respond this way. so questions are?rephrased?in many different ways to check that applicants are consistent and make it difficult for them to remember what they have already said.
但出题人也晓得求职者会这样答复。因而，出题人会以各种不一样的方法重复发问，在让求职者没有知道到的情况下，以验证其前后答复是不是共同。
aptitude tests are not a new idea. intelligence tests have been around for a century and were popular with government departments. charles johnson, who has been involved in psychometric testing for 40 years and was responsible for constructing the tests used to recruit british civil servants, says the second world war had a big impact.?
才能倾向查验并不是啥新鲜事物。智力查验早在一个世纪前就已呈现，而且深受政府部分的等待。从事心思查验作业40年之久的查尔斯·约翰逊专门担任为英国公务员考试出题，他认为心思查验深受二战的影响。
the british were impressed with the efficiency of german army officers and learned they had been selected with the help of intelligence tests. this led the british to create the war office selection board. alongside verbal and non-verbal reasoning, it challenged candidates with word-association exercises and being made to lead group discussions.
德国军官的高效给英国人留下了深化的形象，然后英国人得知德国是经过智力查验来选拔军官的。这推进了英国陆军部选拔委员会的树立。除了言语推理和非言语推理外，请求者还需进行单词联想查验以及领导小组谈论。
for high-skilled jobs, these tests are useful. however, mr johnson says there is a risk with using such tests to recruit workers for low-skilled jobs. if you select people who pass?sophisticated?cognitive tests, they will learn the job quickly but will then get bored and leave.
关于高技能岗位来说，这些查验仍是有用的。不过，约翰逊指出，使用此类查验招募低技能岗位工人是存在风险的。假定你选择那些经过了凌乱认知查验的求职者，他们很快就会掌控作业内容，但随后就会感到厌烦并选择脱离。
psychometric tests became more popular from the 1970s onwards and are now seen as a useful way of sorting through the many candidates who apply for the jobs offered by big companies. “it is a?laborious?task to sort through thousands of written applications,” says julia knight, another occupational psychologist. “as well as being time consuming, it is not very effective and subject to bias.”
自上世纪70年代以来，心思查验变得越来越盛行，如今许多大公司都将心思查验视为选择求职者的必要方法。作业心思学家朱莉娅·奈特说道：“从不计其数份求职简历中选择求职者不只耗时吃力、功率不高，而且简略发生成见。”
questions in such tests may ask a candidate to describe their behaviour in hypothetical situations: dealing with an angry customer, for example. the suggested answers may all be plausible (apologise?profusely, fetch a manager and so on), so there is no obviously “right” answer. nevertheless the aim is to build a profile of the candidate to see if they have the right character traits for the job.
此类查验可以会需求求职者描绘他们在一些假象情况下的行为：例如，面临一位怒火冲冲的顾客大约怎么做。列出的答案或许都是可行的（不断地抱愧、找司理来处置等），因而可以并没有清楚明晰的“正确”答案。可是，这类查验的意图是勾画出求职者的性格特征，以招认其能否担任这份作业。
people are generally judged on the basis of five characteristics with the?acronym?ocean for openness, conscientiousness,?extroversion?(or?introversion), agreeableness and neuroticism. the ideal characteristics can be surprising: it turns out that introverts are the best train-drivers as they seem to pay more attention to details such as safety procedures and can cope with spending long periods of their time on their own.
我们一般会以五种性格特征（它们的首字母缩写为ocean，别离是翻开性、尽责性、外倾性、诱人道和神经质）来评价一自个。各类作业的抱负性格特征或许会让人大吃一惊：内向的人可以变成最佳的火车司机，这是因为他们更会重视到平安程序等细节疑问，而且可以忍耐长时刻独处的韶光。
extroverts do not make the best call-centre employees because they can spend so much time chatting to customers that they don’t get much done. the most useful trait among such workers, according to steve fletcher, an occupational psychologist, is?assertiveness; this enables them to deal with more calls.
而外向的人必定不会变成呼叫中心的最佳职工，这是因为他们会花太多时刻与客户谈天，因而只能结束有限的作业量。作业心思学家史蒂夫·弗莱彻标明，呼叫中心作业人员的最佳性格特征是自傲，这一特质能使他们处置更多的电话。
这篇文章翻译：vinnie
重难点词汇：
rephrase?[?ri??fre?z] vt. 改述；从头遣词sophisticated?[s??f?st?ke?t?d] adj. 凌乱的；精美的；久经圆滑的
laborious?[l??b??ri?s] adj. 勤
劳的；艰苦的；吃力的
profusely?[pr??fju?sli] adv. 丰厚地
acronym?[??kr?n?m] n. 首字母缩略词
extroversion?[?ekstr??v??r?n] n. 外向性
introversion?[??ntr??v??r?n] n. 内向性
assertiveness?[??s??rt?vn?s] n. 气势；自傲
************************************************************************************************************
21考研qq群：749245763? ? 22考研qq群：1群779376497 快来一同寻找尽力考研小火伴
2021考研考前急救冲分包（向下领券免费听）（微博） ￥29.00
【2022考研】菜鸟备考方案——0元12课时 (6课时择校择业不苍茫+6课时英数抢先备考） ￥1.00
????