找工作时你遭遇过“性格测试”吗?.

　　This year, graduates not only face a tough job market, but also tough job requirements.

　　今年，毕业生们不仅要面对严峻的就业市场，还要应对用人单位提出的严苛要求。

　　Different to previous years, in which applicants’ education and work experience were the main criteria for getting a job, employers are now imposing further eligibility criteria on applicants, such as passing psychological, personality and behavioral tests.

　　不同于前些年以应聘者的学历和工作经验为主要选拔标准，时下用人单位更提出了应聘者是否能胜任工作的新标准，如是否能通过心理、性格以及行为测试。

　　The Yangtse Evening News reported that some employers are even filtering applicants by their zodiac sign and IQ.

　　据《扬子晚报》报道，一些用人单位甚至根据星座和IQ来筛选应聘者。

　　Although the latter two criteria have been criticized for being discriminatory, the tests are upheld by HR professionals and employers as a supplementary tool for selecting suitable candidates.

　　尽管这两条标准因涉嫌歧视而遭受批评，但作为选拔合适人才的辅助手段，这些测试深受人力资源专家和雇主们的认可。

　　According to Xu Yongge, executive president of Tianjin HR Club, employers are adopting psychological, personality and behavioral tests because many students have learned interview techniques from online forums.

　　天津人力资源经理俱乐部执行主席徐永革表示，招聘者之所以采用心理、性格以及行为测试，是因为许多学生已经从网络论坛上学到了面试技巧。

　　“HRs have no choice but to use more comprehensive ways to evaluate applicants, so they’ve introduced these tests as an additional measure,” said Xu.

　　徐永革说：“除了采用更全面的人才评估标准，人事经理们别无选择，所以他们引入了这些测试作为辅助措施。”

　　The increasing role of such tests can be seen from the 2013 Global Assessment Trend Report released by SHL, a UK-based provider of talent measurement solutions. SHL surveyed 592 HR professionals around the world, 42 percent of them from China.

　　根据英国人才评估解决方案供应商SHL公司发布的《2013年度全球测评趋势报告》显示，上述这些测试手段的重要性与日俱增。该项调查由来自全球592名人力资源专业人士完成，其中42%的人来自中国。

　　The results show that increasing importance is attached to personality and compatibility tests. The usage rate of personality tests has risen from 66 percent in 2009 to 84 percent in 2013, while the use of compatibility tests increased from 62 percent in 2010 to 77 percent in 2013.

　　此次调查结果显示，性格测试与职业适应性测试越来越受重视。性格测试的使用率由2009年的66%上升到2013年的84%，职业适应性测试的使用率也从2010年的62%上升至2013年的77%。

　　Personality tests are now the second most important measure in the pre-hiring phase, behind skill and knowledge tests.

　　如今，性格测试成为聘用前第二重要的人才评估手段，仅次于技能与知识测试。

　　Xu believes that stress has become a common problem for employees. Therore, “evaluating employees’ mental and psychological well-being has become relevant as it can greatly affect their working ficiency”, he said.

　　徐永革认为应聘者普遍存在的问题是压力。因此，“评估应聘者的心理健康变得至关重要，因为这一因素对工作效率影响极大。”他说道。

　　This view is echoed by Qiu Xing (with name changed as he would remain anonymous) who works in the HR department of a foreign company.

　　就职于某外企人力资源部的邱兴(应受访者要求使用化名)十分赞同这一观点。

　　“Certificates, diplomas and resumes only show an applicant’s educational experience. But with the help of tests and evaluation systems, we can fully assess their competence and suitability for the job,” Qiu told the Beijing Morning Post.

　　邱兴在接受《北京晨报》记者采访时表示：“证书、学位和简历仅仅反映了应聘者的教育经历，但借助多种测试和评估系统，我们就能够全面评定出他们是否能够胜任该工作。”

　　Apart from big corporations, small and medium-sized enterprises in second-tier cities are also adopting such measures.

　　除了各大公司，许多二线城市的中小型企业也正在采取这些人才评估手段。

　　According to Shenyang Daily, 48 percent of local employers use personality and psychological tests to evaluate candidates, because they think these qualities are more important than skill in the workplace.

　　据《沈阳日报》报道，该市48%的用人单位使用性格和心理测试来评估人才，他们认为工作中，这些素质比能力更为重要。

　　This puts an extra burden on graduates because they will be rejected if they fail the tests. But Zhang Lei, recruitment manager at Huawei, said that graduates shouldn’t worry.

　　这无疑给毕业生们再添负荷，因为如果测试失利则意味着求职被拒。而华为公司招聘经理张磊(音译)却表示，毕业生没必要担心。

　　“Many companies use personality and psychological tests, but their aim is to select the most suitable candidate for each position. Applicants shouldn’t be afraid to show their true self,” he said.

　　他说：“尽管许多公司采取性格、心理测试，但他们的目的是为了选拔出各个职位的最佳人选。应聘者应该勇于展现真实的自己。”