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中国高翻团队倾力之作
全文字数：1901字
阅读时间：20分钟
上期划线句答案
But it was unclear whether they were replacing slower-onset droughts, meaning the usually slow droughts were coming on faster, or if both fast- and slow-onset droughts were increasing in tandem.
但究竟是突发性干旱取代了缓慢发生的干旱（也就是说，原本通常发展缓慢的干旱来得更快了），亦或是发展较快、较慢的干旱都同时都增加了，目前尚不清楚。
1. in tandem: doing something together or at the same time as someone or something else
本期内容
双语阅读
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 outpeople 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高管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，并建立更高效的团队。
Many creators of personality assessment tools issue disclaimers that they should not be used to predict job performance. Executiveheadhunterssay 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。高管猎头表示，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。翻译划线句，长按文末小程序码打卡，答案下期公布~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，也可能是高管委员会的员工——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,alludingto the fact that peopleembellishedtheir 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，最重要的是诚信。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 bedissipatedswiftly. Until that happens, companies might be wise totake note ofthose disclaimers.
如果性格测试的技术可以改进并且能够保证更高的准确性，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。
本文节选自：Financial Times（金融时报）
发布时间：2023.04.23
作者：International homepage
原文标题：Psychological tests can help firms hire better — but accuracy is not guaranteed
词汇积累
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
词组搭配
1.weed out 清除；淘汰；除去
2.take note of 注意；记笔记
写作句总结
原句：If testing technology improves and more accuracy could be guaranteed, the information it provided would be invaluable for all team leaders
结构：If XX improves and more XX could be guaranteed, XX would be invaluable for sb.
例句：If the accuracy of weather forecasts improves and more reliable data could be guaranteed, it would be invaluable for farmers to make decisions about planting and harvesting crops.
阅读理解题
What is the article mainly about?
A. The advantages of using personality assessments in hiring.
B. The limitations of pre-employment testing.
C. The benefits of using data to hire for the long term.
D. The challenges of building effective teams in the workplace.
B
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在草稿纸上翻译文章中的划线句，完成每日的打卡练习！下期推送会公布参考翻译答案，大家一起来学习英语吧~
外刊君为同学们汇总了《经济学人》，戳码回复“J88”，下载pdf源文件。
（戳码回复“J88”）
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